Australia’s Disability Strategy 2021–2031 Outcomes Framework: First annual report

Increasing the employment of people with disability supports them in having more control over their lives, in being financially independent and in having a better standard of living. Paid employment also leads to better mental and physical health and wellbeing. Though some people with disability are unable to work, others are able to do so and have the necessary skills. Increasing employment of people with disability who are able to work will ensure that these individuals are fully participating in the economy (Australia’s Disability Strategy 2021–2031).

It should be noted that employment alone does not always provide people with disability with adequate income to be self-sufficient. The Disability Support Pension is an important safety net in this regard.

An essential enabler for finding and maintaining employment is having appropriate supports. Community attitudes also play a critical role (see also the outcome area Community attitudes).

Services that play an important role in supporting people with disability to find employment and get the support they need to do their job include Disability Employment Services (DES), Workforce Australia (previously, jobactive) and supports funded through the NDIS.

As well as employment barriers that existed before COVID-19, systems data presented under this policy priority reflect the challenging employment conditions for people with disability that resulted from restrictions associated with controlling the spread of COVID-19.

Disability Employment Services

DES is a program funded by the Australian Government that aims to assist jobseekers with disability, injury or health conditions to prepare for, find and keep a job in the open labour market. The program assists with maintaining employment by providing employment support for at least 52 weeks.

The desired key system outcome for this measure is that DES supports people with disability to find and maintain employment. The measure was intended to track the number of people supported to achieve at least 12 months employment at their work capacity in DES.

Due to the nature of the data, the counting unit for this measure is valid claims rather than the number of participants. The measure looks at how many full valid claims were created for people with disability where the outcome was employment at or above their work capacity that lasted 52 weeks (that is a year).

The data are reported here as:

• number of valid 52-week full outcome claims for employment in the 12-month period for people with disability.

Results at baseline: 2020–21

• In 2020–21, there were 16,041 valid claims for full 52-week employment outcomes for people with disability aged 15 and over.
• The number fell between 2019–20 and 2020–21 by approximately 18%, from 19,540 to 16,041 (Figure 2.1). This reflects the challenging economic and labour market conditions caused by the restrictions introduced in March 2020 to control the impact of COVID-19. See also Things to consider when interpreting results regarding the potentially problematic nature of the baseline.
• In 2020–21, the number of valid claims for full 52-week employment outcomes for males was around 25% higher than the number for females (8,915 and 7,126, respectively).
• There were 6,194 valid claims for full 52-week employment outcomes among people with disability aged 25–44, and 6,774 among those aged 45–64. This compares with 2,826 claims for those aged 15–24. However, over three-quarters (78%) of claims in this age group were for those aged 20–24 (2,194 claims), likely due to those aged 15–19 generally still studying. Looking at 5-year age groups, those aged 20–24 had the highest number of valid claims for full 52-week employment outcomes. Only 247 claims were for people with disability aged 65 and over. This is likely due to fewer people aged 65 and over being in the workforce generally.

Latest results: 2021–22

• In 2021–22, there were 26,242 valid claims for full 52-week employment outcomes for people with disability aged 15 and over. This was an increase of 10,201 valid claims (an increase of approximately 64%) since the baseline year, 2020–21 (16,041 valid claims). This indicates an improvement since the Strategy began.
• The number of valid claims in 2021–22 is also 6,702 (or 34%) higher than in 2019–20 (19,540) indicating that the number is higher than the pre-COVID-19 levels.

Things to consider when interpreting results

• Full employment outcome claims are those where the participant is working hours at or above their work capacity on average.
• Data for this measure are available only for the period from 1 July 2019 onwards. This is because a full 52-week employment outcome could only be claimed 52 weeks after the participant had begun placement with a DES provider contract established from 1 July 2018 under the DES Grant Agreement.
• The baseline year 2020–21 for this measure is potentially problematic due to the likely impact of COVID-19 on 2019–20 and 2020–21 results, and the lack of data available for time series analysis over a longer period in the pre-COVID-19 period. The adverse impact of COVID-19 on 2020–21 results means that comparisons of changes over time should also take into account pre-baseline (2019–20) results.
• There are limitations on the measure as an absolute number, as it does not provide any insight into how many people did not achieve 12 months of full employment.
• DES data are not directly comparable with the jobactive data presented below, as they measure different outcomes.

Latest results: 26,242 (2021–22)

Baseline: 16,041 (2020–21)

Progress status (preliminary): Progress

For the latest data and breakdowns of the data, see Australia’s Disability Strategy Outcomes Framework | DES.

Employment services

jobactive was the Australian Government employment service that connected job seekers with employers and helped them find, prepare for and keep a job. The program ran from July 2015 to June 2022; it was replaced by Workforce Australia on 4 July 2022 (DEWR 2022). Unlike DES, which is targeted to help people with disability, jobactive was – and Workforce Australia is – a mainstream service open to all Australians seeking employment.

The measure is intended to track the proportion of people with disability in the labour force who use jobactive and successfully find employment within 12 months. Due to the nature of the available data, the measure is reported here as:

• proportion of people with disability using jobactive who obtain at least one job placement in a 12-month period which later converted to a 26-week outcome.

The reported measure tracks sustainable employment gained through jobactive.

Results at baseline: 2020–21

• In 2020–21, 7.5% of people with disability using jobactive obtained at least one job placement in a 12-month period which later converted to a 26-week outcome. This was 1 percentage point higher than in 2015–16 (6.5%).
• There is no clear trend for the period 2015–16 to 2020–21, with the proportion increasing from 6.5% in 2015–16 to its highest in 2017–18 (7.8%). It dropped to its lowest point in 2019–20 (4.5%), likely due to the impact of COVID-19 on the labour market, before increasing by around two-thirds (67%) in 2020–21 to 7.5%. This was close to its highest point of 7.8% in 2017–18 (Figure 2.2).
• As a point of comparison, a substantial drop between 2018–19 and 2019–20 was also observed for people without disability using jobactive, from 13% to 7.1%. The proportion for people without disability then almost doubled between 2019–20 and 2020–21 (from 7.1% to 14%).
• In 2020–21, a higher proportion of male than female jobseekers with disability obtained a job placement in a 12–month period which later converted to a 26-week outcome (8.3% and 6.5%, respectively).
• In 2020–21, the youngest age group (aged 15–24) had the highest proportion of people with disability with at least one job placement in a 12–month period which converted to a 26-week outcome (10%). This compares with 9.2% for those aged 25–44 and 6.1% for those aged 45–64.

Latest results

• Updated data are not yet available for this measure. Data for 2021–22 will be included in the 2023 annual report. Due to the introduction of the Workforce Australia program in July 2022, 2021–22 will be the last year of reporting job placements using jobactive data.
• Data for the 2022–23 reporting period will be drawn from the Workforce Australia program and reported in the 2024 annual report. Data will not be comparable with jobactive data.

Things to consider when interpreting results

• Results for this measure are not comparable with results for the DES measure as they are from different data sources, cover different populations and measure different outcomes.

For the latest data and breakdowns of the data, see Australia’s Disability Strategy Outcomes Framework | Employment services.

NDIS participants job support

A key focus of the NDIS is to improve social and economic participation for its participants (NDIS Participant Employment Strategy 2019–2022). In 2020–21 Q2, NDIS participants could receive support to do their job from several services, including DES (described earlier) and the NDIS. The NDIS funding can include supports in employment, which are for day-to-day assistance in the workplace to maintain employment (NDIS 2021). It can also include ancillary support; for example, transport to work, personal care at work, assistive technology (used both at work and at home) and capacity building for skills development.

Data for this measure are from the NDIS Short Form questionnaire and include participants who answered:

• ‘Yes’ to ‘Are you currently working in a paid job?’ and
• either ‘Yes’ or ‘No’ to ‘Do you get the support you need to do your job?’

Note that the question is not intended (nor is it interpreted by participants) to be limited to NDIS support. Nor does a ‘No’ response necessarily mean that the NDIS is responsible for providing the required support. It may reflect other factors, such as employer capability to provide support.

Results at baseline: 2021–22 Q2

• In the second quarter (Q2) of 2021–22 (baseline quarter), just under two-thirds (66%) of NDIS participants aged 15–64 reported that they had received the support they needed to do their job. This was 12 percentage points lower than in the second quarter (Q2) of 2018–19 (78%).
• The overall trend for the period 2018–19 Q2 to 2021–22 Q2 was downward (Figure 2.3). Fitting a regression model to the data shows a modelled decrease of 1 percentage point per quarter and a modelled decrease of 16% over the reference period. COVID-19 may have been a contributing factor.
• In 2021–22 Q2, a slightly higher proportion of male than female participants reported receiving support to do their job (68% and 64%, respectively).
• The proportion of NDIS participants who reported that they had received the support they needed to do their job varied by age category. While over two-thirds of those aged 25–64 (69%) reported receiving the support they needed, the proportion was just over half for those aged 15–24 (55%). A contributing factor to the difference may be that a large number of the older population are working in an Australian Disability Enterprise (ADE), with NDIS support to maintain employment. There are fewer young people working in, or entering, ADEs.

Latest results: 2021–22 Q3 and Q4

• In 2021–22 Q4, just under 2 in 3 (64.7%) NDIS participants aged 15–64 reported that they had received the support they needed to do their job. This was 1.2 percentage points lower than at baseline (2021–22 Q2) (65.9%), indicating regress since the Strategy began.
• There were decreases in both post-baseline quarters, 2021–22 Q3 (0.5 of a percentage point) and 2021–22 Q4 (0.7 of a percentage point). However, they were similar to decreases seen in the previous quarters 2021–22 Q1 and 2021–22 Q2 (0.5 and 0.7 of a percentage point, respectively).
• The observed decreases in both 2021–22 Q3 and 2021–22 Q4 are smaller than the modelled quarterly decrease (0.9 of a percentage point) over the period 2018–19 Q2 to 2021–22 Q4.

Things to consider when interpreting results

• Several external factors may influence responses to the question ‘Do you get the support you need to do your job?’. Respondents may not need additional support to do their job or they may receive the disability-related support required but other sources of support are lacking, such as informal or employer-provided support.
• The restrictions associated with controlling the spread of COVID-19 may have also adversely affected the provision of support during this time.
• Time series analysis for the NDIS data presented here provide a series of data points each representing a snapshot of NDIS participants at a given point in time. This is different from the longitudinal approach taken in NDIS reporting.

For the latest data and breakdowns of the data, see Australia’s Disability Strategy Outcomes Framework | Job support.

Unemployment gap

Tracking changes over time in unemployment rates of people with disability compared with people without disability will indicate whether access to employment is becoming more accessible for people with disability.

‘Unemployment’ refers to those who reported that they were not employed during the reference week and had actively looked for full- or part-time work at any time in the 4 weeks up to the end of the reference week and were available for work in the reference week (ABS 2019). ‘Labour force’ includes people who are employed or unemployed (ABS 2022).

The desired population outcome for this measure is to see a decrease in the unemployment gap between people with and without disability.

Results at baseline: 2018

• In 2018, 9.2% of people with disability aged 15 and over in the labour force were unemployed. This was twice as high as the proportion of people without disability (4.5%): a gap of 4.7 percentage points.
• Between 2012 and 2018, there was no real change in the unemployment rate gap between people with and without disability (Figure 2.4). In 2012, 8.7% of people with disability were unemployed compared with 4.7% of those without disability (a gap of 4 percentage points). In 2015, the proportions were 9.1% and 5.1%, respectively, a gap of 4 percentage points.
• In 2018, there was no real difference in the unemployment rate gap between males with and without disability (5 percentage points) and between females with and without disability (4.1 percentage points).
• There was no real difference in the unemployment rate gap between those aged 15–24 with and without disability (13 percentage points) and those aged 25–44 (7.5 percentage points). However, the gap for the older age group (aged 45–64) (3.7 percentage points) was smaller than the gap for either of the younger age groups (aged 15–24 and 25–44).
• There was no significant difference between the proportion of people with severe or profound disability who were unemployed (11%) and people with other disability who were unemployed (8.8%).

Latest results

Updated data are not yet available for this measure. New data from the 2022 ABS SDAC are expected to be available in the first half of 2024 and will be included in the 2024 annual report.

Things to consider when interpreting results

• The measure does not reflect underemployment – that is, people who are employed, usually work 34 hours or less per week, would like a job with more hours, and would be available to start work with more hours if offered a job in the next 4 weeks. Underemployment may be due to a lack of available support.
• The measure does not account for people who are ‘discouraged’ from or have temporarily stopped participating in the labour force (for example, those who would like to work but are not actively searching or could not start in the next 4 weeks).
• Data for this measure have been randomly adjusted. This means that results may not be exactly as those reported elsewhere.

For the latest data and breakdowns of the data, see Australia’s Disability Strategy Outcomes Framework | Unemployment gap.

NDIS participants in full award wage employment

‘Open employment’ refers to employment in the open market and employees being paid the relevant minimum wage or above (NDIS 2020). People with disability face a number of barriers in relation to open employment, including discrimination by employers or colleagues, and employment restrictions (such as limited hours of work or restrictions on the type of work available) (AIHW 2022).

Data for this measure are collected as part of the NDIS Short Form questionnaire. Data include NDIS participants who answered:

• ‘Yes’ or ‘No, but I would like one’ to the question ‘Are you currently working in a paid job?’ and
• ‘Open employment market with full award wages’ to the question ‘What type of employment is it?’

The desired population outcome for this measure is an increase in the proportion of NDIS participants in the labour force who are in open employment at full award wages.

Results at baseline: 2021–22 Q2

• In 2021–22 Q2 (baseline quarter), 20% of NDIS participants in the labour force aged 15–64 were in open employment at full award wage. This was 3 percentage points higher than in 2018–19 Q2 (17%).
• The overall trend for the period leading up to and including the baseline (2018–19 Q2 to 2021–22 Q2) was favourable, with an almost consistent quarter to quarter increase (Figure 2.5). Fitting a regression model to the data shows a modelled increase of 0.3 of a percentage point per quarter and a modelled increase of 18% over the reference period.
• In the December 2021–22 Q2, NDIS male participants were less likely than female participants to report being in open employment (17% and 24%, respectively).
• A higher proportion of older participants aged 25–64 (22%) than younger participants aged 15–24 (15%) were in open employment at full award wage.

Latest results: 2021–22 Q3 and Q4

• In 2021–22 Q4, just over 1 in 5 (21%) NDIS participants in the labour force aged 15–64 were in open employment at full award wage. This was higher than at baseline (2021–22 Q2) (20%) indicating progress since the Strategy began.
• There was an observed increase of 0.3 of a percentage point in both post-baseline quarters 2021–22 Q3 and 2021–22 Q4 (based on unrounded values). This was similar to increases seen in the previous quarters 2021–22 Q1 and 2021–22 Q2 (0.3 and 0.4 of a percentage point, respectively).
• The observed increases in 2021–22 Q3 and 2021–22 Q4 were the same as the modelled quarterly increase (0.3 of a percentage point) over the period 2018–19 Q2 to 2021–22 Q4.

Things to consider when interpreting results

• Data from NDIS participants who answered, ‘Yes’ or ‘No, but I would like one’ to the question ‘Are you currently working in a paid job?’ are intended to capture NDIS participants who are in the labour force.
• The measure does not include people employed under the Supported Wage System (SWS) – that is, open employment at less than full award wages. The SWS applies to those who have a reduced working capacity. If an employee is covered by an award or registered agreement with an SWS provision, an eligible employee is entitled to a percentage of the minimum pay rate for their classification, depending on their assessed work capacity (NDIS 2020).
• This measure looks at the proportion of NDIS participants aged 15–64 in the labour force who are in open employment at full award wage. It does not provide insight into the proportion of employed individuals who are in open employment, which may show different results. For example, as younger people are less likely to be employed than older people (due to many still being involved in study), young employed people with disability may be more likely to be in open employment than older employed people with disability.
• Time series analysis for the NDIS data presented here provides a series of data points each representing a snapshot of NDIS participants at a given point in time. This is different from the longitudinal approach taken in NDIS reporting.

For the latest data and breakdowns of the data, see Australia’s Disability Strategy Outcomes Framework | NDIS participants in full award wage employment.