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Building disability awareness and confidence

The primary aim of disability awareness, confidence and responsiveness is to increase understanding, challenge negative attitudes, and improve inclusive behaviour and practice. 

Last updated: 22 Oct 2025

A vision impaired person in a bright yellow safety vest is crossing a street, a guide dog is assisting.

“People with disability report the greatest barriers they face are not communication or physical, rather they are created through stigma, unconscious bias and lack of understanding of disability. This can include ableism, where people with disability can be seen as being less worthy of respect and consideration, less able to contribute, and not valued as much as people without disability.” 1

Australia's Disability Strategy 2021-2031

“We need to make people feel comfortable to ask questions of people with disability. People with disability need to encourage this so that people aren’t hesitant to engage with them. Sometimes being ‘politically correct’ can create more problems.” 4

Person with a physical disability from a culturally and linguistically diverse background in a regional community

“Nothing says disability confidence in an organisation more than seeing people with disability actually employed in leadership positions. So that messaging is really important.” 5

Person with a psychosocial and sensory disability
Slide 1

Overview

For society, and employment, to be truly inclusive, people with and without disability need to be able to work and live together effectively. Yet ongoing stigma and discrimination towards people with disability, show that many individuals, services, and employers still hold negative or deficit-based attitudes about disability, lack awareness, and are uncomfortable when it comes to disability. 

‘Disability awareness’ refers to a person’s knowledge of, understanding about, and attitudes toward disability. Other terms are also used, such as ‘disability confidence’ and ‘disability responsiveness’. These go beyond disability awareness, focusing on changing behaviours in individuals, employers, and organisations.  

Being disability confident or responsive means understanding the diverse experiences of people with disability, holding positive views and expectations, and taking meaningful action to ensure people with disability are fully included and valued.2

Opportunities to build disability awareness or responsiveness are often offered to service providers and employers through training programs and resources – ideally designed and delivered by people with disability. 

Disability awareness and responsiveness should embedded in all employment services and workplaces. 

  • At the individual level – this means the knowledge, awareness, attitudes and behaviours of individuals such as citizens, service staff, workplace colleagues, and employers
  • At the organisational level, this means being building inclusive workplace culture, policies, and management practices in all services and workplaces
  • At the societal level, this means disability awareness and responsiveness is seen as being part of the core business and an everyday way of thinking about disability and delivering supports and services across society.3

Key strategies for success

Key strategies to increase disability awareness and responsiveness include: 

  • Engage with people with disability to understand their perspectives, experiences and needs. Seek out opportunities to interact with, and learn from, people with a range of disabilities. Increasing opportunities for people with disability to be employed is a key strategy to increase the contact and learning between people with and without disability
  • Adapt and respond to the needs and preferences of people with disability, including making reasonable adjustments.
  • Identify practical ways to promote and uphold the rights, dignity, and participation of people with disability.
  • Be aware of your own biases, behaviours, and values, the importance of different knowledge, and understanding of ableism.
  • Access disability awareness, confidence, or responsiveness training.
  • Support employers to build their disability confidence.
Guide
How to be disability inclusive
Every Australian has a role to play in creating positive change and breaking down barriers. This paper is a guide to disability inclusion that promotes living…
Online training
Introduction to disability awareness
This Disability Awareness eLearning training seeks to challenge ingrained cultural and attitudinal barriers that perpetuate discrimination and provides…
  • Employer capability

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