Employment and impairment enquiries remain the most common concerns raised with the Commission
During the 2025-26 financial year, impairment (disability) discrimination was the most common ground of enquiry received by the Equal Opportunity Commission, while employment was the area of public life raised most frequently by people seeking information about their rights and responsibilities.
In total, the Commission responded to 857 enquiries from Western Australians wanting to understand their rights and responsibilities under the Equal Opportunity Act 1984 (the Act). Enquiries commonly related to potential experiences of discrimination, harassment or victimisation, as well as requests for information about the complaint process.
The figures reveal that impairment discrimination continues to be a significant area of concern, accounting for 34.3 per cent of all enquiries received (294 enquiries). Race discrimination was the second most common ground at 11 per cent, followed by age discrimination at 4.8 per cent.
Under the Act, impairment can refer to a wide range of conditions, including physical, intellectual and mental health conditions. An impairment may be temporary or permanent, and the Act’s protections can also apply to people who have experienced an impairment in the past, or who are treated unfairly because others assume they have an impairment.
While the figures show the types of discrimination people are asking about, they also highlight where these concerns are arising. Employment was the area of public life raised most frequently with the Commission, accounting for 42 per cent of enquiries (360 enquiries). Goods, services and facilities was the second most common area at 16.2 per cent, followed by education at 6.2 per cent.
The Act’s employment protections extend beyond simply getting a job. They can apply throughout the employment relationship, including recruitment and selection, workplace conditions, access to training and promotion opportunities, transfers, dismissals and other work-related decisions. This broad coverage helps explain why employment remains the area of public life most frequently raised with the Commission.
The data also reveals a significant overlap between the most common ground and the most common area of enquiry. Of all enquiries received by the Commission, 19.5 per cent (167 enquiries) related to potential impairment discrimination in employment. This means that impairment discrimination in the workplace was one of the most frequently raised issues brought to the Commission’s enquiry service.
Together, these figures offer valuable insight into the issues Western Australians are seeking information and support about. They also highlight the central role employment plays in many people’s lives. Work is more than a source of income. It can provide purpose, social connection, opportunities for growth and a sense of belonging.
This is particularly relevant at a time when disability inclusion, workplace accessibility and equitable employment opportunities continue to attract significant public attention. Over the past year, conversations about accessible recruitment, workplace adjustments, disability disclosure and barriers to employment have featured prominently across workplaces, communities and the media.
The Commission’s enquiry service has reflected many of these conversations. Workplace adjustments are a common area of enquiry, with people often seeking information about their workplace rights and responsibilities.
Workplace adjustments are changes that help remove barriers for people with disability, injury or health conditions. They can include flexible work arrangements, modified duties, assistive technology, changes to a workstation, or adjustments to recruitment and selection processes.
In Western Australia, the Equal Opportunity Act 1984 protects people from impairment discrimination at all stages of employment. However, workplace adjustments are not specifically addressed under the Act. Instead, questions about reasonable adjustments fall under the Commonwealth Disability Discrimination Act 1992 , which includes specific provisions relating to adjustments for people with disability. Understanding how these laws interact can help both employers and employees navigate workplace rights and responsibilities.
Increasingly, there is recognition that creating inclusive workplaces is not solely the responsibility of individuals who experience barriers. Attention is also being placed on how organisations can identify and remove barriers, foster inclusive workplace cultures, and create environments where people with disability can contribute and thrive.
The high number of impairment-related enquiries highlights the importance of understanding rights and responsibilities relating to disability, injury, health conditions and accessibility. The Commission’s free enquiry service helps both individuals and organisations better understand how the Equal Opportunity Act 1984 applies in different situations and whether a matter falls within the Commission’s jurisdiction. If you have a question or concern, you can call 08 9216 3900 between 9am and 4pm, Monday to Friday, to speak with an enquiry officer.
