We need to talk about risking success for people with disability.

As disability service providers, we receive training in both duty of care and the dignity of risk, and learn to foresee when the two push up against one another. We need to negotiate that tension carefully.

Like medical practitioners, our code is: do no harm. So, if in doubt, we must err on the side of caution.

But erring towards caution can seriously risk prospects of success.

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.