Each year, the United Nations sets a theme for International Day of People with Disability that challenges us to consider what inclusion should look like in the real world. This year it is ‘Fostering disability inclusive societies for advancing social progress’. It's a call to move beyond good intentions and create environments where people with disability can participate fully and confidently.
To explore what that looks like in practice, Asuria hosted a panel discussion featuring people with lived experience of disability and those who support them, who together tackled some of the most pressing topics with warmth and compassion. Suzanne Colbert AM brought decades of strategic disability advocacy experience to the virtual table; Alex Jones joined us from Sydney Opera House, where he's been reimagining what accessibility means for one of Australia's most iconic buildings; and Allison Dunster, Asuria Workforce Australia Mentor from Tasmania, spoke with the kind of honesty that only comes from lived experience.
Over the course of an hour, the conversation moved between big-picture ideals and everyday practicalities, exploring common misconceptions and highlighting the power of simply asking "how can I help?"
Here's what stayed with us.
When asked how including people with disability benefits society, Alex got straight to the heart of it. With support from his Auslan interpreter, he spoke about visibility not as a buzzword, but as proof of belonging. "When we see people, that means they're becoming more included. When we don't see people and they're not visible in society, they're being excluded," he explained. It's a simple observation that carries real weight. "There's no need to marginalise people. We are an inclusive society, and we should behave as such."
Suzanne came at the question from a different angle; one rooted in fairness. "I still believe in Australia as the land of the fair go, and that means a fair go for everyone." For her, inclusion isn't charity, it's about giving everyone the same shot at a good life. "An inclusive Australia means that everyone's got a chance of getting a good job and being able to thrive economically, socially and culturally."
Allison's perspective brought the discussion back to something often overlooked: the problem-solving skills that come from living with disability. "Every single person in this world that has a disability has had to come up with a workaround. They have a completely different perspective to the world," she said. "We need to be embracing this because things can be done differently." A reminder that inclusion isn't just good ethics – it's good sense.
When the topic shifted to language and labels, Allison didn't hold back. "I would love to see the word disability completely abolished out of the English language because it does carry those negative connotations and it puts people in a bad light immediately," she said. "We're human, we're people. Get rid of it."
She opened up about her own experience with reading and writing, struggles that became unexpected strengths in her work. "I 100% suck at reading and writing. I can read music better than I can read English, and that is my superpower. Once you show your vulnerability to other people, they feel a little bit more comfortable, they feel a little bit more empowered about what they can and can't do."
Alex picked up the thread, warning against the well-meaning stereotypes that can still do harm. He recalled a time when an employer suggested people with autism would naturally excel in accounting roles. "You actually can't consider this one-size-fits-all and label people as such. That's a stereotype," he said. "Not one person who has autism or neurodivergence would be the same as another person. Everyone is so diverse and so varied." The takeout for everyone watching and listening: good intentions don't excuse lazy thinking.
Suzanne shared a story about a young man who had applied to a major retailer ten times and never got invited for an interview. "But when that retailer took part in a project to actively recruit people with disability, that young guy got a job and turned out to be an absolute star," she said. The lesson? "From that experience, that store now realises they need to recruit in a different way."
It's not about lowering standards, Suzanne clarified. It's about recognising what matters. "The best way we can help employers hire participants with disability is to tell them exactly what the person can do and how their skills and interests line up with the employer's needs. Employers recruit for skills and for attitude." The disability is just context. The capability is what counts.
When Allison mentioned seeing "do you have a disability?" on job applications, the room reflected on why questions like this can be problematic and how they may expose employers to risk if used unfairly. Suzanne emphasised that the Disability Discrimination Act exists to prevent exactly that kind of discrimination - reinforcing that inclusion isn’t just best practice, it’s grounded in law.
Alex's work at the Sydney Opera House offers a case study in what's possible when commitment meets creativity. "The Sydney Opera House is a World Heritage building with a lot of physical barriers because of structural challenges," he acknowledged. You can't knock down walls when the building is an icon. "But the attitude, the systems within the Sydney Opera House have all changed."
The changes aren't just symbolic. Eight people with intellectual disability now work at the Opera House, in roles that are genuinely fit for purpose.
Still, Alex was open about how much work remains. "Our work isn't done yet. The mission of the Sydney Opera House is to be everyone's house. And that needs to be done authentically."
Allison reminded everyone of the stark truth of living with disability. "First and foremost, just because you can't see it, it doesn't mean it doesn't exist." Invisible disabilities carry an extra burden: the constant need to prove yourself. "We're having to justify our existence and our capabilities just to get a job."
She described the small, daily barriers that add up and take their toll, and the fear that stops people from being honest about what they need. "They've got a fear of telling an employer they have a disability, that they're not gonna get the job. So a lot of people don't say. They go into the job, the inclusions aren't put there, and they fail."
It's a system that sets people up to struggle, Allison argued, and then blames them for struggling.
So what can people actually do? The panellists kept coming back to one phrase: never assume.
"You want to create change alongside and with people who have disability," Alex said. "Find your champion within your organisation. Often, that cultural change happens when people with disability work within that organisation." And when you do make mistakes, don't spiral. "It's OK to make mistakes. You will absolutely make mistakes. But believe in your job seekers who have the disability. Believe in what they tell you."
Allison put it even more simply. "Stop treating people like they have a disability. Treat them like every other human being. If you then notice a thing, talk to them. Ask them. ‘How can I help you,’ not ‘let me help you.’”
Suzanne brought it back to the basics of good management. "Employers should ask people what they need to be successful in the job, and they should ask every person that, not only a person who has disability. The benefit is that it doesn't assume the employer has all the answers and it equally empowers the person."
For those working in employment services, Suzanne had specific advice. "Employers want to work with consultants who are both likeable and competent. When you are confident in your participants and can confidently describe their skills and capability, you've got a much better chance of helping employers to be disability confident."
By the end of the session, the message was clear: inclusion isn't complex. It requires openness, genuine curiosity, and a willingness to learn. Not rocket science. Just human decency applied consistently.
At Asuria, we know our role goes beyond connecting people with employment. For many participants, their first interaction with us can be a defining moment. How they feel when they walk out our door influences their confidence, their hope, and ultimately their chances of getting and keeping a job. That's not something we take lightly.
Because work is not just work. Good work provides purpose, dignity, connection and independence.
The insights from this panel remind us that inclusion happens in everyday moments where we choose to listen, to adapt and to open doors. As we continue our journey, we're committed to fostering those everyday actions that create genuine inclusion in our workplaces, our communities, and in the lives of the people we serve.
To learn more about International Day of People with Disability and how you can contribute to building inclusive communities, visit idpwd.com.au.