Enhancing disability representation in leadership

One in 10 employed people aged 15-64 with a disability in Australia are underemployed, making them twice as likely to be underemployed than those without a disability.

Just 19 per cent of people with a disability aged over 18 felt represented in leadership roles in 2022, according to the Australian Institute of Health and Welfare.

These statistics, and many others, paint a stark picture of the challenges people with a disability face in the workforce. They also highligh the clear need for targeted initiatives to amplify leadership opportunities of people with a disability.

Today is International Day of People with a Disability (IDPwD), a time to promote community awareness, understanding and acceptance of people with disabilities. The theme this year is ‘Amplifying the leadership of persons with disabilities for an inclusive and sustainable future’.

I sat down with Stuart Minotti, Marketing Manager for ANZ Commercial and Disability Advocate, to discuss the significance of disability-led programs and how organisations can continue to support employee’s living with a disability on their leadership journey.

Fiona MacDonald: Can you help us understand the significance and importance of having programs designed by and for people who live with a disability?

Stuart Minotti: Having programs designed by and for people who live with a disability, like the Disability Leadership Program, is a real game changer. It creates a safe and supportive environment where individuals can learn and contribute to their fullest potential without the burden of additional barriers. Feeling seen, accepted and understood is crucial for personal and professional growth.

Fiona MacDonald: Under-represented groups all experience unique barriers. What are some of the barriers experienced by people with disability, in your experience?

Stuart Minotti: Every group has their unique barriers to contend with in life. For some, barriers may include language or cultural differences, internalised self-discrimination or a lack of role models and mentors in the workplace. For people with a disability, inclusion and accessibility – including physical, technological and attitudinal – is paramount to help deliver the opportunities to live the way we want in all facets of life. When we consider the barriers those around us might be facing, it highlights the need for a more open and inclusive society where we actively reach out and learn about each other. By doing so, we become a collective force for change to work together to break down those barriers.

Fiona MacDonald: How have you learnt to harness your disability as a part of your leadership style?

Stuart Minotti: Having a disability allows me to view situations from multiple different perspectives and to empathise with others. The ability to put myself in others’ shoes has made me a compassionate leader, capable of thinking laterally and coming up with alternative solutions to solve problems and reach common goals. My unique experiences have enriched my leadership style, enabling me to create an inclusive and innovative environment.

Fiona MacDonald: How has having a community within the Leadership Development Program helped your progress as a leader? 

Stuart Minotti: Being a part of the community has been incredibly beneficial for my growth as a leader. Being able to learn from everyone in the program and applying those insights has significantly helped my progress. Knowing that I am not alone in facing daily challenges has given me the confidence to speak up when necessary, as I am advocating not just for myself, but for others as well.  

Fiona MacDonald is Diversity and Inclusion Lead at ANZ.