Frequently Answered Questions

• People with disability generally take fewer days off, take less sick leave and stay in jobs longer than other workers. Job retentions rates for people with disability are as high as 85% at five years.
• Employment costs for people with disability can be as low as 13% of the employment costs for other employees.
• Workers’ compensation costs for people with disability are as low as four per cent of the workers’ compensation costs for other employees.
• Once in the right job, people with disability perform as well as other employees.
• People with disabilities can bring incredible problem-solving skills and tenacity to their tasks and workplaces. They can be problem solving daily, from the moment they wake up and these insights can lead to greater inclusivity and innovation. 18% of Australians live with a disability – these insights and innovations are valuable.
• People with disability build strong connections with customers, boost staff morale and enhance a sense of teamwork and work culture. Don’t just take our word for it; check out our videos of employers talking about their positive and challenging experiences.
• Hiring people with disability enhances an organisation’s image in the general community – people with disability and their networks are customers and consumers too! Like every other consumer group, they purchase services and products from businesses that best meet their needs.

The best way to get the right person for the right role is to be very clear about the role or tasks that have to be done. The more clarity and requirements of the role will ensure a better fit with an employee who can fully fit those requirements.

The aim of job customisation or job carving is to discover or analyse what the job or role entails and matching an employee’s interest, experience and capabilities to that job or role. This ensures a mutually beneficial employment between employer and employee.

The person with disability may not be able to fulfill 100% of a ‘standard’ or ‘regular’ role. However, by using job carving or role customisation businesses can ensure that ALL employees are engaged, invested and in jobs where their skills and interest align with their roles to achieve positive outcomes. 

Honesty and an open line of direct communication will (always) help.

Great! The clearer the core requirements, expectations and skill levels necessary to perform the role, the better. The next steps are finding an employee who’s skills and interests align with the role. 

Feel free to contact us using the form at the bottom of this page to discuss further.

Yes.

A trial can be arranged. Anything is possible. Reach out, ask the question and a myriad of possibilities are possible.
Learn more from Employ for Ability or Imagine More.

Yes, absolutely.

Depending on how the person was employed there is lots of support. If you have employed a person with disability and they do not have access to structured supports please contact us using the form at the bottom of the page.

There are organisations that can jump in and help support the employee which in turn supports the employer. Don’t suffer in silence; no-one gains from this.

Support for employees continues well into their employment to ensure their success in the role and in the wider workforce.

All employees have personalised employment coaches (at no cost to the business). These coaches ensure constant feedback loop to support both the employee and employer.  As the employee’s gain more confidence and need less support the coaching role becomes redundant however they are always on hand to support, whatever the time or situation. Contact us for more information.

Depending on the hiring agency the incentives can look different. These subsidies are mostly paid at 13 weeks and 26 weeks.

You may be eigible for financial support in the form of a wage subsidy or the Employment Assistance Fund provided by Job Access. 

No.

Watch an informative video on workplace modifications made easy here and article here.

Employees with disability are people too. There may be some reasonable physical adjustments or wider staff awareness training needed to ensure the workplace is ready.  Disability Employment Services, and other organisations can provide disability awareness to your business, line managers and prospective colleagues. Generally, managing an employee with disability is the same as managing any employee.

Effective communication is key to managing people. Disability, or any challenging conversations, can be emotionally charged or uncomfortable, especially if having these conversations will be a new experience for both parties.

Discussing sensitive topics can be daunting and overwhelming regardless of the employee in question.

Depending on how the employee was employed (through a Disability Employment Service or a Training Organisation) there is a wealth of support and guidance.  Each employee, usually, has a support team that includes a dedicated employer liaison person.  This liaison role is there to support both the employer and the employee in acknowledging challenges and moving forward to solutions.

More information is available here and here.

The employee with disability is employed by the business or organisation, regardless of how they were recruited for the job or role.  From every aspect they are employed by the employer and not the Disability Employment Service or Training Organisation.

Like any employee or new hire there is a chance that the employment relationship won’t work out. That is ok.

Importantly, your usual performance management processes should be used which includes an initial conversation with your employee and their supports. 

People with disability are good at problem solving and navigating new routes every day; there may be a solution hiding in plain sight!

Whether an employee with disability is afforded the same leadership and development opportunities as other employees depends on the individual’s manager, supportive scaffolding and inclusion processes.

One of the more powerful lenses and self-challenging actions to take is to challenge your own bias. Don’t make assumptions.

Employees with disability should be afforded the same career questioning and reflections as any employee eg:

• What do you want to achieve in the next 5 years?
• What skills can I help you master or gain experience in to help get you there?
• What interests you and are there any obstacles in your way that we can make reasonable adjustments for?
• Check out some resources here.

No. Diversity and inclusion is intertwined. 

“Diversity and inclusion are two interconnected concepts – but they are far from interchangeable. Diversity is about representation or the make-up of an entity. Inclusion is about how well the contributions, presence, and perspectives of different groups of people are valued and integrated into an environment.” – Matt bush, Culture Coaching Lead at Great Place to Work. 

“A diverse team of decision-makers can prevent bad decisions from being made – ones that may alienate customers, harm the brand or impede growth”