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Disability: Information for managers and human resources professionals

As a manager or human resources professional you have a responsibility to make sure that employees with disability are given a ‘fair go’ and have access to the same opportunities as other people.

It is important to understand that people with disability are not a homogenous group. People with disability have a wide variety of conditions and impairments, including physical, sensory, mental and intellectual. The severity and longevity of these conditions and impairments, combined with social and environmental barriers, give rise to unique experiences of disability.

Reasonable adjustments

Making reasonable adjustments means managers can confidently recruit people with disability and retain them in employment. Being aware that everyone is different is a key principle. However common types of reasonable adjustment can include:

Reasonable adjustment examples

Adjustments to the workplace, equipment or facilities, including provision of additional software or equipment

  • voice activated software for someone that cannot type for long periods
  • ergonomic equipment

Adjustments to work-related communications including the form or format in which information is available

  • providing documents to a person with visual impairment in text format rather than as scanned images

Adjustments to work methods

  • providing additional training or mentoring
  • shifting minor tasks that are inordinately hard to other team members

Adjustments to work arrangements, including in relation to hours of work—e.g. part-time work or flexible work arrangements

  • change of working hours to part-time, perhaps starting and finishing later.
  • time off work for rehabilitation

The Disability Discrimination Act 1992 requires employers to make reasonable adjustments so a person with disability does not have difficulty in employment. The majority of adjustments cost very little.

Reasonable adjustment in recruitment

Reasonable adjustments in the selection process allow people with disability to compete fairly for employment. They may be needed at the pre-interview, interview and assessment stages.

There is no exhaustive list of the kinds of changes can be made to a selection process or the way in which duties are performed. There are many different types of limitations and barriers to employment, and they affect people with disability in highly individual ways. For example, a person who cannot type may need voice activated dictation software, which in large organisations often can be provided without undue expense.

All good employers will ask the person with disability what it is they need to be able to participate equally as a first step to assessing what is a reasonable adjustment, and keep them informed throughout.

Making a decision

Individual managers are not expected to be experts in this area or make these decisions alone. Employers often choose to and are encouraged to seek advice about reasonable adjustment from expert sources (click here to access free expert advice via JobAccess).

Nevertheless, the final decision on what type of adjustment should be provided rests with the employer: employers are not bound to accept one form of advice over another and should exercise their own judgement. The first question is whether it works, that is, whether it allows that employee to participate fully in a way that suits their unique circumstances.

Publications and resources

Ability at Work – Tapping the Talent of People with Disability

A toolkit developed to assist agencies in their efforts to improve the way that they attract and retain people with disability.

Working Better Together

This publication provides assistance to disability support providers and others involved in supporting employment of people with disability.

Employment of People with Disability in the APS – Management Advisory Committee Report 6

This document provides a framework to increase employment of people with disability in the APS.

Getting that selection right

A comprehensive training program focusing on merit-based assessment, defining what your agency needs and wants, and applying these requirements to selection processes.

Supporting staff with mental health issues

This program provides you with skills, advice, assistance and support required when working with people living with emotional and psychological illness.

Commonwealth Government resources

JobAccess

JobAccess is an information and advice service funded by the Australian Government. It offers help and workplace solutions for people with disability and their employers.

Employment Assistance Fund

The Employment Assistance Fund helps people with disability and mental health condition by providing financial assistance to purchase a range of work related modifications and services.

Workplace Adjustment Tool

The Workplace Adjustment Tool is a searchable database of products and solutions that can remove barriers in the workplace for people with disability.

Supported Wage System

The Supported Wage System aims to increase employment opportunities for people with disability by providing a framework that enables the legal payment of a productivity-based, or pro-rata wage.

Wage Subsidy Scheme

The Wage Subsidy Scheme offers financial assistance through wage subsidies to employers who employ Disability Employment Services participants.

National Disability Recruitment Coordinator (NDRC)

The National Disability Recruitment Coordinator service aims to increase the number of job vacancies available to Disability Employment Services for people with disability.

Disabled Australian Apprentice Wage Support

Disabled Australian Apprentice Wage Support is an Australian Government incentive payable to an employer who employs an apprentice who satisfies the disability eligibility criteria.

Work Experience Activities

Work experience is a part of the Australian Government’s employment service, Job Services Australia.

JobAccess recruitment advice

JobAccess provides advice about improving the recruitment process to attract people with disability.

National Disability Strategy

The National Disability Strategy sets out a ten year national plan for improving life for Australians with disability, their families and carers. It represents a commitment by all levels of government, industry and the community to a unified, national approach to policy and program development.

Disability Rights

The Australian Human Rights Commission’s homepage on the rights of people with disability

Complaints about discrimination

State and Territory anti-discrimination agencies

Peak bodies and not-for-profit organisations

(Note: these links are provided for information purposes. The APSC does not endorse or take responsibility for their content.)

 

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