There are more than one million people with disability living in Victoria. Around 20% of Victorians identify as a person with disability; less than 1% of people serving on Victorian public sector boards identify as a person with disability.
Victorians with disability have a wide range of conditions and impairments. Some conditions are present from birth. Other people acquire or develop disability during their lifetime from an accident, condition, illness or injury. For some people, support needs can increase over time. Others can experience fluctuating or episodic disability.
While people with disability are a diverse group, they have a shared experience of encountering negative attitudes and barriers to full participation in everyday activities. This can be compounded by additional barriers based on other characteristics, including their age, gender, ethnicity and sexuality.
Candidates are not required to tell you about their disability unless it is relevant to their ability to complete the inherent requirements of the role. A person can choose to disclose that they identify as a person with disability at any point in the recruitment process or following their appointment.
Do not make assumptions and always ask what supports and adjustments people need to perform at their best throughout the process – noting most people will not require any supports or adjustments – they are the most reliable source of information about their own needs. This will help give the person with disability confidence that you are making an active effort to remove barriers to their participation. Refer to your department’s Human Resources area for advice and your department’s reasonable adjustment policy.
Ensure all recruitment materials are available in an accessible Word format. Refer to the recruitment process guidance for further information on accessible documents.
Ensure interviews are conducted in accessible venues. Never assume a venue is accessible, always visit before making a booking.
Ensure that discussions are accessible – consider the language, speed and order of the conversation to ensure that the candidate is able to fully participate. For example, use Plain English, ask one question at a time and avoid rapid changes in discussion topics.
Reviewed 18 March 2022