Overview
Employment rates in Australia for people with disability are lower than for people without disability, and so is their job satisfaction. More Australian businesses are focusing on accessible recruitment and onboarding, but there is less emphasis on targeted career progression for people with disability once they are established in their job.2 Targeted career progression support for employees with disability can help employers to attract and retain high-performing staff members and increase their staff’s motivation and productivity.
Career progression for employees with disability starts with strong foundations. Effective onboarding, clear performance and behaviour expectations and achievable goal setting help employees understand what success looks like. Regular manager check-ins and the provision of fair, specific feedback can help identify strengths, address barriers, and create opportunities for individual skill development and career growth.3
Ongoing conversations support professional growth and development. Good conversations ensure all employees understand what success looks like. Managers may sometimes avoid giving feedback to employees with disability due to discomfort or fear of making mistakes, but avoiding these conversations can disadvantage staff.4 Building disability confidence in the workplace can help managers communicate effectively and fairly.
Employers can support employees with disability to grow their careers by:
- identifying employees who are ready for new roles or leadership opportunities 5
- considering disability positively in development, promotion and talent programs6
- providing access to career development activities such as mentoring, job shadowing, upskilling and internal mobility opportunities 7
- offering guidance for internal career moves, including interview practice, application support and feedback or references 8
- training managers on inclusive practices and workplace flexibility and monitoring participation to ensure opportunities are accessible to all.9
Key strategies for success
Organisations with quality career development programs have better employee retention. Quality programs are targeted and practical – they focus on removing the barriers for employees with disability. This leads to a more motivated and productive workforce. Some strategies to support this process include:
- ensuring that employees understand expectations, goals and pathways for success
- emphasising that feedback to employees should be regular, fair and specific, and identify strengths, address barriers and support skill development
- promoting equitable development opportunities – these include access to mentoring, job shadowing, upskilling and internal mobility, and considering disability positively in talent and promotion programs
- encouraging employers to embrace an inclusive management culture by equipping managers to communicate confidently, apply workplace flexibility and ensure opportunities are accessible to all.
Support employees with disability to pursue career development opportunities through direct employer advocacy where appropriate, or by equipping them to navigate these conversations independently.