How Assistive Technology Can Open Up Employment Options for Young People

How Assistive Technology Can Open Up Employment Options for Young People with Disability

Ever wondered how technology could help you thrive at work? If you’re a young Australian with disability, there’s a good chance that the right assistive technology (often called AT) can make a world of difference. From specialized software that helps you communicate, to adaptive equipment that makes physical tasks easier, these tools are all about empowering you on the job. In fact, assistive tech isn’t about “fixing” you at all – it’s about removing barriers so your strengths can shine through.

At Next Gen Youth Employment, we’ve seen firsthand how the right tech can open up new employment options for young people. In this article, we’ll chat about what assistive technology really means in the context of employment, how it helps in different workplaces, and how you can get your hands on it (including tips on NDIS workplace adjustments and funding). We’ll also cover practical examples of disability tech tools for young workers across industries – from communication software to ergonomic tools – and give you pointers on talking to employers about using AT. By the end, you’ll have a handy checklist to figure out what tech might support you in your own job, plus a clear path to get started.

Whether you’re just starting out in your career or already working and looking for ways to do your job more comfortably, let’s explore how assistive technology can set you up for success in an inclusive Australian workplace.

What is Assistive Technology (AT)?

Assistive technology refers to tools, software, or equipment that support people with disability to do tasks more effectively. In other words, AT helps you do things you can’t do because of your disability, or do them more easily and safely. This can range from high-tech devices like voice-recognition software and powered wheelchairs, to simple adaptations like grab handles or a screen magnifier. If a piece of technology helps bridge a gap caused by a disability – allowing you to read, write, move around, communicate, or work independently – it’s likely a form of assistive tech.

In a work environment, assistive technology might look like:

Using speech-to-text software to write emails or reports without typing.
An app that reads out text on your screen if you have low vision.
A modified desk or chair that keeps you comfortable and pain-free throughout the day.
A tablet with communication apps that help you converse with colleagues or customers.

The key idea is that AT is very personal – the “best” tool depends on your individual needs and goals. Everyone’s needs are different, and the best assistive technology is the one that fits your goals, pace, and preferences. Don’t be afraid to explore options, try different tools, and ask questions. Often, it takes some experimenting to find what works perfectly for you.

How Can Assistive Technology Help in the Workplace?

Technology can be a game-changer at work, especially for people with disability. The right assistive tech can enable you to perform tasks more easily, comfortably, and independently. Here are a few ways AT can enhance your work life:

Leveling the playing field: Assistive tools remove barriers so that you can showcase your skills on equal footing with others. For example, a screen reader can allow a blind employee to perform computer-based tasks just as efficiently as sighted coworkers, and a specialized keyboard might enable someone with limited hand mobility to type at a productive speed.
Increasing productivity: When you have technology that suits your needs, you can work faster and with less frustration or fatigue. Something as simple as an ergonomic mouse or voice-command software can reduce the physical strain of work, meaning you can focus on doing your job well instead of struggling with unsuitable equipment.
Boosting confidence and independence: Being able to do your work without constantly asking for help can build your confidence. For instance, using communication apps or hearing assistance devices might allow you to participate in meetings more actively, leading to greater independence in your role.
Enhancing comfort and safety: Many assistive technologies are about making the work environment safer and more comfortable. This could mean having an adjustable desk so you can change positions and avoid pain, or using noise-cancelling headphones to help with concentration if you have sensory sensitivities.
Supporting inclusion: When your workplace has the tools to include you, it benefits everyone. Co-workers and employers start to see abilities instead of obstacles. Assistive tech is a win-win – it helps you perform at your best and shows the value of an inclusive workplace. In Australia, more and more employers are learning that accommodating an employee’s needs with technology isn’t a burden but an opportunity to enable a talented team member.

Remember, using assistive technology at work is about unlocking productivity and inclusion. It’s not about getting special treatment – it’s about giving you the tools you need so that your disability is not a roadblock to doing a great job. Next Gen Youth Employment often advises young workers on choosing and using these tools, because we’ve seen the difference it makes: with the right support, you can focus on your talents and the work itself, instead of on what your old computer or environment wouldn’t let you do.

Examples of Assistive Technology Across Different Industries

Assistive technology comes in many forms. Depending on what kind of work you do, different tools might be most helpful. Let’s look at some practical examples of AT that young people are using in various workplaces. These include communication software, adaptive equipment, ergonomic setups, and more.

Communication Tools and Software

For jobs that involve communication – whether it’s emailing, writing documents, customer service, or collaborating with a team – there are plenty of assistive tech options if you have communication or literacy challenges:

Text-to-Speech and Speech-to-Text: If typing or reading text is hard, you can use software to convert text to spoken words, or your spoken words into text. For example, apps like Proloquo4Text can turn typed messages into speech for someone who is non-verbal, while built-in tools like Google Voice Typing (on Android/Google) or Siri dictation (on Apple devices) allow you to speak and have your words appear on-screen. These tools also reduce fatigue if typing is difficult or tiring.
Writing and Grammar Aids: Writing emails or reports can be easier with tools like Grammarly or other spell-checkers. These help catch spelling and grammar mistakes, which can be especially useful if you have dyslexia or other learning differences. They serve as a helpful second set of eyes to polish your writing.
Augmentative and Alternative Communication (AAC) apps: If you have difficulty with speech, there are smartphone and tablet apps that allow you to communicate by selecting symbols or typing out phrases that the app speaks aloud. These can be invaluable in customer-facing roles or team meetings when you need a voice. Even a simple text-based app on your phone can help you get your message across to colleagues.
Hearing support: In noisy work environments or meetings, someone who is hard of hearing might benefit from assistive listening devices. For instance, a personal FM hearing system or hearing loop can transmit a speaker’s voice directly to your hearing aid. Additionally, using real-time captioning apps or devices can display what people are saying in text form – useful in meetings or phone calls.

Industry example: Imagine you work in retail and you are Deaf or hard of hearing. You could use a tablet that provides instant text transcription of what customers are saying, ensuring you don’t miss important information. Or if you work in an office and have a speech impairment, an app that speaks for you during presentations could allow you to contribute confidently to team meetings.

Physical and Mobility Aids (Adaptive Equipment)

Many jobs involve physical tasks or using your hands. If you have a physical disability or mobility challenges, adaptive equipment can make a huge difference in what tasks you can perform:

Adaptive keyboards and mice: There are one-handed keyboards, keyboards with large keys, or alternatives to the standard mouse like trackballs or joystick controllers. These can help if you have limited hand dexterity or muscle strength. Using keyboard shortcuts instead of the mouse can also speed up work and reduce strain – both Windows and Mac computers have extensive shortcut options to help you navigate without excessive clicking.
Wheelchairs and mobility devices: If your job requires moving around a lot (say, working in a large warehouse or university campus), a powered wheelchair or mobility scooter is an assistive tool that improves your mobility at work. There are also attachments like robotic arms that mount to wheelchairs to help pick up objects, which could be handy in certain work scenarios.
Modified tools and equipment: In trades or hands-on jobs, people often use adaptive tools. For example, someone working in carpentry might use a special grip or jig that allows them to measure and cut wood one-handed. In a kitchen job, there are cutting boards with stabilizing corners or knives with adapted handles that make cooking tasks possible one-handed. If you work with machinery or vehicles, there may be modifications like hand controls for driving or adjustable workbenches that bring the task within reach.
Lifts, ramps, and ergonomic workstations: While these are often provided by employers as part of making a workplace accessible, they count as assistive technology too. A simple change like a ramp or height-adjustable work table can turn a previously inaccessible job into one you can do independently. Even something like a swivel seat or transfer stool can assist in a role that requires moving between sitting and standing frequently.

Industry example: Consider a role in a laboratory where precise measurement is required but you have limited hand steadiness. An adaptive device that holds and pours lab beakers for you could allow you to carry out experiments just like anyone else. Or, if you have a job in an office mailroom and use a wheelchair, having the workspace outfitted with lower countertops and reachable shelves means you can handle all tasks without barriers.

Visual Aids and Technology for Vision

If you have low vision or are blind, there is an array of technology to help you access information and navigate the workplace:

Screen readers: Programs like NVDA (a free screen reader developed in Australia) or JAWS (commercial software) will read out loud everything on a computer screen – emails, documents, web pages – allowing someone who is blind to use a computer via keyboard commands and listen to the content.
Screen magnifiers and display adjustments: Software like ZoomText can enlarge text and images on screen, and most operating systems have built-in magnifiers and high-contrast modes. Adjusting color settings (like using high-contrast schemes or color filters) can also help if you have certain visual processing difficulties. These features make text easier to read and reduce eye strain.
Braille displays: A refreshable braille display device can connect to a computer or smartphone and output braille in real time, which is useful for someone who reads braille and wants to silently interact with digital content. Many people use a braille display alongside or in place of a screen reader at times.
Tactile markers and labels: Low-tech solutions like tactile bumps on a keyboard, or braille/raised-print labels on office equipment (printers, copier buttons, etc.), can help a person with low vision operate those devices independently.
Navigation aids: In large work campuses or unfamiliar environments, devices or smartphone apps that use GPS and audio cues can guide you. Some offices even have beacon systems that, with an app on your phone, can provide audio directions indoors (for example, “turn left for Conference Room 1”). These kinds of assistive tech solutions can help you move around the workplace confidently.

Industry example: If you’re working in IT or any computer-heavy job and you have a vision impairment, a combination of a screen reader and a braille display can let you code, write, or do data entry effectively. For a job that isn’t mainly computer-based – say, working in hospitality – you might use a device that announces the denomination of banknotes or a specialized app to identify products by their barcodes. Tools like these can help if you’re handling money or stocking shelves, ensuring accuracy and independence in your tasks.

Cognitive and organisation Aids

Many people have cognitive or learning disabilities, ADHD, or are on the autism spectrum, which can affect memory, organisation, focus, or processing. At work, the following assistive technologies can support cognitive and executive functioning needs:

Task management apps: Visual task planners like Trello or Todoist help break work into manageable steps and keep track of tasks. They can send reminders and notifications so nothing falls through the cracks. These are great if you have trouble with organisation or memory, since they provide structure and prompts.
Time management tools: A simple tool like the Time Timer (a visual countdown clock) or various timer apps can help you stay on track with tasks. They provide a visual or auditory cue when it’s time to switch tasks or take a break – useful if you hyper-focus or lose track of time easily.
Note-taking and memory aids: Apps like Notion or Evernote let you keep all your notes, checklists, and reference materials in one place. If you have trouble remembering instructions, you can also record meetings (with permission) and use transcription tools to convert them to text for later review. Even setting up your phone or computer to give you prompts (like vibrating or popping up reminders for scheduled meetings or breaks) can make a big difference in staying organized.
Supportive software for learning differences: If reading is challenging (for instance, due to dyslexia), text-to-speech tools can read documents or emails aloud. If writing or spelling is a challenge, there are word-prediction programs that suggest words as you type, reducing the effort needed to construct sentences. These kinds of tools fall under assistive software that the NDIS can fund as “communication and information equipment” in some cases.

Industry example: Suppose you work in a busy office and have ADHD. Using a combination of a visual task board on your computer and a noise-cancelling headset might help you focus on one thing at a time. The task board keeps you organized with what to do next, and the headset cuts down distracting noise. Or, if you’re a graphic designer with dyslexia, you might rely on text-to-speech to proofread the text in your designs, ensuring you’ve got client details correct without straining to read fine print.

Ergonomic and Workplace Modifications

While ergonomic equipment benefits everyone, it can be essential assistive technology if you have a physical condition or chronic injury. Also, general workplace modifications overlap with AT when they’re tailored to an individual’s needs:

Adjustable chairs and desks: A chair with proper lumbar support, or a sit-stand desk, can reduce pain and fatigue. If you have a condition that affects your back, legs, or posture, these tools are not just comforts – they’re what enable you to work full days safely. These might be seen as standard office equipment, but for someone with a disability, they can be the key to being able to do the job at all.
Monitor arms and document holders: Placing screens at the right height and angle can prevent neck strain. If you have limited neck mobility, having your monitor on an adjustable arm might be necessary for you to see it clearly. Similarly, an angled document holder can help if you need to refer to papers while typing, so you’re not twisting your body.
Anti-fatigue mats or supportive footwear: If your job requires long periods of standing and you have difficulty with that, a cushioned anti-fatigue mat or orthopedic shoes can relieve pressure on your joints. These aren’t high-tech, but they are assistive solutions that can make the workplace more accessible for you.
Lighting and noise adjustments: Sometimes, modifying the environment is the assistive solution. Brighter task lighting or softer ambient lighting can help if you have low vision or are prone to migraines triggered by harsh lights. Reducing noise (with noise-dampening panels or by wearing noise-cancelling headphones) can assist those with sensory sensitivities. These adjustments create a more inclusive atmosphere for everyone, not just those with disability.
Safety modifications: Technology like automatic doors, motion sensor lights, or customized alarm systems (for instance, vibrating pagers or flashing lights for emergency alarms if you are Deaf) can be considered assistive tech. If your job has safety alerts (fire alarms, machine buzzers), making sure they reach you (through visual or tactile signals, not just sound) is a crucial workplace adjustment.

Industry example: In a manufacturing job, if you have a prosthetic arm or a condition that affects your grip, you might use a specially designed glove or tool attachment that lets you handle equipment safely – this is an ergonomic aid tailored to you. In an office scenario, if you experience chronic pain, having a fully ergonomic setup (chair, desk, keyboard, etc.) plus software that reminds you to stretch periodically can mean the difference between a productive day and needing to take sick leave.

As you can see, inclusive workplace technology in Australia can span from digital apps to physical tools. What matters is how it helps you perform and feel at work. It’s all about matching the right tool to the task and to your particular needs. If you’re not sure what options exist for your situation, Next Gen Youth Employment can provide guidance – often our team connects young workers with occupational therapists or assistive tech specialists to figure out the ideal setup for a given job or industry.

Accessing Funding for Assistive Technology through the NDIS

One of the big questions people have is, “How do I pay for this technology?” The good news is, you often don’t have to pay for everything yourself – there are supports available. In Australia, the first stop is usually the National Disability Insurance Scheme (NDIS), which can fund disability-related supports including assistive technology for work.

Your NDIS plan is personalized to your goals, so if employment or skill-building for work is one of your goals, you can talk to your NDIS planner about including assistive technology. In an NDIS plan, AT might be funded under different budget categories depending on the item and purpose:

Capacity Building supports: Often, funding for “Finding and Keeping a Job” or for specific training and workplace equipment falls here. For example, the Finding and Keeping a Job category (within Capacity Building) can fund workplace modifications – which may include assistive technology, ergonomic equipment, or environmental adjustments – to enable you to perform your role effectively in an accessible environment.
Core supports: Sometimes AT or modifications can be paid from Core if it’s directly needed day-to-day. The NDIS even has a specific provision for low-cost AT in the Core budget (for items under a certain price). For instance, certain low-cost adaptive tools or apps can be purchased as part of your consumables funding.
Capital supports (Assistive Technology): For more expensive equipment, like a wheelchair or a high-end device, the NDIS might include a dedicated capital budget for AT. This often requires quotes and assessments. “Capital” funding is typically for assistive technologies over a certain cost threshold.

The exact category can be a bit confusing, but don’t worry too much – the main point is NDIS can fund assistive tech if it’s deemed “reasonable and necessary” for you and not something that other services (like an employer or mainstream service) should provide. According to NDIS guidelines, any support they fund needs to be tied to your disability needs and help you pursue your goals. So if your goal is to work as a graphic designer, for instance, the NDIS might fund a screen reader or adaptive software that you need for that career (because it’s directly related to your disability and work goals).

What about workplace modifications? Yes, the NDIS can also fund changes to a workplace or special equipment you need there, as long as it’s specific to your disability. This could include things like adjustable desks or chairs, voice-activated software, or even modifications like ramps or specialized machinery controls. Usually, an occupational therapist would do a workplace assessment to identify what you need, and then those recommendations go into your NDIS plan request. The NDIS won’t pay for things that everyone is expected to have (like a standard computer for an office job) or things that are the legal responsibility of the employer (like basic wheelchair access to the building) – they expect employers to cover “reasonable adjustments” as required by law. However, when the needed support is above and beyond what’s considered a reasonable adjustment for an employer, the NDIS can step in to fund it.

For example, an employer might easily provide an ergonomic office chair as a reasonable adjustment, but if you need a custom-built chair with special support, NDIS funding might cover that because it’s a more personalized, disability-specific need. In practice, the NDIS and employers often work in tandem: employers handle the straightforward accommodations, and the NDIS covers the specialized ones.

How to get AT added to your plan: If you think you need assistive technology for work, bring it up in your NDIS planning meeting or plan review. You might need evidence, like a letter from an occupational therapist or AT specialist, especially for higher-cost items. The NDIS has different processes for low, mid, and high cost AT:

Low cost (under $1,500): Often can be purchased without a lot of paperwork – in fact, items under this amount can sometimes be bought and then claimed directly from your funding (they typically fall under a consumables or low-cost AT allocation).
Mid cost ($1,500 to $15,000): Doesn’t require a formal quote beforehand, but you do need to show why it’s needed (usually an assessment report or letter). The NDIA might ask for evidence that this item will meet your needs, but it’s a simpler process than for very high-cost items.
High cost (over $15,000): Will require a quote and a more detailed approval process. Typically, for high-cost AT, you’ll need a written assessment (for example, from an OT) and the NDIA will specifically include that item in your plan if approved.

It’s best to get advice from an AT advisor or occupational therapist to make sure you choose the right solution and have the proper supporting documents. They can recommend the device or software that fits your needs and help provide the justification for NDIS funding. Next Gen Youth Employment can also assist you in coordinating these steps – for instance, we can connect you with professionals who do assessments or help you prepare the paperwork for plan reviews.

Aside from the NDIS, another resource in Australia is JobAccess, a government service that manages the Employment Assistance Fund (EAF). The EAF can pay for workplace modifications and equipment that support people with disability at work. Usually, the employer applies for EAF funding (it’s meant to relieve the cost for businesses), but as an employee you can initiate the process by contacting JobAccess. This is handy if you’re not eligible for NDIS or if the support you need is very specific to your job. (In some cases, even if you are on NDIS, your employer might use EAF to get equipment for the workplace so that NDIS funding can be used for other personal supports. It’s worth knowing both options.) The key is: there are funding streams out there to help cover the costs, so neither you nor your employer should have to foot a large bill just to get you the equipment or changes you need.

Tip: Communicate with both your employer and your NDIS support coordinator (or Local Area Coordinator) about what you need. Sometimes a combination of efforts works best: your employer might cover a basic adjustment, while NDIS covers the more specialized equipment. The goal is to get you what you need to work effectively, without incurring out-of-pocket costs. Everyone involved (you, your employer, and NDIS) shares the common interest of you being able to do your job well.

Talking to Your Employer About Assistive Technology

Bringing up your need for assistive tech with an employer can feel a bit daunting, but remember: you have every right to ask for the tools that help you do your job well. In fact, in Australia, employers are legally required to make “reasonable adjustments” for employees with disability so you can perform your work, unless doing so would cause unjustifiable hardship to the business. This means most employers must at least try to accommodate your needs under the Disability Discrimination Act 1992 (DDA). The good news is that many employers are increasingly open to workplace adjustments and may even have policies in place to support them.

Here are some tips for discussing assistive technology or any workplace adjustment with your employer:

Frame it positively and focus on productivity: Explain to your employer how the assistive technology will help you be more productive and effective in your role. For example, instead of saying “I can’t do X because of my disability, I need this tool,” you could say “With this tool, I will be able to do X more efficiently and contribute even more.” Employers respond well when you show that a certain accommodation will help you perform at your best – it’s a win for the company as much as for you.
Be clear about what you need: Come to the conversation prepared with specific information. If you’ve identified a particular software or device, mention it and describe how it works and how it will help. If you’re not sure exactly what you need, you can describe the challenge you’re facing (“I have trouble hearing during team meetings,” or “I find it hard to sit for a full day because of my condition”) and suggest that there are technologies or adjustments that could resolve these issues. Sometimes offering a couple of possible solutions (like “I could use a speech-to-text app for meetings, or we could look at enabling captions on video calls”) shows that you’re proactive and flexible.
Mention available support and funding: Many employers worry about the cost or logistics of accommodations. You can alleviate these concerns by pointing out resources like JobAccess and the Employment Assistance Fund, which helps cover costs for workplace changes and equipment. Let them know that there are government funds or that your NDIS plan can contribute to any expenses. For instance, you might say, “There is government funding available through JobAccess that can reimburse the cost of any special equipment I need, so the business wouldn’t have to bear that cost.” This makes it clear that accommodating you won’t be an undue financial burden.
Remind them of the bigger picture: Emphasize that using assistive tech is about inclusion and enabling talent. Employers might not be familiar with the tech you mention, so you could share success stories or examples. Highlight that many inclusive workplaces use technology to support their staff, and it’s part of being a modern, diverse business. You could say something like, “A lot of workplaces now use [X tool] to support employees – it’s pretty common in inclusive workplace practices.” If you feel comfortable, you can also gently reference their obligations (e.g., “I know companies are required to consider reasonable adjustments, and this one would really help me perform at my best”). Keep it positive and collaborative.
Suggest a trial or demonstration: If the employer seems hesitant, propose trying out the assistive solution on a trial basis. For example, “How about we test this software for a month? I’m confident it will improve my productivity, and we can evaluate after that.” Employers often appreciate this practical approach. You might even offer to arrange a demonstration – sometimes organisations like Next Gen Youth Employment or disability employment services can help demonstrate how certain tech works or provide info sheets that reassure employers.
Know your rights (and resources): It can help to inform yourself about your rights and available supports before the conversation. Knowing that the law is on your side (with the DDA’s reasonable adjustment requirement) can give you confidence. Also, knowing that you have support from services like Next Gen Youth Employment or a DES (Disability Employment Service) provider means you can say, “I have an employment support service helping me, and they can assist us with any paperwork or advice if needed.” Employers often feel more at ease if they realize there’s external support and they’re not left figuring it out alone.

Remember to keep the tone collaborative. You and your employer are essentially working together to solve a problem: how to help you do your best work. Most good employers will appreciate that you came with a solution-oriented mindset. If you do encounter difficulties or resistance, don’t hesitate to reach out to support organisations or advocates for help. Next Gen Youth Employment can step in to provide resources or even talk with employers alongside you. We often help our participants by educating employers about various technologies and the benefits of having an inclusive, tech-supported workplace. Sometimes it just takes sharing some information to alleviate an employer’s uncertainty.

Lastly, know that many larger companies in Australia today actively want to create inclusive, accessible workplaces. You might find they already have an HR policy or budget for adjustments. By bringing it up, you could be tapping into support that’s already there. And if it’s a smaller employer who’s never done it before, your request could be what leads them to become a more inclusive workplace for the first time – which is a positive change for everyone.

How Next Gen Youth Employment Can Support You

Navigating employment and assistive technology can feel overwhelming at first – but you’re not alone. Next Gen Youth Employment is here to guide you every step of the way. As a service tailored for young people with disability, we offer personalized coaching and support to make your employment journey smoother and more successful.

Here are some ways Next Gen Youth Employment can help when it comes to assistive tech and workplace accommodations:

Identifying your needs: Our coaches can work with you to figure out what challenges you’re facing at work or in pursuing a job. Sometimes you might not even know a tool exists that could help you – we can introduce you to options. For example, if you tell us “I get really tired typing all day,” we might suggest trying voice-recognition software or an alternative keyboard, and help you test it out. If you’re not sure what exactly would help with a certain task, we’ll brainstorm solutions with you.
Expert connections: We can connect you with occupational therapists or assistive technology specialists who can do formal assessments and recommendations. This is really useful for updating your NDIS plan or getting the documentation needed for funding. We understand the NDIS processes and can guide you on how to request the right supports in your plan (like adding a certain device or training).
Training and practice: Getting a new piece of tech is one thing; learning to use it confidently is another. We provide support and training so you can make the most of your assistive tools. Whether it’s learning how to use a screen reader effectively, setting up the accessibility features on your laptop, or practicing with a communication device, our team is patient and experienced in teaching these skills. We want you to feel comfortable and empowered with your tech, not intimidated by it.
Talking to employers: As mentioned earlier, having that conversation with an employer can be tough. Next Gen can give you one-on-one coaching on what to say and how to say it, or even communicate with the employer on your behalf (with your permission). We can help explain to employers about funding options like the Employment Assistance Fund, or reassure them about how a certain accommodation works. We always frame assistive technology as a productivity booster and inclusion enhancer – helping employers see that by supporting you, they’re actually strengthening their team.
Ongoing support: Your needs might change over time or with different jobs. We don’t just help you once and disappear – we’re around to assist as you grow in your career. If a new challenge comes up or you think you might need another adjustment down the line, you can reach back out to us. Next Gen Youth Employment is all about making sure young people with disability not only find jobs, but also thrive in them with the right supports. That could mean helping you advocate for a promotion down the track, finding a mentor, or adjusting your supports if you switch careers.

Remember, asking for help or accommodations isn’t about showing weakness – it’s about setting yourself up for success. And having a team like Next Gen in your corner can make it a lot easier to navigate all these moving parts. Our mission is to empower you to achieve your goals, and embracing assistive technology is often a big part of that for many of the youth we work with.

Checklist: How to Identify the Right Assistive Technology for Your Workplace

Not sure where to start with finding the tech or adjustments you need? Here’s a quick checklist to guide you:

Understand your challenges: Write down the specific tasks at work that you find difficult or tiring because of your disability. For example, “I have trouble hearing during team meetings,” or “I struggle to lift the inventory boxes onto the top shelf,” or “Reading the computer screen all day gives me eye strain.” Being clear about what’s hard for you is the first step in finding a solution.
Imagine the ideal solution: For each challenge, think of what would make it easier. It’s okay if you don’t know if a tool exists – just describe what you need. (“I wish I could clearly hear conversations despite the background noise,” or “I need a way to type without using my hands so much.”) This will help when you research or talk to an expert, because they can suggest devices or software that match those needs.
Research or ask about tools: Use resources like the NDIS, JobAccess, or talk to a Next Gen Youth Employment coach to learn what technologies or adjustments might address your challenges. There are online communities and forums where people share disability tech tools for young workers, and you might discover there’s an app or device for exactly what you need. Don’t be shy about asking others with similar experiences what has helped them – peer advice can be gold.
Try before you buy: If possible, test out the assistive technology before committing. This could mean using a trial version of software, borrowing a device from a disability resource center, or even watching demonstration videos. Some AT companies or OTs allow trial periods for equipment. Getting a hands-on feel can tell you if it’s comfortable and effective for you. For example, a particular noise-cancelling headphone model might be too tight or a specific app might not be as user-friendly as you hoped – better to find that out early.
Check funding options: Once you identify a solution, figure out how it can be funded. Is it a low-cost item you can purchase and then get reimbursed from your existing NDIS funds? Or do you need a line item added to your NDIS plan (which might require an assessment report)? Should your employer pay or apply for the EAF for it? Make a note of the plan for paying for the item. You might need to gather some evidence (like a note from a healthcare professional) if you’re going to seek NDIS funding or JobAccess support.
Communicate with your employer (if applicable): If the tech involves changes at your current workplace, set up a meeting with your manager or HR once you have a good idea of what you need. Use the tips from the previous section – explain the why and how of the technology. Emphasize the positive impact on your work. If you’re job hunting, you don’t necessarily need to bring up accommodations in an interview (that’s a personal choice), but it’s good to know what you’ll need so that once you land the job, you can discuss it with your employer.
Plan for training and setup: Make sure you’ll know how to use the tool effectively. Ask if training is provided when you get the device or software. Often, AT providers or OTs will include a training session. Next Gen Youth Employment can help arrange or provide training sessions for you on new technology if needed. Also plan out the logistics – for example, if an IT person needs to install software on your work computer, coordinate that in advance.
Review and adjust: After using the assistive tech for a while, evaluate if it’s fully meeting your needs or if you need any tweaks. Maybe the first solution was a good start but you discover another setting or a different product might be even better. It’s a continuous improvement process – keep notes on what’s working well and what isn’t. Don’t get discouraged if it takes a couple of tries to get things perfect. The important thing is that you’re moving in the right direction by addressing the challenges.

This checklist is a starting point. You might loop through some steps multiple times (for instance, researching and trying out a couple of different solutions). The important thing is to be proactive in thinking about what will help you, and to use the support networks around you. There’s a whole world of assistive tools out there, and new innovations are coming out all the time – so keep exploring until you find what clicks for you.

Remember: Technology is there to serve you, not the other way around. The right assistive tech should make your work life easier, more productive, and more enjoyable. If it isn’t, that means you might need a different solution. Don’t settle for “good enough” if you think there’s a better way – keep asking questions and seeking advice. With determination and the right support, you can build a truly accessible and comfortable work setup.

Conclusion and Next Steps

Assistive technology truly can open up a world of employment opportunities for young people with disability. By breaking down barriers – whether they’re physical, communication-related, or procedural – AT lets you focus on what you can do and achieve your career aspirations. With funding support from the NDIS for workplace adjustments and a willingness from employers to embrace inclusive tech, the workforce in Australia is becoming more accessible than ever.

If you’re feeling inspired to take the next step, consider reaching out to Next Gen Youth Employment. Whether you need advice on what tech might help you at work, guidance on securing NDIS funding, or support in talking to employers, Next Gen Youth Employment is here to help. We are passionate about empowering young Australians with disability to succeed in their jobs, and we have the experience to help you navigate this journey.

Don’t let uncertainty hold you back. If you want more information or personalised assistance with assistive technology and employment, contact Next Gen Youth Employment today. We’re here to support you in unlocking your potential and building a fulfilling, inclusive career path.