Endorsed Employers: CityFibre UK | Queensland Fire Department | Softcat
Around 1 in 6 Australians (that’s over 4.4 million people) live with a disability. Globally, that number rises to more than 1.3 billion people, making up approximately 16% of the world’s population.
Despite this, people with disability continue to face significant barriers to employment, career development, and workplace inclusion.
So, what can be done differently?
How can we empower organisations to ensure they’re doing everything they can (and should) be doing to build inclusive workplaces?
We hear from team members who have lived experience of disability and how they’ve been supported in their workplaces to succeed and truly feel like they belong. Their stories highlight the importance of building a culture where every individual feels seen and empowered to thrive.
A quick note on understanding disability in the workplace
It’s important to remember that disability can be visible, such as using a mobility aid, or non-apparent, like chronic pain, neurodivergence, or mental health conditions.
Both are valid and can impact how people experience their workplace. That’s why it’s crucial to create an open, empathetic, and inclusive environment, where asking questions, offering flexibility, and listening with respect become second nature.
Open communication is key
Annette ‘Netty’ Gilmore brings over 25 years of public safety experience to her role as a Systems Support Officer at the Queensland Fire Department. She joined the company in January 2025 after a distinguished career with the Queensland Police Service.
She shares more about navigating the workplace with hearing loss and how communication is vital:
“Navigating the workplace with my hearing loss has had its challenges, but I’ve found that open communication has been key. My employer has been incredibly supportive by ensuring I have the tools and accommodations I need, such as assistive technology and flexible meeting setups with closed captions. Their willingness to listen and adapt has helped me feel valued in my role.”
What accommodations or adjustments have been most helpful in enabling you to thrive in your role?
“The most helpful accommodations for me have been speech-to-text software, access to written meeting notes, and ensuring one-on-one conversations happen in quieter settings. These reasonable adjustments allow me to fully engage with my work and collaborate effectively with my team.”
What’s one common misconception about having a disability in the workplace that you'd like to challenge, and how has your experience defied it?
“One common misconception is that being hard of hearing means I can’t communicate effectively or contribute in fast-paced environments. I’ve developed good lip-reading and listening strategies and use tools that ensure I’m just as engaged and productive as anyone else. It’s about finding the right methods rather than assuming limitations. For example, when I don’t understand something, or there is a miscommunication, I always ask plenty of questions and ensure I receive the correct information.
Autonomy and tailored accommodations make a big difference
For Karl McLean, Incident Management Coordinator at CityFibre UK, receiving his Autism diagnosis later in life gave him the chance to grow his self-awareness and find his voice at work:
“Being a late-diagnosed autistic man, navigating the workplace was always a difficult thing for me; I just wasn’t quite sure why until I was diagnosed. After my diagnosis, I was more aware of my struggles and strengths, so I could better voice to my employer what would help me feel more comfortable in my role.”
What accommodations or adjustments have been most helpful in enabling you to thrive in your role?
“My line manager has been excellent at allowing me the autonomy to manage my days, but still be available whenever I need to raise any concerns. A huge accommodation for me was being given the flexibility to join meetings virtually, even if they’re being arranged face-to-face. With ASD, face-to-face meetings can feel very intimidating and overwhelming, so being given the power to join remotely helps avoid so much anxiety for me.”
What’s one common misconception about having a disability in the workplace that you'd like to challenge, and how has your experience defied it?
“That hiring someone with a disability (visual or hidden) will come with more burdens or difficulties. In my experience, I believe that the kind of accommodations that benefit me are similar to accommodations that some neurotypical people would benefit from; we’re all different in our own ways, disabled or not, and deserve to be able to bring our authentic selves to work.”
Ask questions, don’t assume
Dominique Marescaux, at Softcat shares how curiosity, open questions and being able to have an honest conversation about her disabilities when hired was a game-changer for her:
“Navigating the workplace with a disability has been a journey of growth, resilience, and support. I’ve always been open about my neurodivergence—being dyslexic and managing depression and anxiety—and I’m currently undergoing assessments for ADHD and ASD. From the outset, Softcat has demonstrated a level of support far exceeding my previous experiences. When offered my role, HR proactively reached out to understand what accommodations I might need to succeed. That initial conversation was pivotal—it made me feel accepted for who I am and reassured me that the company was committed to helping me thrive.”
What accommodations or adjustments have been most helpful in enabling you to thrive in your role?
“The most impactful support has come from my manager, who consistently helps me navigate challenges and provides the flexibility I need to focus on my well-being and performance. Practical tools have also made a significant difference: Grammarly and a coloured screen overlay have improved my workflow and reduced stress. Copilot has been transformative, especially for capturing meeting minutes, and I’m given additional time when needed to complete tasks effectively.”
What’s one common misconception about having a disability in the workplace that you'd like to challenge, and how has your experience defied it?
“One common misconception I’d like to challenge is that disability limits one’s ability to contribute meaningfully. In my experience, neurodivergence brings a unique perspective that enhances team dynamics and customer relationships. My brain processes information differently, and that diversity of thought has allowed me to approach relationship-building innovatively. I’ve become a valued member of my team, regularly consulted for my insights, and I always feel heard and respected.
Having a disability has also made me more empathetic and inclusive. I’m mindful that others may face unseen challenges, and I strive to ensure everyone feels valued and supported. I firmly believe that anyone, regardless of ability, can make a meaningful contribution when given the right environment and support.”
Creating inclusion for all
Creating an inclusive workplace means recognising that everyone’s experiences are different and all are valid.
By listening to the lived experiences of people with disability, we can build greater understanding, break down barriers, and create environments where everyone can thrive.
Whether a disability is visible or invisible, what matters most is fostering a culture of communication, autonomy, flexibility, and respect. And WORK180 Endorsed Employers are leading the way.
