Creating employment opportunities for people with disability is often far simpler and more rewarding than businesses expect. Across multiple employers, the common themes were not complex systems or extensive experience, but finding the right fit, having the right support, and being willing to give it a go.
Business owners consistently reflected on employees who were reliable, positive, and well-suited to their roles, with several remaining in their positions for over 12 months.
Many employers also described a broader shift in perspective, recognising inclusive hiring as a way to uncover untapped potential and strengthen their teams. While uncertainty around day-to-day logistics can initially hold businesses back, those concerns often become much more manageable once support and role fit are clarified, and when the experience is positive, many businesses go on to create additional opportunities.
Navigator Insight #1: A simple hire that’s now 12+ months strong
Working alongside small businesses, we often see that creating employment opportunities for people with disability doesn’t need to be complex.
A café owner shared this recently:
“We’re really happy with him. He’s punctual, works hard and is very positive.”
Michael has now been in his role for over 12 months.
No complex systems.
Just the right role, the right support, and a willingness to give it a go.
That’s often what makes the difference.
Many businesses are open to creating employment opportunities—they’re simply unsure where to start.
If this resonates, feel free to get in touch to explore what might work in your business.
Navigator Insight #2: Sometimes it’s simply the right fit
Creating employment opportunities for people with disability often comes down to something simple.
A café owner shared this recently:
“Steven’s personality is great for our customer service role.”
He’s been in the role for a couple of months now.
What stood out wasn’t experience — it was fit.
And that’s often the part that feels hardest to predict.
When the match is right, things tend to settle much more quickly than expected.
If this resonates, feel free to get in touch to explore what might work in your business.
Navigator Insight #3: A shift in how value is seen
Creating employment opportunities for people with disability can sometimes lead to a broader shift in how a business sees value.
One business owner reflected:
“Inclusive hiring isn’t just about giving someone a chance; it’s about discovering untapped potential and building a stronger team.”
This wasn’t their starting point.
It came after having someone in the role for a number of months.
What shifted wasn’t just the employee — it was the way the business saw the value.
That’s often when confidence starts to build.
If this resonates, feel free to get in touch to explore what might work in your business.
Navigator Insight #4: When it works, businesses often do it again
One of the strongest indicators that something is working is when it happens more than once.
Creating employment opportunities for people with disability often starts with a single role.
One employer we worked with created not just one role, but two over time.
They reflected:
“It’s been incredibly rewarding… each with different strengths and challenges… great to watch them develop.”
One employee has now been in the role for over 12 months, the other for around 6 months.
Once it works the first time, many businesses are open to doing it again.
If this resonates, feel free to get in touch to explore what might work in your business.
Navigator Insight #5: What often gets in the way
Many small business owners are open to creating employment opportunities for people with disability.
But one concern comes up consistently:
“I’m just not sure how this would work day to day.”
It’s not about willingness.
It’s about uncertainty:
- how the role would fit
- how much time it might take
- what support would be in place
When these questions are worked through early, things tend to run much more smoothly than expected.
That’s often the difference between something starting — and not starting at all.
If this resonates, feel free to get in touch to explore what might work in your business.
Navigator Insight #6: Often, it’s the small adjustments that make someone stay
One thing I’ve noticed in conversations with employers is that successful employment relationships are not always built on major changes.
More often, they grow through small practical adjustments.
Sometimes it’s clearer routines. Sometimes it’s allowing a little extra time to learn a process. Sometimes it’s simply having open communication about what helps someone work at their best.
These adjustments are often less complicated than employers first imagine.
And when they work well, they can help create confidence, consistency, and stronger long-term working relationships for everyone involved.
The businesses I speak with are usually not looking to “transform” their workplace. They are simply trying to create an environment where someone can settle into the role and contribute well.
In many cases, these small adjustments also help workplaces become calmer, clearer, and more supportive for everyone on the team.
Often, it’s the smaller things that make the biggest difference.
Navigator Insight #7: Clear expectations build confidence on both sides
One theme that continues to come up in conversations with employers is the importance of clarity.
Clear communication, clear routines, and clear expectations often help build confidence — not only for the employee, but for the employer and the wider team as well.
Many small business owners already do this naturally. They explain tasks carefully, demonstrate processes, check in regularly, and create structure around day-to-day responsibilities.
Over time, this consistency can help people become more independent, comfortable, and confident in their role.
What stands out to me is that these approaches are not really about “special treatment”.
They are often simply examples of good workplace communication and supportive management practices that benefit everyone.
In many workplaces, confidence grows gradually through consistency, patience, and clear communication. When expectations are understood on both sides, employment relationships often become more sustainable and rewarding for everyone involved.
Navigator Insight #8: Sometimes flexibility is what makes a role work
In many small businesses, flexibility already exists in practical ways.
Start times may shift slightly. Tasks may be shared differently across the team. Some roles naturally evolve over time as businesses grow and people settle into routines.
When employers begin exploring employment opportunities for people with disability, flexibility often becomes part of the conversation too.
Not as something dramatic or difficult — but as practical problem solving.
Sometimes a small adjustment to tasks, communication, pacing, or workflow can help create a role that works well for both the business and the employee.
The employers I speak with are often surprised that these conversations feel more practical and manageable than they first expected.
In the end, successful employment relationships are rarely about perfection from day one.
More often, they grow through patience, communication, and a willingness to work things out together.
Often, the most successful workplaces are not the most rigid. They are the ones willing to adapt, communicate openly, and focus on finding practical ways forward.
Navigator Insight #9: Is there work in your business waiting to be done?
Returning from South Korea and Japan reminded me how important it is for people to feel connected, useful and able to contribute. Work can be a meaningful part of that, but successful employment must also meet a genuine need within the business.
In many workplaces, there are regular tasks that are delayed, shared between already-busy employees or simply not receiving the attention they need.
These tasks may not amount to a traditional vacancy. However, when considered together, they may provide the foundation for a meaningful and productive role.
The Disability Employment Navigator works directly with small and medium-sized businesses to understand how they operate, identify work that needs to be done and explore whether a suitable employment opportunity could be created for a person with disability.
The aim is to develop opportunities that work for both the business and the employee.
If there is work within your business that could benefit from additional support, we welcome an initial conversation, with no obligation to proceed.
Navigator Insight #10: Start with the work, not the disability
Inclusive employment works best when it begins with a genuine business need.
Businesses need people who can make a useful contribution. People with disability need access to genuine opportunities—not work created simply for the sake of inclusion.
A useful place to begin is with a straightforward question:
What work needs to be done?
It might be recurring tasks that are not always completed, work being absorbed by an owner or senior employee, or a part-time function that does not fit neatly within an existing position.
Once the business need is clear, the next step is to consider the hours, working environment, skills and support someone would need to perform the work well.
A role does not always need to begin as a fully formed position. Sometimes it can start with a few useful tasks and develop as the employee gains confidence and the employer learns what works.
The Disability Employment Navigator works with employers to explore these possibilities and identify practical employment opportunities that benefit both the business and the employee.
If there is work in your business that needs attention, contact the Disability Employment Navigator for a practical, no-obligation conversation.
Navigator Insight #11: A good employment match is built, not simply found
Employers are often told that successful inclusive employment is about finding the “right candidate”. The candidate matters, but so do the role, workplace and support arrangements.
A person may have the skills to complete the tasks but struggle if the hours, pace or environment are unsuitable. Another person may initially need clearer instructions, a structured induction or additional practice, yet become a reliable and valued employee once those supports are in place.
This is why a good match should consider:
- the actual tasks and essential requirements of the role
- the hours, pace and physical or sensory environment
- how training and instructions will be provided
- who will supervise the employee and answer questions
- what assistance an employment provider or job coach can offer
- when the employer, employee and provider will review how things are going.
Honesty is essential. Employers need to explain the realities of the workplace, including pressures and non-negotiable requirements. Candidates and providers need to communicate strengths, preparation needs and any support required.
The purpose is not to exclude someone because they may need support. It is to make informed decisions and put the right support in place.
Good matching does not remove every challenge. It gives the employer and employee a stronger foundation from which to address them.
The Disability Employment Navigator can help an employer define the work, consider workplace fit and connect with suitable candidates and support providers.
Start a conversation: Contact Wanda Dopierala, Project Manager / Disability Employment Navigator.
Navigator Insight #12: Your connection could open a door
Creating employment opportunities for people with disability is not something employers or employment services need to do alone.
Community organisations, professional networks and individuals can also play a valuable part—simply by making the right connection.
Many people know a small business owner, hear about a business experiencing staffing pressures or come across work that is not getting done. Mentioning the Navigator Program or making a direct introduction can be enough to begin exploring whether there is a genuine employment opportunity.
You do not need to have all the answers
Making an introduction does not mean that you need to:
- identify the right candidate;
- design the position;
- understand employment services or wage subsidies; or
- take responsibility for the employment process.
The Navigator Program can work with the business to understand its needs, explore what may be possible and involve suitable employment and community partners where required.
What could an introduction look like?
It could be as simple as:
- forwarding Navigator information to a business owner;
- mentioning the program when an employer talks about staffing challenges;
- inviting a business owner to contact us;
- introducing us directly by email; or
- sharing the Navigator webpage through your organisation or network.
For business owners, it can begin with a confidential and practical discussion about the business, the work that needs to be done and whether an employment opportunity may be possible.
One introduction will not always lead to a position. Each genuine connection still helps extend the network of employers who understand what inclusive employment can look like.
Sometimes one well-placed connection can open the door to a meaningful employment opportunity.