For Michael* finally being able to work after a few dreadful accidents left him with permanent severe injuries means far more than just being gainfully employed.

Jude Lee – once a litigation lawyer in the big end of town prosecuting the likes of giant corporate raider the late Alan Bond – has always had a vision of what was possible for him.

Once you’ve had a person with disability apply for a job, what comes next? Just like with anyone else, it’s time for an interview.

Meet Dwayne Fernandes, Diversity and Inclusion Partner at the Department of Planning, Industry and Environment.

JobAccess has launched a new Conversation Guide on workplace adjustments to facilitate an open, empathetic, and actionable discussion between employers and employees with disability.

Making workplace adjustments is simple, cost-effective and benefits everyone.

Sometimes when we hire people with disability, adjustments need to be made. Find out about the different supports and services available through JobAccess to make these changes.

The Disability Discrimination Act (1992) states that it is unlawful to ask information about a person’s disability. The only information employers can ask is for the purpose of making adjustments and determining if the employee can perform the inherent requirements of the role.

The Department for Child Protection, SA plays a pivotal role in keeping children and young people safe from abuse and harm. It also offers care to those who experience neglect in their family homes. With a view to improve workforce diversity, the Department partnered with the National Disability Recruitment Coordinator (NDRC).

West Australian manufacturing company, PROK values workforce diversity and its potential to develop unique products and services. To support its disability inclusion efforts, PROK partnered with the National Disability Recruitment Coordinator (NDRC).