Getting on at work: progression and promotion of women with disability in the Victorian public service

This research looked at experiences of people who identified as women with disability in the Victorian Public Service (VPS). It identified enablers and barriers to progression and promotion. It also recommended inclusive practices.

The research found women with disability were often put in the ‘too-hard basket’ by managers and were often reluctant to request workplace adjustments or seek career progression. 

Key findings
Among people who identified as having a disability:

• More women, non-binary people and people of other gender identities had disability than men 
• More women used flexible work arrangements
• More women, non-binary people and people of other gender identities requested workplace adjustments. Disability was often the reason for the request
• Women and men had poor perceptions of workplace culture in relation to disability. Non-binary people and people of other gender identities had even lower perceptions.

Recommendations
The VPS must create a culture of disability inclusion built on respect and trust. It should focus on:

• actions VPS managers and supervisors can take
• creating a culture of psychological safety
• developing more inclusive policies and practices in the VPS.