In my view, it all comes down to changing how you approach recruitment and making reasonable adaptations to make it easier for people to work in your company. Remember, there are dozens of different disabilities out there, and you can't and don't have to make your workplace suitable for all of them. Target the ones that your business is better suited to accommodate.
For example, if there are some big portions of your company's operation that are done in front of a computer or can be managed remotely, your business may be perfect for employing people with limited mobility. It's even better if you can easily make your workspace wheelchair accessible.
It may feel less-than-ideal to favor one type of disability over others in your hiring push. But there are a few good advantages to a focused recruitment drive. Chief among them is long-term returns: it is often the case that the adaptations needed to accommodate one worker with a disability can also accommodate 3, 5, or 10 more people with that disability. And the more people you hire with a similar disability, the easier it'll be to help them feel welcomed and set them up for success.
There are plenty of NGOs out there that specialize in helping people with disabilities find work. A good example of this is atWork Australia's disability employment services — see https://www.atworkaustralia.com.au/disability-employment-services/ to learn more — and these NGOs often favor matching people with disabilities with workplaces that already have adaptations for that disability.
Once you narrow your focus, the rest is just a matter of doing your homework and putting in the work. And once you start hiring people, make sure to ask for feedback. Employees who are dealing with disabilities may be hesitant about asking for further changes — especially if you already made a ton of adaptations to bring them on — so it's important to let them know you're willing to make more adjustments if needed.
