Fostering inclusive workplaces

Why disability inclusion matters

Around 5.5 million Australians (more than 1 in five) live with disability. Yet, workforce participation remains challenging for many. As of July 2024, only 56.1% of working-age Australians with disability were employed, compared to 82.3% of those without disability.

These statistics reflect a broader challenge for people living with a disability who attempt a return to work. Beyond physical barriers, they may face stigma, misconceptions about their capability, and a lack of inclusive workplace policies. Without timely and personalised support from their employer, many lose confidence or feel disconnected. This can make their return to work more difficult, slower or, at times, out of reach. 

Staying connected during recovery  

During the panel session, Jenny shared two examples that demonstrated the impact that employers can have when supporting an employee’s return to work. One example was of an employee who, during their recovery, stayed connected with their team and was involved in future planning. This ongoing engagement was instrumental in helping them return to work with confidence. Another employee, who didn’t get the same support, felt disconnected and was unable to return. 

“The first employee received regular contact from their employer, continued to be invited to team meetings, and was engaged in future work conversations,” Jenny said. “This made a significant difference in their motivation and confidence to return to work.”  

How employers can help  

Employers can play a key role in supporting their employee’s recovery after illness or injury well before a return to work is even possible.  

As Jenny explained, the quality of support during this time can shape the outcome. “Many employers are hesitant to bring someone back to work unless they have a 100% fit-for-work certificate from their doctor,” she said. “This perceived risk can be a significant barrier to successful reintegration.”  

Offering genuine support during recovery, such as regular check-ins or participation in team meetings, can make a real difference to the employees’ motivation and confidence. 

“When the commitment is genuine and supported across the organisation, employees feel it—and that can make all the difference,” Jenny emphasised. 

TAL’s role in supporting recovery 

TAL and our rehabilitation service providers supports members at claim time by taking a compassionate, personalised approach that focuses on recovery and return to work. This includes early engagement, tailored rehabilitation planning, and access to allied health services such as vocational assessments and return-to-work coaching.  

We also work with the member’s employer to maintain connection and create safe, inclusive pathways back to work. This support can extend to providing education and upskilling for leaders and sharing real-life success stories on inclusive return-to-work approaches. 

Why change is needed 

Discrimination and exclusion around disability are still widespread. A recent Diversity Council of Australia report found that 42% of employees with a disability have experienced workplace discrimination or harassment—almost twice the rate of those without disability. 

These numbers show why change is urgently needed. Employers and insurers that support Australians through life’s key moments are well placed to lead the way. 

Jenny’s message was simple: be part of the change, support employers to create inclusive workplaces, build confidence to act, and above all, lead with compassion. 

“Know the impact you can have and turn up with care, compassion and commitment. It will make the difference,” she concluded.