Striving to remove barriers that prevent us from building Vibrant, Diverse, Inclusive, Accessible Communities!
Paul Nunnari shows that disability inclusion is both justice and competitive advantage: one in five Australians identify as having a disability; when families, friends, and carers are included, the community influences almost half of purchases. More than half of consumers reward authentic representation (56% trust; 53% buying intent), while 51% lose trust when it’s wrong. The mandate is clear: Inclusion isn’t charity. Make barrier removal a core business decision to win loyalty and stop excusing exclusionary systems.
Inclusion starts long before a customer reaches the counter. The article rejects “hero” narratives and focuses on specific fixes: declutter entrances and aisles, place a rest chair at the counter, and use clear signage with high contrast. Universal design proves access serves everyone, from delivery drivers to parents with prams and tired customers, by removing barriers rather than demanding that people “overcome.”
Hiring practices often exclude before interviews begin. The article calls out inflated requirements (like demanding a driver’s licence when no driving is involved), assumptions about capability, and rigid interview formats. “Adjustments” are equal access, not special treatment, and inclusive hiring surfaces loyal, creative problem solvers: people with disability who have navigated inaccessible systems and bring that strength in solving problems to small teams.
Representation in marketing is operational, not decoration. Inclusively Made’s report shows 93% of certified productions cast talent with disability, generating 943 days of paid work and over $500,000 in economic impact. Small businesses can lead with simple moves: add ALT text, try Easy Read, include real customers with disability, and test sites with a screen reader. Community Builders can embed these habits to widen belonging and strengthen local economies.
We should make removing barriers a core business decision, from our entrances and aisles to our hiring and our marketing. We should drop job requirements that the work does not call for, and treat adjustments as equal access. Including real customers and staff with disability in how we plan and present our businesses would move us toward Vibrant, Diverse, Inclusive, Accessible Communities for People with Disabilities.
Read the Full Article: Why Being Inclusive is Good for Business, Not Just Good to Do.
By: Paul Nunnari
Questions for Reflection
- Which entrances, aisles or counters in our community’s shops and halls keep disabled customers out?
- Do our job notices ask for things, like a driver’s licence, that the work does not call for?
- Do we treat adjustments for disabled staff as equal access or as special treatment?
- Do the people in our images and announcements include real customers and members with disability?
- Have we tested our website with a screen reader, and who could teach us how?
