Curious about inclusive hiring? See how it can be simple, practical and impactful for your business.
Many employers are interested in inclusive hiring but are unsure how it works in practice.
Questions often arise. Who employs the person? What does the business need to provide? What kind of support is available?
However, inclusive employment can be much simpler than many businesses expect.
One of the most practical ways to get started is for a business to host an employee with disability while an employment provider manages the employment and support structure.
This model allows organisations to experience inclusive hiring with clear responsibilities, built-in support and minimal risk.
In this article, we break down how hosted employment works and why this model is a low-risk way to start inclusive hiring.
In a hosted employment model, the individual is employed by an employment provider, like Endeavour Foundation, not the host business.
For example, as part of our Supported Hosted Employment model, we remain the legal employer.
The employee works within the host business’s workplace, contributing as part of the team while the provider manages employment responsibilities such as payroll, compliance and support coordination.
This structure removes many of the administrative barriers that can make employers hesitant about inclusive hiring. For businesses, this means:
The host business can focus on what matters most: providing work and integrating the employee into the team.
While the employment provider manages the employment relationship, the host organisation provides the workplace and the opportunity. This usually involves:
Businesses identify practical tasks that contribute to their operations. These can be existing responsibilities within the team or tasks designed through ‘job carving’ to match the employee’s strengths.
Like any new hire, the employee becomes part of the workplace culture and daily operations. Inclusion often works best when colleagues treat the individual as a valued member of the team.
Managers or supervisors oversee day-to-day work tasks, just as they would with any other employee.
In many cases, employers discover that supported employees contribute across a wide range of roles, including logistics, administration, hospitality, production and retail environments.
Often, these roles focus on tasks that help improve efficiency for the wider team.
One of the key reasons businesses choose a hosted model is the strong support structure behind it.
Endeavour Foundation works closely with employers at every stage of the process to make the experience simple and successful. Typical support includes:
Before a placement begins, specialists take time to understand the business, its culture and the types of roles available. They identify opportunities where an employee can contribute effectively.
The provider connects the business with job-ready candidates whose skills and interests align with the role.
Many employers appreciate guidance for their teams. Training may include disability awareness, communication strategies and practical inclusion techniques that help everyone feel confident.
Support does not stop after placement. Employment specialists or job coaches provide ongoing guidance to both the employee and the host business to ensure the role is working well.
Regular check-ins help address challenges early, celebrate successes and ensure the placement remains valuable for everyone involved.
This ongoing partnership is designed to make inclusive employment sustainable, supported and successful for the long term.
For businesses considering hosting a supported employee, the process is usually straightforward:
This structured process ensures the placement is carefully matched and well supported from day one.
For many organisations, hosting an employee is the easiest way to begin their inclusive employment journey. The model works well because it:
Businesses also gain access to motivated employees who bring strong commitment, loyalty and new perspectives to the workplace.
Research and employer experience consistently show that inclusive teams often see improvements in morale, engagement and retention while also strengthening their brand and social impact.
Inclusive employment does not require major changes to your organisation. Often, it starts with one role and the right support around it.
Hosting an employee with intellectual disability allows businesses to explore inclusive hiring in a practical, low-barrier way while contributing to a more inclusive workforce.
For organisations that are curious about inclusive employment but unsure where to begin, hosting an employee through Endeavour Foundation can be a powerful first step.
Interested in learning how hosting a supported employee could work in your business?
Speak with our team to explore how inclusive employment can strengthen your workforce.