The Disability Discrimination Act 1992 (DDA) is being reviewed to modernise protections for people with disability and align with international human rights standards. Following recommendations from the Disability Royal Commission, the government is exploring reforms that would require organisations to proactively eliminate discrimination and ensure accessibility across services, workplaces, and public programs.
Key proposed changes include introducing a positive duty to prevent discrimination before it occurs, creating a standalone duty to provide adjustments whenever needed, strengthening the Australian Human Rights Commission’s enforcement powers, and enhancing Disability Action Plans (DAPs) as a framework for inclusion. Providers may also need to consult with people with disability when designing policies and demonstrate how adjustments are identified, implemented, and reviewed.
For service providers, this shift means embedding inclusion into governance, culture, and daily operations. Practical steps include:
- Conducting discrimination risk assessments.
- Reviewing policies, procedures, and communication for accessibility.
- Embedding rights-based training across all staff levels.
- Updating or co-designing DAPs aligned with inclusion goals.
- Documenting decisions, adjustments, and consultations for transparency.
While the final reforms are still to be determined, early preparation positions providers to meet upcoming expectations, improve participant outcomes, and demonstrate leadership in inclusive practice.Read the full Preparing for Disability Discrimination Law Reform update to explore practical guidance and next steps for your organisation.