CASE STUDY Australian Public Service The Australian Government’s Australian Public Service Disability Employment Strategy 2020–25 sets out a comprehensive plan to improve the representation of people with disability at all levels in the Australian Public Service (APS). To achieve the Australian Government’s target of a 7% employment rate of people with disability by 2025, it requires all public service agencies to take an active approach to recruitment, promotion and retention. The strategy clearly recognises why this change is needed across APS workforces: An APS workforce that better reflects the diversity of the Australian community will help produce programs, policies and services that meet the community’s diverse needs. People with disability bring lived experiences and expertise to the workplace and want to make a positive difference.9 The strategy specifically encourages the use of affirmative measures to expand the range of employment pathways into the APS across entry level, middle management and senior roles. The strategy highlights that: Affirmative measures for people with disability and targeted pathways can act as strong attractors for prospective employees, and demonstrate employer commitment. Agencies must actively identify opportunities to use affirmative measures across all levels, entry points and roles within their organisation.10 The strategy also recognises that the success of targeted pathways increases when there is significant attention paid to supporting job-readiness and the readiness of the workplace. To encourage and assist applicants with disability to apply for APS jobs, the Australian Public Service Commission has created a guide about affirmative employment measures.11 Guidelines for the targeted recruitment of people with disability | 18