Preparing for the working world is easier when you know what employers are looking for. At Next Gen Youth Employment, we understand that inclusive Australian employers focus on a person’s abilities – not their disabilities. In fact, many hiring managers say the attitude and soft skills a candidate brings can be more important than formal qualifications. This article shares insights into the qualities that inclusive employers value most in young people with disability, debunks common myths about hiring people with disabilities, and highlights the benefits of workplace diversity. We also offer practical tips for young jobseekers on presenting yourself confidently and discussing any workplace adjustments in a positive light. Ultimately, with the right preparation and mindset, you can show employers that your abilities – along with your unique perspective – will be an asset to their team.

The Importance of Inclusive Hiring in Australia

Inclusive employment isn’t just a feel-good concept – it’s a growing priority for many Australian businesses. Employers are increasingly recognizing that a diverse workforce brings fresh ideas, wider talent pools, and stronger communities. For young people with disabilities (who face a higher unemployment rate than their peers), inclusive employers can be game-changers by providing supportive pathways into work. Not only does hiring inclusively benefit businesses through improved culture and innovation, it also empowers young Australians with disability to gain independence and contribute their talents. Next Gen Youth Employment works with both employers and youths to break down barriers and create these win-win opportunities. By understanding what inclusive employers value, young jobseekers with disability can better showcase the qualities that matter in today’s job market – and take confident steps towards meaningful careers.

Qualities Inclusive Employers Value in Young Workers with Disability

Inclusive Australian employers often emphasize the same core qualities in young employees with disability as they do in any employee – and sometimes appreciate them even more. Reliability, good communication, teamwork, enthusiasm, and adaptability top the list of traits employers seek. Additionally, many inclusive employers note that young people with disabilities bring unique strengths like resilience and creative problem-solving from overcoming challenges. Here are the key personal qualities and soft skills that employers value, and why they matter:

Reliability and Punctuality

Being dependable is critical in any job. Employers want to know they can count on you to show up on time and follow through on tasks. Inclusive employers are no different – they value young workers who demonstrate responsibility, meet deadlines, and maintain good attendance. In fact, research shows that employees with disability are often exceptionally reliable: one Australian study found they tend to be more punctual and conscientious than the average employee. By being consistent and punctual, you build trust with your employer. Next Gen Youth Employment coaches young people on developing good routines and time management habits so you can confidently meet employers’ expectations for reliability.

Communication and Interpersonal Skills

Strong communication skills – both speaking and listening – are highly prized by employers. This includes the ability to communicate clearly, ask questions when unsure, and actively listen to colleagues or customers. Inclusive employers look for young people who can work well with others and express themselves effectively, whether in person, over the phone, or via email. If you have a disability that affects communication (for example, hearing loss or a speech impairment), don’t be discouraged: focus on showcasing how you communicate in practice. Many inclusive workplaces use adaptive tools or flexible communication methods to support all employees. What matters most is showing you can get your message across and understand instructions. At Next Gen Youth Employment, our programs include building communication and social skills – from practicing workplace conversations to learning how to confidently greet a customer or contribute in a team meeting. Demonstrating polite, respectful, and clear communication will reassure employers that you can integrate well with the team and clients.

Teamwork and Collaboration

Most jobs require working as part of a team, so employers value young candidates who can cooperate and contribute positively in group settings. Inclusive employers often say they want someone who follows instructions, knows how to ask for help or clarification when needed, takes responsibility for their role, and supports their co-workers’ success. Effective teamwork also means being respectful of differences – something many people with disability excel at, having experienced diversity and inclusion firsthand. Emphasize any experience you have collaborating on projects, whether at school, in sports, or in volunteer roles. If you thrive in a supportive team environment, let your interviewer know! Employers love hearing examples of how you solved a problem jointly or helped a team achieve a goal. Next Gen Youth Employment connects jobseekers with disability-friendly employers who foster inclusive team cultures, so when you join the workplace you’ll feel welcome and ready to work together.

Enthusiasm and Positive Attitude

Enthusiasm, motivation, and a can-do attitude can really set you apart as a young jobseeker. Inclusive employers appreciate candidates who show eagerness to learn and genuine interest in the job. Bringing positive energy – like being excited to take on new tasks, expressing gratitude for opportunities, and staying upbeat in the face of challenges – signals to an employer that you’ll be a proactive, resilient employee. For a young person with a disability, a positive attitude also helps counter any hesitation an employer might have. It demonstrates that you focus on what you can do rather than what you can’t. One tip: if you’ve overcome obstacles related to your disability (or any life challenge), frame them as experiences that have made you stronger or more determined. Many employers will find your perseverance and optimism impressive. Next Gen Youth Employment mentors often help our participants reframe negative self-talk into positive beliefs – for example, instead of thinking “No one will hire me because of my disability,” say “I have valuable abilities and enthusiasm that employers will appreciate.” Reframing in this way builds confidence and it shows in your attitude. An upbeat outlook, paired with genuine motivation to work, assures employers that you’ll tackle the job with heart.

Willingness to Learn and Adapt

Because young workers may not have extensive experience, employers are keen to see a willingness to learn and an ability to adapt. This trait is especially important to inclusive employers – they know that with the right support, a newcomer can grow into the role. Showing that you’re open to feedback, eager to pick up new skills, and flexible when things change will tick a big box for what employers look for. Adaptability is an area where many people with disability shine. After all, navigating daily life in a world not always designed with disability in mind requires creativity and adaptability on a regular basis. Inclusive employers often recognize this; they see that young employees with disabilities can bring fresh approaches to problem-solving when faced with a challenge. As one resource notes, people with disability frequently develop excellent problem-solving skills by finding alternative ways to accomplish tasks, making them highly valuable when a workplace challenge arises. During interviews, you might highlight an example of how you learned something new – for instance, mastering assistive technology, or adapting to remote learning during COVID – to illustrate your adaptability. Next Gen Youth Employment’s training programs emphasize growing a “learning mindset,” ensuring that school leavers are ready to adapt to the demands of a new workplace with confidence and curiosity.

Problem-Solving and Creativity

Building on adaptability, problem-solving ability is another quality inclusive employers prize. Every job has its hurdles, and employers love when staff can think on their feet. Young people with disabilities often have well-honed creative thinking skills – you’ve had to troubleshoot barriers in everyday life, which can translate into on-the-job ingenuity. Employers value this resourcefulness. In fact, it’s a common saying that people with disability are great problem solvers because they overcome adversity every day. Whether it’s figuring out a different way to perform a task or innovating a solution to accommodate someone’s needs, your creativity is an asset. Don’t hesitate to mention instances where you solved a tough problem, either independently or as part of a team. Perhaps you found a clever workaround for a software issue, or you developed a study technique that helped you succeed in school despite learning difficulties – these stories can demonstrate your critical thinking. Inclusive employers also appreciate the unique perspectives that employees with diverse life experiences bring to brainstorming and decision-making. By hiring people with different backgrounds, including disabilities, companies can approach challenges in new ways and better serve a diverse customer base. When you show that you can approach problems creatively and contribute ideas, employers see you as someone who will help improve and innovate in the workplace.

Resilience and Work Ethic

Resilience – the ability to handle setbacks and keep going – is a quality that many young people with disabilities have in abundance, and employers truly value it. Work life has ups and downs for everyone. Employers know that resilient employees will stick with a task, cope with changes, and maintain morale when things get tough. If you have navigated health issues, social biases, or academic challenges due to your disability, you’ve likely built a strong inner determination. Inclusive employers often admire this trait, noting that young workers with disability are often highly persistent and resourceful when challenges arise. This resilience can inspire entire teams. Along with resilience comes a strong work ethic – habits like diligence, attention to detail, and pride in doing a job well. Interestingly, surveys of employers have found that employees with disability tend to have very positive work attitudes and ethos, dispelling any misconception that disability might equate to less dedication. In practical terms, make sure to communicate your enthusiasm for working and any experiences that demonstrate your commitment (such as juggling school with part-time work, or volunteering regularly). Employers will see that you’re ready to give your best. Next Gen Youth Employment helps reinforce these habits by placing young people in supportive work experiences (through programs like School Leaver Employment Supports) where they can build stamina and confidence. By the time you interview for a job, you’ll have real examples to prove your resilience and work ethic.

Inclusive workplaces often provide adaptive tools and support so employees of all abilities can excel. Young workers with disability who demonstrate reliability, teamwork, and a willingness to learn are highly valued by Australian employers.

Above all, inclusive employers are looking for the right person for the job. They evaluate young candidates with disabilities the same way they evaluate anyone: Will you be reliable? Can you communicate and work well with others? Are you motivated to learn and contribute? As we’ve shown, the answer can absolutely be “Yes!” Focus on showcasing these qualities during your job search. And remember – Next Gen Youth Employment can help you develop and highlight these skills through our workshops and one-on-one coaching, ensuring you feel ready to meet employers’ expectations.

Debunking Common Myths About Hiring People with Disabilities

Despite progress in workplace inclusion, some persistent myths and misconceptions can make both employers and jobseekers nervous about disability employment. It’s important to tackle these myths head-on with facts. As a young person with a disability, knowing the truth can boost your confidence; and if you encounter an uninformed employer, you might even be able to alleviate their concerns by politely dispelling these myths. Here are a few of the most common myths about hiring people with disabilities – and the realities that debunk them:

• Myth: “Workplace adjustments for employees with disability are expensive and a hassle.” Fact: The majority of people with disability do not require major adjustments at work, and many adjustments cost little or nothing. For those who do need specific accommodations, financial support is available to employers. Government programs (like the Employment Assistance Fund via JobAccess) will fund workplace modifications, assistive equipment, or support services if needed. In other words, inclusive employers aren’t left to shoulder big costs alone, and making simple adjustments (like flexible hours or assistive software) is usually straightforward.
• Myth: “Employees with disability take more sick leave and will be less productive.” Fact: There is no evidence that workers with disability take more sick days than other employees. In fact, studies indicate the opposite – one review found that people with disability took on average less than half the sick leave of other staff. They also are involved in fewer work health and safety incidents on average. As for productivity, people with disability are just as productive as other employees in similar roles. They know their capabilities and typically won’t apply for jobs unless they’re confident they can do the core duties. Many employers report excellent performance from staff with disabilities, along with above-average loyalty and dedication. The bottom line: hiring a person with disability does not mean you’ll have more absenteeism or lower output – often it’s quite the contrary.
• Myth: “You can only give people with disability simple or low-level jobs.” Fact: People with disabilities have a wide range of skills, talents, and qualifications, and they work successfully in all sorts of occupations. Disability itself does not define a person’s intellect or capability. There are engineers, teachers, lawyers, IT professionals, artists – you name it – who have disabilities. Assuming someone can only handle a basic job is a stereotype. In some cases, a disability might even enhance abilities in certain areas (for example, adults on the autism spectrum can have exceptional attention to detail, making them great at data analysis or quality control). Inclusive employers focus on matching the person’s strengths to the job’s requirements. Next Gen Youth Employment echoes this approach by helping young people find roles that suit their individual skills and interests, rather than pigeonholing anyone based on their condition.
• Myth: “A worker with a disability won’t fit in with the team or might make other staff uncomfortable.” Fact: Workplace inclusion has come a long way – most colleagues are accepting, especially when the company fosters a respectful culture. In fact, hiring people with disability can boost staff morale and teamwork. It sends a message that diversity is valued, which often makes all employees feel prouder and more invested in their company. Numerous employers report that having colleagues with disabilities improves the workplace culture by increasing empathy, cooperation, and problem-solving skills among everyone. Rather than “not fitting in,” employees with disability frequently form strong connections with coworkers and customers, sometimes even stronger than average. Inclusive teams learn to appreciate each other’s strengths and support one another. Next Gen Youth Employment helps by educating employers and coworkers about disability awareness, reducing any fear of the unknown. When inclusion is done right, the whole team wins.
• Myth: “Employing someone with a disability is risky for safety and will drive up insurance costs.” Fact: This is another misconception. Workers’ compensation and insurance premiums are determined by the actual safety record of a workplace, not the characteristics of employees. There is no evidence that people with disability have more workplace accidents – in fact, studies show they often have fewer incidents on average. Safety is about proper training and workplace practices, which are important for everyone. People with disabilities are usually very mindful of following safety procedures that enable them to perform their jobs effectively. Many have to be resourceful and cautious in daily life, which can translate into excellent safety awareness at work. As long as any required adjustments are made (like adaptive equipment or modified workstations), an employee with a disability is no more likely to have an accident than any other staff member. Good employers know that safety and risk management is about the environment and training – not about excluding certain groups of people.

By understanding the facts behind these myths, you can approach job hunting with more assurance. Inclusive employers today are generally aware of these realities too, especially as organizations like Next Gen Youth Employment and others spread awareness. If you encounter an employer who seems to hold back due to a misconception, having some facts up your sleeve (like “Actually, studies show employees with disability often have fewer sick days than average”) can help address their concern in a professional, informative way. Most employers appreciate a positive, fact-based discussion that emphasizes you’re focused on solutions and capabilities.

Benefits of Diversity and Inclusion in the Workplace

Inclusive hiring isn’t just about doing the right thing – it offers tangible benefits to businesses and teams. Forward-thinking Australian employers have discovered that bringing young people with disabilities on board can positively impact everything from staff retention to customer satisfaction. Here are some of the key benefits of a diverse, disability-inclusive workplace:

Inclusive workplaces benefit from employees with disabilities who often connect strongly with customers and colleagues. A diverse team can improve morale, retention, and innovation – advantages that many Australian employers are eager to capture.

• Higher Staff Retention and Loyalty: Studies have found that employees with disability often stay with their employers longer than other workers, improving overall retention. Lower turnover means lower recruitment and training costs for businesses. Young people who are given that first chance with a supportive employer tend to be very loyal to the company that included them. This loyalty is a huge asset – it creates a more stable workforce and a positive team spirit. In fact, one employer guide noted that workers with disability were up to four times more likely to remain in their job compared to the average. For businesses, that kind of commitment is gold. It’s one reason Next Gen Youth Employment encourages employers to invest in young talent with disability – given the opportunity, these young employees often become long-term contributors.
• Diverse Perspectives Driving Innovation: A workforce that includes people with disabilities brings fresh perspectives and problem-solving approaches. Because individuals with disability have navigated life challenges and learned to do things differently, they can help companies find creative solutions to business problems. Diversity of thought is a catalyst for innovation. Moreover, a variety of perspectives helps in decision-making and brainstorming – teams can avoid “group think” and instead consider a wider range of ideas. Employers have reported that hiring people with disability led to improvements in processes and services, thanks to the unique insights these employees contributed. For example, an employee with lived experience of disability might suggest a product adaptation or customer service approach that appeals to a wider audience, benefiting the company’s offerings. In short, inclusive employers don’t hire out of charity; they do it because they recognize the business advantage of variety in their talent pool.
• Improved Workplace Morale and Culture: An inclusive workplace tends to be a positive, encouraging workplace. When diversity is embraced, employees feel valued for who they are. Hiring young people with disabilities can enhance team morale – coworkers often take pride in working for an employer that stands for inclusion, and they report stronger camaraderie and respect among team members. Rather than causing tension, disability inclusion can actually bring out the best in a company’s culture. It encourages traits like empathy, patience, and mutual support among staff. Additionally, when employees see their company doing the right thing, it increases loyalty and job satisfaction across the board. Inclusive employers frequently note that these hires have a positive ripple effect: teams communicate better and are more mindful of each other, which boosts overall productivity and job happiness. A happy, inclusive team is also more likely to stick together and overcome challenges collectively.
• Better Customer Connections and Brand Image: Workforces that reflect the diversity of the community can better serve customers. For example, if a business’s customer base includes people with disabilities (and statistically it likely does), having employees who also have disabilities can provide valuable insights into customer needs. Many companies find that employees with disability often form strong connections with customers – they bring empathy and understanding that customers appreciate. This can lead to improved customer service and satisfaction. Moreover, being known as an inclusive employer boosts a company’s reputation. Communities and consumers in Australia tend to view such companies favorably, seeing them as employers of choice and socially responsible brands. For the employer, this can mean positive publicity, customer loyalty, and even attracting other talented staff who want to work in an inclusive environment. Essentially, inclusion is good for business. Next Gen Youth Employment often highlights success stories of companies that not only hired a young person with disability and gained a great employee, but also won the hearts of customers and the community in the process.
• Equal or Better Performance and Safety Outcomes: Numerous studies have debunked the notion that hiring people with disability is “risky.” In reality, productivity and safety records among employees with disability are as good as, if not better than, other employees. We’ve already noted research showing lower absenteeism and accident rates for workers with disability on average. Employers also report that many workers with disability demonstrate strong focus and work quality – often paying extra attention to detail or procedure to ensure they get the job done right. Any employer who might worry about performance need only look at these facts and the many real-world examples of people with disability excelling in their roles. In short, inclusive hiring doesn’t mean sacrificing performance standards – it means meeting those standards in potentially more efficient ways. Plus, when companies tap into the disability talent pool, they widen their access to skilled, motivated workers, which can improve overall productivity. As one Australian Human Rights Commission summary put it, people with disability bring positive work attitudes and ethos that can boost workplace productivity and morale for everyone. When you, as a young person with a disability, join a workplace that values inclusion, you’re stepping into a setting that’s primed to let you thrive – and your success will feed the company’s success.

It’s clear that hiring young people with disabilities isn’t just an act of goodwill; it’s a smart strategy for employers who want dedicated staff and a dynamic workplace. Next Gen Youth Employment actively spreads this message to employers across Australia. We collaborate with businesses to create tailored work experiences for our participants, often witnessing firsthand how a single opportunity can transform a young person’s life and enrich the employer’s team. Diversity, when supported properly, delivers results. As you prepare to enter the workforce, keep in mind that you’re not asking for a favor – you’re offering skills and potential that can benefit employers in many ways. Inclusive employers know this and are eager to find capable young people like you.

Practical Tips for Young Jobseekers with Disability

Knowing what employers value is one thing – now, how can you demonstrate those qualities and make a strong impression in your job search? Below are some practical tips for young jobseekers with disability to present yourself confidently, highlight your strengths, and discuss your needs (like workplace adjustments) in a positive, professional way. These tips encapsulate general good practice and advice we give through Next Gen Youth Employment’s coaching sessions:

• Highlight Your Strengths and Abilities: When applying for jobs and in interviews, put the focus on what you can do and what you’ve achieved. Everyone – with or without disability – has unique skills, talents, and experiences. Make a list of yours and be ready to discuss them. Emphasize your technical skills, soft skills, education, or any relevant accomplishments (like projects, awards, or challenges you’ve overcome). By steering the conversation towards your abilities, you help the employer see the value you bring. For example, instead of dwelling on tasks you find difficult, talk about how you excel at problem-solving, or how you have great attention to detail. If you have limited work experience, draw on school or volunteer experiences that demonstrate employability skills (such as teamwork in a group assignment or responsibility from a volunteer role). The key is to frame yourself as a capable candidate first and foremost. As one guide suggests, focus on your capabilities and the kind of work you can do, rather than on what you cannot do. This positive emphasis will help employers view you in terms of your potential and strengths.
• Stay Positive and Confident: Confidence is infectious – when you believe in your own abilities, it encourages employers to believe in you too. Cultivate a positive mindset about your job search and about your disability. If you’ve faced difficulties (for instance, periods of illness or past rejections), try to reframe those experiences as learning opportunities that made you stronger. This shows resilience and self-awareness. For example, you might explain, “Managing my health condition has taught me excellent organization and planning skills” or “Through physical therapy, I developed a lot of patience and determination, which I bring to my work.” By turning challenges into examples of personal growth, you demonstrate a mature, constructive attitude. Also, be sure to project confidence in practical ways: make eye contact if you can, give a firm handshake (if that’s comfortable for you), and use open body language in interviews. If you have visible disabilities and notice an interviewer looking unsure, a confident smile and a quick comment about being excited for the role can break the ice. Enthusiasm is part of confidence – employers love to see a candidate who is genuinely keen to work with them. Even if you feel nervous inside, practicing interview responses and reminding yourself of your strengths can help you appear calm and positive. Next Gen Youth Employment often works on confidence-building exercises with our participants, because we know that when you value yourself, employers will value you too.
• Be Open and Upbeat About Workplace Adjustments: If you need any specific supports or adjustments to do your best work, plan how to discuss them in a positive, solutions-focused way. Whether it’s an ergonomic chair, a screen reader, a hearing aid compatible phone, flexible scheduling for medical appointments, or any other accommodation – these are simply tools to help you perform effectively. You can mention these needs either during the interview (if you’re comfortable and it seems relevant) or after you receive a job offer. The key is to frame adjustments as straightforward and beneficial. For instance, you could say: “I may need an adaptive keyboard to work faster – with that in place, I can type just as quickly as anyone” or “Due to my condition, I occasionally have doctor appointments, but I schedule them outside peak hours and can make up time – it hasn’t been an issue in my past experience.” This tells the employer that you’ve managed your needs responsibly before. It’s also good to remind employers that support is available to implement adjustments at no cost to them. You might mention programs like JobAccess, which fund workplace modifications and equipment. This can ease any worries about cost or difficulty. Being transparent about your needs (when you’re ready to disclose them) shows honesty and proactiveness. Importantly, always bring the conversation back to how these adjustments will enable you to excel in the role. For example: “With voice-to-text software, I can handle documentation very efficiently, which means I’ll be productive in all the reporting duties of this job.” By confidently discussing adjustments as no-big-deal solutions, you present yourself as a problem-solver rather than a problem – exactly what employers want to see.
• Practice Your Interview Skills and Responses: Preparation is your best friend. Take time to practice common interview questions and how you will respond. This includes general questions (“Tell me about yourself,” “What are your strengths/weaknesses?”) as well as behavioral ones (“Describe a time you overcame a challenge”). Think about how you might answer in a way that highlights the qualities employers value (teamwork, reliability, etc.) that we discussed earlier. If you anticipate questions about your disability or gaps in your resume, plan confident, brief responses for those too. You don’t have to go into great detail – just focus on the outcome and what you learned. For example: “I use a wheelchair for mobility, but it doesn’t affect my ability to perform well in an office environment. I’ve learned to be very organized with my tasks and time management as a result.” This kind of answer addresses the obvious and then pivots to a strength. If you’re not sure when or how to disclose your disability, remember it’s your choice – you can disclose during the interview, at the job offer stage, or not at all if no accommodations are needed. Many find it helpful to do a mock interview with a friend, family member, or employment coach to build confidence. Practice not only what you’ll say, but how you’ll say it – speaking clearly, at a good pace, and with a smile where appropriate. One tip is to prepare a short explanation that positively frames your disability (if you choose to discuss it): focus on abilities and attributes like resilience or problem-solving that your experience has given you. For instance: “Managing my hearing impairment has taught me to be a great listener and observer, which has been an asset in customer service roles.” By practicing such responses, you’ll feel more at ease bringing it up. Next Gen Youth Employment regularly conducts practice interviews and role-playing exercises with our jobseekers. This kind of preparation can greatly reduce anxiety and help you present your best self when it counts.
• Leverage Support and Resources: Remember, you don’t have to navigate the journey to employment on your own. There are programs and services designed to help young people with disabilities prepare for work and find the right opportunities. For example, School Leaver Employment Supports (SLES), funded by the NDIS, exist specifically to build the work readiness of school leavers with disability. Such programs (including Next Gen Youth Employment’s SLES offerings) can help you with career planning, work experience placements, skill-building workshops, and more. If you’re eligible, these supports are extremely useful – you can gain real-world experience through internships or volunteer roles, making you more confident and attractive to employers. Disability Employment Services (DES providers) and community organizations can also assist with things like resume writing, interview coaching, and connecting you to inclusive employers. Don’t hesitate to use these resources; asking for help is a sign of proactiveness, not weakness. For instance, Next Gen Youth Employment offers NDIS-funded services to help young people build confidence, gain experience, and transition into the workforce with guidance. Whether through Next Gen or another support service, having an experienced mentor or job coach can dramatically improve your job-search success. They can give you insider tips on what employers are looking for, arrange practice interviews, or even accompany you to job fairs and introductions. Additionally, consider seeking out mentors or role models who have disabilities and are employed in fields that interest you. Their advice can be invaluable and inspiring. By surrounding yourself with support, you set yourself up to approach employers as a well-prepared, self-assured candidate who has done their homework.

Applying these tips will help you put your best foot forward. It’s normal to feel a mix of excitement and nerves when starting your career, but with preparation and the right mindset, you can show employers that any initial uncertainties they have are far outweighed by the strengths and potential you bring. Remember, inclusive employers want to hire young people with disabilities – they know the benefits and they’re looking for talented, motivated individuals. By highlighting your skills, staying positive, communicating clearly about your needs, and leveraging available supports, you make their job of hiring you that much easier.

Next Gen Youth Employment: Here to Help You Succeed

Embarking on your employment journey as a young person with a disability can feel challenging, but you’re not alone. Next Gen Youth Employment is here to help every step of the way. Our team specialises in supporting young Australians with disabilities to prepare for work, find inclusive job opportunities, and thrive in their roles. From day one, we focus on you – your goals, your strengths, and the areas you want to grow. Whether it’s through our SLES program for school leavers or our disability employment services, we provide individualized coaching, work-readiness training, interview practice, and direct links to a network of inclusive employers who value diversity. We’ve seen firsthand the incredible contributions that young employees with disability make in workplaces when given the chance. We also know what employers are looking for, and we tailor our support to help you develop those very qualities and showcase them confidently.

If you’re a young jobseeker with disability (or a parent, carer or educator supporting one), we invite you to reach out to Next Gen Youth Employment for guidance and assistance. Whether you need help building your resume, want to polish your interview skills, or are looking for that first foot in the door, our friendly team is ready to empower you. We can also advise on navigating NDIS funding for employment supports and help you understand your workplace rights and how to request adjustments. Our mission is to ensure you have the tools and self-belief to step into the workforce and succeed.

Contact Next Gen Youth Employment today to find out how we can help you unlock your potential and achieve your employment goals. Inclusive employers in Australia are eager to hire capable young people with disability – and with Next Gen by your side, you’ll be prepared, confident, and supported to seize those opportunities. Your journey to a fulfilling, inclusive career starts now, and we’re excited to be a part of it!