Starting a new job is exciting, but if you’re a young person with a disability, one worry might loom large: “Will they actually support me?” This concern goes beyond just knowing your workplace rights – it’s about finding a job environment where you feel genuinely included and supported from day one. The truth is, fit and culture matter. Even if a company says all the right things, not every workplace “walks the talk” when it comes to inclusion. So how can you tell the difference? In this guide, we’ll explore how to recognise truly inclusive employers, what real support looks like in practice, and how to avoid workplaces that only pay lip service to diversity. We’ll also share practical tips – like interview questions you can ask (yes, you’re allowed to ask questions too!) – along with easy-to-spot green flags and red flags that signal whether a workplace will have your back. And remember, you don’t have to figure this out alone. Next Gen Youth Employment works with young people across Australia to navigate these choices, offering Youth Coaches who can help you research employers, prepare for interviews, and even debrief after work trials so you can make decisions based on real information, not pressure or guesswork. Let’s dive in and make sure your next “yes” is to a supportive, inclusive workplace that deserves you.

Why Inclusive, Supportive Workplaces Matter

Landing a job with an inclusive employer isn’t just about feeling good – it can directly impact your happiness and success at work. Research shows that when people with disabilities work for accessible, supportive employers, they tend to have higher job satisfaction, be more productive, and stay longer with the company. In other words, finding a truly supportive workplace can set you up to thrive. It makes sense: when you feel valued and respected at work, you’re more confident and motivated to do your best. A workplace that prioritises inclusion empowers you to bring your full potential to the table – you’re not wasting energy worrying about hidden barriers or biases, so you can focus on growing your skills and career.

Inclusive workplaces benefit everyone. Co-workers learn from each other’s perspectives, and teams become more innovative and creative by drawing on diverse experiences. Many Australian businesses are waking up to this fact – a diverse workforce isn’t just a feel-good idea, it’s good for business and the community. For young people with disabilities (who sadly face higher unemployment rates than their peers), inclusive employers can be real game-changers by providing supportive pathways into work. Not only do these employers see improved culture and fresh ideas, but they also help break down barriers in society by empowering young Australians with disability to contribute their talents. In short, when you find a supportive workplace, everybody wins – you get the environment you need to succeed, and the employer gains a motivated, capable team member who can shine given the right support.

Actions Speak Louder Than Words

These days, lots of companies say they value diversity and inclusion – you might see polished statements on their websites or social media during awareness days. But not all that glitters is gold. It’s important to look beyond the slogans and see if an employer’s actions back up their words. As a job seeker, you want to figure out if a company is truly an inclusion champion or just good at marketing themselves as one.

Keep in mind that even well-intentioned employers can miss the mark. Some workplaces might be willing to support you but lack the resources or know-how, while others might have the resources but not the willingness (hello, discrimination). Equally frustrating are those who believe they’re inclusive but haven’t actually consulted people with disabilities or gotten the proper education – so they make big promises but don’t deliver in practice. That’s why it’s crucial to dig deeper. Don’t assume that just because a company isn’t legally allowed to discriminate (thanks to laws like the Disability Discrimination Act 1992) that they will automatically be supportive. An employer might tick the legal boxes and still not have the culture or facilities that you personally need.

So how do you tell if they “walk the talk”? Start by doing a bit of homework on each employer before you even apply or say yes to an offer. Look for tangible evidence of their commitment to inclusion: do they actually employ people with disabilities? Do they mention offering accommodations or adjustments? What do current or former employees say about them? As we’ll outline next, there are specific signs – green flags and red flags – that can help you spot the difference between a workplace that truly supports all employees and one that just talks about it. Remember, you have every right to be a bit choosy here. Taking the time to research and ask questions now can save you a lot of frustration later. After all, you deserve a workplace that values you for who you are and gives you the support you need to succeed, not just a company that says “we’re inclusive” on a poster.

Green Flags: Signs of an Inclusive Employer

What does a truly supportive, inclusive workplace look like? Here are some green flags – positive signs that an employer will likely have your back:

Inclusive Values and Policies: The company clearly and proudly states its commitment to inclusion. Check their website’s “About Us” or values page – do they mention things like diversity, equality, accessibility and fairness? An organisation that features these values prominently is signaling that it prioritises an inclusive culture. Bonus points if they have a published Accessibility Action Plan or Disability Action Plan outlining how they’re improving inclusion (larger companies often have these plans to track their progress). Words are great, but look for proof that those values are put into action: for example, inclusive language and images in their materials (do they show people with disabilities in their brochures or website photos?) – these can indicate they actually practice what they preach.

Welcoming Recruitment Practices: Pay attention to how they hire. Inclusive employers actively encourage people with disabilities to apply. For instance, a job ad might include a statement like “We welcome applicants of all abilities”. They focus on your skills and qualifications in the ad, rather than listing unnecessary physical requirements that might screen out disabled candidates. Also, check for mentions of workplace adjustments or accommodations in the hiring process – a good employer might say “Let us know if you need any adjustments for the interview.” If a company explicitly invites this, it’s a great sign that they’re aware and prepared to support different needs. And how they handle any adjustment requests is telling: an inclusive employer will respond helpfully and promptly if, say, you ask for a wheelchair-accessible interview room or to bring a support person. (In fact, if you do request an accommodation during recruitment, the employer’s response can be a major clue about their willingness and capacity to meet your needs.)

Clear Accommodation Policies: Beyond hiring, companies that are disability-friendly tend to be transparent about their accommodations and supports. They might have a section on their website about how they support employees with disabilities or mention it in their employee handbook. If you ask about their policies and they can clearly explain, “Yes, we have processes for workplace adjustments – here’s how it works,” that’s a green flag. The best employers make it clear how you’d request accommodations and have resources or HR staff ready to help. Openness and clarity in this area show that supporting employees isn’t an afterthought; it’s built into how they operate. (On the flip side, being vague or cagey about accommodations is a red flag we’ll discuss later.)

Existing Disability Representation: One of the strongest indicators of an inclusive workplace is seeing other people with disabilities employed and supported there. If an organisation already has staff (or better yet, managers) with disabilities, it demonstrates they have experience in providing accessible work environments. It’s not always easy to tell from the outside, but you can look for clues. Do they mention in news articles or social media posts about employees with disability achievements? Do they partner with disability organisations or participate in programs like the Australian Network on Disability or specific disability hiring initiatives? If an employer has Employee Resource Groups (ERGs) for underrepresented groups (for example, a disability support network among employees), that’s a definite green flag. Companies committed to inclusion often have such groups and celebrate days like International Day of People with Disabilities or other diversity events. Diverse leadership is another good sign: check if their leadership team or board has people with visible disabilities or if they publicly discuss supporting “invisible” disabilities – it signals inclusion isn’t just lip service at the lower levels but embraced at the top.

Accessibility in the Workplace: An inclusive employer makes sure the workplace (both physical and digital) is accessible to everyone. Look for practical features: Does the building have ramps, lifts/elevators, and accessible parking and bathrooms? Are there any quiet rooms or low-sensory zones for people who might get overwhelmed by noise or lights? (Quiet spaces are increasingly common as a way to support those with sensory sensitivities, such as some autistic employees.) A company that has ergonomic or adaptive equipment ready – like adjustable desks, screen readers or hearing loops – is showing they’ve thought about accessibility upfront. Also consider digital accessibility: do their job application forms and website seem accessible (e.g. compatible with screen readers, easy to navigate)? Accessible technology and online platforms (like captioned videos, alt text on images, etc.) indicate the employer strives to include everyone. If you find it easy to navigate their online job portal or notice an accessibility statement on their site, that’s a green flag. In short, an employer who has removed physical and digital barriers is demonstrating a real commitment to inclusion, not just a symbolic one.

Flexibility and Adjustments: Supportive workplaces understand that one size does not fit all. Flexible work options – such as offering part-time roles, remote work, flexible hours, or job-sharing – are a sign they’re willing to adapt to employees’ needs. Flexibility can be crucial for people with disabilities (for example, you might need a schedule that accommodates medical appointments or a remote work day when transportation is an issue). If an employer mentions flexible arrangements as a perk for everyone, that’s great. If they specifically note that they can adjust workloads or schedules around personal or health needs, even better. An inclusive employer will judge you on results and contributions, not on whether you sat at a desk 9–5 without exception.

Training and Awareness Programs: Companies that invest in disability awareness training for their staff are usually serious about inclusion. Why? Because they’re proactively educating employees to ensure a respectful, welcoming culture. If you see that a company provides training on diversity or has done initiatives around mental health, autism awareness, disability confidence, etc., it’s a positive sign that they want all staff (not just those with disabilities) to work well together. Some organisations might even have internal champions or committees for diversity and inclusion. All of these efforts show that inclusion isn’t just an HR box-tick for them – it’s part of how they do business. In an inclusive workplace, managers are trained to support different needs and prevent discrimination or bias, creating a safer environment for you to thrive.

Supportive Management and Culture: Lastly, trust your intuition about the company’s culture. Inclusive employers tend to foster a vibe of openness and support. Managers and supervisors will often encourage questions and provide feedback in a constructive way, rather than expecting you to “sink or swim.” For example, during an interview or work trial, a supportive manager might say something like, “If you ever feel unsure, just ask – we’re here to help you learn.” That attitude is pure green-flag material. Some great workplaces even pair new starters with a buddy or mentor to help them settle in – an especially helpful practice for young people who might need guidance in navigating a new environment. (In fact, assigning a mentor is noted as a very effective way to support autistic employees in learning the social ins and outs of a workplace.) Look for indications that the company cares about employee growth: do they offer training for newcomers, regular check-ins or mentoring programs? An employer that shows patience and commitment to developing every employee – including those with disabilities – is likely to be a supportive place to work.

Remember, one green flag on its own doesn’t guarantee perfection, but if you start seeing many of these signs, there’s a good chance the employer genuinely wants you to succeed and has put thought into being inclusive.

Red Flags: Warning Signs of a Non-Supportive Workplace

Just as there are green flags, there are also red flags that suggest a workplace might not be as supportive as you need. Trust your gut if something seems off. Here are some common warning signs to watch out for:

No Mention of Inclusion: If an employer’s website, job ad, or interviewer never mentions diversity, inclusion, or supporting employees with disabilities, that’s a bad sign. Companies that are committed to inclusion usually highlight it in some way. The total absence of any diversity statement or policy could mean they haven’t given it much thought. (Similarly, if they have a generic diversity blurb but never specifically mention disability as part of it, you might wonder if disability is an afterthought for them.) An employer who values inclusion will want prospective employees to know it; silence can speak volumes.

Vague or Dismissive Answers About Accommodations: Pay attention to how your questions are received. If you ask something like, “What accommodations or supports are available for employees with specific needs?” and you get a lot of uhh… we handle that if it comes up or other vague answers, consider that a red flag. A supportive employer should be able to talk about their processes confidently and without defensiveness. Worse, if someone seems annoyed that you even asked, that’s a bright red flag. It suggests they haven’t prioritized accessibility, and you might be facing an uphill battle for any support in that workplace.

Inaccessible Application or Interview Process: Your first interactions with a company can tell you a lot. Were you able to apply for the job without barriers (for example, was the online application form accessible to you)? Did the interview take place in a wheelchair-accessible location if you needed that, or via a format you could participate in? If the job application process itself is not accessible – say, the online form doesn’t work with a screen reader, or they expect everyone to fill in a convoluted, non-inclusive test – that’s a sign the company may have broader accessibility issues. Similarly, if you requested a reasonable adjustment for the interview and it was refused or mishandled, proceed with caution. Being unable to physically enter the building for an interview, as one real example, clearly indicates the employer isn’t ready to support a wheelchair-using employee. Basically, if they drop the ball at the recruitment stage, it doesn’t bode well for their on-the-job support.

Physical Workplace Barriers (and Attitudes to Match): Take note if you visit the workplace. Are there obvious physical barriers like steps with no ramps, no lift in a multi-story office, or bathrooms that a wheelchair couldn’t fit into? If basic accessibility features are lacking, it shows the employer hasn’t made inclusion a priority. Sometimes it’s not just the infrastructure, but the attitude: for instance, maybe they have accessible parking spots but you notice they’re being misused (like delivery vans blocking them or employees without permits using them). That indicates a compliance-only mindset – the company has the token accommodations, but doesn’t truly care about whether those accommodations are effective or respected. A focus on bare minimum compliance rather than true inclusion and belonging is a red flag.

“No Flexibility Here” Vibes: Rigid workplaces can be particularly tough for people with disabilities. If an employer broadcasts that they have a strict “no flexibility” policy – for example, they expect 100% in-office attendance with zero exceptions, or they insist that every employee must fit into the exact same 9–5 schedule without any leeway – that could signal trouble. Inflexible work arrangements show that leadership might not have considered how different policies affect employees with varying needs. Now, some jobs (like retail shifts or certain hands-on roles) do require set hours, but even then good employers try to be understanding (swapping shifts, etc.). A firm “our way or the highway” stance, with no mention of accommodations, is a warning sign.

Lack of Disability Representation or Support Networks: Earlier we noted it’s a green flag if you see other employees with disabilities at a company. The opposite is a red flag: if a company is large but has no visible disability representation in their workforce or leadership, and no initiatives to improve diversity, it might indicate an unwelcome culture. Not every disabled person is visible or will disclose, of course. But if, say, you ask whether there are any disability support groups or mentors in the workplace and you get blank stares, that’s telling. A company that has Employee Resource Groups for women, LGBTQ staff, etc., but none for disability (and no plans for one) might not have focused on disability inclusion. Similarly, if none of the leaders or long-term employees ever seem comfortable talking about disability, it could mean it’s a hush-hush topic – which isn’t great for you wanting to be open about your needs.

Negative Reviews or Reputation: Just like you might check restaurant reviews, it’s okay to discreetly check employer reviews. Websites like Glassdoor or even forums can have comments from current or former employees. If you find consistent complaints about how the company treats staff, or specific mentions that it’s not supportive or inclusive, take note. Some sites even have reviewers indicate if they are reviewing as a person with a disability. A stark gap between how disabled employees rate the company versus others (for example, if disabled staff report a much worse experience) is a glaring red flag. While online reviews aren’t gospel truth, patterns in the feedback (e.g. multiple people citing lack of accommodations or an unsupportive culture) shouldn’t be ignored. It might save you from walking into a bad situation.

“We Treat Everyone the Same” Mindset: This one can be subtle. If during your interactions you hear phrases like “We treat all employees exactly the same” used as a brag, it might sound fair – but true inclusion recognizes that treating everyone identically isn’t always equitable. You’re looking for a workplace that treats everyone with respect and fairness, which sometimes means adjusting and accommodating different needs. An employer who insists on absolute uniformity (“everyone must fit in this mold”) might be signaling that they’re not prepared to make any adjustments for individual circumstances. Inclusivity is about embracing differences, not pretending they don’t exist.

In summary, trust any red flag that pops up. If an employer shows signs of not being ready to support you, it’s absolutely okay to think twice before saying yes. You are interviewing them as much as they are interviewing you! Keep these warning signs in mind as you research and go through interviews. Your goal is to find an employer who deserves your talents – one who will enable you to do your best work, not make your job harder. And if you’re unsure, talk it over with someone (a mentor, a friend, or a Next Gen Youth Employment coach) who can help you weigh up the pros and cons. Sometimes walking away from a potential job with red flags is the best thing you can do for your long-term happiness.

Know What You Need: Choosing a Workplace that Fits You

We’ve talked about general signs of inclusion, but equally important is knowing your own needs and preferences – what kind of environment will allow you personally to thrive. Think of this as a strengths-based approach to job hunting: instead of just asking “Can I do this job?”, also ask “Will this workplace set me up to use my strengths and feel comfortable?” Every disability is different (and every person is different), so take a moment to consider what you need in a workplace beyond the basic job duties. Here are a few factors to think about:

Work Environment: What kind of physical environment helps you do your best? Do you prefer a quiet, calm space or do you enjoy a bustling atmosphere? For some people, an open-plan office with lots of chatter can be distracting or exhausting, while others might find it energising. If you use a wheelchair or other mobility aid, obviously things like wide doorways, ramps, accessible toilets, and desk setup are crucial. Maybe you need a workspace with good lighting, or maybe bright fluorescent lights bother you. Consider things like noise, lighting, and layout – they can make a big difference. If you get a chance to tour a workplace or see where you’d be working, try to imagine yourself there day-to-day. Does it seem comfortable and accessible for you? For example, an autistic jobseeker might notice if the office has a quieter area or if people wear headphones – signs that sensory needs are acknowledged. Someone with anxiety might value a private space to take a breather if needed. These environmental factors aren’t minor details; they’re part of what makes a workplace inclusive for you as an individual. Don’t hesitate to ask about them or even request adjustments (like “Can I have my desk in a quieter corner?”). Good employers are often willing to tweak the setup if it helps you be more productive.

Sensory Load: This goes hand-in-hand with environment, but specifically think about sensory inputs. If you have sensory sensitivities (common, for instance, among autistic individuals or those with ADHD), think about the potential sensory triggers at a job. Is there loud machinery noise? Lots of people talking at once? Strong smells (in a kitchen, salon, etc.)? Or maybe glaring lights and constant interruptions? A supportive workplace for you would be one where those sensory factors are manageable. Some companies are becoming sensory-friendly – providing things like noise-cancelling headphones, allowing use of sunglasses or caps under bright lights, offering quiet break rooms, etc.. During an interview or work trial, you might get a sense of the sensory environment. If you notice something overwhelming, don’t write off the job immediately – consider whether an accommodation could help (earplugs, a different workspace, adjusted duties) and whether the employer seems open to it. You have a right to ask for reasonable adjustments. The key is to know what level of sensory stimulus you can tolerate and choose workplaces where the sensory load won’t constantly push you into stress mode.

Pace and Pressure: Some workplaces are go-go-go, with high pressure and rapid deadlines, while others are steadier or have predictable routines. Think about the pace of work that suits you best. Do you thrive when there’s lots happening, or do you excel when you can focus on one task at a time? For example, if you have a condition that affects fatigue or concentration, a super high-octane environment might be difficult to keep up with. On the other hand, if you get bored easily, a slow-paced job might frustrate you. Neither preference is wrong – it’s about fit. During interviews (or even by reading job reviews), try to gauge the pace. You can ask, “What does a typical day look like in this role?” or “Is the work here generally fast-paced or more predictable?” An inclusive employer’s interviewer will usually answer honestly. Make sure the answer jives with what you know about yourself. Your ideal supportive workplace will operate at a pace where you can perform confidently without burning out.

Communication Style: How do people in the organisation communicate, and does that align with your style? Consider things like: is communication mostly face-to-face, via phone, by email, or messaging apps? If you, for instance, have a hearing impairment, a workplace that heavily relies on phone calls without alternatives might be tricky (unless accommodations like captioned calls or TTY are in place). If you’re someone who processes information better in writing (many neurodivergent folks prefer written instructions to verbal ones), check if the culture seems to support that (e.g. do managers send follow-up emails with tasks, or is everything shouted across the office?). Also, what’s the tone? Some offices are very formal; others are extremely casual. Think about where you’d feel comfortable – being too formal might stress you out, but too casual might also be confusing if you prefer clear structure. If you struggle with social cues or anxiety, you might want a workplace where communication is clear and direct, with minimal guesswork or office politics. During your interview or any interactions, take note: did they communicate clearly with you? Were they patient and willing to repeat or clarify? That’s a preview of how they operate. Good communication is a two-way street – you also want to be able to express your needs without fear. A supportive workplace culture encourages questions and open dialogue. If you get the sense that “around here, people ask if they’re not sure” or “the boss has an open-door policy for questions,” that’s a big green flag for you feeling supported day-to-day.

Supervision and Support: Different people need different levels of supervision to thrive. Ask yourself what style of management helps you excel. Do you do well with a hands-on supervisor who provides frequent guidance, or do you prefer being given space to work independently once you know what to do? Most young workers (with or without disabilities) benefit from managers who are approachable, give clear instructions, and provide feedback or help when asked. In a supportive workplace, managers act more like coaches or mentors rather than drill sergeants or distant figures. Think about any past work experience, or even school or volunteer experiences: did you do better when a teacher/leader checked in regularly, or when they trusted you to figure things out? Look for an employer that matches that need. You can get clues by asking in the interview, “How do managers typically provide feedback or support to new team members?” or “Will I have regular check-ins or a buddy when I start?” The answers can tell you if the management style is nurturing or not. Also, see if the interviewer mentions training (if they say something like “we kind of throw people in the deep end,” that could be a red flag if you know you need guidance!). The ideal supportive workplace for you will have supervisors who are willing to answer questions and invest time in helping you grow, rather than expecting you to magically know everything on Day 1.

Training and Growth Opportunities: Lastly, consider how the company approaches training new employees and ongoing development. An inclusive employer will not only make adjustments for what you can’t do, but also highlight what you can do and can learn. Quality of training is huge – especially if it’s your first job or first in a new field. Do they offer a structured orientation or on-the-job training program? Will someone show you the ropes? Are there manuals, checklists or visual aids if you need them? A strengths-focused workplace will have good training practices so that all new hires, including those with disabilities, can acquire the skills for the job. They won’t just throw you into the role and leave you floundering. Additionally, do they seem interested in your career growth (like offering mentorships, courses, or clear promotion pathways)? An employer that sees your potential will want to help you develop it – that’s supportive in a big-picture way. It might be hard to know from the outside, but you can ask questions like “What does the onboarding process look like for new employees?” or “Are there opportunities for further training or advancement down the track?” Their response will illustrate whether they invest in their staff. An inclusive culture views everyone as an asset worth developing, including employees with disabilities. If they talk about continuous learning, upskilling, or how past employees progressed, you’re likely looking at a workplace where you won’t be stuck in a dead-end with no support.

By weighing these factors, you essentially create a personal checklist of what you need from an employer. It’s a way to be proactive: rather than hoping a job is a good fit, you’re actively choosing an environment where your strengths can shine and your needs can be met. Of course, you might not find a workplace that is perfect in every single aspect – compromise is sometimes part of the equation. But knowing your non-negotiables (for example, “I must have an accessible workspace” or “I really need a quiet environment to function well”) will help you rule out places that would likely make you unhappy, even if the job title or pay sound great. And when you do find a role that aligns with your needs and ambitions, you’ll feel much more confident saying “Yes!” because you’ve done the work to ensure it’s the right yes.

Before You Say Yes: Questions to Ask a Potential Employer

Identifying green flags and red flags on your own is important, but you can also go one step further: ask direct questions during the interview or hiring process to gauge how supportive a workplace really is. Remember, an interview isn’t just for them to evaluate you – it’s also your chance to evaluate them. It’s completely okay (and actually very wise) to ask questions that help you understand the company’s culture and support systems. If you’re a bit nervous, you can even bring a small notecard with your questions written down, so you won’t forget them. A good employer will respect that you came prepared. Here are some practical, professional questions you might consider asking:

• “How does your organisation support employees with disabilities?” – This is a straightforward question that puts the ball in their court to describe any policies or examples. A great answer might mention things like workplace adjustments, inclusive policies, or success stories of employees with disabilities. You’re looking for an answer beyond a generic “we treat everyone equally.” An employer who actually supports employees can usually rattle off a few concrete ways they do so (and will do so with confidence and clarity).
• “What accommodations are available for employees with specific needs?” – This gets into the nuts and bolts. It shows you’re being proactive about ensuring you can do your job effectively. A solid employer might respond with, “We work with employees to provide whatever reasonable accommodations they need, such as specialized equipment, flexible scheduling, sign language interpreters, etc.” The key is that they don’t look puzzled by the question. Disability-friendly employers will typically answer readily, maybe even giving examples of accommodations they’ve provided before. If they say, “Um, we’d have to look into that,” it’s not a deal-breaker, but it might mean they don’t have much experience yet (so you’d have to judge if they seem willing to learn).
• “What steps does your company take to ensure an inclusive and diverse workplace?” – This is a more general way of asking about their inclusion initiatives. It invites them to talk about anything from diversity training programs, events (like celebrating NAIDOC Week or Pride or Disability Awareness initiatives), having a diversity officer or team, mentorship programs, etc. Again, the specifics of the answer will tell you a lot. Do they proudly talk about their Diversity & Inclusion strategy or any recent efforts? Or do they give a very bland answer? A truly inclusive employer will usually be able to point to some ongoing efforts or achievements here.
• “Have you employed someone with a disability in this team/role before?” – This question might feel a bit bold, but it can be enlightening. If they say “Yes, actually, we have an employee who uses a hearing aid and we provide meeting transcripts for her,” or “Yes, one of our best developers is autistic and we made some adjustments to the workspace for him,” that is encouraging information. If the answer is no, follow up with, “Would the team be open to making adjustments to help someone do their best work?” and gauge the reaction. The tone of their answer – openness vs. hesitation – can be a clue. (Just be mindful to ask this in a respectful, curious way so it doesn’t sound accusatory. You can frame it as wanting to understand the team’s experience or openness.)
• “What is the management or supervision style like for new employees?” – This might not mention disability at all, but it’s relevant. You want to know if you’ll be thrown in the deep end or supported. If they describe a structured onboarding with regular check-ins, or mention that “your supervisor will meet with you weekly to see how you’re going,” that’s a comforting sign. If they say, “We expect people to pick things up quickly on their own,” and you know you might need extra guidance, that’s something to weigh in your decision. This question helps you get a feel for whether asking questions and learning at your own pace is welcomed (which it should be in a supportive workplace).
• “What does training for new staff look like, and are there mentorship or buddy programs?” – This shows you’re eager to learn and also hints that you value a supportive structure. A company that can outline a training plan (“Week one is orientation, then safety training, then you shadow someone for a few days…”) demonstrates they have a thoughtful approach to bringing you on board. If they mention a buddy or mentor, big bonus – as discussed, mentors can be very helpful, especially if you’re navigating challenges. If they seem confused by the concept of a buddy system, that might indicate a less personal approach to onboarding. It’s not necessarily a deal-breaker, but their answer will help set your expectations.

Feel free to adjust the wording of these questions to what feels natural for you. The point is to get the information you need to make an informed choice. It’s much better to have these discussions upfront than to find out after you start that, say, the company has never even thought about accommodations. Also, don’t worry that asking questions will hurt your chances – any employer that would hold these questions against you is probably not one you want to work for. In fact, asking smart questions can show them that you’re thoughtful and serious about contributing effectively.

When you do ask your questions, pay attention not just to the content of the answer but the vibe. Did the interviewer seem comfortable and positive discussing these topics? Great. Did they seem caught off guard or irritated? That could be a sign of inexperience or indifference regarding inclusion. Disability-friendly employers will usually respond openly and helpfully, because they genuinely want to assure you they’re supportive. If you encounter an interviewer who says, “Hmm, I’m not sure,” a good follow-up could be, “Could you find out and get back to me?” Their willingness to do so (or not) is itself a telling indicator.

Finally, remember you can also ask for information in other ways. For example, you could request to speak with a current employee about the company culture, or ask if they have a copy of their diversity policy you could read. Not every situation will allow this, but if the opportunity arises, take it.

By asking these questions, you’re empowering yourself to see behind the corporate PR and really understand what working there would feel like. It shows that you’re taking your future employment seriously – which is a positive trait in any candidate. And most importantly, it helps ensure that when you do say “yes” to a job, you can do so with confidence that you’ll be stepping into a workplace where you can succeed and be supported.

Next Gen Youth Employment: Here to Help You Find the Right Fit

Navigating the journey to find an inclusive, supportive employer can feel overwhelming – but you’re not alone in this. Next Gen Youth Employment is here to guide and support you at every step of the process. Our mission is to help school leavers and young people with disabilities not just find any job, but find the right job in the right workplace. How do we do this? Through our dedicated Youth Coaches and tailored programs that put your needs and goals at the center.

Researching Employers Together: One of the first things our Youth Coaches do is help you identify potential employers who walk the walk on inclusion. We’ve built strong relationships with many businesses that truly value diversity, and we keep tabs on which companies in the community are known for being disability-friendly. When you join Next Gen, we work with you one-on-one to find inclusive employers committed to creating supportive, accessible workplaces. Instead of going in blind, you’ll have the inside scoop on which employers have a good track record. We can help you scan job listings for those green flags we talked about – and steer you away from places that might not be supportive. Think of it like having a knowledgeable friend who already knows the neighborhood, showing you where it’s safe to go. Our coaches can even help with the research phase by looking up companies’ policies or reviews with you, so you have as much information as possible before applying or interviewing.

Preparation and Practice: Worries about interviews and what to ask? We’ve got you covered. Next Gen Youth Employment doesn’t just hand you a job lead and wish you luck; we thoroughly prepare you for the hiring process. Our Youth Coaches will practice interviews with you – including going over those important questions you might want to ask the employer – so that you feel confident and calm when the real interview comes. If you’re not sure how to bring up your disability or need for accommodations, we’ll role-play it and give you feedback on phrasing it in a positive, clear way. We focus on strengths-based preparation: helping you highlight to employers what you can do and how resilient and adaptable you are, while also making sure you’re comfortable discussing any supports you need. We can even help you jot down that interview note card with key points and questions, and practice using it so it feels natural. By the time you meet the employer, you won’t just have good questions – you’ll have practiced how to ask them. And when an employer sees you asking smart questions, it reflects well on you as a thoughtful candidate.

Work Trials and Debriefing: Sometimes, a great way to truly judge a workplace’s inclusivity is through a work trial or short work experience. Next Gen frequently arranges supported work trials as part of our School Leaver Employment Supports (SLES) program. These trials let you and the employer try each other out for a few days or weeks, with support in place. Crucially, we don’t just drop you into a work trial and disappear – our coaches stay involved to make sure it’s a positive experience. We check in with you and the employer throughout the trial, smoothing out any bumps and making sure you have what you need to show your best. After a work trial, we’ll sit down with you for a thorough debrief: what went well? What was challenging? How did you feel about the environment, the people, the tasks? This debrief is incredibly valuable – it helps you learn and grow regardless of the outcome. If you found the pace too fast or the sensory environment overwhelming, we discuss that openly. Maybe that workplace wasn’t the best fit – and that’s okay, because now we know and can adjust our strategy. We take any employer feedback (and praise!) on board too. If the trial didn’t lead to a job offer, we use the experience to refine your employment plan – maybe you realized you need to build a certain skill more, so we’ll focus on that; or you discovered a different type of support that would help, so we’ll pursue it. The goal is continuous improvement. Each experience, good or bad, gets you closer to an eventual yes that will stick.

Advocacy and Support in the Workplace: When you do find a promising employer, Next Gen Youth Employment can act as your advocate to help set everyone up for success. We often communicate with employers on your behalf (with your permission) to educate them on best practices and any supports you might need. Sometimes employers just need a bit of guidance and reassurance, especially if they haven’t hired a person with disability before. We help them understand the benefits of having you on the team and how to make simple adjustments that can enable you to perform at your best. By doing this, we’re not only helping you, but also creating more inclusive workplaces in the community at large. We truly believe in win-win outcomes: when an employer gives a young person with a disability a chance and supports them properly, they often discover a fantastic, loyal employee – and that success story encourages them to continue hiring inclusively. Next Gen takes pride in fostering these relationships. In fact, many employers who have worked with us come back eager to hire more of our participants because they’ve seen how it can be a great success for everyone. What this means for you is that, through Next Gen, you get access to a wider array of opportunities with companies that are already predisposed to support you and set you up to succeed.

Person-Centred, Ongoing Guidance: Our support doesn’t stop the minute you get a job offer. We know the early days of any job are critical, and that’s when having a safety net really helps. Next Gen Youth Employment can assist with the transition into your new role – everything from discussing employment terms, ensuring workplace adjustments are in place from day one, to helping with initial onboarding if needed. If the employer is unsure how to handle something (say, they need to apply for a government funding for workplace modifications or want advice on disability awareness training for their staff), we step in to provide that guidance. Our goal is to make the hiring and onboarding process as smooth as possible for both you and the employer, so your first weeks go well. Even after you start the job, Next Gen can continue with post-placement support for a period – think of it like training wheels while you settle in. We’ll check in regularly to see how you’re feeling, and if any issues pop up (maybe you feel you need a schedule tweak or you’re not sure how to handle a certain situation), we’re just a phone call away to help you problem-solve. We can also touch base with the employer (again, with your OK) to make sure they’re addressing any concerns and to keep that feedback loop open. Our philosophy is that a placement isn’t truly successful until you feel confident and the employer is happy – so we work towards that outcome collaboratively.

At Next Gen, everything we do is person-centred. That means your individual strengths, preferences, and goals guide the process. We don’t force you into a one-size-fits-all job; we help you pursue the path you want, with the support you need. Whether you’re still figuring out what kind of work suits you best, or you have a dream job in mind and just need help getting there, our Youth Coaches will tailor their support to you. It could include career exploration, training courses, work experience in different fields – whatever helps you make informed decisions. And importantly, we also involve your family or support network (if you’re comfortable with that) so that everyone is on the same page and cheering you on. A strong support network can make a world of difference, and we’re here to be a key part of yours.

Bottom line: You don’t have to navigate the quest for an inclusive employer alone. Next Gen Youth Employment is essentially your ally and advocate in this journey. We combine our knowledge of disability-friendly employers, our coaching expertise, and our genuine passion for seeing young people succeed to help you find not just a job, but a workplace where you can flourish. We measure our success by your success – when you secure a role that you’re happy in and that values you, that’s the ultimate win for us too.

Ready to find a supportive workplace and kick-start a fulfilling career? Contact Next Gen Youth Employment for more information and assistance – we’re here to answer your questions, help you access any funding or programs (like SLES under NDIS) you might be eligible for, and create a personalised plan that suits your strengths and aspirations. With the right preparation, the right employer, and the right support team (that’s us!) backing you, you can step into the world of work with confidence. Your future is bright, and your journey is just beginning – let’s make sure you start it in a workplace that will celebrate what you bring to the table and support you every step of the way. Reach out to Next Gen Youth Employment today, and let’s find that inclusive employer together.