Disability Enterprises have the potential to address employment barriers that people with an intellectual disability experience as they move into open employment. They are able to facilitate this transition through strategic organisational design, but the extent to which organisations are following what could be considered best practice is unknown. Utilising a survey and interview approach, this report explores how well organisations align with the ‘WISE-Ability’ model and the ongoing challenges they face in supporting open employment pathways for people with a disability. 

Disability Enterprises provide training and life skills development options with the end goal of employment transition. Training is adapted to the needs of individuals and there is flexibility in the pace of learning and rostering of shifts. Disability Enterprises develop industry-specific work skills and independent life skills. Pathways to employment are offered in most cases but there is variation in the success and scale of employment pathways.

Organisations continue to face challenges that exist in the disability service system and open labour market. Organisations are confident that they are able to offer a culture of support and respect, choice and variety of employment options, busy and quiet spaces, and areas for rest and accessible workspaces where individuals feel empowered and safe to try new tasks. Many organisations developed relationships with external stakeholders and employers to facilitate financial sustainability and employment pathways. 

However, organisations face challenges in the following areas: resourcing pathways to employment and offering certified training options for people working in a Disability Enterprise. Employment pathways were often carved out on a case-by-case basis relying on significant staff support and after-hours work.