The word ‘disability’ evokes images of people with physical disabilities that can be easily seen, but for many of the 18% of Australians living with a disability their condition is invisible.

As Queensland’s largest club, RACQ is paving the way for diversity and inclusion in the workplace, as well as the wider community, with the launch of its first Disability Inclusion Employee Reference Group, EnAble.

For inaugural Chair of EnAble Karen Wynn the group’s launch was not only very personal but also incredibly necessary in normalising disability and uplifting those who have lived experience.

“The launch of EnAble is quite significant for me personally, having been diagnosed with juvenile onset rheumatoid arthritis when I was 10 years old and living with chronic pain my entire adult life,” Karen said.

“I think this group will help to normalise the word ‘disability’ and encourage other employees to be open about their lived experience.”

In her 10 years at RACQ, Karen has worked in a range of roles and is currently General Manager Member Value Proposition.

Whilst each role has been different, one thing rings true over her tenure. Every time she mentions she works for RACQ, she hears nothing but appreciation for the brand.

“We’re genuinely focused on making a difference in the community and it’s lovely when you say you work for RACQ as it’s always such a positive conversation starter,” she said.

RACQ Group CEO David Carter, centre, with members of the EnAble team.

So, it’s no surprise Karen wants to continue building on such strong brand values and make a difference in the community by empowering those with disability to feel comfortable to speak up and not feel they have to downplay their disability in any way.

“Something that happens to a lot for people with disability is that feeling of needing to mask it or hide your disability, especially in the workplace,” she said.

“Through EnAble I would love for employees to see RACQ as a workplace where people with disability are not only valued, but their different skills and capabilities are welcomed.”

“It starts with visual symbols, so our people know diversity is embraced in the workplace and making access to tools and resources easier for employees,” she said.

“This could be accessible parking, access to noise-cancelling headphones, ensuring physical premises, websites and training resources meet visual accessibility requirements, and introducing yourself before speaking in an online meeting so a colleague using closed captions knows who is speaking.”

Whilst RACQ is doing its part in normalising disability in the workplace, Karen said there was still work to be done to create a societal shift towards a culture where those living with disability are celebrated.

“This global movement towards valuing diversity is encouraging and the more we can be inclusive in society in an overt way, the more those one in five Australians living with disability will feel proud of who they are,” Karen said.

Find more information about diversity and inclusion at RACQ here.

If you would like to join RACQ, check out available roles here.