The series titled ‘Signs of Success’ was launched at the Australian Disability Network’s Impact 2025 Conference in Sydney, through the efforts of Australia Post, Deaf Connect, The National Disability Insurance Agency (NDIA), The Victorian College for the Deaf, and the Western Australian Department of Biodiversity, Conservation and Attractions.

The series also showcases real stories of inclusivity from deaf employees from the aforementioned agencies, providing a window into an Australian business or industry, where these organisations have implemented the accommodations and support necessary to ensure the success of their deaf staff.

Deaf Connect spearheaded the project with funding from the Australian Government Department of Social Services through the Information Linkages and Capacity Building (ILC) program and was supported by research undertaken by Deakin University.

CEO Brett Casey said the organisation is proud to lead an initiative that gives employers the confidence to foster the career progression of deaf staff across the nation.

“As the largest employer of deaf people in Australia, I witness every day the skills, knowledge and expertise our staff bring to their roles – skills which would not be recognised in an organisation that can’t accommodate a diverse workforce,” Casey said. “This cross-industry collaboration demonstrates the real value of investing in Deaf staff members – through innovation, inclusive leadership and a strong commitment to professional development.”

National Disability Insurance Agency CEO Rebecca Falkingham said that the project conveys the importance of strong leadership to create inclusive work environments.

“Managers play a critical role in shaping workplace culture, including ensuring all employees have the resources and tools they need to effectively perform their role. This project is about offering clear, practical steps that help employers move beyond good intentions to real, measurable change,” Falkingham said. “Simple shifts like fostering open dialogue, ensuring access to Auslan, and displaying equality in promoting Deaf employees to leadership roles can create a culture where everyone thrives.”

Australia Post head of diversity, inclusion and talent, Julie Duncan, said inclusive accommodations benefit all employees in the workplace, and Auslan access is an essential part of this.

“We were thrilled to share our learnings on how to better support the deaf workforce, and the benefits of a truly inclusive environment,” Duncan said. “Providing interpreters and captioning workplace meetings not only supports our deaf team members, but also enhances collaboration and productivity across the entire enterprise. We’re on a journey of continuous improvement, and our Signs of Success episode discussed the Auslan interpreted session that united all of our deaf team members, creating a space where they could share their thoughts and experiences.”

Western Australian Department of Biodiversity, Conservation and Attractions (DBCA) Chief Human Resources Officer Parul Chauhan said inclusive workplaces are built on trust, respect and the right support structures.

“At DBCA, we have seen how tailored adjustments and open communication can empower our employees with diverse needs to contribute with confidence and grow in their roles,” Chauhan said. “Programs like the Signs of Success series help employers move beyond basic accessibility and create real opportunities for career development.”

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In this article, Stephen Roebuck, an HR and WHS expert, who explains what SMEs can do – and must do – to make their workplaces more accessible. 

First and foremost, Stephen advises all small businesses to know the laws. 

“A key piece of legislation that all businesses need to be aware of is the Disability Discrimination Act 1992 (DDA),” he says. “There are two key provisions of the DDA that apply to employers: They are prohibited from discriminating against an individual on the basis of their disability, and they are generally required to make reasonable adjustments to accommodate the individual’s needs as a result of that disability.”

What does “reasonable adjustments” mean?

This is a point of confusion for many employers, Stephen says. 

“Put simply, a reasonable adjustment is a change to the work environment or job conditions that enables employees with a disability to work safely and productively,” he explains.  

Such adjustments could be physical, such as installing ramps, or technological, like providing speech-recognition software. Other adjustments might be to working arrangements and duties, including different working hours or methods.

How can small businesses, with their more limited resources, meet these obligations? 

The best, and cheapest, thing small businesses can do is communicate with employees living with a disability, Stephen says. Specifically, determine the employee’s needs, uncover the issues they may be facing, and find out what you can do to help.

Secondly, small businesses are not expected to go beyond what they can reasonably afford, Stephen reminds us.

“Naturally, small employers have more resource constraints than larger employers,” Stephen says. “So what is reasonable for a larger business may not be for a smaller one.”

A “reasonable adjustment” under the DDA is defined as one that does not impose an unjustifiable hardship on the business concerned. If making an adjustment would cause your business hardship, failure to make that adjustment is not discriminatory. 

Fair hiring practices

When it comes to hiring practices, SMEs also have an obligation to provide equal employment opportunities.

Stephen recommends that businesses introduce inclusion and awareness training for managers and employees, to promote fair hiring practices. 

It’s also a good idea to consider using multiple hiring avenues to reach more people with diverse backgrounds. Using recruiters can be helpful here, Stephen says.

“Another measure involves setting up mentoring arrangements that match employees from diverse backgrounds,” he adds. “This encourages open communication, promotes understanding, [and] fosters a positive culture of teamwork.

“It is always a good idea to implement grievance and complaints procedures in order to make sure any issues are managed quickly and effectively, before they become a bigger problem.”

Programs that can help

There are a few programs available that help employers make their workplaces more inclusive, Stephen says. 

The Employment Assistance fund (EAF): This is a fund under the Job Access scheme that business owners can use to purchase modifications to workplaces. This could include equipment, Auslan services, or other workplace assistance and support services. 

Businesses can also access a free Workplace Modification Assessment through the EAF to determine what barriers exist in the workplace for an employee living with a disability. The assessor will then work with both the employer and the employee/s living with a disability to find the best solution. 

The Supported Wage System (SWS): This system also operates under Job Access, and allows employees to pay wages to an individual living with disability based on how productive they are in their role. 

“The SWS is specifically designed for people living with disability who may not be able to perform a job at the same capacity as another employee, while also serving as a pathway for them to secure mainstream employment that may have been difficult to access otherwise,” Stephen explains. 

To participate in the SWS, employees and employers must meet certain criteria. Firstly, the employee must work eight or more hours a week. Secondly, their role must be covered by an industry award or legislative provision that permits employment under SWS provisions.

Employers may also be eligible to receive a one-off payment of $1000 for eligible SWS employment of 13 weeks at a minimum of eight hours of work a week, provided that the employee is not receiving support from a government-funded employment service provider. 

Stephen highlights that the government has also promised an extra $6.9 million for reviewing and modernising the DDA, in response to the Disability Royal Commission.

“At this early stage, it is unclear how employer responsibilities and obligations will change,” he says. “However, what we do know is that from 1 July 2025, a new specialist disability employment program will be implemented to help more people with disability find and maintain sustainable employment…With this funding, it is expected that the program will be better equipped to provide support to more businesses and employers.”

An additional $227.6 million will go towards this program, which will extend Job Access services to cover disabled employees who have an assessed work capacity of under eight hours a week. 

“The new program will also offer targeted assistance for employers who may already employ a person living with disability if the participant requires extra support to maintain their employment,” Stephen explains.

Finally, Stephen urges employers to look beyond just legal obligation when considering their hiring and workplace practices. 

“By hiring people living with disability, small-business owners and employers will gain access to a wider talent pool and more diverse teams,” he concludes.

This article first appeared in issue 46 of the Inside Small Business quarterly magazine

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Repercussions on workplace relations

A recent study by Gartner pointed out that 49 per cent report observing at least one negative interaction between employees due to political beliefs, almost a third reported witnessing an argument, and 28 per cent said they’ve seen someone being avoided by colleagues due to their political views.

Aaron McEwan, VP of Research and Advisory at Gartner, explained that political discussions in the workplace can cause distraction and animosity, hindering productivity and collaboration in the workplace.

“Heated political talk at work can escalate into microaggressions and harassment,” McEwan says. “Worse, it could potentially lead to legal and compliance risks if employees violate company policies or face harassment due to their views.”

How management should deal with politics in the workplace

Despite the potential conflict and other issues caused by political talk in the workplace, any move to ban political discourse would only worsen the situation.

“Prohibiting employees from talking about politics may sound tempting, but in reality, it has potential ramifications,” McEwan explains. “Politics is broad and hard to define. Any restrictions may result in employee backlash.”

In addressing this situation, some larger organisations have set up HR-facilitated spaces for political conversation to direct the burden and risk away from managers. However, small businesses do not have the capabilities to set up such facilities. As such, McEwan advises managers to learn how to navigate these situations.

“The role of the manager is to model the behaviour they expect from their team. This can be done by demonstrating respect, open-mindedness and professionalism in their interactions. They must also be available to support employees who may feel uncomfortable or affected by political discussions,” he said.

Small-business owners share their insights

Amber Daines, Chief Media Trainer & Founder of Bespoke Co. also suggests that managers should establish a level of respect and inclusiveness when discussing political issues, as well as reminding them of their duties and responsibilities as employees of the business.

“Encourage employees to engage respectfully and avoid heated political or cultural debates during work hours, which can detract from productivity,” Daines says. “Remind employees that their primary purpose is to work toward the company’s mission and goals. Reinforce common values, like commitment to quality and customer service, to help bridge personal differences.”

For Rachel Lake, founder and creative director of Rachel Beth Jewellery, open communication is that values respect and focus is key to defusing potential workplace conflict over politics, even if political discussions are not encouraged at work.

“I’ve found it helpful to set a general guideline that the workplace is a space for collaboration and creativity, and we try to keep discussions centred around our shared goals,” Lake shares. “Ultimately, it’s about balancing respect for each person’s views with maintaining a positive, productive workspace.”

The post Handling political discussions in the workplace – without an HR department appeared first on Inside Small Business.

However, Indigenous small businesses in Australia still face a spectrum of unique challenges that significantly impact their ability to start, sustain, and grow businesses. One of the most pervasive issues is socio-economic disadvantage. Many Indigenous Australians face lower levels of income, education, health and employment opportunities compared to their non-Indigenous counterparts, which creates significant barriers to their business endeavours, limiting access to essential resources such as financial capital, skilled labour, and business networks right from the start.

Historical and ongoing discrimination and exclusion, including both overt and covert, have also contributed to the business environment that is often unwelcoming and results in inaccessibility that persists even today. Policies and practices that have historically marginalized Indigenous communities continue to influence current economic structures, making it more challenging for Indigenous businesses to thrive. This systemic discrimination is evident in various forms, including difficulties securing financing, navigating regulatory and administrative environments and accessing staff and markets.

The cultural disconnect between Indigenous values and mainstream small business practices further complicates the business journey for Indigenous Australians. Indigenous cultures often prioritise community well-being, collective ownership, and sustainable practices over individual profit and competition. These values can clash with the dominant capitalist business model that emphasises individual success and profit maximization.

Moreover, the lack of culturally relevant support and mentorship exacerbates these challenges. Many existing small business support programs do not account for Indigenous communities’ unique cultural and socio-economic contexts, leaving Indigenous small businesses isolated and ill-equipped to navigate the complexities of starting and running a business.

Strategies for overcoming challenges

Despite these challenges, Indigenous small businesses employ various strategies to overcome their limitations, including gaining community and government support, which can provide financial assistance, mentorship, and training to help them navigate business challenges.

But more needs to be done. We need to step back and understand why the status quo prevails and remember their substantial contribution to the economy. They can be helped further by collaborating and engaging in partnerships with larger organizations to enhance their market access, visibility and networks, to help secure contracts.

We highly recommend providing information, education and awareness of the latest technology which can help them overcome resource limitations, by using digital platforms for marketing, sales, and operations to help reach broader audiences and streamline operations. A digital presence can give them access to a larger global market assisting them with the internationalisation of their small business.

Indigenous businesses often do and can leverage their cultural heritage as a unique selling proposition. For example, some of them may focus on Aboriginal art, fashion or food, which promotes Aboriginal culture and stories which has a huge audience and customer base overseas. This cultural distinctiveness not only differentiates their products and services but also attracts niche markets, which can create a strong brand presence that resonates with customers and drives growth.

Communication is key. Government needs to communicate further on the ground with the Indigenous community and educate non-Indigenous people on Indigenous culture, history, traditions and their business.

A digital ecosystem platform that facilitates communication, collaboration, and mentorship and helps drive innovation into the Indigenous small business community and a one-stop shop for their needs would help change the status quo to a more positive one and drive more Indigenous people into small business.

The post What challenges are Indigenous small businesses facing? appeared first on Inside Small Business.

When writing your organisation’s job descriptions, have a look through your hiring processes and see if they are inclusive of diverse candidates. Ensure your organisation’s commitment to diversity and inclusion is clear to applicants.

Have a look through the stages of the hiring process and assess its accessibility strengths and weaknesses. Small things like accessible online application systems or alternative methods for submitting applications, such as phone or email, go a long way to accommodate different needs or to deterring what could be a fantastic candidate.

2. Utilise disability employment service providers

Disability employment services providers specialise in helping both those living with disabilities find and maintain employment, as well as employers in identifying, recruiting and supporting employees with disabilities. Through high-level training for job-specific skills, these organisations prepare candidates for the workplace and also facilitate workplace modifications, wage subsidies and employer training. You can find your local disability employment services provider online at jobaccess.gov.au/. The best candidate for your role might be closer than you think.

3. Enhance workplace accessibility and accommodations

Ensuring that facilities, equipment, and workspaces are accommodating for individuals with various disabilities is crucial to attracting talent to your workplace. There is an enormous opportunity to adopt rapidly developing assistive technologies and tools that can assist the participation of individuals with disabilities. Promoting flexible work arrangements and reasonable accommodation, such as modified work hours or job duties, to meet the specific needs of employees with disabilities, will be critical to a fair and equitable work partnership.

By implementing these strategies, your small business can tap into a diverse and talented pool of candidates, enhance your workforce, and contribute to a more inclusive society. Those who are forward-thinking will see the immense opportunity for business growth and competitive advantage available to them.

The post How small businesses can tap into Australia’s disability employment opportunity appeared first on Inside Small Business.

And, while businesses across a range of industries are still reporting significant recruitment concerns, the unemployment rate for Australians living with disability has not changed in over 28 years. In Australia, only 53.4 per cent of people with disability of working age are actively employed. That’s an untapped talent pool of more than two million Aussies, many of whom are struggling to find work due to inaccessible workplaces, unconscious bias and fear of rejection.

There is an obvious opportunity here to solve the problem of a lack of skilled workers for business, and the shortage of available roles for people living with a disability.

You might be wondering how a small-business owner like yourself can begin to access this resource of talented and enthusiastic job seekers. Developing an inclusive recruitment strategy can seem overwhelming to the uninitiated. I get it.

On 31 August 2014, I broke my C2, C5, T3, T4 & T5 vertebrae as the result of a fall. The injury caused irreparable spinal cord damage and classified me a ‘C-5’ quadriplegic.

I wasn’t aware of the barriers to employment until I acquired my disability. And since, one of the biggest misconceptions of my peers and colleagues has been around what I can do, or rather, what I can’t do.

The thing that surprised my employers most about my work post-injury wasn’t my talents, it was the impact that hiring someone with disability could have on the broader workplace. According to various studies, disability-inclusive organisations:

• Are nine times more likely to innovate; 10 times more likely to be ‘highly effective’ and five times more likely to give excellent customer service.
• Enjoy a 34 per cent increase in customer loyalty, a 61 per cent increase in workplace morale, and a 49 per cent increase in the ability to fill skills gaps.

These benefits are amplified for small businesses that often rely on their team and culture to stand out from their competitors and depend on strong customer relationships for success.

Creating a disability-inclusive workplace doesn’t need to be scary, and the best news is that even seemingly small changes to processes and policies can make a big difference. An inclusive workplace might include things like:

• Making sure all communications are accessible and easy to read, including adding alt text, subtitles, clear font and contrasting colours.
• Not assuming someone’s access needs based on their appearance (many disabilities are non-visible.
• Making workplaces accessible for people with all kinds of disabilities, including those who use mobility aids, are neurodivergent, and those who are blind or deaf.
• Allowing flexible hours, part-time work and the option to work from home.
• Using inclusive language to help people feel understood, valued, respected and appreciated.

Increased awareness and uptake of inclusive recruitment strategies at all levels of business in Australia will play a part in lowering the statistic that has not shifted in over 28 years. Enhancing the involvement of individuals with disabilities in our communities will elevate diverse perspectives and address misconceptions head-on.

If there’s only one thing you take away from this when it comes to recruitment, try focusing on what people can do, rather than what they can’t.

The post Why and how your business could be accessing a wider talent pool appeared first on Inside Small Business.

Implementation, however, can be challenging, particularly for small businesses that don’t have the luxury of resources to invest in robust strategies and programs.

That doesn’t mean impossible. Small businesses can still cultivate a workplace culture that prioritises creativity, wellbeing, and inclusivity as a means of fostering innovation, attracting top talent, and developing effective leaders.

For small businesses with fewer resources in terms of money and manpower, there are a few practical, cost-effective ways to promote a welcoming workforce and unlock the potential of diverse teams:

1. Diversify your hiring practices

The trap we often fall into is the desire to work with people who are similar to us because we are attracted to what we know. This is particularly prevalent in small teams that tend to work more closely and where the experience is that strained relationships can have a more significant impact.

However, cultural fit doesn’t need to mean fitting the same mould. When small teams are high functioning, which is a clear outcome of diversity of thought, good culture is achieved because of differences rather than despite them. The good news is, there are simple and cost-effective ways to diversify hiring practices across the entire journey.

For starters, using unbiased language in job descriptions and expanding recruiting networks by partnering with universities and organisations that support minority groups can increase the diversity of candidate pools. Additionally, setting diversity targets and providing training to hiring teams is a good way to foster inclusive practices during the process. Implementing what we call “blind” hiring techniques can also be a powerful method for challenging unconscious bias. This practice involves removing names, photos, and demographic information from resumes during the screening process.

2. Peer-to-peer education and cultural champions

Training initiatives don’t have to break the bank. One cost-effective approach is to leverage internal resources by tapping into the expertise of employees from diverse backgrounds who can share their experiences and insights. Encouraging open discussions and organising peer-led workshops can foster understanding and appreciation for different cultures within the organisation. Even if you don’t have a lot of cultural diversity in your team yet, you can encourage individuals to champion learning and education as an ally to other nationalities.

There are also thousands of free or low-cost online resources, such as webinars, articles, and videos, to supplement efforts without the need to invest huge amounts in external training.

3. Celebrate cultural diversity

Bring joy to the process! Cultural diversity education doesn’t have to be all formal workshops and webinars.

Start by recognising and celebrating various cultural holidays and events with your existing social calendars and encouraging employees to share their cultural traditions and experiences.

Encourage the creation of employee resource groups: affinity teams where employees can connect, share experiences, provide support and take ownership of creating celebratory experiences. These teams can help share the responsibility of championing inclusion and engaging in initiatives that ensure every individual feels valued and respected.

The post The simple ways small businesses can support workplace multiculturalism appeared first on Inside Small Business.

Grants of up to $400,000 are available to run programs that provide aspiring entrepreneurs with advice, support and networks to test out their start-up ideas and find potential customers. Focus areas for the programs may include a specific industry (e.g. MedTech, ClimateTech), technology (e.g. AI) or social demographic (e.g. under-represented founders). 

LaunchVic CEO Dr Kate Cornick said the number of start-ups in Victoria had more than tripled since 2018 to more than 3400 but there was still work to be done to ensure the sector’s sustainable growth.  

“Victoria’s start-up sector is valued at $103 billion,” Dr Cornick said. “To ensure we have a strong pipeline of new start-up creation we are giving founders access to the best possible mentors, subject matter experts and potential investors with deep knowledge of their chosen fields. By offering grants for targeted programs, LaunchVic hopes to double down on our key sector strengths and ensure underrepresented groups get the same opportunity to launch and grow their start-ups.” 

Since 2017, LaunchVic programs have upskilled more than 11,600 budding entrepreneurs and is looking to support more entrepreneurs in the future through the new round.

Applications for the grants are open to local and international programs looking to support founders in Victoria.

The post New LaunchVic grants round to support programs for early-stage start-ups appeared first on Inside Small Business.

Data from the 2023-2024 Inclusion@Work Index shows that 19 per cent of Australian workers didn’t feel valued, respected or able to contribute and progress at work in 2023, a figure that has nearly doubled since 2019.

Similarly, more workers feel their manager does not behave in an inclusive manner, with 27 per cent reporting their managers did not value differences, treat everyone fairly or deal with inappropriate behaviour, a nine per cent increase from 18 per cent in 2021 and up six per cent from 21 per cent in 2019.

Worse, incidences of discrimination, harassment and other forms of workplace exclusion which have eased off for many workers during the pandemic have increased anew in post-pandemic workplaces as per the Index. A total of 30 per cent of workers stated that they experienced discrimination and/or harassment at work in 2023, up by eight per cent from 22 per cent in 2021, and four per cent higher than the pre-pandemic figure of 26 per cent in 2019.

However, the report also points out that despite these trends, organisations that are focused on diversity and inclusion have been able to avoid it. In particular, it found that workers who indicated their organisation is taking action to create a more diverse and inclusive workplace were twice as likely to belong to an inclusive team and have an inclusive manager and nearly twice as likely to report their work has a positive effect on their mental health.

On top of this, inclusive organisations are found to be more than twice as likely to provide excellent customer service, collaborate effectively, solve problems in an innovative way, and work extra hard.

“While many behave as though the global pandemic is firmly behind us, Australians are still recovering from the shared trauma of these past few years,” DCA CEO, Lisa Annese, said. “Workplaces are adjusting to the latest ‘new normal’, grappling with questions around flexible working, AI technology, inflationary pressures, and growing skills shortages.

“Meanwhile, employees are still processing the trauma and disruption of the past few years, fuelling a growing disillusionment with traditional working arrangements,” Annese added. “With all this in mind, it is unsurprising that DCA’s 2023-2024 Inclusion@Work Index finds workers feeling less connected, valued and included post-pandemic.

“In a time of so much disruption and division, a focus on diversity and inclusion is more important than ever. This report addresses the unique problems of the post-pandemic workforce and lays out a case for D&I action as a proven solution,” Annese concluded.

The post Aussie workers bemoan lack of connection and inclusiveness post-COVID appeared first on Inside Small Business.

The partnership will see the development and promotion of accessible tourism for Australian and international visitors, as well as assist tourism businesses in identifying improvements they can make to the accessibility of their offerings. The program will see businesses undertake a comprehensive accessibility assessment to provide detailed information to visitors with a range of accessibility needs.

It is noted that 18 per cent of Australians, 4.4 million residents, live with disability and are currently underserviced in the tourism industry. Research from Spinal Life Australia has revealed that 76 per cent of Australians believe that most places in Australia are inaccessible to people living with disabilities, a situation which a majority believe needs to be changed.

Evan Hall, Chairman of the Australian Tourism Industry Council, has described the partnership as a ‘natural fit’. “We understand the value of accessible tourism and how vital it is to strive towards improved inclusion for all Australians,” Hall explained. “We’re proud to be working with Spinal Life Australia to continue our shared advocacy for better outcomes for all.

“In partnership with Spinal Life Australia, we will provide ongoing advice and advocacy to the Australian Government for new policies to improve the accessibility of Australia’s tourism industry,” Hall added.

Mark Townend, CEO of Spinal Life Australia, described the partnership as “a great example of improvement in accessibility when it comes to the travel and tourism sector”. “People living with disabilities love to travel and explore like every Australian does,” Townend said. “Tourism and travel businesses are critical parts of the Australian economy and have a key role to play in making Australia more accessible and inclusive, not only for our domestic market, but also our international visitors.

“Through our work with tourism businesses in various tourist hotspots across Australia, we’ll be highlighting the importance of access and inclusion to encourage meaningful change and look forward to working with ATIC to build on the great work that has already commenced,” Townend concluded.

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