Good Access is Good Business

City of Sydney Business Breakfast Keynote Address

City of Sydney Council

Keynote Address for President and Acting Disability Discrimination Commissioner Rosalind Croucher

Time: Session commences at 7:45am. Session concludes at 10am. Speakers to arrive at 7:30am.

Location: Town Hall, Sydney 

Speaking time: 8:30am – 8:50am for twenty minutes 

Topic: The business case for access and inclusion

Context/Background

The Australian Human Rights Commission’s IncludeAbility Project was established by former Disability Discrimination Commissioner, Dr Ben Gauntlett, in 2020. The first stage has concluded, and the Project has seen promising outcomes.

City of Sydney Council is an Employer Network Member of IncludeAbility and is actively engaged in increasing access and inclusion across both its workforce and the city more broadly.

In the lead up to International Day of People with Disability, City of Sydney Council is hosting a business breakfast for Sydney Employers on the Topic of Good Access is Good for Business. Manisha Amin, CEO for the Centre of Inclusive Design is the MC for the event.

Opening address keynote

The President and Acting Disability Discrimination Commissioner will give an opening keynote address to the audience for twenty minutes. This is an opportunity to speak about the importance of employment for people with disability in Australia and the business case for creating accessible and inclusive workplaces.

City of Sydney Councillor Adam Worling will be welcoming guests to the event and will introduce the President and Acting Disability Discrimination Commissioner.

Speaking notes

Good morning distinguished guests, Cr Worling, Manisha Amin.

Thank you to Uncle Raymond Weatherall for the Welcome to Country

Acknowledgment of Country

My name is Emeritus Professor Rosalind Croucher, and I am the President and Acting Disability Discrimination Commissioner at the Australian Human Rights Commission.

It is an honour to present the keynote at this event today. City of Sydney Council is a valued member of the Australian Human Rights Commission’s IncludeAbility Project and we have had the pleasure of working alongside the Council over the past three years. We have enjoyed watching the progress that the Council has made in accessibility and inclusivity and congratulate the Council on the progress made in their Disability Inclusion Access Plan.

I am delighted to be here this morning, and today, as we lead in to International Day of People with Disability, I cannot think of a better topic to talk about than good access.

Australia, like many other nations, is increasingly recognising the economic and social benefits of fostering diverse and inclusive workplaces. By proactively promoting accessibility and inclusion, companies have a unique opportunity to not only meet legal and ethical obligations but also to gain a competitive advantage in the Australian business landscape.

The United Nations theme for International Day of People with Disability is ‘United in action to rescue and achieve the Sustainable Development Goals (SDGs) for, with and by persons with disabilities.’

The 17 Sustainable Development Goals (SDGs) are designed to address a wide range of global challenges and promote sustainable development across economic, social, and environmental dimensions. The SDGs provide a shared blueprint for peace and prosperity for people and the planet.

Accessibility and inclusivity, and indeed the employment of people with disability is related to every SDG, however in particular SDG 8 Decent Work and Economic Growth: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all.

We all have a responsibility and a right to access sustained, inclusive and economic growth, with access to productive, decent, and meaningful employment.

And this year, 2023, we mark the 75th anniversary of the adoption of the Universal Declaration of Human Rights. A momentous occasion!  

As Article 1 of the Declaration states: “All human beings are born free and equal in dignity and rights.”  

Many of our international human rights law protect the right to work.  

Despite much progress, we still face obstacles in achieving equitable access to employment in Australia. Australia has one of the lowest employment rates for people with disability in the OECD.

People with disability continue to encounter higher unemployment rates and multiple systemic and compounding barriers that hinder their participation in the workforce, as we have seen in the most recent findings of the Royal Commission into violence, abuse, neglect and exploitation of people with disability.

Disability employment is not only a matter of social justice and human rights, but it is crucial to a person’s sense of self, purpose and dignity, and for a thriving and inclusive society. Embracing diversity in the workplace promotes innovation, productivity, and economic growth.

Good access fosters diversity and inclusion, and businesses see expansion of talent pools, greater innovation, and collaboration.

Diverse workforces enhance employee morale and engagement, lead to improved customer relations and a positive impact on organisational reputation, brand, and both employee and customer loyalty.

A business which values and employs people with disability benefits from a more inclusive and positive work environment. This can include increased staff morale, improved co‐worker relationships and productivity across the organisation

Employing people with disability has also been shown to increase awareness of the skills and experience that people with disability bring to the workplace. This contributes to building disability-positive workplaces and communities.

There is an increasing amount of research available about the business benefits of inclusive workplaces. A quick internet search will show you articles from Forbes, Harvard Business Review, International Labour Organisation and others about all the reasons why companies should be investing in people with disability.

Companies are changing the way they recruit and the way they work to be more inclusive. You only have to look at the latest adaptive fashion label by Tommy Hilfiger or recruitment practices by Microsoft or products by Apple to see the business landscape changing – an opportunity to say the least.

We are seeing more disabled influencers and brand representatives, more diversity reflected on our screens.

Disability is part of human diversity and something to be embraced, and businesses are tapping into this.

Earlier this year research was published by the Business Council of Australia ^[1] and Job Access^[2] about the business benefits of increasing meaningful employment of people with disability.

It found that the estimated economic benefits of employing people with disability would add over $50 billion to GDP by 2050 if Australia moved up into the top eight OECD countries for the employment of people with disability.^[3]

It also found that: 

• Disability-inclusive businesses grow profits more than four times faster than their peers.^[4]
• Employees with disability stay on the job four months longer on average than those without disability.^[5]
• People with disability are safer in the workplace and have 34 per cent fewer accidents than other employees. ^[6]
• The cost to accommodate employees with disability is no more than that to support those without disability. And these adjustments are usually cost-effective. One study has estimated a $40 savings for every $1 invested in workplace adjustments.^[7]

In a recent analysis by Nielson of branded Instagram posts between May 2021 and May 2023, Nielson assessed the performance of 24 creators with disabilities to determine their effectiveness and return on investment (ROI) when compared against posts from creators without disabilities.^[8]

Posts from creators with disabilities scored 21.4 percent better in average media value than posts from creators without disabilities and drove 20.5 percent more interactions. In a time where so much of our engagement and business is conducted on social media, these are important figures. ^[9]

Other data has shown that:

• Global research has found that when employee health and wellness is managed well the percentage of engaged employees increases from 7% to 55%.^[10]
• 73 percent of employees who say they work at a “purpose-driven” company are engaged, compared to just 23 percent of those who don’t.^[11]
• Meaningful and sustainable employment of people with disability benefits the individual, business, society and our economy. It creates financial independence, social inclusion, self-determination, and empowerment.
• The employment of people with disability creates a more inclusive society, where the diversity of employees reflects that of their communities, and people with disability can participate on an equal basis with others.

Last Friday our Commission’s hosted a webinar on the findings of the IncludeAbility project. The project worked with large employers in Australia to increase their capacity, capability and confidence to provide meaningful employment opportunities for people with disability.

Two major retail organisations in Australia participated in the IncludeAbility Pilot Employment Program that saw great success, with over 80% of pilot employees being offered ongoing employment at the conclusion of the Pilot.

It was wonderful to hear from the participating employers and how much of a positive benefit this has had for their organisations.

Creating a business case for access and inclusion

The benefits of accessible and inclusive workplaces are far reaching and likely beyond the scope of what we will cover today, however I encourage you to think of the following benefits of accessible workplaces, and creating the business case for access.

The business case for access includes the following:

1. Talent attraction and retention

Australia is experiencing a highly competitive talent market. Enhancing workplace accessibility and inclusion will position your organisation as an employer of choice for a broader pool of talented individuals, ultimately improving recruitment and retention efforts. A more diverse workforce contributes to a dynamic and innovative workplace culture, driving employee satisfaction and loyalty.

2. Improved productivity and innovation

A diverse and inclusive workforce fosters a culture of collaboration and creativity. Employees from varied backgrounds and abilities bring unique perspectives that can lead to innovative solutions and improved problem-solving, ultimately boosting overall productivity and enhancing competitive edge.

3. Customer relations and market reputation

As consumer awareness of corporate social responsibility grows, customers increasingly choose to support businesses that align with their values. Demonstrating commitment to accessibility and inclusion can enhance market reputation, attracting a wider customer base and fostering positive relationships with existing clients.

4. Legal compliance and risk mitigation 

Australia has a legal framework, including the Disability Discrimination Act 1992, emphasising equal employment opportunities for individuals with disability. By actively ensuring workplace accessibility, organisations not only comply with these regulations but also mitigate legal risks and potential reputational damage associated with non-compliance.

5. Positive workplace culture

An inclusive workplace is one where all employees feel valued, respected, and included. This positive culture can lead to higher employee morale, engagement, and overall job satisfaction, creating a more harmonious and productive work environment.

6. Long-term sustainability

By investing in workplace accessibility and inclusion, companies demonstrate a commitment to long-term sustainability. This aligns with the evolving expectations of customers, employees, and investors who increasingly prioritise businesses with a strong sense of social responsibility.

So where can we start?

I encourage you to think about your own workplace, and some of the actions you can take.  

Firstly, do you collect diversity data? Do you know how many people with disability you employ? If not, this may be a good place to start because you can establish your benchmark and set goals. Chances are, you already employ people with disability in your organisation.

Secondly, do you have a psychologically safe workplace where people feel like they can openly identify as having disability, and request adjustments? Can your employees bring their full, and unmasked version of themselves to work? Contributing to their full potential? Do you show your employees that you embrace them bringing their complete authentic selves to work?

Thirdly, is accessibility a key consideration in job design and recruitment? Do you have a disability advisory panel or disability employee network that advises and informs strategic decision making? Is there consideration at your workplace of different ways to measure performance? From the recruitment and interview stages all the way through to performance appraisal and career progression? Are the traditional ways that your organisation has measured merit and success still relevant? What are your values as an organisation and how can you apply this?

To realise the benefits of accessible and inclusive workplaces, we must work collectively. Collaboration between government, employers, advocacy and community groups, non-government organisations, listening to and being led by people with disability is crucial to moving forward and realising true equality of opportunity and economic participation.

The Commission has some excellent resources available on our website that can assist you to make your workplaces more accessible and inclusive. I would suggest starting with the IncludeAbility Access and Inclusion Health Check. This is a good way to audit your organisation and consider some of the changes that you can make to create a more accessible and inclusive workplace.

Thank you for having me today and I look forward to hearing from the presenters to follow. I congratulate you all for embarking on this journey of accessibility and inclusivity and look forward to hearing about the progress made.

More speeches

More speeches by Rosalind Croucher.

Endnotes

^[1]    Business Council of Australia (2023) BCA report on improving employment outcomes for people with disability. Galvanising for action, available at https://assets.nationbuilder.com/bca/pages/7285/attachments/original/1689541024/BCA_report_on_improvin g_employment_outcomes_for_people_with_disability_FINAL_12-07-23.pdf?1689541024 (accessed 27 November 2023)

^[2] Australian Government Job Access (2023) The compelling case for disability employment in Australia. The unrivalled benefits of an underutilised labour market, available at https://www.jobaccess.gov.au/sites/default/files/documents/03_2023/The%20compelling%20case%20for%20di sability%20employment%20-%20JobAccess%20research%20-%20March%2023%20%28v2%29.pdf (accessed 27 November 2023)

^[3] Business Council of Australia (2023) BCA report on improving employment outcomes for people with disability. Galvanising for action, page 2.

^[4]Australian Government Job Access (2023) The compelling case for disability employment in Australia. The unrivalled benefits of an underutilised labour market,

^[5]Ibid.

^[6] Ibid.

^[7] Ibid.

^[8] Nielson (2023) With limited inclusive content in traditional media, brands and people with disabilities are finding representation on social media, July 2023, https://www.nielsen.com/insights/2023/with-limited-inclusive-content-in-traditional-media-brands-and- people-with-disabilities-are-finding-representation-on-social-media/ (accessed 27 November 2023)

^[9] Ibid.

^[10] Australian Network on Disability Disability statistics, https://and.org.au/resources/disability-statistics/ (accessed 27 November 2023)

^[11]Ibid.