Everyone has different levels of contact with people with disability. As a result, some of your employees may be concerned that they will embarrass themselves or a co-worker with disability by saying or doing the wrong thing. This can lead to uneasiness when meeting a new employee with disability or potentially result in misunderstanding and anxiety for both the co-worker and the new employee.
This step by step guide provides information and suggestions on how to advise your staff on disability awareness. Providing advice on disability awareness can be beneficial in ensuring that:
- co-workers feel at ease when communicating and working with a new employee with disability
- new employees with disability feel supported by their co-workers when they commence a new job.
Steps to advising staff on disability awareness
If an employee discloses a disability, you are required to keep all information confidential. In order to share the information about a person's disability with other people within your organisation, for example, the human resource department, you must get written consent from the employee.
For information on disclosure of disability and privacy, visit:
Step 1—Method for advising staff
Consider your method for advising staff on disability awareness. Disability awareness can be discussed during team meetings, at special training sessions (such as disability awareness training) or you may prefer to provide staff with printed materials including checklists and fact sheets.
You should discuss your strategy on advising staff on disability awareness with your employee with disability to ensure that they are comfortable with your approach.
For information about training available for you and your staff, see:
Step 2— Australian Government employment service providers
Australian Government employment service providers provide a national network of community and private organisations dedicated to placing people with disability into employment.
If you are receiving assistance from an Australian Government employment service provider discuss disability awareness with the service. They may be able to provide you with assistance and in some cases provide specific training for co-workers.
Information on these services can be obtained by visiting:
Step 3—Appropriateness of disability awareness information
It may not be appropriate for you to advise staff on disability awareness prior to an employee with disability starting work. This is particularly relevant when an employee has a non-visible disability or prefers that that their disability not be disclosed. In these situations consider different methods of advising staff on disability awareness, such as:
- Developing and implementing a Disability Action Plan that has an identified action involving disability awareness training for all staff. Information on developing Disability Action Plan can be obtained by visiting:
- Providing ‘disability awareness training’ or inviting a speaker to discuss disability awareness on particular days such as the International Day of People with DisAbility.
- Encouraging workplace diversity and providing tips, either via training or written material, on disability awareness as part of a workplace diversity strategy.
Step 4—Discuss your preferred approach
Discuss your preferred approach with your employee with disability to ensure that they are comfortable with your disability awareness strategy. They may also be able to provide you with more tips and assistance.
Step 5—Avoid referring to an employee or their disability
When discussing disability awareness, avoid making any reference to an employee or their disability. The aim is to provide information on general disability awareness to co-workers rather than providing information on how to communicate with a particular employee.
Step 6—Co-worker guide on disability awareness
Encourage co-workers to visit our guide for co-workers on disability awareness or print and distribute this information to staff within your organisation.
Basic tips for co-workers
The most important advice that you can provide to staff on disability awareness is to remember to treat each person as an individual. People with disability should be treated just as other employees would want to be treated.
It is also important to highlight with staff the following basic tips:
- Avoid asking personal questions about someone's disability.
- Be considerate of the extra time it might take for a person with particular disabilities to do or say something.
- Be polite and patient when offering assistance, and wait until your offer is accepted. Listen or ask for specific instructions. Be prepared for your offer to be refused.
- Relax. Anyone can make mistakes. Offer an apology if you feel you’ve caused embarrassment. Keep a sense of humour and be willing to communicate.
Social events
Work-related social events are an important part of developing a healthy work environment. Social events do not just refer to the annual Christmas party or the family picnic day, but include things like Friday night drinks and sporting groups.
Just like any other employee, employees with disability should be included in these events, with considerations made for issues such as:
- access
- transport/parking
- toilet facilities
- noise levels
- any other relevant factors.
Don’t assume that a person cannot or does not want to be involved simply because they have a disability—adjustments can almost always be made so that everyone can be included.