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 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.

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.