Disability inclusion services built around your organisation
our solutions
Tailored Solutions for Your Needs
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Disability Inclusion Assessment
Build an evidence-based picture of your organisation
A Disability Inclusion Assessment examines how access and inclusion are reflected across the organisation’s governance, policies, systems and everyday operations.
The organisation is assessed against a comprehensive whole-of-organisation framework drawing together recognised Australian and international standards, human-rights principles, government guidance, contemporary research and international leading practice.
Using a multidisciplinary and risk-informed approach, the assessment considers how disability inclusion intersects with areas such as governance, employment, procurement, infrastructure, technology, safety, service delivery, community engagement, complaints and reporting.
This helps identify:
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demonstrated strengths;
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important gaps;
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disconnected or inconsistent systems;
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areas of organisational and governance risk;
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practices that may exist but cannot yet be reliably verified;
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foundational issues that may be limiting progress elsewhere.
Direct limited resources where they can have the greatest effect
Decision-makers are often balancing many worthwhile priorities with limited time, funding, leadership attention and organisational capacity.
The assessment provides the evidence needed to distinguish between isolated improvements and the foundational steps most likely to strengthen the organisation’s wider inclusion systems.
Rather than producing an overwhelming list of everything that could be improved, it helps leaders identify where available resources can be used most effectively to reduce risk, remove barriers and create the strongest platform for future progress.
The result is a clear picture of the organisation’s current position and a stronger basis for planning than assumptions, individual initiatives or a generic template.
Because the assessment uses a consistent and structured benchmark, it can also establish a baseline for measuring progress over time. Future reviews can demonstrate where systems have strengthened, where evidence has improved and where further attention is still required.
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Capacity for Change Assessment
Establish how much change your organisation can realistically absorb
Every organisation has a capacity for change, but that capacity is often overestimated.
This assessment considers the organisation’s existing workloads, competing initiatives, leadership attention, resources, culture, systems and ability to sustain implementation over time.
It helps determine the realistic scale and pace of improvement, including where visible action can begin quickly and where less visible foundation-building should come first.
The purpose is not to decide whether the organisation can change. It is to help leaders understand how much change can be absorbed now, what long-term resources may be required and how progress can continue without overwhelming the organisation.
A broader view of organisational change
Although the assessment is used primarily to support disability inclusion, its value can extend well beyond that context.
For boards and executive teams, it can provide a different lens on the organisation’s overall change environment, including:
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the current level of change activity;
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emerging signs of change fatigue;
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competing initiatives and organisational bottlenecks;
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how change is typically led and communicated;
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whether existing change-management approaches are working;
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where responsibility, authority or resourcing may be unclear;
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how successfully previous initiatives have been implemented and sustained.
Organisations can become accustomed to examining change through the same internal processes, reports and assumptions.
An external assessment can help leaders step back and consider the organisation from a different angle—providing greater oversight of how change is experienced, managed and absorbed across the organisation.
This can support better decisions about sequencing, resourcing and the cumulative load being placed on employees, leaders and organisational systems.
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Develop the pathway that works for your organisation
The Disability Inclusion Assessment and Capacity for Change Assessment are brought together to identify a range of realistic pathways for improvement.
This is not a formula that produces one fixed roadmap.
The assessment work identifies priorities, dependencies, organisational constraints and opportunities. From that foundation, a range of roadmap options can be developed—reflecting different sequences, timeframes, levels of ambition and approaches to implementation.
Those options are then explored with the people who understand the organisation best: its leaders, employees, subject-matter experts and others responsible for making the work happen.
Together, we consider:
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which actions fit naturally with existing systems and initiatives;
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where planned work can be expanded or adjusted;
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which foundations need to be built first;
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what can realistically proceed in parallel;
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where bottlenecks or competing priorities may affect timing;
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which options are most likely to gain ownership and be sustained;
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how proposed actions should be tailored to the organisation’s operating environment.
30 Foot Drop Consulting does the detailed analytical work behind the process. The organisation is not handed a blank page and asked to design its own solution.
Instead, it is presented with well-developed, evidence-based options and supported to determine which combination will work best.
The final roadmap is therefore neither a generic template nor an outside consultant’s imposed answer.
It is a structured, jointly developed pathway that brings together external analysis and the organisation’s own operational expertise.
Roadmap Planning
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Turn the evidence into a plan your organisation can deliver
Support is available to develop a new access and inclusion plan, renew an existing plan or review whether current commitments remain relevant, achievable and connected to the organisation’s wider systems.
This can include:
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translating assessment and roadmap findings into practical actions;
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clarifying ownership, responsibility and accountability;
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developing meaningful measures and review arrangements;
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aligning actions with corporate planning, budgets and reporting;
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reviewing existing commitments and identifying where they need to change;
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drafting the plan and supporting documents;
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keeping the development process moving and on schedule.
The plan becomes the formal expression of an evidence-based and achievable pathway—not the starting point for deciding what the organisation should do.
Strengthen your approach to consultation and co-design
One of the hardest parts of developing a strong access and inclusion plan is knowing how to reach the right people, rebuild trust where communication has broken down and create meaningful opportunities for participation.
30 Foot Drop Consulting does not replace the organisation’s relationship with its employees, customers or community.
Instead, support focuses on helping the organisation understand how to engage more effectively and build its own capability to do that work well.
This may include:
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identifying which parts of the disability community are not being reached;
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examining where previous communication or engagement approaches have broken down;
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understanding local networks, barriers and trusted communication channels;
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brainstorming practical ways to reach employees and community members with disability;
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helping design co-design summits, workshops, listening sessions or other engagement activities;
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advising on accessible and respectful engagement methods;
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helping staff prepare questions, materials and facilitation approaches;
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considering how participants will be supported before, during and after engagement;
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helping the organisation demonstrate how feedback influenced the final plan;
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coaching staff through the process so the organisation develops stronger internal capability.
The organisation remains responsible for the relationship, the engagement and the decisions that follow.
The role of 30 Foot Drop Consulting is to help it ask better questions, reach people more effectively, understand where trust or communication has been lost and design an approach that works for its particular community.
The aim is not to do co-design to the organisation.
It is to help the organisation learn how to do it properly.
Access and Inclusion Plan Development and Review
Practice Areas
Industries we serve
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Organisations with formal access and inclusion responsibilities, public accountability and complex governance arrangements.
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Organisations that must balance public obligations, commercial disciplines, service delivery and governance oversight.
Public authorities and statutory organisations
Government trading enterprises and public service organisations
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Councils seeking to strengthen or renew an access and inclusion plan and connect it with ordinary planning, assets, procurement, workforce and community engagement systems.
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Organisations that want a more rigorous understanding of disability inclusion across their services, workforce, governance and community relationships.