ASIAN AUSTRALIAN LAWYERS ASSOCIATION INC
Asian Australian Lawyers Association Submission on the Disability Discrimination Act 1992
The Asian Australian Lawyers Association (AALA) addresses the proposed recommendations to bridge the issues persons with disabilities face in Australia. The recommendations outlined address critical areas that have long been neglected. The focus of this submission is employment.
The Act should shift its perspective and adopt an inclusive approach that focuses on how an employee can meet the requirements of a role, rather than questioning whether they can. This subtle shift could make a significant difference. Currently, many persons with disabilities face disadvantage due to rigid practices, such as complex language and autocratic interview styles, which may not foster inclusive communication. As a result, individuals are often prevented from showcasing their abilities. Similarly, job platforms such as Seek, Indeed, or Linkedin may not provide adequate accessibility, as there are limited filters to help applicants with disabilities navigate the platform and tailor it to their needs and understanding.
Research increasingly supports the above findings with over half (56.1 percent) of people with disabilities were employed, compared with 82.3 percent of people without disabilities.1 Likewise, the working-age (15-64) of people with disabilities in the labour force face challenges in seeking and engaging in employment.2 These key figures highlight the daily challenges faced by people with disabilities and underscore the growing unemployment gap between people with disabilities and those without.
The introduction of specific legislative requirements, such as alternative job application formats on employment platforms, informal interview processes focused on understanding the individual, and hands-on assessments, could create fairer pathways for persons with disabilities. Fundamentally, adopting inclusive communication that is
1 Australian Bureau of Statistics (ABS) Disability, Ageing and Carers, Australia: Summary of Findings, 2022 | Australian Bureau of Statistics (abs.gov.au) accessed 10 July 2024
2 People with disability in Australia, Employment – Australian Institute of Health and Welfare (aihw.gov.au) accessed 30 November 2023
simple and informal could further enhance accessibility, enabling more people with disabilities to effectively communicate how they can perform job tasks.
This is not limited to the initial stages; the above recommendations should also be incorporated into training and workplace adjustments. The key is to continue advocating for an understanding of the individual and their needs. These practices would allow both the employer and employee to work together from the outset, offer equitable accommodation to bridge any barriers, and give the person with a disability a chance.
The shift in perspective underscore’s ability and opportunity rather than limitations, ultimately fostering an environment where individuals can feel heard, seen, and respected. These changes need to be systemic, not just individual accommodations. These are the fundamental pillars of inclusion and fairness. AALA supports conversations and changes that remove barriers to justice, diversity, and inclusion.
November 2025