Network of employers

Advance the equitable inclusion of people with disability in all aspects of business

Not for profit working with over 130 Australian organisations

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3

Employment system is not working well, but:

“accessible front door” thinking

bi-lateral partnerships

more active sourcing of pipeline talent

naturalising and “owning” workplace adjustments

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Source: http://lmip.gov.au/default.aspx?LMIP/DisabilityEmploymentServicesData/DESOutcomeRatesbyDisabilityType

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% of

National Caseload

Job Placement

Rate (%)

26 Week Outcome Rate (%)

Physical 58 27 21

Psychiatric 35 30 20

Intellectual 10 42 30

Specific Learning 8 47 32

Autism 6 42 30

Neurological 5 30 23

Hearing 3 37 29

Acquired Brain Injury

2 34 23

Vision 2 29 20

Speech 0 41 33

Deafblind 0 34 30

Subject: Employment opportunities Importance: High

To whom it may concern,

My name's Jasmine and I work for a job provider called as a National projects officer.

My role involves marketing both JSA and DES clients and finding them employment Nationwide.

I'm currently trying to place one of our DES legally blind clients Nicole Lehmann, located in Northbridge Victoria, into a customer call centre position.

She has had 12 years experience and is only required to work 8 hours per week.

The company who Nicole works for are entitled to government incentives called wage subsidies.

We can offer the employer $2,000 at her first 13 weeks of employment and again another $2,000 at her first 26 weeks of employment.

If someone could please call me back regarding any job opportunities you might know about, that would be great 02 xxx xxxx

Please find attached Nicoles’ resume.

Kind regards,

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Do you require support or

adjustment during the

recruitment process? If any

please provide further details

We encourage job

seekers/candidates who have

the support of a Disability

Employment Service to provide

relevant contact details here. If

you are successfully appointed,

our managers will be happy to

work with your Disability

Employment Service to ensure a

smooth transition to the job

Woolworths is a diverse organisation with

employees from different cultures and

backgrounds. We represent a slice of

Australia, where 1 in 63 Australians work

for Woolworths. As an employer, we have a

responsibility to know and understand our

workforce. We take this seriously and pride

ourselves on being an Equal Employment

Opportunity (EEO) organisation. This is

about ensuring all employees have equal

access to the opportunities available at

work. The information you provide is

collected for Equal Employment

Opportunities purposes and will be used to

improve our processes in relation to

diversity management and recruitment. If

your application is successful, this

information will be transferred across to our

HR information system.

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Two Australian banks are working hard on disability employment partnerships based on job families

Instead of waiting for people to apply they are going to get them Define the role

Work with provider

Provide the training

Select the best

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PACE

Mentor students with disability to create better understanding from hiring managers about the challenges

Also benefits the student with disability to develop interview, resume and workplace skills

Stepping Into…

Paid Summer or Winter Internships for pen-ultimate year University students

Closes the employment gap for these students in their subsequent graduate applications

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ANZ 35 per year

Created momentum and a culture of asking “what do we need to do differently?”

“People with a disability are part of the community and the workforce should be like that too. ANZ’s target to employ 35 people with a disability each year might not seem like a lot, but you have to start somewhere. It is a learning curve” Hamish McKenzie, ANZ

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Total employed Unemployed

Not in the labour force Total

Restricted in type of job 32% 30% 27% 31%

Restricted in number of hours 18% 18% 19% 18%

Changing jobs or getting a preferred job 26% 23% 20% 24%

Time off work because of disability 10% 14% 16% 12%

Provided special equipment 3% 2% 3% 3%

Modified buildings or fittings 1% 1% 1% 1%

Provided help from someone at work 1% 1% 2% 1%

Provided training or retraining 0% 2% 2% 1%

Allocated different duties 2% 3% 2% 2%

No disability support person provided 2% 5% 7% 4%

Other 5% 1% 2% 4%

100% 100% 100% 100%

Source: Based on ABS Data: Labour force status, by employment restrictions–2012

Workplace adjustment All

Students Mental Health

Flexible working hours 225 120

Supervision/ additional support 115 48

Counselling / psychological support 11 9

No adjustments required 8 4

Workstation accommodation 15 4

Accessible premises 19 1

Adjustments to communication styles 54 1

Job design 12 1

Assistive technology and equipment 40 0

Auslan interpretation / Captioning 3 0

Ergonomic equipment 48 0

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More structured top-down leadership

Employee action groups refocused

Linking customer and employee initiatives

Stronger governance of activities

Evolution in thinking about “disclosure” and “reasonable” adjustments

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Westpac ABLE Network

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Growing and influential

• Now over 500 employees

• Business focus

• Chair doesn’t work within

HR or Diversity, but is

works in IT

• Quarterly support and drive

from Westpac Group COO

• Is an internal resource for

the rest of the organisation

• Won the AHRI Disability

Employment Award

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Raised Text & Braille on Stair Handrails

Large Level ID at Base of Stair

Raised Text Signage

Large Vision Indicators on Glazing

Design Credit: Frost Design. © Copyright Frost

Design 2014

Telstra has produced 6 Disability Action Plans

They have had an independent review every six months since they started

"Now more than ever, our nation needs corporate champions like Telstra to show what can be achieved when people with a disability are given the support they need to make the most of the abilities they possess. I congratulate Telstra for its ongoing leadership." Dr Rhonda Galbally AO

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36% of people suggest it’s a big personal step to associate yourself with the word “disability”

27% resist the label because “it feels so negative” A dilemma:

57% of people who shared information about their disability to obtain an adjustment.

60% of people who wouldn’t do so feared some adverse consequence

Change language “Reasonable” adjustment = Workplace adjustment “Disclosure” = Sharing information

Changing attitudes Employers Employees

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9.4 9.2

0

2

4

6

8

10

12

Government Private

24 Source: ABS SDAC (2012), State of Service Report and AND sources

Westpac

FaHCSIA Health & Ageing Human Services Defence Agriculture Foreign Affairs

But missing data for

29% of employees!

Percent who reported immediate and longer-term negative consequences, by how

apparent the disability was.

10.1 11.3

6.9

27 26.8

19.8

0

5

10

15

20

25

30

Not apparent Somewhat apparent Very apparent

Immediatenegativeexperience

Longertermnegativeexperience

%

Historically about property compliance

Product and process origination finally getting involved

Understanding communication needs and “the market”

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Two banks and a Telco are re-developing their product sign-off processes

Based on evaluating the capability required to use the product and a cycle to re-design before launch rather than after

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A Melbourne Council is building a ‘Communications Register” when people can opt-in and nominate how they would like their Communication with Council

Text, Mail, Braille, etc

“Available in accessible format on request” OR

“Please log in and tell us which format you require for: Statements [Online,

Paper]

General mailing [Email, Paper, Braille]

Payment codes [SMS only..]”

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Coles recently developed a simple training video which taught the AUSLAN signing for basic store interactions

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Barclays accessible services

We want our products and services to be available to everyone, so have introduced ways to make banking with us easier if you have, or are impacted by, an impairment, disability or health condition

As part of this, we’ve organised nationwide roadshows to demonstrate what services are available to improve access to your finances

http://www.barclays.co.uk/Accessibility/Accessibility/P1242623451150

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Locally

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Supported Workforce Program

People with Disability (A)

No Disability

(B) Year (A)/(B)

Switzerland 69.60% 84.80% 2011 82%

Austria 67.20% 75.80% 2011 89%

Sweden 62.00% 77.00% 2008 81%

France 53.00% 67.50% 2012 79%

Denmark 51.20% 83.60% 2008 61%

Canada 51.00% 75.00% 2006 68%

UK 48.90% 78.00% 2012 63%

Luxembourg 48.00% 67.00% 2011 72%

Australia 47.75% 78.49% 2012 61%

NZ 45.00% 72.00% 2013 63%

Netherlands 43.00% 72.00% 2009 60%

Norway 43.00% 74.00% 2013 58%

Belgium 42.50% 64.30% 2002 66%

Estonia 34.20% 73.30% 2011 47%

Ireland 31.18% 51.33% 2011 61%

Mexico 27.90% 50.20% 2010 56%

US 27.03% 70.44% 2012 38%

Spain 26.70% 59.80% 2011 45%

Iceland 23.40% 80.10% 2012 29%

Hungary 18.10% 60.80% 2012 30%

Czech republic 17.20% 54.50% 2012 32%

Slovakia 15.90% 62.10% 2012 26%

Poland 14.80% 50.70% 2011 29%

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MYTH

BUSTED