The Organisational Characteristics that Enable Successful Employment Transition for people with Intellectual Disabilities
People with intellectual disabilities face low employment rates and significant challenges transitioning to open employment. Many disability enterprises operate as static workplaces, with limited pathways to other job opportunities.
Workers with disabilities, however, express a preference for social enterprise and community-focused roles, which provide more integrated and economically productive employment options. Despite this, most research has focused on individual factors, leaving a gap in understanding the organisational factors that enable successful transitions.
To address this, CSI Swinburne researchers conducted 27 in-depth interviews with staff, supported employees, and partner organisations of a social enterprise. The study examined how organisational structure and culture influence the transition of people with intellectual disabilities to open employment.
Key Findings
Social enterprises with features such as customised training, community-facing roles, and networks with open employers are better equipped to facilitate these transitions.
The study identified three major themes and 12 sub-themes, demonstrating how these elements are applied in practice.
These are:
Major theme | Sub-theme |
| Structure and operations |
|
| Culture |
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| Partnerships and pathways |
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While this model is resource-intensive, further research could explore ways to scale it. Additionally, these organisational features offer a framework for employers in the broader labour market to foster inclusion and employee well-being, enhancing opportunities for people with intellectual disabilities.