The Centre for Workplace Leadership, in consultation with the Australian Network on Disability, examined ‘best-practice’ organisations in Australia to understand how they utilised workplace adjustments towards the inclusion of people with disability in the workplace.
Increased participation in the workforce for people with disability and their families and carers produces benefits for the individuals participating, as well as for the wider Australian economy. The analysis presented here investigates the employment experience of NDIS participants and their families and carers, including factors associated with positive employment outcomes.
“It is about understanding how people with disabilities do things differently. We can still work and love to work and be included. It gives us a real purpose.”
Nearly half of all employed National Disability Insurance Scheme recipients over 25 are working for an Australian Disability Enterprise, while just 33 per cent are working in mainstream employment at full award wages, new data has revealed.
Many companies overlook workers with autism. Here’s why they miss out when they do so and what they can do to make sure that autistic employees thrive in the workplace.
The Remove the Barrier campaign, launched by the Dylan Alcott Foundation on Tuesday, aims to remove the visible and invisible barriers that prevent people with disability from finding work. Despite one in five people in Australia living with disability, only 54 per cent of people with disability have employment, with few initiatives in place to shift the statistic.
Just one in three Australian businesses hire people with a disability, despite most claiming they were willing to do so, according to a study of over 1200 businesses by the Department of Social Services.
Tom Mangan, General Manager – Workforce Solutions at Community Solutions, said that as a Disability Employment Services his team are always working to overcome these barriers.
For those with disabilities, it’s not just hard getting a job, it can be a struggle to feel secure and challenged, say two Australians with firsthand experience.
Most recruiting occurs from the perspective of the perceived ‘best available candidate’, according to Matt Little, CEO at CoAct.
Even in large organisations who implement implicit strategies to increase the representation of people with a disability, the ingrained HR policies and processes are designed to filter out less credentialed candidates, added Little.
One of the biggest barriers, when it came to employing people with disability, was hiring managers that believed employing someone with a disability would make their life too hard.
“We’ve got a lot of HR, diversity and inclusion professionals who are trying to implement unconscious bias training and diversity policies, but until hiring managers get themselves past this point of thinking a person with a disability is only going to make more work for them, we aren’t getting anywhere,” Kelly Schultz said.
Do disability-related choices translate to a boost in employment and, if not, how can the scheme be improved to promote this personal goal?
Those with disability experience more discrimination than any other group within society. Of all discrimination cases lodged with the Australian Human Rights Commission in 2016-17, 37 per cent were on the grounds of disability. Only 48 per cent of working-age people with a disability have a job, compared with 79 per cent of those without disability, according to 2015 ABS data.
This toolkit includes short video guides and downloadable resources with practical advice on disability and employment – from inclusive policies and recruitment, to workplace changes and managing staff. Topics covered in this program include disability employment basics, fundamentals for organisations, recruiting people with disability, getting your workplace ready and managing your team. This toolkit is freely available online and can be completed at your own pace.
A study commissioned by autism peak body Amaze, and described as an Australian-first by its authors, surveyed the employment experiences of those living with autism and their carers, as well as attitudes towards autistic people in the workforce.
One of the perennial topics of conversation about diversity, centres on how to shift culture. We need to shift culture so that diverse people will be attracted to an organisation and stay as employees or customers.