The ability for people to physically and practically participate in workplaces and services. This includes access to buildings, signage, digital systems, information, and environments that consider sensory needs.
Ways of sharing information that work for different people, such as using plain language, written follow-ups, captions, transcripts, alternative formats, and flexible communication methods.
An injury to the brain that occurs after birth and is not hereditary or congenital. ABI can be traumatic, such as from accidents or falls, or non-traumatic, such as stroke, tumour or lack of oxygen. It can affect memory, communication, mobility and information processing.
An organisation that employs people with disability, often in supported employment settings. Some employees may be paid below the minimum wage under specific arrangements.
A broad term describing physical, intellectual, psychiatric, sensory, neurological, or learning differences. Disabilities can be visible or hidden, temporary or permanent, and affect each person differently.
The practice of ensuring people with disability can participate fully and equally in work and community life by identifying and removing physical, communication and attitudinal barriers.
Designing websites, documents and digital systems so they can be used by people with disability, including those who use screen readers, keyboards or magnification tools.
Providing fair and appropriate support based on individual needs so everyone has equal opportunity to succeed. Equity recognises that people may need different supports to achieve similar outcomes.
Adapting how work is done to enable performance, such as flexible hours, task design, work location, or communication methods, without lowering expectations.
A disability that is not immediately obvious to others, such as mental illness, chronic pain, neurodivergence, or some neurological conditions. These can still significantly affect a person’s experience at work and in services.
Respectful, people-first language that focuses on the individual rather than defining them by disability, such as “person with disability” rather than “disabled person”.
A workplace where people feel respected, supported and able to participate fully. Inclusion is reflected in everyday behaviours, communication, flexibility, culture and access — not just policies.
A developmental disability present from childhood that affects learning, reasoning, problem-solving and adaptive functioning. Support needs vary widely between individuals.
The natural variation in how people think, learn and process information. This includes autism, ADHD and dyslexia. Neurodivergent people bring different strengths, perspectives and skills.
A condition caused by disruption or damage to the nervous system. It may be acquired or progressive and can affect movement, speech, cognition, emotional regulation or energy levels.
Changes to items, procedures, environments or systems that enable a person with disability to perform their role and participate fully. Many adjustments are low-cost or no-cost.
Individual needs related to sensitivity to light, noise, touch, movement or other sensory input. Environments that consider sensory needs reduce stress and increase participation.
Negative stereotypes or beliefs that portray people with disability as less capable, unhealthy, or burdensome, which can lead to discrimination or exclusion.
Practical assistance, systems or resources that help people succeed at work or access services, such as clear onboarding, adjustments, access to help, and knowing who to talk to if something is not working.
A disability that is immediately noticeable, such as mobility impairments, vision loss, or use of mobility aids. Visibility can sometimes make adjustments easier to access but can also increase exposure to assumptions or bias.
