The Australian disability workforce has grown, and there is compelling evidence that peer work has a number of valuable impacts. Despite these apparent opportunities, there continue to be high levels of unemployment among people with disability and failure to draw on the assets of people with disability in Australian workplaces. To understand these ostensible missed opportunities, this study examined the ways in which lived experience was described as an asset in disability workforce recruitment. Advertisements for positions in New South Wales, Australia, that referred to lived experience or peer work and disability were collected over a 3-month period. Through a process of content analysis, we found that there were more employment opportunities for people with lived experience of mental illness than for other types of disability. Community engagement was a key function, and peer workers were described as complementary to professionals.Recruitment processes for lived experience jobs were not necessarily accessible. We recommend systemic reforms to facilitate recognition of lived experience as a valuable criterion for disability sector employment and to harness the benefits of a disability peer workforce.You can find an Easy Read report about this study called 'Working in the disability sector: Why is it important to include people with lived experience?' at http://hdl.handle.net/1959.13/1447606. This report uses pictures and text to make the research accessible to more people.

Contributing to a national policy reform intended to make meaningful advancements to the social and economic inclusion of disabled people, local government councils in NSW, Australia, have been required to have in place a Disability Inclusion Action Plan since 2017 under the Disability Inclusion Act of 2014. Five years on, this qualitative policy content analysis examined the key achievements promoted by 32 councils under the first generation of plans, and also identified where action has been limited. Councils were found to have invested significantly in making improvements to the built environment. Hosting accessible events and programs was also a commonly reported achievement, as was facilitating access to accessible information and technology. Councils took proactive roles in supporting and educating communities, business and their employees in inclusive practice. There were many achievements related to employment opportunities; however, these were generally narrow in expectation and impact, suggesting this was the area councils struggled with most. Councils also showed they were forecasting ahead, outlining consultative processes and policy changes, which would influence systemic improvements in accessibility and inclusion into the future. Councils have taken significant steps to advance the inclusion agenda; however, there remain areas where greater attention and support are required.