The first step in any recruitment process is to be clear about the job description and design. It may be useful to ask yourself what is actually required for the job—this is referred to as the ‘inherent requirements’ or job essentials.
Inherent requirements
Inherent requirements are the tasks that must be carried out in order to get the job done. They are about achieving the result rather than the means for achieving that result.
For example, an employee is required to record the minutes from meetings. They have a physical disability that prevents them from taking shorthand but they are able to take information on a dictaphone and then transcribe that information. Taking shorthand is, therefore, not an inherent requirement of the job because the job can be done another way, or designed another way.
It is important to remember that not all tasks within a job description are inherent requirements. For example, making coffee may be an additional task required of a receptionist, but not the essential function of the role.
Developing a job description outlining the inherent requirements
When developing job descriptions concentrate on what is to be achieved in the job rather than how it is to be achieved. This will allow applicants to demonstrate how they can complete the inherent requirements of the job.
For example, when developing a position description instead of using ‘minimum typing speed,’ consider using ‘produce quality documents using a word processing package’.
Consider whether educational qualifications or specific work experience are essential to the position. In some instances, people with disability may have less employment experience as they may have previously had difficulties in obtaining employment.
You should also include in any job description:
- reporting relationships, such as the employee’s supervisor and any positions which might report to the employee
- possible career progression, criteria / timing of performance review
- work location and any travel required
- total remuneration package including base salary, superannuation bonuses, commissions and benefits.
Job design
When you are making the decision to employ a new employee, you should also determine the design of the job. Job design includes details such as:
- How many hours per week the job is for?
- Will the job be ongoing or short term?
- Where will the job be located?
- What will the wage be?
- Can the job be completed in a flexible way?
Flexibility with job design
A flexible workplace allows you to work with your employees to decide on hours of work, work location and the way work is carried out. It involves thinking creatively about how working lives can be better structured to match individual and business needs.
Flexible workplace arrangements can assist you and your employees improve the way your workplace operates. With the ageing of the population and skills shortages, adopting a flexible approach to work and job design will assist in attracting a diverse workforce including people with disability.
The following step by step guide contains information on flexible workplaces:
Workplace modifications and adjustments
There are many workplace products and solutions that assist people with disability to complete the inherent requirements of a job.
When the inherent requirements of a job are discussed at a job interview, many people with disability can identify simple adjustments or accommodations to enable them to perform these requirements, or point to sources of expert advice on adjustments.
Financial help
If you need to make workplace modifications for an employee with disability you may be eligible for financial assistance. 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 for people who are about to start a job or who are currently working, as well as those who require assistance to find and prepare for work.