Beyond ‘feeling good’ about employing a worker with a disability, there are numerous benefits to your bottom line for doing so.

In the first of its kind in Australia a recent Diversity Council Australia (DCA)/Suncorp [email protected] Index surveyed 3000 Australian workers and found that inclusion is good for customers and for employees.

The study found that employees in inclusive teams are 19 times more likely to be very satisfied with their job compared to workers in non-inclusive workplaces

Today I’m turning to Diversity Journal to help me establish my definition of inclusion.

First of all, we need to understand diversity. Essentially, diversity means ‘all the ways we differ’ – anything that makes us unique comes under this heading.

Inclusion, however, involves bringing together and harnessing these diverse forces and resources, in a way that is beneficial.

The case for aiming high on behalf of people with disability is strong and is directly related to my grief over society's reliance on social enterprises, known in Australia as Australian Disability Enterprises. I'm turning to video blogs to explain what I mean.

Please see 'Social Enterprise - the case against' and 'Aiming high' to start you off. My book The Ten Demandments goes into this in more detail.

We want real jobs for people with disability. By this I mean work alongside and with the same conditions and expectations as their non-disabled peers. The number of hours need to be sufficient to embed the worker into the organisation such that they become a valued member of the team, not just the 'disabled guy' that comes in once a week. Sufficient hours also leads to sufficient pay, which, in turn leads to independent living.

If you, too, believe people with disabilty deserve more, escpecially when it comes to employment opportunities, do get in touch.

- Martin Wren