Employers looking to hire people through Inclusive Employment Australia can now access a new guide explaining how the program works.

Inclusive Employment Australia is a specialist disability employment program. It assists people with disability, injury, or health condition to prepare for, find and maintain work and grow their career. It replaced the Disability Employment services (DES) program on 1 November 2025.

How the guide helps employers

The Working with Inclusive Employment Australia: Guide for Employers outlines the support at each stage of hiring.

The guide covers:

• Pre-employment help – How an Inclusive Employment Australia provider can help employers design jobs to hire people with disability.
• Financial help – Information on wage subsidies that may be available when hiring through Inclusive Employment Australia provider.
• Accessibility – Advice on how to make a workplace accessible and inclusive for people with disability.
• On-the-job support – Information on 'Ongoing Support -Work Assist' services to help people with disability in the workplace.

Working together for success

Building a strong partnership with an Inclusive Employment Australia provider can help an employer find the right staff and create a more inclusive workplace.

Employers can also get free advice on hiring people with a disability through the National Disability Recruitment Coordinator (NDRC). The NDRC is managed by JobAccess and helps remove hiring barriers.

Read the free guide

Download the full guide.

For confidential and expert advice on supporting people with disability at work, call JobAccess on 1800 464 800 today.

If you are an employer working towards a more inclusive workplace, neurodiversity may already be part of your considerations.

Neurodiverse employees bring different ways of thinking, problem-solving and working. Many employers want clear, practical guidance on what this looks like at work.

Neurodiversity is more common than many people realise. In fact, 15 to 20 per cent of the population is neurodivergent*.

As more organisations explore inclusive employment, it is normal to have questions.

Here are five common myths about neurodivergent employees – and the facts to help you feel more confident about inclusive hiring.

Myth 1: Neurodiverse employees are less productive

Fact: In the right setting, neurodiverse employees can be as productive as their co-workers – and sometimes even more.

Research from JPMorgan Chase found that autistic employees in their Autism at Work program were 90 to 140 per cent more productive than their colleagues. They also made fewer mistakes.

Productivity is not about everyone working in the same way. It is about giving people the tools and support to do their job well.
 

Myth 2: Hiring neurodiverse employees is expensive or complicated

Fact: Most workplace adjustments are low-cost or free and many help everyone.

Simple changes can make a big difference. These may include:

• flexible working hours
• clear written instructions
• quieter workspaces.

These changes can improve productivity, morale, and wellbeing across the whole team.

If an adjustment does have a cost, support is available. The Australian Government’s Employment Assistance Fund (EAF) can help pay for workplace changes or assistive technology. You can also get free, confidential advice from our advisers about which adjustments might be useful.

Myth 3: Neurodiverse employees won’t fit into workplace culture

Fact: Strong workplace cultures value difference, not sameness.

Teams with people who think differently are often more innovative and adaptable. JobAccess data shows that workplaces supporting employees with disability often have:

• lower staff turnover
• higher engagement
• stronger teams.

Inclusive workplaces help everyone feel valued and supported.

Myth 4: Neurodiverse people are only suited to specific jobs.

Fact: Neurodivergent people work successfully across all industries and roles.

The 2025 EY Global Neuroinclusion at Work Study found that neurodivergent employees have strong skills in areas such as:

• resilience, flexibility, and adaptability
• creative thinking.

The key is understanding individual needs and providing practical support.

JobAccess, together with Inclusive Employment Australia providers, can help employers with inclusive job design and recruitment. This support helps attract and keep a wide range of candidates. Check out our ‘Working with Inclusive Employment Australia guide for employers’ for more information.

Myth 5: Employees must disclose their neurodiversity to get support

Fact: Disclosure is a personal choice.

Employees only need to share what is relevant to their role. This allows employers to put supports in place, such as new equipment, flexible hours or changes to the work environment.

JobAccess provides guidance on having respectful conversations about workplace adjustments and building supportive workplaces. Information for employees when talking about their disability at work.

Making neurodiversity work for your business

Neurodiverse employees are an important part of a strong, diverse workforce.

We offer free advice, resources and funding support to help you. Give us a call to get started today on 1800 464 800 or find out more at: https://www.jobaccess.gov.au/i-am-an-employer

*Source: Parliamentary Workplace Support Service (PWSS) fact sheet (PDF).

Myth: Do employees with disability leave jobs often?

Some employers think that people with disability will not stay in a job for long. They worry this will cost more money to find new staff.

The truth: Our research shows the opposite.

1. Facts show employees stay longer

Many employers assume that people with disability won’t stay long in a job. But our report, The Compelling Case for Disability Employment, shows the opposite. Employees with disability are loyal and they often stay in their jobs longer than employees without disability. 

When a workplace is inclusive and accessible, people stay. This saves money on recruitment costs.

2. Inclusive workplaces are better for everyone

Workplaces that include people with disability are better places to work. These include flexibility, accessibility, and a supportive culture. Plus, the advantages extend to everyone, not just one group.

These include:

• improved staff morale
• greater engagement
• lower overall churn
• stronger team cohesion

3. Support is available to address barriers early

You don't have to pay for workplace changes alone. 

JobAccess provides free expert advice. We can help with funding for workplace adjustments through the Employment Assistance Fund (EAF).

This includes funding for:

• changes to the workplace
• special equipment or software
• Auslan interpreting
• training about disability

Find out more about the Employment Assistance Fund

5. Hiring people with disability adds value

Hiring people with disability isn’t a turnover risk - it’s a strategic advantage.

Our research shows that inclusive employment leads to:

• committed staff
• lower hiring costs
• a better workplace culture
• new ideas

Employees with disability are often some of the most stable and reliable workers.

Get help today

We can help you keep your staff and build an inclusive workplace. 

Contact us for free and confidential advice. Call 1800 464 800 to learn more.

Myth: Hiring people with disabilities is expensive. Costs for workplace changes, extra supervision, and lower productivity can add up.

Reality: The data tells a very different story.

1. Misperceptions, not reality, form the basis of the myth.

Many employers think that hiring someone with a disability costs a lot of money. But these fears often come from a place of misunderstanding.

Not all employees with disabilities need adjustments to do their jobs. When they do, these changes are often low-cost or even free. For instance, flexible working arrangements can help.

Our national survey found that many workplace changes are good for all employees, not just those with disability.

2. Adjustments are surprisingly cost-effective

A key finding from the survey is that for every $1 spent on workplace changes, employers can save $40.

Adjustments help individual employees and also bring business benefits. These include keeping talent, cutting re-hiring costs, and boosting overall productivity.

3. Long-term benefits outweigh initial costs

Our research found excellent cost-benefit ratios:

• Supporting an employee with an intellectual disability delivers a cost-benefit ratio of 1:21.
• Hiring people with autism brings great benefits, showing a 5:28 return ratio. This includes factors like productivity, stability, and long-term contributions.
• Hiring an adult with a developmental cognitive disability, such as autism, offers business benefits at no extra cost.

These findings challenge the idea that hiring people with disability lowers productivity or raises costs. In fact, it shows the opposite is true.

4. Help is available to make adjustments affordable

Employers don’t have to cover workplace modification costs alone:

• The Employment Assistance Fund (EAF) can cover costs for:
  • workplace modifications
  • assistive technology
  • Auslan interpreters
  • disability-awareness training
  • and more.
• Many adjustments, such as flexible work arrangements, may cost nothing. Most changes cost less than $1,000.
• In supported-wage cases, a one-off $1,000 payment can cover the initial costs of hiring someone through the Supported Wage System (SWS).

5. A strategic, inclusive approach delivers long term value

Beyond cost savings, employing people with disability strengthen business outcomes including:

• Reduced turnover: inclusive workplaces keep staff longer. This cuts hiring and training costs.
• Innovation: Diverse teams bring fresh ideas, resilience, and creative problem-solving.
• Reputation and culture: Inclusion enhances company’s reputation, boost employee morale, and attracts both customers and talent.

6. What employers can do to get started

To make inclusive employment effective and cost efficient, here are some practical steps. We can guide you through all of them, for free:

1. Check workplace accessibility - Identify barriers in your organisation and see where small changes that can make a big impact.
2. Create an inclusion plan — Work with employees, including people with disability, to co-design changes that align with business goals.
3. Get support — Use resources like JobAccess advisers, Inclusive Employment Australia providers, or the National Disability Recruitment Coordinator.
4. Educate your team — Disability awareness training helps break down stereotypes and builds confidence.
5. Review and adapt — monitor adjustments, track costs versus benefits, and refine your strategy.

The bottom line

The belief that hiring people with disability is too costly isn’t supported by the facts. On the contrary, low-cost changes can result in big savings—both money-wise and culturally.

With the right support and planning, hiring inclusively is both the right choice and a smart business move.

Need help making your workplace accessible? Want to explore funding or support? JobAccess is here for you. Call us at 1800 464 800 or submit an enquiry.