Australians with disabilities are facing workplace discrimination, with some choosing not to disclose their disability for fear of being overlooked.
A Diversity Council Australia report has highlighted a lack of education and potential personal or systematic biases as contributing factors to discriminatory behaviour.
Released on Wednesday, it found that a third of people with a disability believed there were times where they were left out of social gatherings by colleagues, or were ignored at work and treated as if they didn't exist.
It was not the disability that created the barrier, the council's chief executive Lisa Annese said, but rather the way organisations were designed.
"Judgement, stereotypes, low expectations - all those biases human beings have also factor into (the problem)," she said.
One-in-two employees with disability working in inclusive organisations said they were very satisfied with their job, compared to only one-in-10 working in non-inclusive organisations.
Close to a third chose not to share their disability status with their employer, citing fear of being overlooked, privacy concerns, and a general lack of trust.
Regardless of how common a disability was, people with disabilities continued to be one of the most overlooked talent pools in the labour market, the council said.
Fostering an open environment that allows employees to share their disability status is crucial to bridging the gaps, Ms Annese said.
"If (employers) don't know who is in their workplace and what their needs are, then they can't create that inclusive environment at the start.
"(Employers) have got to understand how to create an environment where people feel safe enough to disclose."
Improving a person's comfort and ease in the office could have a positive flow-on effect on mental health and access to services, Ms Annese said, which increases work performance, contribution and innovation.
"So the more you can create that environment where people are able to disclose ... the more likely you are to create an environment where people feel like they're fully able to contribute," she said.
Adjustments can be as simple as catering to specific working hours, providing accessible technology like a screen reader, or making sure internal communications are suitable for people using particular technical programs.
Providing a low-sensory environment in the office is another method suggested for people who have sensory issues or autism.
The report was created in collaboration with Australian Disability Network.
