Inclusion Tree

NDIS Evidence Advisory Committee

hello@inclusiontree.com.au — Mon, 30 Mar 2026 00:41:34 +0000

NDIS Evidence Advisory Committee

Inclusion Tree submission – 29 March 2026

Introduction

Inclusion Tree welcomes the opportunity to contribute to the NDIS Evidence Advisory Committee’s February 2026 consultation. We provide this submission from the dual perspective of:

A disability support provider delivering supports across community, therapeutic, and
developmental contexts; and
A Registered Training Organisation (under development), responsible for developing and
delivering workforce education aligned with contemporary, rights-based disability practice.

Our submission is grounded in person-centred, relationship-based, and strengths-based practice, informed by the UN Convention on the Rights of Persons with Disabilities (UNCRPD). We explicitly embed Supported Decision Making, Active Support, and Conscious Care and Support as essential practice frameworks that must underpin both how supports are delivered and how evidence of effectiveness is interpreted.

Who we are and who we support:

Inclusion Tree provides human-centred support services, in most all States and Territories of Australia. Our services are individually tailored, strengths-focused, trauma-informed, and inspired by leading edge practices and social innovations.

We enjoy compassionately inquiring together to co-create solutions that make a difference to the people experiencing disability and mental health.

We know that investing in our people and acknowledging their gifts is what makes our business thrive. We are committed to nurturing the personal and professional development of all our staff through an intentional culture of growth and learning.

We do this through providing Support Coordination, Capacity building, workforce training and allied health services to NDIS participants. We support 860 participants of which 63% manage their own supports through independent workers and ‘service for one’ models.

We are currently developing a Registered Training Organisation to deliver education.

We actively participate in industry working groups, events, roadshows, as well as policy and consultation sessions, advocating tirelessly for the rights of individuals to maintain control of their lives.

How we currently engage with the NDIS?

We engage with the NDIS in many ways, both personally with loved ones on the NDIS, and professionally with the participants we support. We do this by:

Supporting participants and nominees to engage the NDIS, to choose their own providers and make informed decisions on how to best utilise their funding to achieve their goals.
Supporting participants to implement their NDIS plan through providing links to registered, unregistered and mainstream providers.
Build capacity and support participants and nominees to understand the NDIS and navigate the processes.
Support exploration of a variety of service delivery models to ensure progress towards nominated goals.
Meet with NDIS planners to review participant’s plans with the participant and nominees.
Monitor and track the eUectiveness of NDIS supports and provide the NDIS with supporting documentation and updates as required.
Assist participants with ongoing supports and derive ways to iterate supports if there are changes in their circumstances.
Coordinate and collate reports and assist participants with plan reviews, identifying goals, and changes in circumstances.
Participating in auditing processes to demonstrate compliance to risk, policy, service delivery and procedural requirements.
Deliver best practice training to families and supports of people experiencing disability and mental health.
As an organisation, we advocate for people’s rights by attending industry working groups, events, roadshows, also policy and consultation sessions.

Overarching Principles for Evidence Assessment

Human Rights and the UNCRPD

Across all supports under review, Inclusion Tree strongly recommends that evidence assessment explicitly align with the UNCRPD, particularly:

Article 3 – Respect for dignity, autonomy, individual choice
Article 12 – Equal recognition before the law (supported decision making)
Article 19 – Living independently and being included in the community
Article 26 – Habilitation and rehabilitation
Article 27 – Work and economic participation (including workforce development)

Evidence frameworks that prioritise outcomes such as function, behaviour change, or skills acquisition without equal weighting to autonomy, wellbeing, participation, and rights risk endorsing supports that are technically effective but ethically misaligned.

Conscious Care and Support

Conscious Care and Support requires practitioners to work with awareness of power, trauma, relational impact, and context. Evidence reviews should therefore:

Consider how supports are delivered, not just what is delivered
Examine impacts on sense of safety, agency, identity, and connection
Recognise harms arising from intensity, compliance-based approaches, or deficit-focused models, even when short-term gains are demonstrated

Early Intensive Behavioural Interventions (EIBI)

Inclusion Tree Position

Inclusion Tree recognises that early childhood supports can support learning, communication, and participation. However, we urge the Committee to ensure that any endorsement of EIBI:

Avoids prescriptive intensity as a proxy for effectiveness
Rejects deficit-focused or compliance-driven interpretations of outcomes
Centres the child’s right to development, play, agency, and relationships

Key Recommendations

Person-Centred and Relationship-Led Delivery
Evidence should distinguish between approaches that are:

Relational, developmental, and responsive
Versus those that prioritise standardisation, compliance, or behavioural normalisation

Supported Decision Making for Children and Families
Families must be meaningfully supported to:

Choose approaches aligned with their values and the child’s interests
Adjust intensity, goals, and methods over time

Active Support and Everyday Contexts
Evidence should value:

Learning embedded in natural routines
Skill development in meaningful contexts (home, childcare, community)

Outcomes Beyond Skill Acquisition
Assess outcomes including:

Child wellbeing and enjoyment
Parent wellbeing and sustainability of care
Long-term participation rather than short-term behavioural change

Positive Behaviour Support (PBS)

Inclusion Tree Position

We support Positive Behaviour Support as a rights-based, person-centred framework when practised as intended. However, we caution against interpretations that reduce PBS to:

A technical behaviour management tool
A compliance or risk-containment mechanism

Key Recommendations

PBS Must Remain a Human Rights Practice
Evidence should privilege PBS models that:

Reduce restrictive practices
Increase quality of life, autonomy, and participation
Explicitly recognise behaviour as communication

Supported Decision Making as Core Practice
PBS plans must be:

Developed with the person, not merely for them
Supported by accessible communication, advocacy, and trusted relationships

Workforce Capability and Supervision
Evidence assessments should consider:

Practitioner competence and reflective supervision
Risks of poor outcomes linked to unqualified or unsupported practitioners

Whole-of-Environment Approaches
PBS effectiveness should be evaluated in the context of:

Environmental fit
Relationships
Consistency across settings

Social Skills Training (Children and Young People)

Inclusion Tree Position

Social skills do not develop in isolation from relationships, identity, belonging, and lived experience. Inclusion Tree is concerned that narrowly framed social skills training can unintentionally prioritise behavioural conformity over authentic communication, self-advocacy, and social inclusion.

Evidence assessment must therefore recognise that social competence is context-dependent, relational, and culturally embedded, rather than a discrete skill set that can be standardised or universally measured.

Key Recommendations

Strengths-Based and Neuro-Affirming Practice
Evidence should clearly differentiate between programs that:

Teach compliance with neurotypical social norms, and
Support young people to understand themselves, communicate authentically, set boundaries, and build relationships in ways meaningful to them.

Social difference should not be framed as deficit. Supports should align with UNCRPD Articles 7 and 24, which recognise the evolving capacities of children with disability and the right to inclusive education and participation.

Active Support in Real-World Contexts
Greater evidentiary weight should be given to approaches that embed social learning within:

Peer relationships
Community participation
Shared activities of interest

Skills practiced in isolation without supported transfer into daily life often fail to generalise and may inflate perceived effectiveness without lasting impact.

Relational and Participation-Based Outcomes as Core Measures
Inclusion Tree recommends that evidence assessment prioritise outcomes such as:

Sense of belonging and inclusion
Ability to initiate or sustain relationships
Self-confidence and social self-efficacy
Reduced social anxiety through supported participation

These outcomes are more reflective of real-world impact than short-term improvements on standardised social skills scales.

Supported Decision Making for Young People and Families
Social skills supports should be chosen and adapted through supported decision making, ensuring that:

Young people have a voice in goals and methods
Families understand different philosophical approaches and implications
Participation remains voluntary, respectful, and person-led

This is essential to upholding Article 12 of the UNCRPD in child and youth contexts.

Robot-Assisted Gait Training (RAGT)

Inclusion Tree Position

Inclusion Tree recognises the potential of Robot-Assisted Gait Training to support mobility, physical conditioning, and rehabilitation for some people with disability. However, we strongly emphasise that RAGT must be understood as a tool within a broader, person-centred habilitation or rehabilitation pathway, not as an outcome in itself.

Evidence must reflect the principle that walking is not synonymous with participation, autonomy, or quality of life.

Key Recommendations

Person-Centred Goals Must Drive Use of RAGT
Evidence should clearly distinguish:

Outcomes that matter to the person (e.g. reduced fatigue, confidence, endurance, comfort, participation), from
Clinically observable biomechanical or gait improvements alone

RAGT should only be recommended where it aligns with the person’s own goals and priorities, consistent with UNCRPD Articles 19 and 26.

Supported Decision Making and Informed Choice
People must be supported to make informed decisions about:

The purpose of RAGT
Potential benefits and limitations
Alternative approaches

This includes honest conversation about whether the intervention supports participation, independence, or wellbeing — rather than implied expectations about “normalising” movement.

Active Support and Functional Transfer
Evidence frameworks should prioritise whether gains achieved through RAGT:

Translate into everyday activities
Reduce reliance on supports
Enhance participation in community life

Without supported transfer into functional contexts, improvements risk remaining clinic-bound and of limited lived value.

Psychosocial and Identity Impacts Must Be Considered
The experience of RAGT can have emotional and identity impacts, particularly where:

Walking is positioned as a preferred or superior outcome
Assistive mobility options are implicitly devalued

Evidence assessment should include consideration of:

Dignity
Emotional safety
Validation of diverse mobility identities

RAGT as Part of an Integrated Support Pathway
RAGT should be evaluated in comparison with — and in combination with — supports such as:

Physiotherapy and occupational therapy
Active Support approaches in daily routines
Assistive technology and environmental adaptation

Effectiveness should be measured by overall quality-of-life outcomes, not isolated physical metrics.

Workforce Development and Evidence Interpretation

As an RTO in development, Inclusion Tree emphasises that workforce capability critically mediates outcomes across all supports under review.

Evidence assessments should explicitly consider:

Level and quality of practitioner training
Reflective supervision and ethical oversight
Capacity for person-centred adaptation rather than protocol-driven delivery

Supports shown to be effective in controlled conditions may produce very different outcomes when delivered by an under-trained or unsupported workforce.

Concluding Position

Inclusion Tree strongly recommends that the Evidence Advisory Committee:

Embed human rights, person-centredness, and supported decision making as core evaluative criteria
Avoid privileging outcomes that reflect compliance, intensity, or standardisation over lived experience
Recognise that effectiveness is inseparable from how supports are delivered, by whom, and in relationship with whom

A rights-based NDIS evidence framework must assess not only whether a support works, but for whom, in what context, and at what human cost or benefit.

Unlocking Independence

hello@inclusiontree.com.au — Mon, 09 Mar 2026 07:09:23 +0000

Unlocking Independence:

Your Guide to Assistive Technology with Inclusion Tree

What is Assistive Technology?

Assistive technology (AT) is so much more than just equipment; it’s a gateway to independence, inclusion, and opportunity. The World Health Organisation defines assistive technology as an umbrella term for assistive products, systems, and services that help maintain or improve an individual’s functioning in cognition, communication, hearing, mobility, self-care, and vision.

From simple tools to complex systems, assistive technology can range from:

Physical products: wheelchairs, glasses, prosthetic limbs, white canes, and hearing aids
Digital solutions: speech recognition software, time management apps, and captioning tools
Daily living aids: non-slip bathmats, modified cutlery, and large-print labels
Complex systems: powered wheelchairs, communication devices, and adjustable beds

The key principle? Assistive technology helps you do things you can’t do on your own, or helps you do things more easily and safely.

Who Needs Assistive Technology?

The need for assistive technology is far more common than many realise. According to the World Health Organisation:

Globally, more than 2.5 billion people need at least one assistive product. With an ageing population and a rise in noncommunicable diseases, this is expected to reach 3.5 billion people by 2050.

World Health Organisation

Most people will need assistive technology at some point in their lives. While some may require it temporarily, such as after an accident or illness, others may need it throughout their lives.

Assistive technology is most needed by:

Older people, helping maintain independence and safety at home
Children and/or adults with disabilities, supporting development, education, and participation
People with long-term health conditions such as diabetes, stroke, and dementia

The Life-Changing Benefits of Assistive Technology

The right assistive technology can transform lives, not just for the user, but for their families and communities too. Here’s what the research shows:

For children: Early provision of hearing aids supports language and communication development, limiting negative impacts on education, future employment, and community participation.

For mobility: Appropriate wheelchairs facilitate access to education and employment while reducing healthcare costs associated with secondary complications, such as pressure sores.

For health management: Therapeutic footwear for diabetes reduces foot ulcers and prevents amputations, reducing the burden on healthcare systems.

For ageing: Timely provision of assistive technology helps older people live independently and safely at home for as long as possible.

The broader benefits are undeniable; assistive technology enables inclusion and participation in family, community, and all areas of society, including political, economic, and social spheres.

NDIS Funding for Assistive Technology: What You Need to Know

The NDIS provides funding for assistive technology that meets the reasonable and necessary criteria. But understanding how the funding works can feel overwhelming.

Let’s break it down.

How the NDIS Categorises Assistive Technology

The NDIA uses three cost categories for assistive technology:

Low Cost AT
Under $1,500 per item
Example: Continence products, non-slip bathmats, walking sticks, basic shower chairs
Where Funding Sits: Core – Consumables budget

Mid Cost AT
$1,500 – $15,000 per item
Example: Standing hoists, custom shower chairs, ankle-foot orthotics, some power wheelchairs
Where Funding Sits: Capital budget

High Cost AT
Over $15,000 per item
Example: Custom-made wheelchairs, complex communication devices, ventilators
Where Funding Sits: Capital budget (quote required)

Understanding AT Product Risk

The NDIS also considers the risk level of assistive technology, which determines the advice you need before purchasing.

Low risk AT products are:

Unlikely to cause harm in day-to-day life
Available for trial or purchase in retail stores
Easy to set up and use safely without professional advice

Higher risk AT products may be:

Complex (like power wheelchairs)
Known to have caused harm
Used for restrictive practices
Requiring professional advice, setup, or training for safe use

Important: Some items are considered higher risk, even if they’re low-cost, such as bed poles and weighted blankets, which require professional advice to ensure safe use.

What Evidence Do You Need?

The evidence required depends on the cost and risk level:

Low cost AT: At least $500 is included in your Capacity Building budget for advice. For higher-risk low-cost items, you’ll need written advice before purchasing.
Mid cost AT: You need written evidence from an AT advisor (like an occupational therapist) explaining what you need, why it’s the best value, and how it helps your goals. No formal assessment required, but advice must be in writing.
High cost AT: You need both a recent assessment (within 2 years) from a qualified AT assessor AND a quote. For items over $15,000, the NDIS requires this before approval.

What the NDIS Won't Fund

The NDIS doesn’t fund:

General household items everyone uses (like standard kettles)
Items for treatment or rehabilitation
Modifications to public spaces or vehicles
Assessment tools used by therapists
Items more appropriately funded by other government services (like school or work equipment)

How Inclusion Tree Support Coordinators Can Help You

Navigating assistive technology funding can be complex, but you don’t have to do it alone. Our Support Coordinators at Inclusion Tree are here to guide you every step of the way

1. Understanding Your Needs and Goals

We start by listening. Your Support Coordinator will work with you to understand:

Your NDIS goals and how AT can help you achieve them
Your daily challenges and what would make the biggest difference
Whether you need temporary, long-term, or changing solutions

2. Connecting You with the Right AT Advisors

For higher-risk or higher-cost AT, you’ll need professional advice. We can:

Connect you with qualified AT assessors (occupational therapists, physiotherapists, speech pathologists, etc.)
Help you understand what type of advisor you need for your specific situation
Ensure you have the right funding in your plan for assessments

3. Navigating the Evidence and Funding Process

Paperwork shouldn’t stand between you and the support you need. We’ll help you:

Gather the right evidence for your plan review or reassessment
Understand what quotes and assessments are required
Submit requests to the NDIS through the correct channels

4. Exploring Your Options

Sometimes the best solution isn’t buying new. We’ll help you explore:

Trials: Testing equipment before committing
Rental options: Ideal if your needs are likely to change
Refurbished items: Quality equipment at lower cost
Borrowing arrangements: For short-term needs or holidays

5. Choosing Providers and Comparing Quotes

With your AT advice in hand, we’ll help you:

Shop around for the best value (without compromising quality)
Understand what’s included in quotes
Make informed decisions about optional features

6. Supporting Setup and Training

Getting the equipment is just the beginning. We’ll help ensure:

Your AT is delivered and set up correctly
You receive training on safe use
You have funding for ongoing support if needed

7. Planning for Maintenance and Repairs

Assistive technology needs looking after. We’ll help you:

Understand what repairs and maintenance funding is in your plan
Access urgent repairs when needed
Plan for replacements when technology is worn out or outgrown

8. Reviewing and Adapting

Your needs may change over time. We’ll help you:

Recognise when your AT no longer meets your needs
Gather evidence for plan reassessments
Advocate for funding updates at your next plan review

Examples: How AT and Support Coordination Work Together

Sarah’s Story: Sarah needed a powered wheelchair but wasn’t sure where to start. Her Support Coordinator connected her with an occupational therapist for assessment, helped interpret the recommendations, and compared quotes from three suppliers. The result? Sarah got the right chair with the features she needed, without the stress of navigating it on her own.

Michael’s Journey: Michael’s son needed a communication device. His Support Coordinator explained the evidence requirements, helped gather reports from his speech pathologist, and ensured the funding was included in his next plan. When the device arrived, they arranged setup and training sessions.

Eleanor’s Experience: Eleanor was struggling with daily tasks as her mobility declined. Her Support Coordinator identified low-cost AT options (shower chair, handrails, large-print labels) that could be purchased immediately from her existing budget, while also arranging an assessment for mid-cost equipment for the future.

Getting Started with Assistive Technology

Ready to explore how assistive technology can support your goals? Here’s your pathway:

Talk to us about what you’d like to achieve
Review your current plan, what funding do you already have?
Identify your needs, what would make the biggest difference?
Get the right advice, we’ll connect you with qualified advisors
Choose your AT, with support every step of the way

Why Choose Inclusion Tree?

At Inclusion Tree, we believe that assistive technology is about possibility, not limitation. We’re here to help you navigate the NDIS with confidence, ensuring you get the support you need to live the life you choose.

Our Support Coordinators bring:

Expertise in NDIS guidelines and funding processes
Compassion, we listen first and plan together
Persistence, we’ll advocate for your needs

Ready to Explore Assistive Technology?

Contact Inclusion Tree today to discuss how we can help you find and fund the right assistive technology for your needs.

Whether you’re exploring options for the first time or need help with a complex AT request, our Support Coordinators are here to help you unlock independence, inclusion, and opportunity.

NDIS – New Framework Planning

hello@inclusiontree.com.au — Mon, 09 Mar 2026 01:58:39 +0000

NDIS – New Framework Planning

Inclusion tree submission – 6 March 2026

Executive Summary

We welcome the intent of New Framework Planning (NFP) to make NDIS planning fairer, more transparent, sustainable and person-centred, supported by clearer rules and a more consistent planning process. The consultation materials describe a four-step process (preparing for assessment, completing a Support Needs Assessment (SNA), building a plan and budget, and using a plan).

The materials also state that participants keep review rights via internal review and external review through the Administrative Review Tribunal (ART), and that the ART continues to “stand in the shoes” of the original decision maker. However, because planning decisions will be based on the SNA and budget method rules, the content of reviews will shift toward whether the SNA accurately captured needs and whether the budget method rules were correctly applied, with the SNA treated as an “input” rather than a separately reviewable decision.

To ensure NFP achieves its stated goals while protecting participant rights and procedural fairness, we recommend eight targeted safeguards to be embedded in the rules and associated guidance. Our priority recommendation is a mandatory pre-approval “draft plan review step” so participants can correct errors before approval, reducing avoidable disputes and ensuring transparency operates in practice.

Who we are and who we support:

We enjoy compassionately inquiring together to co-create solutions that make a difference to the people experiencing disability and mental health.

We know that investing in our people and acknowledging their gifts is what makes our business grow. We are committed to nurturing the personal and professional development of all our staff through an intentional culture of growth and learning.

We do this through providing Support Coordination, Capacity building and allied health services to NDIS participants. We support 860 participants of which 63% manage their own supports through independent workers and ‘service for one’ models.

Priority recommendations

Introduce a mandatory draft-plan review step before plan approval (statement of supports, budget configuration, restrictions/requirements, funding periods, and management type).
Strengthen SNA accuracy safeguards by requiring a documented verification/disagreement step and a clear pathway for adding evidence before plan approval, not only through later reviews.
Require plain-language reasons for key discretionary decisions (restrictions, requirements, funding periods, stated supports) to support genuine choice and meaningful review.
Ensure restrictions on flexible funding are least restrictive, proportionate and time-limited, and paired with capability-building steps where appropriate.
Keep stated supports narrowly defined and applied with reasons, as genuine exceptions to flexibility.
Ensure supported decision-making is a default expectation (advocates/nominees and communication supports are actively offered and documented).
Add safeguards for plan variations made without a new assessment (notice, reasons, time limits for emergencies, and clear review-rights advice).
Ensure transition and impairment notices are accessible, supported, and include a correction mechanism for administrative errors (especially where a notice is not reviewable).

Our key concerns - Key concerns with the current draft settings

The consultation materials describe a system where delegates approve a total funding budget based on an SNA and “budget method rules,” and where reviews will examine SNA accuracy and rule application rather than debating individual supports line-by-line. In this model, early-stage accuracy and transparency safeguards become even more important, because an error in the SNA or the application of the budget method will flow through to the whole plan outcome.

While the fact sheets describe important features (flexible vs stated supports; restrictions, requirements and funding periods), they do not yet clearly guarantee a pre-approval correction step, detailed reasons for discretionary settings, or consistent verification supports that would reduce disputes and protect participant rights. We therefore propose targeted additions to the rules to operationalise NFP’s stated aims in day-to-day practice.

Recommendations (for inclusion in the rules and guidance)

Recommendation 1 – Draft plan review right (pre-approval correction step).

Step 3 materials state that the NDIA delegate checks the plan and budget and then approves it. We recommend adding an explicit requirement that a participant receives a draft statement of supports and budget settings (flexible/stated; restrictions; requirements; funding periods; management type) with a defined, supported opportunity to request corrections before approval.

Recommendation 2 – SNA verification and correction before plan approval.

Step 2 materials state the participant receives a copy of the SNA report and that concerns may lead to a replacement assessment. We recommend the rules require a documented participant verification step (or recorded disagreement), plus an accessible pathway to provide additional evidence before plan approval, so disputes are resolved early rather than only via review.

Recommendation 3 – Supported decision-making as a default expectation.

Step 2 materials provide that participants can have a nominee/family member/advocate involved. We recommend requiring assessors and delegates to actively offer and document these supports, and to ensure communication accessibility (e.g., interpreters, Auslan, Easy Read) is standard practice rather than ad hoc.

Recommendation 4 – Plain-language reasons for key discretionary decisions.

Step 3 describes that delegates consider plan duration, management, requirements, and limits/restrictions on flexible funding, and that stated supports are used for specific supports. We recommend requiring written, accessible reasons for restrictions, requirements, funding period settings, management decisions, and stated-support classification so participants can understand decisions and exercise review rights effectively.

Recommendation 5 – Restrictions must be least restrictive and time-limited.

Step 3 describes when restrictions may be used (e.g., risk of physical/mental/financial harm; inability to manage funding; participant-requested restrictions). We recommend the rules specify restrictions must be least restrictive, proportionate, evidence-based, time-limited, and reviewed, with a capability-building pathway where appropriate.

Recommendation 6 – Keep stated supports narrow and reviewable.

Step 3 states most supports will be flexible and that stated supports must be used as planned. We recommend maintaining stated supports as genuine exceptions, applied with reasons and participant input, and confirming they remain fully contestable through internal review and the ART.

Recommendation 7 – Safeguards for plan variations without a new assessment.

The review materials confirm that decisions made during plan variations and reassessments remain reviewable. We recommend that where the NDIA varies a plan without a new assessment, participants receive notice, reasons, and clear advice about review rights, with emergency variations time-limited and followed by review.

Recommendation 8 – Accessible notices and an administrative correction mechanism.

Transition to NFP includes formal notices and preparatory steps as described in the consultation material. Where any notice is framed as non-reviewable in the rules, we recommend an administrative correction pathway for notices issued in error, alongside accessibility requirements and supported engagement.

Real-world impacts

Example 1 – Accuracy early matters: Under NFP, the SNA report will inform the participant’s budget, and review processes will focus on whether needs were accurately captured and whether the budget method rules were applied correctly. If key support needs are not captured clearly (for example, support intensity across contexts, communication needs, or variability over time), the resulting overall budget may not be fit for purpose, leading to avoidable disputes and delays in achieving plan outcomes. Building in strong pre-approval checking and correction steps would reduce the likelihood that participants must rely on internal review and external ART processes to fix preventable errors.

Example 2 – Restrictions/requirements need “how-to” clarity: Step 3 anticipates that plans may include restrictions on flexible funding and/or requirements for accessing funding in some circumstances (for example, quotes, qualified professionals, or specified processes). Where these settings are not explained in plain language with practical steps, participants can experience delays commencing supports and may disengage or escalate to complaints and reviews, even when the underlying safeguard intent is reasonable. Requiring clear reasons and accessible instructions for restrictions/requirements would help NFP deliver transparency in practice and reduce avoidable friction.

Example 3 – Funding periods + market reality: Step 3 confirms funding periods will continue to apply to flexible and stated budgets in new framework plans, with some supports not subject to funding periods (for example, some one-off purchases). If funding periods are set without sufficient regard to real-world service availability (including thin markets, wait lists, or workforce shortages), participants may be unable to implement supports within the period, undermining plan stability and increasing the likelihood of review activity (including consideration of decisions about funding periods and plan management). Rules and guidance should support funding-period settings that are workable in practice and responsive to participants’ circumstances

Thank you for the opportunity to contribute to the consultation on New Framework Planning. We support reforms that improve transparency, consistency and participant experience, and we urge that the rules and guidance embed practical safeguards so participant rights and outcomes are protected in implementation. We would welcome ongoing engagement as the framework is refined and rolled out.

From Steel to Support

hello@inclusiontree.com.au — Tue, 24 Feb 2026 01:58:45 +0000

From Steel to Support:

Rick Scammell’s First Year at Inclusion Tree

At Inclusion Tree, our strength is our people, their unique stories, resilience, and dedication. As we celebrate Support Coordinator Rick Scammell completing his first year with us, we sat down to reflect on his incredible journey from casual worker to a full-time, indispensable member of our team.

Rick’s path to support coordination is anything but ordinary, and it’s this unique perspective that makes him such a passionate advocate for our participants.

The Outdoorsman from Warwick

Based in Warwick, QLD, Rick services a vast area stretching from Brisbane out to Goondiwindi and down to the QLD/NSW border. Outside of work, he’s a dedicated husband and father who prioritises time with his family and is also an avid adventurer. You’ll find him exploring rainforests, camping by the dam, or out on the water in his boat. He even has a unique bucket-list ambition: to fly a helicopter one day. “They said they’d be more than happy to help me do that,” Rick says with a smile. “It’s something I definitely want to tackle.”

A Life-Changing Event

Rick’s career before Inclusion Tree was in the intensely physical world of steel fixing and concreting, working on major projects like stadiums. A dirt bike accident, which left him with a T4 spinal cord injury, meaning from the chest down he is paralysed and requires the use of a wheelchair, meant an immediate end to that trade.

“Steel fixing was instantly out of the picture,” Rick recalls. After recovery, he transitioned into office administration for his old company, a role he admits he hated. Seeking a more fulfilling path that could accommodate his new circumstances, he began searching for a career that offered both purpose and flexibility.

Finding a Home at Inclusion Tree

Frustrated by rejections from other employers when he mentioned his wheelchair, Rick’s persistence led him to Inclusion Tree through a serendipitous connection. A conversation with a Plan Manager led to a phone call with his now Team Leader Kelly Dines.

“The biggest surprise for me,” Rick shares, “was how Inclusion Tree is actually structured the way they say it is. The directors… they don’t think they’re better than you. If you have an issue, you ring someone and ask, and it’s not a problem. That open-door policy is real.”

This culture of genuine support and flat hierarchy was a stark and welcome change from the rigid environments of his past.

A Year of Growth & Gratitude

Now, a year into his role, Rick has built a caseload of over 20 participants, largely through word-of-mouth and colleague referrals, a testament to the trust he builds. He sees his biggest achievement not as a single event, but in the daily progress.

“I feel good because I get to help people. Getting someone the funding they truly need feels awesome,” he says. “But it’s a two-edged sword. When the NDIS knocks something back, it cuts just as deep. You really feel for the participant.”

He’s also come to deeply appreciate the unique layers of support within Inclusion Tree, especially the Culture Stewards. “You might say something in passing on a call, and they’ll ring the next day just to check in on you. They actually do what they say they’re going to do.”

Looking Ahead & Words of Wisdom

For the future, Rick is focused on continuous learning, with an interest in the mental health space. He aspires to maybe grow into a Team Leader or Culture Steward role himself, to pay forward the guidance he’s received.

His honest advice for anyone considering this career leap?

Find the right company that will invest in training you, even remotely.
Be meticulous. “Do what you say you will do. If you don’t, you just look like a fool. For people relying on you, that follow-through is everything.”
Check your assumptions. “That’s my steepest learning curve. Always double-check, because if you assume, you’ll rock up to a meeting and nobody’s there.”

What Makes Inclusion Tree Different?

When asked what other companies could learn from his experience here, Rick is clear: “Actually, having that open communication with management. There are no silly questions, only the ones you don’t ask.”

Rick’s journey from the physical grit of steel fixing to the empathetic precision of support coordination embodies the resilience and heart at the core of our work. We are so proud of his first year and excited to support him as he continues to grow, learn, and make a profound impact on the lives of his participants.

Welcome to the team, Rick. Here’s to many more years of adventure and achievement.

Inclusion Tree is always looking for passionate, driven individuals to join our team. If Rick’s story resonates with you, explore our careers page to see how you can grow with us.

NDIS Your Way: A guide to Service for One

hello@inclusiontree.com.au — Thu, 19 Feb 2026 06:28:01 +0000

NDIS Your Way: A guide to Service for One

We were lucky enough to be a part of the Inclusion Support Solutions Webinar about the Service for One model. We would like to make the Webinar resources available to anyone who would like to know more.

Below you will find presentation slides, course resources, and a recording of the webinar. If you have any questions about the Service for One model reach out to use on 1300 126 123 or email hello@inclusiontree.com.au.

Presentation Slides:

Webinar Assets

Webinar Recording

The Telepathy Tapes Podcast

hello@inclusiontree.com.au — Tue, 27 Jan 2026 05:55:24 +0000

The Telepathy Tapes Podcast: Amplifying Ability, Talent, and Contribution

At Inclusion Tree we are always on the look out for things we can put a spotlight on to either help people in the community and we have found a podcast that we think does exactly that.

In a world that is slowly learning to see beyond labels, The Telepathy Tapes Podcast stands as a vibrant reminder that people with disabilities aren’t defined by their challenges; they’re elevated by their gifts. Each episode offers a refreshing, deeply human look into the creativity, intelligence, humour, and innovation within disability communities.

Rather than focusing on limitations, the podcast turns the spotlight toward the extraordinary talents and contributions that people with disabilities bring to society, often in ways the world overlooks.

A Platform Built on Respect, Curiosity, and Celebration

The Telepathy Tapes embraces a simple but radical idea: everyone communicates, everyone contributes, and everyone deserves to be heard. Guests aren’t interviewed as subjects of inspiration or sympathy; they’re welcomed as thinkers, storytellers, makers, and experts in their own lived experience.

Listeners encounter artists with rich creative visions, professionals reshaping their industries, advocates driving systemic change, and innovators whose problem‑solving abilities were born from navigating a world not built for them. The result is a tapestry of voices that challenges assumptions and expands our understanding of what talent looks like.

Talent Often Grows in Places the World Doesn’t See

People with disabilities develop unique strengths through lived experience, strengths that the podcast surfaces beautifully.

Creative Perspective

Neurological and sensory differences often lead to original thinking, unconventional approaches, and artistic brilliance. Episodes featuring visual artists, musicians, and writers demonstrating how diverse minds produce work that surprises, delights, and provokes reflection.

Adaptive Innovation

Living in a world not designed for you builds problem‑solving skills. Many guests share how they’ve engineered new methods, tools, or routines not only for themselves but also for others who benefit from their ingenuity.

Emotional Intelligence & Empathy

Disability frequently fosters resilience, patience, and deep emotional insight. These qualities shine through the conversations, reminding listeners that leadership and contribution come in many forms.

Determination & Authenticity

The Telepathy Tapes showcases individuals who navigate barriers with tenacity and humour. Their stories aren’t framed as “against all odds,” but as real examples of human grit, creativity, and personality.

Moving Past Stereotypes: Framing People as Contributors, Not Charities

One of the podcast’s greatest strengths is its refusal to reduce disability to a narrative of struggle. Instead, it models what true inclusion sounds like: curiosity rather than pity, respect rather than assumptions, and partnership rather than patronisation.

By highlighting everyday successes and diverse achievements, the podcast reframes disability as a valued social identity rather than a deficit. It offers listeners a chance to shift from seeing people with disabilities as recipients of care to recognising them as contributors, creators, citizens, entrepreneurs, leaders, and colleagues.

A Growing Community, A Powerful Cultural Voice

With each episode, The Telepathy Tapes is building a community, one connected not by diagnosis, but by the celebration of shared humanity. Family members, educators, support workers, employers, and allies find insight in the stories. People with disabilities find representation, connection, and pride.

The podcast has quickly become more than a platform. It’s a movement pushing us toward a world where:

communication differences are valued,
contribution is recognised in all its forms,
and disability is understood not as a limitation but as a natural, meaningful part of human diversity.

Why This Podcast Matters Now More Than Ever

As discussions about inclusion and accessibility grow louder, The Telepathy Tapes steps in with something society often misses: an authentic chorus of voices from people with lived experience.

It inspires us to ask:

What brilliance have we overlooked because we focused on limitations instead of strengths?
How much richer could our communities be if we created space for every voice?
And how do we build environments where contribution isn’t measured by narrow expectations but celebrated in all the ways it naturally shows up?

The answers lie in stories, stories the podcast brings forward with honesty, humour, and heart.

Listen, Learn, and Celebrate

If you’re looking for a podcast that expands your thinking, deepens your empathy, and introduces you to incredible people you’ll wish you had met sooner, The Telepathy Tapes deserves a spot in your playlist.

It’s more than a series of conversations.
It’s a celebration of human diversity.
It’s an invitation to rethink ability.
And above all, it’s a reminder that talent, value, and contribution thrive in every community, often in the most surprising and beautiful ways.

A Deep Dive into Duty of Care and Dignity of Risk in NDIS Support

hello@inclusiontree.com.au — Fri, 23 Jan 2026 05:24:23 +0000

A Deep Dive into Duty of Care and Dignity of Risk in NDIS Support

At Inclusion Tree, we believe every individual has the right to author their own story. As an NDIS provider, we are dedicated to fostering genuine inclusion and empowerment by balancing two essential principles: Duty of Care and Dignity of Risk. While these concepts form the bedrock of ethical support, misunderstandings often lead to practices that unintentionally limit autonomy and growth. This blog post clarifies these principles and shares how we achieve this balance at Inclusion Tree so we can uphold the rights and ambitions of those we support.

The Spectrum of Support: Defining the Extremes

To understand the relationship, it’s helpful to visualise a Weighing scale. On one end sits Duty of Care, and on the opposite end, Dignity of Risk. They are not enemies, but complementary forces that require careful calibration.

Duty of Care is our unbreakable legal and ethical duty. Everyone in our organisation must avoid doing anything that could harm a participant. Duty of care exists to prevent harm from services like ours and to protect people from neglect or abuse on our part. Some believe duty of care means shielding people from themselves or their mistakes, but this goes too far. The real point is to keep people safe from harm we could cause. Our job is to make sure our actions never injure anyone.

Dignity of Risk is the equally vital human right to self-determination. It is the recognition that taking risks, making choices, and learning from subsequent success or failure is intrinsic to a life of dignity, self-esteem, and personal development. As eloquently framed by Robert Perske in his seminal 1972 work, an “oversupply” of protection “can smother people emotionally, squeeze the life out of their hopes and expectations, and strip them of their dignity.” Every day, people without disabilities make choices involving risk, from financial investments to dietary habits to travel adventures. Dignity of risk asserts that having a disability does not forfeit this universal right to engage in life’s rich and sometimes risky tapestry.

A Necessary Paradigm Shift: Where We Begin Matters

Historically, disability and aged care services have defaulted to the Duty of Care end of the spectrum. Driven by a paternalistic desire to keep people “safe,” services often created highly controlled environments. This overprotection, while perhaps minimising physical risk, frequently resulted a profound limitation on personal freedom, leading to learned helplessness, diminished self-confidence, and psychological harm.

The modern ethos, embodied in the United Nations Convention on the Rights of Persons with Disabilities and the NDIS’s participant-centric model, mandates a paradigm shift. Our starting point must always be Dignity of Risk.

We begin with the assumption that every adult we support has the right to make decisions about their own life. Our role is not to veto but to support. From this foundation of respect and autonomy, we may, in specific, legally defined circumstances, need to discharge our duty of care. We move cautiously from dignity toward duty, not the other way around. This is more than a procedural change; it is a profound philosophical commitment to viewing participants as the experts in their own lives.

The Legal Boundaries: When Duty of Care Rightfully Intervenes

Respecting autonomy is absolute, but it is not without boundaries defined by law and ethics. Our duty of care obligates us to intervene in clear, narrow circumstances:

Imminent Risk of Death or Permanent, Serious Disability: This is a high threshold. An example is an imminent suicide risk, where specific mental health legislation provides a framework for intervention to preserve life. It does not refer to minor injuries or common health risks associated with everyday choices.
Formally Determined Lack of Capacity: This is a critical point. A support worker or provider cannot unilaterally decide that a person lacks capacity. This is a formal legal determination made by a tribunal or court, following a rigorous process that considers medical evidence and the person’s circumstances. It is never our casual judgement.
Involuntary Treatment Orders (e.g., Community Treatment Orders – CTOs): When a specific legal order mandates treatment, our role is to comply with and support its implementation.

In all these exceptions, the key is that the limitation on choice originates from a formal legal process, not from our own discomfort or risk aversion.

Applying the Framework: Everyday Questions Answered

This clarity helps navigate common dilemmas:

“But what about smoking or an unhealthy diet?” Here lies the perfect test for bias. Ask: “Would I have the right to make this choice for myself?” The answer is almost always yes. Adult citizens regularly make lifestyle choices that carry long-term health risks. The people we support retain that same dignity of risk. Our role is to provide accessible information on health impacts, not to impose a prohibition we would not accept for ourselves.
“Aren’t we neglecting people if we let them take risks?” This fear confuses balance with extremism. The continuum has two harmful poles: Overprotection on the duty-of-care end, with Neglect on the dignity-of-risk end. Neglect is a serious legal concept requiring proof of three elements: a duty existed, reasonable steps were not taken, and a serious injury resulted. We actively avoid both ends of the spectrum.

The Inclusion Tree Approach: Supported Decision-Making as Our Compass

We reject a guardianship model in favour of Supported Decision-Making. This means we provide the tools, information, and confidence for individuals to make their own informed choices. To uphold our duty of care within this model, our teams are rigorously trained in taking reasonable steps:

Collaborative Risk-Benefit Analysis: We engage in open, respectful conversations. “What are the potential benefits of this decision? What might the risks be? How could we manage those risks together?” This is a partnership.
Proportional Documentation: We clearly document these discussions, the participants’ expressed wishes, and any agreed-upon risk mitigation strategies. This creates a transparent record of the support process.
Utilising Team and Policy Infrastructure: No support worker is alone in this balance. We leverage team meetings, clinical supervision, and our clear organisational policies to guide complex situations. Referring to these resources is a “reasonable step” that protects both the participant and the supporter.
Focus on the “Least Restrictive Alternative”: In any situation, we ask, “What is the option that provides the necessary support while intruding the least on the person’s autonomy and freedom?”

Our Unwavering Commitment

The journey toward a truly inclusive society is paved with the recognition that a life without risk is a life without meaningful growth. At Inclusion Tree, we are not risk eliminators; we are facilitators of empowered living. We stand beside you, providing the scaffold for your choices, not the cage.

We follow Max Barrows’s advice: “Life is about learning from the mistakes that you make… please don’t protect us too much or at all from living our lives.” Our promise is to support your right to take risks, care for you responsibly, and help you build the life you want. If you want to talk about how these ideas affect your support plan, please speak with your Inclusion Tree coordinator. Together, we can make sure your support helps you reach new possibilities, not hold you back.

Because inclusion, at its heart, is about having the freedom, the support, and the dignity to write your own story, one choice at a time.

Counsellor

hello@inclusiontree.com.au — Thu, 08 Jan 2026 00:39:22 +0000

Counsellor

Job Type: Contractor Role with Pathway to Permanent Employment (Flexible Hours Supporting Work-Life Balance)
Award: Social, Community, Home Care and Disability Services Industry Award
Location: Work from Home and in the Community (Flexible to fit your life and participants’ needs)

Be the Guide on the Journey to Wellbeing

At Inclusion Tree, we believe in the power of compassionate support to unlock potential and foster genuine independence. We are a national NDIS provider dedicated to human-centred, trauma-informed, and strengths-focused services. We don’t just offer counselling; we co-create pathways to resilience, joy, and confidence by adapting our approach to fit the unique person, not the other way around.

We are looking for a heartfelt and skilled Counsellor to join our multidisciplinary team. If you believe in a holistic perspective, where your role is to understand the individual within their world and empower them to navigate it confidently, this is your opportunity to make a profound difference.

Your Role: A Catalyst for Confidence and Independence

You will be a trusted ally, providing a safe and supportive space for individuals to explore challenges, refine goals, and build the skills to carry out everyday tasks with renewed confidence.

You will be the cornerstone of their progress, focusing on:

Personalised Partnership: Delivering individualised, evidence-based counselling and therapy that honours each person’s unique journey.
Goal-Oriented Support: Working collaboratively with participants and their families to identify meaningful goals and implement person-centred intervention programs.
Holistic Collaboration: Actively contributing as a key member of our multidisciplinary team, sharing insights and supporting the collective growth of both participants and colleagues.
Seamless Connection: Providing flexible support through a mix of telehealth and community-based sessions, ensuring accessibility and continuity of care.
Empowering Documentation: Meticulously reviewing progress and maintaining clear records to celebrate milestones and guide the path forward.

Your work will enable people to move from feeling overwhelmed to feeling capable, building a foundation for lasting independence.

You Are the Heart and Mind We’re Looking for If You Have:

Essential Criteria:

A Bachelor of Counselling or equivalent qualification.
A compassionate and empathetic nature, with a genuine, unwavering interest in improving the wellbeing of others.
High-level communication skills, written, verbal, and non-verbal, to build trust and understanding.
Exceptional time management and interpersonal skills, with a demonstrated ability to work both autonomously and as part of a supportive team.
Unshakeable integrity, reliability, and ethical practice.
The flexibility and skill to provide effective Telehealth consultations.
A commitment to ongoing professional development aligned with our clients’ needs.
A current Driver’s License, First Aid Certificate, and a willingness to complete NDIS Quality and Safeguards Commission training.

Why You’ll Thrive with Us:

Purpose-Driven Flexibility: Enjoy the autonomy of a casual role with the potential for full-time hours, blending focused remote work with meaningful community connection.
Genuine Person-Centred Practice: We give you the space and trust to adapt your approach, ensuring the environment fits the person. Your holistic perspective is valued here.
Intentional Growth Culture: We invest in you. Through our ‘We-Flow’ principles, you’ll receive regular supervision, team support, and professional development to nurture both your personal resilience and clinical expertise.
Collaborative Environment: Be part of a multidisciplinary team were sharing knowledge and supporting each other’s growth is part of our daily practice.

Inclusion Tree is an Equal Opportunity Employer. We hire based on merit and are passionate about building a diverse and inclusive team. We warmly encourage applications from all backgrounds.

Ready to Foster Confidence and Wellbeing?

To apply, please prepare a typed application that includes:

A statement against each of the Essential Criteria, using specific examples from your experience to demonstrate how you meet them.
Your current resume.
A copy of your relevant academic qualifications, Driver’s License, and First Aid Certificate.
Contact details for two recent work-related referees (one should be a recent supervisor).

Submit your application via the ‘APPLY NOW’ button below.

Download the full job/role description HERE!

Apply today and help us cultivate a future where everyone thrives.

Behaviour Support Practitioner

hello@inclusiontree.com.au — Thu, 08 Jan 2026 00:27:33 +0000

Behaviour Support Practitioner

Job Type: Contractor Role with Pathway to Permanent Employment (Flexible Hours Supporting Work-Life Balance)
Award: Social, Community, Home Care and Disability Services Industry Award
Location: A dynamic blend of Work from Home and in the Community

More Than a Plan: A Pathway to Freedom

At Inclusion Tree, we see behaviour support not as management, but as liberation. Our mission is to unlock a life of dignity, connection, and joy for every person we support. We are a national NDIS provider, passionate about co-creating human-centred, trauma-informed, and strengths-focused solutions.

We believe true change happens when we compassionately inquire and innovate together. Now, we’re looking for a dedicated Behaviour Support Practitioner who shares our vision: to reduce and eliminate restrictive practices by understanding the individual, not just the behaviour.

This is your chance to apply your expertise where it matters most, transforming challenges into opportunities for growth and safeguarding the quality of life for people with disability.

Your Role: Architect of Positive Change

You will be the guiding expert who moves beyond intervention to true understanding. Your work will be the cornerstone of a participant’s journey toward greater autonomy and wellbeing.

You will be the catalyst for positive change, focusing on:

Deep Analysis: Conducting Functional Behaviour Assessments to uncover the root causes of behaviours of concern.
Strategic Creation: Developing, implementing, and reviewing robust, individualised Behaviour Support Plans (BSPs) that are responsive and evidence based.
Championing Dignity: Actively working to report, reduce, and eliminate the use of restrictive practices, always advocating for the least restrictive options.
Building Capability: Providing training and support to participants and their circles of support, empowering them with knowledge and practical strategies.
Ensuring Excellence: Lodging comprehensive BSPs with the NDIS Commission and upholding the highest standards of practice and compliance.

Your expertise will directly lead to outcomes where:

Each participant’s quality of life is visibly improved.
Restrictive practices are faded and eliminated.
Support networks are confident, capable, and compassionate.

You Are the Ideal Candidate If You Have:

Essential Criteria:

A relevant Degree in Behaviour Support, Psychology, Social Work, Allied Health, or a related field.
Proven experience in the assessment and development of behaviour support plans.
Professional registration with a relevant body (e.g., AHPRA, AASW).
A solid, practical understanding of the NDIS, Behaviour Support Practice Standards, and restrictive practices legislation.
The creativity and adaptability to develop person-centred solutions and the project management skills to see them through.
Excellent communication skills and the ability to build trust with participants, families, and community networks.
A deep, demonstrated commitment to a strengths-focused, trauma-informed approach.
Intermediate to advanced Microsoft Office skills.
A commitment to meeting all NDIS Quality and Safeguards Commission requirements.

Why You’ll Thrive at Inclusion Tree:

Purpose-Driven Flexibility: A casual role offering up to full-time hours, giving you autonomy and a healthy work-life balance while you engage in deeply meaningful work.
Work Your Way: A flexible model that blends the focus of working from home with the connection of community-based support.
Intentional Growth Culture: We invest in you. Through our ‘We-Flow’ principles, you’ll receive regular supervision, peer support, and professional development to nurture your clinical practice and personal growth.
Genuine Impact: See the tangible results of your work as you help people move from crisis to stability, and from restriction to freedom.

Inclusion Tree is an Equal Opportunity Employer. We hire based on merit and are dedicated to building a diverse and inclusive team. We warmly encourage applications from all backgrounds.

Ready to Build a Future Without Restrictions?

To apply, please prepare:

A typed statement addressing each of the Essential Criteria above, using clear examples from your experience.
Your current resume.
A copy of your relevant academic qualifications and proof of professional registration.
Contact details for two recent work-related referees (one should be a recent supervisor).

Submit your application via the ‘APPLY NOW’ button below.

Download the full job/role description HERE!

Apply today and help us cultivate a future where everyone thrives.

Support Co-ordinator

hello@inclusiontree.com.au — Thu, 08 Jan 2026 00:17:52 +0000

Support Co-ordinator

Job Type: Contractor Role with Pathway to Permanent Employment (Flexible Hours Supporting Work-Life Balance)
Award: Social, Community, Home Care and Disability Services Industry Award
Location: A dynamic blend of Work from Home and meaningful Community engagement

Be the Architect of Possibility

Do you believe that with the right support, every person can build a life of their own design? At Inclusion Tree, we do. We are a national NDIS provider on a mission to deliver human-centred, trauma-informed, and strengths-focused supports. We don’t just coordinate services; we co-create solutions, compassionately inquiring and innovating alongside the people we serve.

Now, we’re looking for a passionate Support Co-ordinator/Specialist to be the vital link between vision and reality. This isn’t just a job, it’s a role where your creativity, resourcefulness, and dedication directly unlock potential, build resilience, and foster genuine independence.

The Role: Your Impact in Action

As an Inclusion Tree Support Co-ordinator, you are the trusted guide and ally. You are empowered with exclusive control to source services and creatively manage budgets, all focused on one goal: strengthening a participant’s ability to steer their own life.

You will be the catalyst for change, focusing on:

Creative Navigation: Using NDIS budgets ingeniously to implement plans and achieve meaningful goals.
Building Resilience: Providing crisis resolution and developing long-term capacity, not just quick fixes.
Masterful Coordination: Sourcing and facilitating a complex web of supports, linking formal, mainstream, and community services seamlessly.
Active Partnership: Regularly adjusting supports as participants’ needs evolve and celebrating their progress every step of the way.
Fostering Independence: Building confidence and capability so participants gain the skills to need less support in the future.

In short, you ensure that every participant experiences genuine choice, control, and connection.

You Are the Ideal Candidate If You Have:

A Diploma/Certificate IV in Community Services, Disability, or related field (or equivalent lived/professional experience).
A solid understanding of the NDIS and a passion for helping others navigate it.
Proven experience working with people with disability, their families, and community networks.
The creativity and flexibility of a problem-solver, and the organisation of a project manager.
Excellent communication skills and the ability to self-manage and prioritise.
A deep, demonstrated commitment to strengths-based, person-centred practices.
Intermediate to advanced skills in Microsoft Office.
A commitment to complete the NDIS Quality and Safeguards Commission training.

Why You’ll Thrive at Inclusion Tree:

Purpose-Driven Flexibility: Enjoy the autonomy of a casual role with up to full-time hours, blending community connection with the comfort of working from home.
Genuine Trust & Autonomy: You are trusted with real authority, to make decisions, creatively use budgets, and source the best supports for your participants.
Intentional Growth Culture: We invest in our people. Through our ‘We-Flow’ principles, you’ll receive support, supervision, and development to nurture both your personal and professional journey.
Make a Tangible Difference: See the direct outcomes of your work as you help people move from uncertainty to confidence, from planning to living.

Inclusion Tree is an Equal Opportunity Employer. We hire based on merit and are dedicated to building a diverse and inclusive team. We warmly encourage applications from all backgrounds.

Ready to Build Bridges to Independence?

To apply, please prepare:

A typed statement addressing each of the Essential Criteria above, using examples from your experience.
Your current resume.
A copy of your relevant qualifications.
Contact details for two work-related referees (one should be a recent supervisor).

Submit your application via the ‘APPLY NOW’ button below.

Download the full job/role description HERE!

Apply today and help us cultivate a future where everyone thrives.