Overview
Initiative type
Model of Care
Status
Deliver
Published
June 2026
Summary
Children's Health Queensland's (CHQ)’s introduction of the Hidden Disability Sunflower (HDS) program is a response to stakeholder feedback and improves support for consumers and staff with non-visible disabilities, so everyone feels safe, seen and supported.
Dates: January 2025 - ongoing
Implementation sites: Children's Health Qld (CHQ)
Partnerships: Family Advisory Council, Family Centred Care Committee, Young Person Focus Group, Disability Inclusion Action Plan Advisory Group (members with lived experience)
Aim
The HDS project strengthens CHQ’s ability to recognise hidden disabilities and provide inclusive, responsive healthcare and workplaces.
Outcomes
Initial outcomes:
- Strong implementation momentum toward 80% staff compliance
Projected outcomes:
- Improved recognition and response to hidden disabilities
- More efficient and supported patient flow
- Connected and consistent workforce practice
- Projected improvement in child, family and staff experience
- Foundation for future measurement and evaluation
Background
Many children, young people, families and staff at CHQ live with hidden disabilities such as autism, ADHD, dyslexia, hearing and vision differences. These disabilities are often invisible, and without consistent recognition or understanding, they can lead to distress, miscommunication, unmet needs, and inequitable experiences within healthcare and workplace settings.
Prior to this project, CHQ has lacked a consistent, organisation-wide framework to guide staff in recognising hidden disabilities and implementing practical, timely adjustments. This has meant that patients and families with hidden disabilities often had to repeatedly explain their needs, creating stress, delays in care, and disruption to patient flow. Staff similarly reported uncertainty and lack of confidence in supporting individuals with hidden disabilities, particularly in high-pressure clinical or service environments, which affected workforce wellbeing and care quality.
Employees with hidden disability have expressed concerns about disclosing disabilities. The central problem being addressed by the Hidden Disabilities Sunflower project is how to build a shared understanding, language and approach that:
- Supports children, young people, families and caregivers with hidden disability to feel safe, seen, and supported;
- Equips the CHQ workforce with practical knowledge and confidence to respond consistently and inclusively;
- Enhances organisational coordination and opens communication about disclosure and adjustments;
- Strengthens inclusion for employees with hidden disabilities, improving participation and confidence in the workplace.
By addressing these gaps, the project aims to create safer, more inclusive experiences for consumers and staff, improve patient flow, and embed disability awareness and inclusive practice across the organisation.
Methods
The initiative began with identifying the need to strengthen CHQ's organisational capability in supporting people with hidden disabilities. Extensive stakeholder consultation, engaging approximately 900 employees and consumers with lived experience, highlighted strong support for joining the Hidden Disabilities Sunflower (HDS) program as part of CHQ's inaugural Disability Inclusion Action Plan (DIAP) development.
Following consultation, CHQ explored membership with an HDS representative and the AU/NZ healthcare community of practice. A proposal for corporate membership was presented to the Executive Leadership Team, emphasising alignment with CHQ's strategic plan, values, and DIAP objectives. The proposal was endorsed, funding approved, and corporate membership purchased, including a commitment to train 80% of employees before public launch.
Implementation options, including site-specific pilots versus organisation-wide rollout, were considered. CHQ opted for a whole-of-organisation approach to leverage DIAP launch momentum and provide a consistent experience for consumers and employees, supported by HDS champions across sites. An HDS representative worked with CHQ to develop a tailored implementation plan.
The rollout began with a week-long, in-person drop-in training blitz and recruitment of HDS champions immediately after the DIAP launch. Ongoing strategies include sharing the HDS training video during team meetings, enabling asynchronous completion via CHQ's Learning Management System (LMS), and communicating progress through internal communications and the Disability and Neurodivergence SharePoint portal. Managers can monitor compliance through the LMS dashboard, targeting 80% staff participation. Participation incentives include sweets, Sunflower supporter stickers and lanyards, and friendly competition.
Next steps focus on sustaining engagement and embedding capability: developing relationships with champions, expanding resources, ongoing monitoring and reporting, integrating training into onboarding and required learning pathways, and embedding HDS principles into Performance, Coaching and Development (PC&D) processes. Future initiatives include the 2026 public launch (the staff training target ensuring staff readiness to recognise and support people with hidden disabilities) and development of contextualised e-learning modules through a grant, with separate modules for healthcare/consumer and workplace/employee focus.
This structured, organisation-wide approach continues to build workforce competence, create consistent experiences for consumers and employees with hidden disabilities, and embed sustainable disability inclusion practices across CHQ.
Discussion
Success for the HDS initiative relies on an organisational culture that values diversity and inclusion, strong leadership support, and alignment with strategic priorities. Early engagement with around 900 employees and consumers with lived experience ensured the approach was relevant, co-designed, and integrated with CHQ's inaugural Disability Inclusion Action Plan (DIAP).
Executive endorsement, funding approval, clear training targets and close partnerships with the Communications team have been key enablers.
Lessons to date highlight the value of co-design, flexible training delivery, and empowered HDS champions. Combining in-person sessions, on-demand learning, and team-based engagement has increased accessibility and participation.
Limitations include the challenge of tracking completion across multiple sites and balancing training with operational demands. Early recruitment of champions and incentives (such as Sunflower lanyards/ stickers, and friendly competition) have strengthened engagement, though embedding mandatory requirements earlier could further accelerate uptake.
Strengths of the approach include whole-of-organisation implementation, clear compliance goals and strong alignment with CHQ values and DIAP objectives. Opportunities exist to further embed HDS principles into onboarding, Performance, Capability & Development (PC&D) processes, and broader workforce development initiatives, supporting sustainability and cultural change.
There is also potential for replication across other QH services where consistent hidden disability awareness can enhance workforce and consumer experiences.
Overall, the initiative demonstrates that the implementation of this opt-in program using an organisation-wide approach supported by leadership and clear structures, can strengthen workforce competence, serve as an avenue to improve consumer and employee experiences, and embed sustainable inclusion practices. While the project is ongoing, these approaches are laying the foundation for lasting cultural change and consistent, high-quality support for people with hidden disabilities across CHQ.
References
CHQ Disability Inclusion Action Plan (DIAP): childrens.health.qld.gov.au/__data/assets/pdf_file/0030/458526/disability-inclusion-action-plan-2025-2029.pdf
What is the Hidden Disability Sunflower?: What is the Hidden Disabilities Sunflower?
Key contact
Natalee Fell | Shannon Dawson
Principal Project Officer - Disability Inclusion Action Plan | Disability Program Director
Children's Health Queensland (CHQ) | Metro North Health