People living with disability

At PM&C, we are committed to supporting people living with disability at all stages of the employment journey, from applying to interviewing and actively while in the workplace. 

We need people with diverse perspectives, life experiences and skills in the department to be reflective of the Australian public we serve. We're seeking and encouraging people with disability to add their talents and skills to PM&C.

PM&C’s Lee Steel, Robin Edmonds and Andrew Pfeiffer are sitting in a circle with Work with Purpose podcast host, David Pembroke. They are sitting comfortably in a room while recording the podcast. A large window to the left is pouring sunlight into the room.

Embracing neurodiversity in the public sector

We recognise the unique strengths that people living with disability bring to the workplace, and the barriers they face towards attaining full-time employment. In keeping with both the PM&C Inclusion and Diversity Strategy 2023–26 and the APS Disability Employment Strategy 2020–25, it is PM&C's ongoing goal to be an employer of choice for people with disability.

Defining disability

We use the definition of disability provided by the Australian Bureau of Statistics’ Survey of Disability, Ageing and Carers:

Persons are considered to have a disability if they have a limitation, restriction or impairment, which has lasted, or is likely to last, for at least six months and restricts everyday activities.

For more information on what this definition includes, visit APSC definition of disability.

Recruitment provisions to increase representation of people with disability in PM&C

We are committed to supporting and growing employment opportunities for people with disability in PM&C and the broader Australian Public Service (APS). We do this by using APS-wide recruitment provisions to attract and select candidates with disability. 

Affirmative measure for recruiting people with disability

The disability affirmative measure allows us to make specific vacancies open only to people living with disability. This measure can be used for all vacancies, not just those roles that focus on issues relating to disability.

PM&C labels vacancies that use this measure as 'Affirmative measure – Disability'.

For more information on this measure, visit:

RecruitAbility

All PM&C vacancies are advertised through the RecruitAbility scheme. The scheme aims to increase the representation of people with disability in the APS, build the confidence of people with disability to work in the APS, and improve the disability confidence of hiring managers.

The RecruitAbility scheme provides for progression of candidates who identify as living with disability through the initial application stage to the next stage of a selection process, such as through initial shortlisting, if they have been assessed as meeting the minimum requirements of the job.

For more information on this scheme refer to:

Reasonable adjustments

We aim to provide a supportive and inclusive environment for all staff to ensure that everyone working in the department is able to do so in a dignified, safe and accessible way. We maintain reasonable adjustment guidelines to remove barriers and facilitate full participation in all aspects of employment.

We understand that asking for help can sometimes feel daunting, and that there is no one-size-fits-all approach to reasonable adjustments. Our approach begins with 'yes' and by creating a safe and inclusive culture we strive to make this process easier.

Our recruitment and wellbeing teams can provide assistance at any stage of the recruitment process and once you commence at the department, including if you're unsure of what adjustments you may require.

For more information and guidance, refer to:

Visit Building locations and inclusion and accessibility features for more information about our building, and its accessibility measures. 

Flexibility

We understand that flexibility in when and how you work can be critical in supporting people with disability to thrive in their role. To support this, we offer highly flexible work arrangements, beyond the traditional 9 to 5 Monday to Friday.

To discover what flexibility might look like for you, visit Why work at PM&C.

Our Ability Network

We maintain an Ability Network for people with disability, those who identify as neurodiverse, carers and their allies. The network aims to support and empower staff that identify with those cohorts to succeed in both their personal and professional lives. The network also provides visible leadership on disability and a platform to break down barriers for staff with disability through innovative and transformative ideas.

Training opportunities and resources

We invest in building inclusive workplace practices for both people living with disability and those who are not through a range of training offerings, including mandatory inclusion and diversity training.

We also have access to a variety of resources to support employees, from the use of inclusive language to guides for managers and resources provided through our Diversity Council Australia membership.

Measuring our progress

We are committed to continuing to increase representation of employees with disability to reflect the Australian community. We provide representation updates to the Inclusion and Diversity Committee and publish those updates internally bi-annually. In the last annual PM&C Employee Census, 9% of our staff identified as having a disability.