Starting a job can be an anxious experience for any new employee. Providing support to ensure a positive induction process can help employees with disability settle in and quickly become productive. A good induction process can also reduce the stress and anxiety associated with a new job and improves employee morale.
While many job seekers with disability will have no specific support requirements when they start a new job, for some job seekers with disability some support or assistance may be required.
The way that you support the job seeker and the induction process will depend on whether or not the employee has disclosed information on their disability to their employer. The following fact sheet can help the job seeker decide whether or not to disclose:
Working with the job seeker
You can support the employee and the induction process by:
- clarifying with the employee the tasks and expectations of their job
- exploring the work culture with the employee
- providing support to the employee on site or away from the worksite if you do not have any contact with the employer
- observing the employee at work if appropriate
- maintaining contact with the employee to aid the transition.
If you do not have any contact with the employer, you may want to coach the new employee on the importance of a positive orientation and induction process so that they can discuss their requirements with their employer and any concerns they may have regarding their new role. When coaching the employee, discuss with them the orientation and induction process, having a buddy or support person, and their requirements for any workplace adjustments or modifications.
Working with the employer
If you have some contact with the employer you can support the employee and the induction process by:
- coaching the employer on how to support their new employee—the information provided below will help you with this process
- providing on site support to the employer and employee
- observing the employee at work
- maintaining contact with the employer to aid the transition.
If the new employee is Deaf and uses Australian Sign Language (Auslan) to communicate, the employer may be eligible for Auslan interpreter assistance throughout the induction process.
Orientation
Highlight the importance of orientation with the employer and encourage them to spend some time introducing their new employee to other staff. Introductions should include co-workers in their work area as well as managers and any support staff.
When the employer takes the new employee on a tour of the workplace this allows the employee to become familiar and comfortable with their work environment. This can be completed at the same time as the employer is making introductions. Key places that the employee should be shown include:
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meals room or location of appliances such as hot water, fridge and microwave
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toilet facilities
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locations of emergency exits
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First Aid officer name and location
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where to exit and enter the building
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where to leave personal belongings
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change rooms and or shower facilities.
Induction training
The induction process can ‘set the scene’ so that an employee with disability feels comfortable discussing any assistance or support they may need to realise their potential in the role.
If an employer provides formal induction training then the new employee should be booked into this. Induction training may include some of the following:
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occupational health and safety
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emergency and evacuation procedures
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diversity training on topics such as disability, culturally and linguistically diverse Australians, and Indigenous Australians
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other policies in place at the workplace, such as:
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completion of any necessary information and paperwork, such as:
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a tax declaration form
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superannuation details
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emergency contact details
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medical declaration (if appropriate)
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bank details (for payment of salary or wages).
The employer should also be encouraged to reaffirm with the new employee their duties and provide a duty or position statement if available.
Health and safety
Employers should be aware of their responsibilities when it comes to occupational health and safety. You may wish to go through the following fact sheet with the employer before or during the employee's induction period:
As part of the induction process, the employer and the new employee should discuss any support or assistance that may be required during an evacuation or emergency. The following checklist will prompt the employer to consider the employee's needs:
Identify a buddy
When a new employee joins an organisation, it is helpful to match them to a ‘buddy’ who is another employee (often in a similar role) who can help them settle into the workplace and answer any questions. Discuss the option of identifying a buddy or supervisor with the employer so that the new employee has a specific support person who they can approach for more information or assistance if needed.
JobAccess has the following useful guide about buddying and mentoring in the workplace:
Implement workplace modifications or adjustments
If the employee requires modifications or adjustments to the workplace, work with the employer and new employee to ensure that these are implemented prior to the employee commencing work.
Consider applying for modifications and adjustments through the Employment Assistance Fund which pays for the costs involved in modifying the workplace or purchasing special equipment for eligible new employees with disability. To save the employer time, you can apply online on their behalf.
Working with co-workers
If the employee’s disability requires co-workers to make adjustments, it is a good idea to discuss with the employee how they would like this explained to their co-workers. The employee may prefer to:
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discuss their needs directly with the relevant co-workers individually
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provide information to their buddy, supervisor or manager to brief the team on their requirements
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have a disability awareness training session organised for the team.
The following information is available to assist you with disability awareness: