Overview
One way of thinking about disability is by type of disability. However, this does not fully capture the experience of disability for all individuals (see the Models of Disability page).
To create the right ‘conditions for success’ in employment, it helps to understand how different types of disability can affect people’s lives. The best way to find this out is to ask the person themselves. This understanding can guide the development of inclusive and accessible workplace practices.
There are many diagnoses and conditions that reflect the diverse experiences of people with disability. There is no single way to classify disability ‘types’ or groups of conditions, and it’s important to avoid generalisations or assumptions.
However, gaining insight into the varied experiences of people with disability can be useful. The list of disability types below provides an overview of each, to help inform ways to create the ‘conditions for success’ at work.
This information is largely drawn from information developed by Disability Representative Organisations and Disabled Peoples Organisations in Australia, where people with disability have been the leaders in describing their own experiences.
Language matters
The way we communicate with people with disability matters. Using inclusive language is essential for ensuring communication is accessible and respectful.
In Australia, the standard is to use ‘person-first’ language such as, 'person with disability', which puts the individual before their disability. This should be the default approach when you don’t know someone’s preference.
Some people, however, prefer ‘identity-first’ language, for example, 'disabled person', which positions disability as part of their identity. This is particularly common in Autistic and Deaf communities, where disability is seen as an integral part of identity and culture.
It is also important to recognise that not everyone identifies as part of the disability community. For instance, many Deaf see themselves as members of a distinct cultural and linguistic group, using Auslan (Australian Sign Language) as their first language. Similarly, while mental health conditions and neurodivergence fall under the broad definition of disability, not everyone in these groups embraces that label.
Best practice is to default to person-first language, while respecting the words people choose for themselves. Honouring individual preferences acknowledges the diverse ways people view their identity, experience disability, and connect with their community.