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Disability Inclusion Action Plans

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Have you developed your Disability Inclusion Action plan ?

You have your Reconciliation Action plan, you have worked on better inclusion for your LGBTIQ+ community but have you developed your Disability Inclusion Action plan?

Disability affects 1 in 5 Australians

Without well thought through inclusion strategies, you may be alienating 20% of your market. Studies in the UK suggest businesses lose approximately £2 billion per month by ignoring the needs of people with disability. Supporting this, 1 in 3 Australians with disability state their buying decisions have been positively influenced by an organisation’s reputation as being supportive of people with disability*

All Public entities across Australia must have a disability action plan. The Commonwealth Disability Discrimination Act (DDA) 1992 provides the foundation of disability inclusion in Australia. It highlights our responsibilities under the United Nations Convention on the rights of People with Disabilities. Each state then has its own disability legislation.

So whether you are a private or a public organisation we can work with you to focus on the five key barriers to disability inclusion:

  • Physical
  • Institutional
  • Attitudinal
  • Communication
  • Technology

Our approach

Our aim is to work with you to understand your unique business or organisation objectives and strategic disability inclusion action plan, we then consult with your staff and clients to gain an understanding of what is currently being done well and what are some areas for improvement. As with disability, no two disability action plans should look the same. Contact us to find out more.

Frequently asked questions about Disability Inclusion Action Plans (DIAP)

What is a disability inclusion action plan? 

A Disability Inclusion Action Plan (DIAP) is a specific type of disability inclusion action plan that is focused on supporting the implementation of the National Disability Insurance Scheme (NDIS) in Australia. It outlines how an organisation will promote the inclusion and participation of people with disabilities in line with the principles of the National Disability Insurance Scheme (NDIS).

Disability is the world largest minority group. The social model of disability suggests that people are more disabled by the environment around them rather than their bodies. Therefore organisations are strongly encouraged to have a Disability Inclusion Action Plan. It is the strategic plan developed by organisations to improve the inclusion and accessibility for people with disabilities. It outlines specific actions, timelines, and responsibilities to address barriers that people with disabilities face in accessing services, facilities, and employment.

An NDIS DIAP typically includes the following elements:

Commitment to the NDIS principles

A statement that confirms the organisation’s commitment to the human rights of people with disabilities and their full inclusion in society. For a DIAP to really take effect in organisations, it needs to be driven by a senior leader and be visible in practice.

Accessibility and inclusion assessment

An evaluation of the organisation’s current accessibility and inclusion situation, identifying any barriers and areas for improvement.

Objectives and targets 

Set clear, measurable goals for accessibility, service enhancement, employment, and inclusion of people with disabilities within the organisation. 

Action plan

A detailed roadmap with strategies like training, policy updates, and partnerships to achieve the stated objectives and targets.

Monitoring and reporting

A framework for monitoring progress and evaluating the effectiveness of the implemented actions.


Clear assignment of roles and responsibilities for the implementation and reporting of the DIAP within the organisation.

Many organisations also submit their DIAPs to the Australian Human Rights Commission, which publishes these on the Disability Action Plan Register. This not only allows for transparency but also helps other organisations learn from each other’s experiences.

Why is a DIAP important?

DIAPs are developed to help organisations eliminate discrimination against people with disabilities and to increase awareness of the rights of people with disabilities. Under the Disability Discrimination Act 1992, public organisations must have a DIAP that is reviewed every four years and private organisations are strongly encouraged to create plans that demonstrate their commitment to equality and inclusion.

Organisations who also make a commitment to ensuring their products and services are more inclusive and accessible also have the opportunity to tap into the 13 trillion in disposable income from people with disabilities and their immediate loved ones. This is not just a niche/ nice to have requirement but a substantial market opportunity that can lead to increased customer base, brand loyalty, and revenue.

Who should develop a DIAP?

Any organisation that provides goods, services, or employment opportunities to the public, including businesses, government agencies, educational institutions, and community organisations, should consider developing a DIAP.

When should I update my NDIS DIAP? 

It’s recommended to review and update your DIAP regularly, in line with other organisational strategic documents. Around every 2-4 years is considered best practice, to ensure it remains relevant and effective in promoting disability inclusion.