Workplace inclusion: Exploring employer perceptions of hiring employees with disability

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First published online 16 June 2024.


Why this study was done

People with disability continue to face problems getting and keeping employment, even though workplace inclusion is widely promoted. Employers play a key role in hiring decisions, workplace culture, and how inclusion is put into practice. However, less is known about how employers themselves understand disability, inclusion, and the hiring of employees with disability. This study was done to better understand employers’ attitudes, beliefs, and assumptions about hiring people with disability.

What the study did

The researchers conducted interviews via online meetings and telephone calls with employers and hiring decision-makers who had experience recruiting staff.

During the interviews, participants were asked about:

  • their views on workplace inclusion,
  • their experiences hiring people with disability,
  • beliefs about disability disclosure during hiring stages, and
  • barriers and supports for employing people with disability.

The researchers then analysed the interview responses to identify common themes and patterns in how employers think about disability and inclusion in the workplace.

What the study found

The researchers found four main themes when looking at the responses.

The right thing to do: Almost all employers said they wanted to help or be fair by hiring people with disability, but these “good intentions” might still keep unequal power and bias in place, rather than meaningfully improving inclusion.

Inclusive means inclusive: Many hiring decision-makers pointed to workplace culture and attitudes as obstacles to including people with disability in the workforce. Some also expressed negative feelings about disability itself, while many thought that having a broader more accommodating range of employees would assist in a more inclusive workplace environment.

To share or to not share: Employers with personal or professional experience of disability tended to support giving candidates the choice about when and whether to disclose their disability. Employers without experience were more likely to think candidates should say they have a disability early in the hiring process and saw organisational culture as a bigger barrier to hiring people with disability.

Disability makes me feel: This theme captures emotions and feelings towards disability. Participants stated they felt scared, awkward, and uncomfortable when thinking about hiring people with disability or what having people with disability in the workplace might look like. These emotions may impact hiring decisions however the researchers found that people who knew a family member or friend living with disability, did not have negative emotions about hiring people with a disability.

What this means

To increase real inclusion at work, it’s not enough for employers to want to hire people with disability. Workplaces also need policies and cultures that support ease of access to employment, respect a person’s choice about disclosing their disability, and challenge negative ideas about people with disability in the workplace. The researchers suggest that creating meaningful connections and educating the community about disability employment will improve opportunities for people with a disability.


This study was conducted by:

Dr Christine Antonopoulos, Dr Nicole Sugden, and Dr Anthony Saliba.

To read the full article, visit the journal.

For other accessible formats, please see the column to the right.

Disclaimer: The QDRN has utilised generative AI to refine the wording of this plain language summary. All content has been checked for accuracy, appropriate tone, and clarity and approved by the author.

First published online 16 June 2024.


Why this study was done

People with disability continue to face problems getting and keeping employment, even though workplace inclusion is widely promoted. Employers play a key role in hiring decisions, workplace culture, and how inclusion is put into practice. However, less is known about how employers themselves understand disability, inclusion, and the hiring of employees with disability. This study was done to better understand employers’ attitudes, beliefs, and assumptions about hiring people with disability.

What the study did

The researchers conducted interviews via online meetings and telephone calls with employers and hiring decision-makers who had experience recruiting staff.

During the interviews, participants were asked about:

  • their views on workplace inclusion,
  • their experiences hiring people with disability,
  • beliefs about disability disclosure during hiring stages, and
  • barriers and supports for employing people with disability.

The researchers then analysed the interview responses to identify common themes and patterns in how employers think about disability and inclusion in the workplace.

What the study found

The researchers found four main themes when looking at the responses.

The right thing to do: Almost all employers said they wanted to help or be fair by hiring people with disability, but these “good intentions” might still keep unequal power and bias in place, rather than meaningfully improving inclusion.

Inclusive means inclusive: Many hiring decision-makers pointed to workplace culture and attitudes as obstacles to including people with disability in the workforce. Some also expressed negative feelings about disability itself, while many thought that having a broader more accommodating range of employees would assist in a more inclusive workplace environment.

To share or to not share: Employers with personal or professional experience of disability tended to support giving candidates the choice about when and whether to disclose their disability. Employers without experience were more likely to think candidates should say they have a disability early in the hiring process and saw organisational culture as a bigger barrier to hiring people with disability.

Disability makes me feel: This theme captures emotions and feelings towards disability. Participants stated they felt scared, awkward, and uncomfortable when thinking about hiring people with disability or what having people with disability in the workplace might look like. These emotions may impact hiring decisions however the researchers found that people who knew a family member or friend living with disability, did not have negative emotions about hiring people with a disability.

What this means

To increase real inclusion at work, it’s not enough for employers to want to hire people with disability. Workplaces also need policies and cultures that support ease of access to employment, respect a person’s choice about disclosing their disability, and challenge negative ideas about people with disability in the workplace. The researchers suggest that creating meaningful connections and educating the community about disability employment will improve opportunities for people with a disability.


This study was conducted by:

Dr Christine Antonopoulos, Dr Nicole Sugden, and Dr Anthony Saliba.

To read the full article, visit the journal.

For other accessible formats, please see the column to the right.

Disclaimer: The QDRN has utilised generative AI to refine the wording of this plain language summary. All content has been checked for accuracy, appropriate tone, and clarity and approved by the author.