Accessibility

“People’s needs change throughout their career and their lives. 2.1 million  Australians of working age (15-64 years) have a disability.

If we design our workplace systems for accessibility, inclusion and flexibility from the get-go, it means there’s never a point where someone feels like the systems aren’t for them."

Marcus Harrington

“To me, an inclusive workplace is one where everyone feels they automatically belong. They're not made to feel awkward or singled out for having different needs. Everything from the recruitment process to your retirement should have enough options to suit everyone. It’s not a special request; it's just a different option. This should extend to social events or team building too. Don’t cater for the majority; cater for everyone! 

As a member of the Accessibility working group, I have felt a real swell of purposeful action, particularly this year at Deloitte, to deliver an accessible workplace for everyone. The train has left the station, and I am excited about the journey.”

Ainslee Tuckerman 

“As a profoundly Deaf person, my permanent hearing loss has caused delays in my communication and linguistic skills. Finding the right communication and a working style that works best for my team and me enables us to have mutual understanding and expectations of each other.

Seeking accessibility and assistance is not something to be ashamed of and should be communicated clearly to our project and career coaches, who will continue to empower us.”

Vern Jun Lee 

Unmasking neurodiversity

"As someone with ADHD, tasks that seem like a breeze for others can be incredibly tough, or even impossible, for me. I’ve found that by being open about my challenges and educating those around me about neurodiversity, I’ve been able to start important conversations about the value of accommodations and how they can truly empower neurodivergent individuals to thrive."

Miriam Parkinson

Unmasking neurodiversity

"Sometimes, it can feel like everyone else is on MS Windows, but I’m on MacOS. People with dyslexia are highly articulate, but there are significant differences to neurotypical make-ups beneath the surface. Both operating systems are powerful; it’s about learning to work with each other effectively. I consider my dyslexia to be a superpower, and through perseverance, I’ve honed my unique strengths to add value for clients and lead teams authentically."

Chris Collacot

Unmasking neurodiversity

"As someone who has experienced the difference the right support can make, allyship is important in achieving an equitable future for neurodiverse people. For me, allyship is actively checking in to see what others need and then taking action to support them."

Brandon Raiter