Taking real steps towards inclusivity on construction sites

As Australia faces a housing crisis and a critical construction workforce shortage, the industry must rethink who can participate – and how. In this article, Peter Colacino, NSW project strategy and delivery lead, and Ben Melville, senior infrastructure advisor, explore how modern methods of construction (MMC), inclusive hiring practices, and adaptive technologies can break down barriers for people with disabilities.

Despite progress in technology and safety, most construction sites remain inaccessible to people with disabilities. Uneven terrain, confined spaces and heavy lifting create physical barriers to inclusion.

But the challenge goes much deeper, with cultural assumptions and unconscious bias about who “belongs” on a worksite continuing to limit representation of people with disability in the construction industry workforce.

Many feel overlooked when they disclose a disability in their application or when it becomes apparent during an interview. This exclusion is especially stark for the quarter of a million Australians with mobility-related disabilities like cerebral palsy.

A Cerebral Palsy Australia white paper revealed that young adults with the condition face low expectations, inaccessible training, and workplace exclusion, with one respondent noting that there’s not a lot out there for people like them, even though they have mild to moderate physical limitations and are not intellectually impaired. This has to change.

STEPtember is a powerful reminder to challenge assumptions and a chance to reshape our thinking about inclusion in our industry, whether onsite, through machinery, or in the office.

A workforce shortage meets an inclusion opportunity

The evolving nature of construction work presents a new opportunity to break down barriers to greater participation in the industry.

As the sector embraces MMC, including modular building, offsite manufacturing, automation, 3D printing, and digital design, the way we build is changing. But more importantly, who can build is changing too. These innovations reduce the need for physically demanding tasks and open up roles for people with disabilities.

Also known as industrialised design and construction, MMC enables safer, more controlled environments with stable floors, consistent lighting, and standardised processes. With the right support, individuals with disabilities can thrive in roles such as design, planning, safety, surveying, modular assembly, site monitoring, and digital modelling.

This shift comes at a critical time. The construction industry has long faced a skills shortage, and Australia’s housing crisis has intensified the pressure. The government’s target of building 1.2 million new homes by 2029 is at risk, with a shortfall of 130,000 workers threatening delivery.

At the same time, only 53% of people with disabilities in Australia are employed, compared to 84% of those without disabilities. This represents a massive untapped talent pool – one that could help meet demand while making the industry more inclusive and resilient.

MMC is already being used across a range of major infrastructure projects. Projects such as the Sydney Fish Market and Sydney Metro have incorporated MMC to streamline construction and improve efficiency. These examples show how the shift from traditional site-based work to factory-based assembly can reduce physical risks and open up new types of roles that could be adapted to suit a broader range of abilities.

The opportunity now is to build on these innovations with intentional design and inclusive workforce strategies, ensuring that future MMC projects are more accessible to all. If we redesign our ways of working to be more inclusive, we’ll be better placed to tackle some of the biggest challenges our society faces today – starting with the housing crisis.

Real steps that agencies can take today

To make construction truly inclusive, agencies must move from intention to action. Alongside their daily STEPtember strides, here are concrete steps they can take today.

• Audit roles that can be adapted for people with disabilities. Review the physical, cognitive, and sensory demands of all roles – onsite, offsite, technical, and support. For each role, evaluate mobility requirements (walking, climbing, lifting, etc), dexterity and strength, communication needs, and environmental factors (noise, temperature, terrain, etc). Identify tasks that can be reassigned, automated, or adapted; tools or equipment that can be modified; and roles that can be performed remotely or offsite.
• Adapt roles to reflect diverse abilities and talents. Disability affects everyone differently. Task matching is a great way to increase inclusivity. Start with individualised assessments to understand a person’s strengths, limitations, and preferences. Assign tasks that require fine motor skills or precision (such as wiring or sealing) to individuals with dexterity, while avoiding tasks that require heavy lifting.
• Create inclusive hiring and training pathways. Use inclusive language in job descriptions (e.g., “role can be adapted” or “accommodations available”) and remove unnecessary physical requirements. Create pathways into roles like BIM technician, project coordinator, and safety auditor. For example, a modular assembly worker could train using a virtual reality simulator that adjusts for limited mobility or dexterity. Partner with disability organisations for outreach and recruitment and offer inclusive apprenticeships with flexible schedules and mentorship.
• Leverage MMC for inclusive employment. Prioritise offsite modular assembly roles for people with mobility impairments and modify machinery for seated or remote operation.
• Use digital tools, AI, and assistive technology. Integrate voice recognition, screen readers, adaptive controls, and remote monitoring tools. For example, a site inspector with limited mobility could use drones and image recognition to assess construction progress and conduct safety and structural assessments.
• Adapt workspaces and equipment. Use adjustable workstations, ergonomic tools, and accessible PPE.
• Engage people with lived experience. Consult employees with disabilities and include them in the audit process to identify barriers and solutions. Choose a few roles to trial with adapted tools, schedules, or environments and gather feedback.

With intentional action, we can transform construction sites into places where everyone, regardless of ability, has the chance to contribute and thrive.

Get involved

• Sign up or contribute to STEPtember at www.steptember.org.au
• Join the Mott MacDonald team and help drive change towards a more inclusive sector at Careers | Mott MacDonald