The academy should be a welcoming environment for people with disability. Across Australia, however, there is a current shortage of programmes supporting people with disability to develop their careers as researchers. This article critically investigates current practice and experiences concerning universities and the employment and career development of people with disability as advised by the literature, and how this practice aligns with the lived experiences of several of our authors. Our review of the literature utilising Scopus, PsycINFO and ProQuest databases found a deficiency of research attention on this topic, with only 16 relevant articles identified. This paucity of literary evidence has been augmented in the article by personal stories shared by four of its authors. By focusing on evidence-based measures with potential to support disability employment and career pathways throughout universities in Australia and elsewhere, this article challenges leaders to address ableism and to advance a more inclusive academy.

Neurodivergence is currently underrepresented among staff in higher education. Acknowledging such underrepresentation, this narrative review critically explores the experiences of neurodivergent academics as reported within the scholarly literature. This review of the literature, which utilised Scopus, ProQuest Central and Education Source via Ebsco databases, identified 34 relevant articles after applying the inclusion and exclusion criteria. Findings from this review challenge universities to acknowledge and redress the negative experiences of neurodivergent staff across issue-areas of disclosure, stigma and discrimination. Moreover, in recognising the positive experiences of accommodated neurodivergence in the academy, medical model supported views of the ‘disabled’ scholar are undermined. Universities that value diversity and inclusion need to be open to the content of this narrative review along with the suggestions for future research directions.

The National Disability Insurance Scheme (NDIS) was designed to support Australians living with disability. However, public data evidence the low number of people with psychosocial disability in the Scheme. One reason for these low numbers is that many people with psychosocial disability have still not applied to receive NDIS support. The aim of this review was to analyse and synthesise previously reported barriers preventing people with psychosocial disability applying to the Scheme. A search of seven databases identified 61 relevant documents including peer‐reviewed research, published expert opinion pieces, newspaper articles and government and independent enquiries and reports. Thematic analysis revealed five overarching barriers to applying: social inequities acting as barriers to applying; stigma, trauma and previous negative experiences; barriers to finding supports needed to apply; challenges understanding the relevance of the Scheme; and experiences and symptoms of mental illness extend and exacerbate barriers. These barriers signpost problems inherent within an application process designed without engaging or being responsive to the expertise of and insights into people living with psychosocial disability. Resolution of these substantial barriers will not be a small task. It will require commitment to redesigning the Scheme's application process through a genuinely codesigned approach.

The research reported in this article seeks to explore how anxiety disorders, when accommodated, can assist to improve job performance. Online surveys were completed by 71 persons currently employed by Queensland government and who have been medically diagnosed with one or more anxiety disorders. The authors thematically analyzed the open-ended responses made by participants. Aligning with the Yerkes–Dodson law, this research suggests that accommodations can improve the work productivity of employees with anxiety disorders by keeping stress at a manageable level. This exploratory study also raises a potential variance to this law. A possibility exists that some people with anxiety disorders are able to maintain strong performance while experiencing an elevated level of anxiety. By revealing potential performance benefits of accommodating government employees with anxiety disorders, this research calls for managerial decision makers to think of such adjustments as investments in workplace productivity.

In Australia there is a significant gap in employment rates between people with disability and those without. This is in the context of general gaps in the disability sector workforce, which has been the subject of recent policy concern. Our study critically investigates (a) data on the employment of people with disability in Australian disability services; (b) data on disability awareness training in disability services; (c) these results in the context of the National Disability Insurance Scheme (NDIS) National Workforce Plan: 2021–2025 and the NDIS workforce Capability Framework. We undertook a mixed methods study that brought together descriptive statistics from the National Disability Services Workforce Census data and qualitative content analysis of the NDIS National Workforce Plan and the NDIS workforce Capability Framework. We found that 50% of disability service organisations employ at least one person with disability in their organisations, with 20% employing less than three people with disability. Only 24% of organisations include a person with disability on their board, and 19% of organisations employ people with disability in management positions. Policy document analysis shows policies support key areas for increasing employment of people with disability and disability inclusion. Employment of people with disability at all levels of disability services remains poor in Australia. We argue that ‘soft’ approaches to addressing low employment levels need to be supplemented by harder approaches that take full advantage of the levers available to government through the operation of the NDIS.

BACKGROUND: Accommodating mental health in the workplace is challenging. Despite policy efforts to encourage the availability of mental health accommodations in the workplace, employees experiencing mental illness are missing out on accommodations that they need. OBJECTIVE: To inform vocational rehabilitation professionals and managers in the public service of best practice accommodations for government employees with anxiety disorders. METHODS: Thematic analysis was applied to data collected from the online Accommodating Government Employees with Anxiety Disorders Survey undertaken by 71 Australian public service employees diagnosed with at least one anxiety disorder. RESULTS: Our research results include theme and sub-theme representations of accommodations received, accommodations reported as missing, accommodations that study participants felt they couldn’t request, along with rejected accommodations. CONCLUSION: From the study participants’ accounts, three key findings supporting desirable vocational outcomes become apparent. First, that the availability of ‘standard’ flexible work arrangements, along with personalised accommodations, can assist persons with anxiety disorders (where needed) to reach and retain government positions. Second, the chief barriers reported to making accommodation requests revolve around fears of being stigmatised and penalised. Finally, there is a need for managerial decision-makers to remain open-minded, particularly when assessing requests for accommodations that may break from government norms.