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 around the role and the 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 experience and capabilities to that job or role. This ensures mutual 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 will ensure that ALL employees are engaged, invested and in tasks and roles where their skills and interest align with their roles.

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 are, 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.

In a word, yes. A paid 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 an overview Imagine More from here.

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 workplace.

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

In a word, no.

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

In a word, yes.

In a word, no.

Job Access and the employees DES or TO support have information.

A great and informative video is 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 provide disability awareness for free 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 on both sides.

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 conversations and solutions.

More information is available here, 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. The DES and TO are on hand with support however for financial, legal, WH&S and all other employment considerations the employee with disability is employed directly by the employer.

Like any employee or new hire there is a chance that it doesn’t work out.  That is ok. Like all other employees it is the manner and how the feedback and continuing conversation it managed and delivered along the way that makes the situation uncomfortable or not.

Engage with the supports that the employee has or with the employee directly and be open to possible solutions. People with disability problem solve and navigate 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 in-house 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.

In two words, not really. They are intertwined. Diversity usually are paired together however they are not the same.

“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 (https://www.greatplacetowork.com/)

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