Georgia Miller and Clare Amies seated together smiling in office space.

genU has been contracted to deliver the National JobAccess Service on behalf of the Department of Social Services (DSS). Service Delivery started on 1 January 2025.

genU is a national community services provider with more than 25 years’ experience in disability employment.

This change marks a new and exciting chapter for us. While the provider has changed, the support you know, and trust has not.

“We want to reassure everyone that the team you know and trust with lived experience continues to support you,” says Georgia Miller, National Manager of JobAccess.

“Our commitment to inclusive employment remains as strong as ever.”

What does this mean?

JobAccess is the Australian Government’s national hub for workplace and disability employment.

We offer:

• Free, expert advice via phone and online
• Support to promote the employment of people with disability
• Access to workplace adjustments and funding
• Employer and industry engagement through the National Disability Recruitment Coordinator (NDRC)

genU was selected to deliver JobAccess following a competitive process run by the Department of Social Services. JobAccess will work alongside the Centre of Inclusive Employment and other key services including Inclusive Employment Australia, Workforce Australia, and the National Disability Insurance Scheme.

Find out more about how we can help you today:

• I’m a person with a disability
• I’m an employer
• I’m a service provider

When your recruitment process is easy to access you welcome a broader and more diverse talent pool, including people with disability.

Inclusive hiring starts with small changes that make a big difference. From the way you write job ads to the design of your website, accessible recruitment practices can open the door to more candidates and better outcomes.

Why accessibility matters

Most jobseekers will interact with your organisation online. Whether it's reading a job description, watching a recruitment video or applying on your website. Common recruitment practices can sometimes create barriers for people with disability. For example:

• A person using assistive technology may not be able to read a job ad on a website that does not meet web access standards.
• A candidate who is Deaf may not understand a video with no captions.
• A candidate who is blind may not understand a video that contains images set to music.
• An application form with poor colour contrast might be hard to read for someone with low vision.
• An application form that requires a mouse to navigate may be unusable for people who rely on a keyboard or screen reader.
• A PDF that isn’t accessible may mean that not everyone has the same information to prepare them for the recruitment process.
• Inclusive language ensures accessibility for all. Keep language simple and stick to required skills and responsibilities.

Improving accessibility helps remove these barriers. It also reflects a more inclusive culture that benefits everyone, not just people with disability.

Simple ways to improve accessibility

Here are a few quick wins:

1. Make job ads accessible
   Tell candidates ‘what’ they will do in the role. Use plain language, avoid jargon, short sentences, and clear formatting. Make sure your PDFs are accessible (or provide Word/HTML alternatives).
2. Check your website
   Does it meet the WCAG 2.1 AA standard? If users change font size or contrast, will they still be able to read your content?
3. Use accessible formats and platforms 
   Share job ads on platforms that support accessibility. Include captions, transcripts and audio description in videos. Make sure social media posts include image descriptions.
4. Offer inclusive application options 
   Allow video or audio submissions. Provide contact details for applicants needing adjustments. Let people know you’re happy to help.
5. Make adjustments to the recruitment process 
   Reasonable workplace adjustments can apply to the application and recruitment process. Asking all candidates what you can do to help them be their best is a great start.
6. Test your process 
   Recruit people with disability to review your website or application forms and provide feedback.
7. Invite people with disability to apply 
   Include a diversity statement that shows your commitment to inclusion. For example: ‘We embrace diversity and encourage applications from people with disability. We are committed to making adjustments to provide a positive, barrier-free recruitment process and supportive workplace.’
8. Use AI and testing tools carefully 
   Some automated recruitment tools, such as AI screeners or psychometric tests, can exclude people with disability without intending to do so. For example, facial recognition tools may not account for neurodiverse communication styles, and many tests aren’t accessible via keyboard. These tools should never be used to screen people out.

JobAccess provides free expert advice and resources to help employers create more inclusive workplaces.

We also offer funding for workplace adjustments through the Employment Assistance Fund.

Want help checking if your recruitment process is accessible?

Call a JobAccess Adviser on 1800 464 800 or find out more at: Partnering with the National Disability Recruitment Coordinator | JobAccess

JobAccess has launched a guide for employers: Supporting a Neurodivergent Workforce. The guide is designed to help organisations gain confidence and skills when working with neurodivergent employees and job seekers.

It explores how employers can attract, retain and progress the careers of neurodivergent people at work.

Why focus on neurodiversity?

More people are identifying as neurodivergent or sharing information about their diagnosis. This includes people with autism, ADHD, dyslexia, dyspraxia, and other cognitive differences. But neurodivergent Australians are still underrepresented in the workforce.

This guide recognises that neurodivergent job seekers face some of the biggest barriers to employment. It provides employers with the tools to overcome those barriers and open access to a skilled and often overlooked talent pool.

“We saw a gap in practical resources focused on neurodivergent inclusion. This guide is about helping employers understand, adapt and grow,” says JobAccess National Manager

This was created guide to support and empower employers to be more inclusive and forward-thinking about employing neurodivergent staff.

What’s inside the guide?

The guide includes:

• Clear explanations of neurodiversity and common workplace challenges
• Inclusive recruitment tips and interview adjustments
• Examples of workplace modifications and supports
• Advice on how to tailor adjustments to individual needs
• Links to further resources and training.

It’s built on the idea that there’s no one-size-fits-all approach. Diversity in how people think, work, and communicate is a strength for any organisation.

“Neurodivergent employees bring fresh perspectives, unconventional problem solving and untapped innovation. This makes them not just a good hire, but a smart business advantage.”

Help is available

If you’re just starting to explore neurodiversity in the workplace, this guide is a great first step.

Need more assistance? JobAccess is the go-to service for advice, support, and funding for workplace adjustments.

“We’re here to support employers every step of the way. Inclusion doesn’t need to be complicated.”

Download the guide

Supporting a Neurodivergent Workforce is available to download now at: JobAccess - How to support a neurodivergent workforce

JobAccess was proud to take part in the Disability Employment Australia (DEA) Conference 2025, held on the Gold Coast in May. The event brought together sector leaders, practitioners and advocates to explore the future of disability employment and promote more inclusive workplaces across Australia.

The JobAccess National Manager and the National Disability Recruitment Coordinator (NDRC) Manager shared the stage to discuss how JobAccess works with Disability Employment Services (DES) to provide practical, free services to support employers and job seekers.

With around 50 attendees, the key insights shared include:

• The importance of tailored workplace adjustments
• The role of employer engagement
• The benefits of inclusive recruitment practices.

“We were delighted to engage with a full and attentive audience. Events like DEA are a vital reminder of the sector’s shared commitment to inclusion and progress.”

Manager of National Disability Recruitment Coordinator

The DEA Conference 2025 provided a place for reflection, connection, and forward-thinking. JobAccess is pleased to be part of the effort to create lasting change in disability employment.

Get Started with JobAccess

Whether you're a jobseeker, an employer, or service provider, JobAccess can help you.

• Explore free resources at: https://www.jobaccess.gov.au/
• Call our expert advisers: 1800 464 800

Together, we can create a more inclusive workforce for all.

Image description: person writing notes with laptop, coffee and phone, looking from overhead.

What is JobAccess?

JobAccess is the Australian Government’s hub for disability employment support. JobAccess services are delivered by GenU, on behalf of the Department of Social Services. JobAccess provides free, expert advice and services to:

• People with disability.
• Employers.
• Service providers.

Since 2006, JobAccess has worked to break down disability employment barriers. The JobAccess program is known for its tailored approach to helping people and employers get the most out of disability employment. JobAccess is delivered by experts in disability, mental health, workplace adjustments, and disability inclusion.

JobAccess recently won an international award for the service.

How JobAccess helps people with disability

We offer people with disability:

• Expert advice on finding and keeping a job
• Workplace adjustments and modifications through the Employment Assistance Fund (EAF)
• Financial support for assistive technology, training, and workplace accessibility
• Resources and guidance on employee rights and workplace support.

The goal is to remove barriers for people with disability at work, helping them get work and progress in their careers.

How JobAccess supports employers

Employing people with disability can boost workplace diversity, innovation, and productivity. JobAccess helps employers by providing:

Workplace Adjustments and the EAF

JobAccess helps both employers and employees access financial support for workplace changes. The EAF funding may cover:

• Assistive technology (e.g., screen reader software)
• Physical workplace modifications (e.g., accessible ramps, lighting, sound)
• Specific disability awareness training for staff
• Auslan interpreting services.

We manage the entire process, including free workplace assessments if required.

Building Disability-Confident Workplaces

The NDRC helps employers create accessible and equitable hiring practices. Through an employer partnership, you can receive:

• A dedicated advisor to review and advise on workplace policies
• Strategies to attract, hire and retain the careers of employees with disability
• Disability awareness training
• Recruitment guidance
• Job vacancy distribution service

Read more about how the NDRC can help you build your disability confidence.

Why Inclusive Employment Matters

One in five Australians has a disability, but only half of those of working age have jobs. JobAccess helps bridge this gap. We equip employers with the tools to hire and support people with disability. Inclusive workplaces enjoy:

• Higher staff morale and loyalty
• Improved customer service and brand reputation
• Access to diverse skills and perspectives.

Hiring people with disability isn’t just right—it makes good business sense.

Get Started with JobAccess

Whether you're a jobseeker, need help at work, are an employer, or service provider, JobAccess can help you.

• Explore free resources at: https://www.jobaccess.gov.au/
• Call our expert advisers: 1800 464 800

Together, we can create a more inclusive workforce for all.

The Australian Government is making changes to help more people with disability find work.

Inclusive Employment Australia will soon replace Disability Employment Services (DES).

The program will help create a more inclusive future where people with disability, as well as those with injury, or health conditions can get support to find jobs and grow their career.

More information about Inclusive Employment Australia is available on the Department of Social Services website or speak to your provider

Image description: two women are having a conversation while looking at a laptop screen. Credit: Canva

A common question JobAccess Advisers often get asked is, “what is reasonable for employers to ask as evidence of disability from employees?”.

Our advice is based on good practice*.

An employee does not have tell their employer, unless it impacts –

• their ability to perform the inherent requirements of the role, or
• their safety, or
• the safety of their co-workers.

If any of these apply, employees should only need to explain how their disability affects their work duties. This means sharing any barriers to doing the job well.

If someone feels dizzy from their mental health medication, they should talk to their employer about making changes. These adjustments might include flexible start or finish times. They don’t have to tell their employer about the mental health issue itself.

The Disability Discrimination Act (1992) states that it is unlawful to ask information about a person’s disability. Employers can only ask information to adjust work conditions and see if the employee can meet the job’s basic needs. This means understanding any barriers a person might face in the workplace because of their disability.

It’s unlawful under the DDA 1992 to ask people with disabilities for information that isn’t needed in similar situations.

This shows how organisational policies can create barriers. These barriers can stop people with disability from getting the support they need for their jobs.

Employers should talk openly with employees instead of asking for medical proof or a diagnosis. To help employers and employees, JobAccess launched a Conversation Guide on workplace adjustments. The guide aims to facilitate open, empathetic, and actionable discussions.

This conversation guide is a helpful tool for employers and employees. They can use it to talk openly and confidently and helps managers and employees talk about workplace adjustments.

If the employee shares the barriers they face at work and suggests adjustments, it’s the employer’s job to make those changes.

If the employee isn’t sure what changes they need, they, their manager or a Human Resources rep can contact JobAccess. We’re here to help. 

Are you looking for support on workplace adjustments? 
Talk to the experts.

JobAccess offers free and confidential advice on workplace adjustments for employers, people with disability and service providers. Our allied health professionals give tailored advice to meet your needs from the first point of contact.

JobAccess also manages applications for workplace adjustments through the Employment Assistance Fund (EAF). The EAF gives financial help to people with disability which can help remove or reduce cost as a barrier to implementing adjustments.

Every situation is unique. If you'd like to discuss a specific scenario, contact JobAccess on 1800 464 800 to speak with our resourceful Advisers. You can also submit an online enquiry or visit our JobAccess website for more information.

(*) We recommend that organisations obtain their own legal advice.

The Australian Government’s JobAccess service has launched new visual branding for Alumni Partners of the National Disability Recruitment Coordinator (NDRC).

JobAccess Alumni represent a cohort of employers who have completed a 12-month partnership with the NDRC and are leading the way in workplace diversity. The growing alumni currently include more than 150 public and private organisations from diverse industries operating in major city centres and regional areas across Australia.

With 4.4 million people with disability in Australia, improving the participation of people with disability through employment is vital to long-term sustainable and equitable economic growth.

The NDRC is funded by the Australian Government as a program of JobAccess, and it is designed to help employers access the skills and talents of people with disability.

The NDRC partners with larger employers across Australia to improve their disability confidence through free, tailored 12-month partnerships. The NDRC works alongside employers to help identify and remove workplace barriers to improve access to employment for people with disability.

To connect with the NDRC, you can contact JobAccess on 1800 464 800 or submit an online enquiry.

16 October 2023

Neurodiversity describes that people experience and interact with the world in different ways. We are all neurodiverse. Look around your workplace, community, friends and family and you will see that no two brains and ways of thinking are the same.

Neurodiversity can be divided into two categories: those who are ‘neurodivergent’ and those who are ‘neurotypical’.

According to Reframing Autism, the term ‘neurodivergent’ is used to describe “people whose brains are significantly different to what is expected in the ‘typical’ population”. This can include people with Autism Spectrum Disorder (ASD), Attention Deficit Hyperactive Disorder (ADHD), Dyslexia, Dyspraxia and other neurological or developmental conditions.To learn more about these terms visit the Reframing Autism website.

The term ‘neurotypical’ or ‘non-neurodivergent’ refers to people whose brains function similarly to most of their peers. Individuals who are neurotypical develop skills at the same rate as others their age.

An untapped asset

Neurodivergent people have different ways of navigating, solving problems and challenging assumptions. Various scientific studies have identified numerous strengths of neurodivergent people, including creativity, three-dimensional thinking, attention to detail, hyper focus and entrepreneurialism.

Yet, the unemployment rate of neurodivergent people is higher than that of people with any form of disability. It is also higher than that of people without disability.

Embracing neurodivergence at work can help businesses broaden their talent pool. They can unlock innovation, reach new markets, grow their customer base, and retain their current clients.

What is unconscious bias?

Unconscious bias means attitudes and perceptions that are held in our subconscious, prompting hidden or unconscious, biases.

Unconscious bias happens automatically and is triggered by making quick assessments of people. These assessments are based on our own background, culture and experiences.

It may prevent employers from hiring neurodivergent candidates even if they perform well at the interview. Additionally, neurodivergent employees may not get equal opportunities of career growth and development as they progress in their roles.

8 tips to reduce unconscious bias from the recruitment process

Resolving unconscious bias is vital to mitigate and manage assumptions when hiring neurodivergent candidates. These simple tips can help give neurodivergent candidates an equal chance to show their fit for the role and thrive at work: 

1. Simplify your job advertisements: use clear, straight to the point language and mention in the job ad that candidates with disability, or neurodivergent candidates, are encouraged to apply.
2. Carefully consider the inherent requirements for the role: ensure you are focused on the core skills required to perform the job. For example, many traditional job ads seek ‘excellent communication skills’ or promote as having a ‘fast-paced environment’. The question to ask here is if this skill is necessary for this particular role. If it isn’t a required skill and it’s included as a ‘necessary skill’ in the job ad, it may deter some neurodivergent candidates from applying. For example, candidates who might have the right skill set for the role but aren’t strong in communication.
3. Check recruitment programs that rely on Artificial Intelligence: ensure that the data coded into the system isn’t based on neurotypical candidates, for example, the data isn’t already biased. This could result in a higher probability of neurodivergent individuals being eliminated.
4. Be transparent about the recruitment process: provide a clear and simplified summary of the end-to-end recruitment process and what to expect. Ask the candidate if they have any requests or requirements at all stages of employment.
5. Rethink your interview format:
   • Ideally, replace a typical face-to-face interview with a test, task or simulation.
   • If an interview is required, move away from using outdated ways of assessing someone in an interview. Assessing aspects like direct eye contact or body language is not inclusive of neurodivergent people.
   • Provide all candidates with the standardised list of questions ahead of time.
   • Consider having an interview panel, with interviewers from diverse backgrounds.
   • If multiple interviews are required, spread them out across several days, to reduce stress on the applicants. If candidates need to use a laptop or device let them use their own, as they are familiar with it.
6. Provide candidates options for meeting: whether it be face-to-face, video call or over the phone, allowing the candidate to choose the best setting for them can help reduce anxiety. Offer breaks if the interview is expected to run longer than 30 minutes. If the interview is face-to-face, ensure a quiet space with no interruptions.
7. Provide a task as a core part of the process: tasks that mimic the kind of work candidates will be doing in the role are the best indicator of the candidates’ potential performance. Interviews are social interactions that neurodivergent people may find challenging, it is more effective to let the candidate demonstrate their skills. If the candidate emails the task rather than presenting it, ensure a ‘blind review’, i.e., have the names of the candidate removed before you review the task, to ensure no bias creeps in from previous recruitment rounds.
8. Get feedback: ask candidates for feedback on your recruitment process to see if there are ways to make it more accessible and inclusive for everyone.

Build an inclusive workplace to support a diverse workforce

JobAccess Employer Engagement team – the National Disability Recruitment Coordinator (NDRC), works alongside large employers, to develop inclusive workplace policies. They also advise on good practice to support people with disability.

JobAccess also supports employers with advice and implementation of workplace adjustments. Our allied health professionals provide expert advice to support neurodivergent employees at work.

Call us on 1800 464 800 to connect with the NDRC. You can also submit an online enquiry form through the JobAccess website.

This page was updated on 15 July 2024 to remove incorrect statistics regarding neurodivergence and employment in Australia.

• National survey found gaps in understanding of workplace adjustments.
• 60 per cent of Australians are not aware of workplace adjustments.
• 40 per cent believe the cost of workplace adjustments are large.
• Accessibility is key to including 4.4 million Australians with disability in the workforce.

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

But many people are not aware of workplace adjustments. JobAccess’ revealed the results of their survey, “Understanding workplace attitudes toward people with disability.”

The results revealed that:

• Sixty per cent of Australians are not aware of workplace adjustments.
• Only 2 in 5 people believe workplace adjustments are easy.
• most people are unsure about the costs and benefits of putting them in place.

The national survey aimed to measure the awareness of disability and workplace adjustments.

Workplace adjustments benefit everyone. It is one of the best ways to give people with disability access to employment opportunities. It also supports them to be comfortable and productive at work.

The research revealed that employers overestimated the cost of workplace adjustments. Forty per cent of people surveyed thought the cost of changes would be high. They guessed that adjustments started at $6,800.

JobAccess internal research shows that most adjustments cost less than $1,000. Some changes, such as flexible working hours or arrangements, cost nothing. They benefit all employees, not just people with disability.

Workplace adjustments can be funded through the Australian Government’s Employment Assistance Fund (EAF). Supports such as:

• assistive technology
• disability awareness training
• specialised one-on-on support.

Since 2006, JobAccess has managed over 65,000 funding applications.

JobAccess can help with workplace adjustment, and provide support and training to employers and people with disability. 

The survey found most people believe employers are responsible for workplace adjustments. Yet, 72 per cent of respondents don’t know how to set up workplace adjustments for an employee with disability. 

JobAccess can support workplaces by providing guidance on workplace adjustments. They give employers and employees more confidence to create safe and inclusive workplaces for employees with disability.

View the results from the JobAccess’ national survey at: 

 ‘Understanding workplace attitudes toward people with disability’.