We have developed this fact sheet to provide information and direction on supporting people with physical disability. It is a starting point for a range of matters you may wish to consider when offering employment related support to this group of job seekers.
Understanding physical disability and its impact on job performance
People with physical disability are usually experts in their own needs, and will understand the impact of their disability on work performance and any workplace adjustments they may need at interviews, while training or on the job.
The term physical disability is used to cover a wide range of conditions such as:
- quadriplegia and paraplegia
- polio
- spina bifida
- multiple sclerosis
- arthritis
- occupational overuse syndrome, formerly known as RSI or repetition strain injury
- amputation
- musculo-skeletal or back injuries.
Medically, some of these conditions are defined as injuries to the nervous system but the impacts in the workplace are physical and consequently listed here as physical conditions. Some are severe and cause major and multiple restrictions. Others are mild resulting in lesser restrictions.
The common characteristic in physical disability is that some aspect of a person’s physical functioning, their mobility, dexterity, or stamina is affected. The level of workplace adjustment or job redesign necessary will depend on the type of job and work environment, the part of a person's anatomy that has been physically affected and, finally, the severity of their disability.
Some people who have acquired a physical disability or have a physically degenerative condition may also experience an associated reactive depression.
The Workplace Adjustment Tool contains further information on a range of physical disability. The Workplace Adjustment Tool is a searchable database that allows you to search for ideas for workplace adjustments and solutions based on a particular disability and the type of job being undertaken.
Put the person first
When developing a job search plan or offering post-employment support, it is necessary to be flexible and treat each person with physical disability individually.
Tailor your approach to their individual needs and capacities. It is often helpful to discuss the full range of services you can provide that are available to the person, and let them make decisions about the type of assistance they want or need.
Focus clearly on each person’s goals and abilities. This should also entail reassessing and adapting plans and support as necessary, and linking people into relevant specialist services.
Tapping into existing support networks may also assist job seekers to achieve vocational goals. Use current and valid assessments and reports (school, work experience, medical and rehabilitation or work capacity assessments) to help you gain a full understanding of the person’s strengths, barriers and any assistance they will require along the road to employment. And don’t forget direct discussion with a person with physical disability will most likely give you a good idea of what they will need in terms of workplace adjustments and support to make their employment viable.
In supporting people with physical disability you may want to consider the following:
- providing a range of seating for appointments at your office
- during appointments, encouraging people to stand or move around if they need to manage pain or stretch
- setting appointments to coincide with the persons best time of day
- if fatigue is an issue, considering informing the person of the length of time the appointment will take
- considering accessible transport when scheduling appointments or interviews with employers
- never assuming that a person with physical disability also has intellectual disability
- always asking before offering someone assistance
- not touching or leaning on a person’s wheelchair or mobility aid without permission.
Pre-employment strategies
You can assist job seekers with physical disability to find suitable and durable employment by developing an individualised pre-employment plan that incorporates a discussion of the following:
- an exploration of realistic job options
- a job development strategy covering resumes, interviews and job search techniques, including the job seekers role and your role in these activities
- consideration of disability disclosure
- requirements for workplace adjustments or modifications
- consideration on post-placement support needs.
Job search
It is important to carefully explore each job seeker’s work skills and interests through personal discussion, checking any previous employment referees or talking frankly to work experience teachers or employers.
For job seekers with limited or no recent work experience, it may be beneficial to arrange work experience placements or voluntary work to assist with realistic future job choice. This can also be a valuable tool to assess the impact of fatigue or other disability related issues on the person’s real work capacity in specific work roles.
This process of exploration may also help determine whether a person will be able to work for full wages or will need to access the Supported Wage System and be paid productivity-based wages.
Most job seekers will undoubtedly benefit from personal involvement in preparing suitable resumes, and using a range of methods (applications to job ads, cold canvassing, networking) to look for work. A good rule of thumb is to involve a person to the maximum level of their abilities in the whole job search experience.
It is also crucial to look realistically at what physical limitations job seekers may have and how these can be effectively accommodated in the workplace. For example, a person with quadriplegia in an office based job may need substantial structural adjustments made to the workplace (ramps, lowered door handles or automatic doors) as well as special equipment (voice activated computer, hands free phone) and work based personal assistance (toileting, eating). Whereas someone with one arm in a similar position may just need some concessions made with physical tasks that require two hands (physical assistance with accessing or carrying any heavy objects) or might benefit from some special equipment (one-handed keyboard for computer use). Other physical conditions will demand more flexible work hours or part-time positions.
In the job search phase, it is also important to educate the person with disability about the financial help available to employers with workplace modifications and adjustments. This may provide some reassurance that their needs can be met once work is found.
Job interviews
When it comes to actual job interviews or face to face meetings with employers, job seekers with physical disability will generally not require any advocacy support at any interviews or meetings to fully understand the job requirements and sell themselves to a prospective employer. An exception of course might be someone with physical disability who also has some cognitive impairment associated with an acquired brain injury.
For people who use wheelchairs or other mobility devices then access to the interview space may also be a consideration when arranging the interview. If access is limited, consider talking to the employer about moving the interview to a more suitable location.
A person with physical disability may also need to be able to address common employer concerns and be able to address these concerns in an interview. If the person is not confident in discussion of their needs, perhaps supply them with your business card to give to the prospective employer. The person can then direct the employer to ask you the specifics about their requirements.
All job candidates, whatever their actual interview skills, should be given some interview practice, and can only benefit from understanding what job interviews are all about and how to answer questions about the effects of their physical disability on employment.
Disclosure issues
The question of disability disclosure for people with physical disability is often a non-issue as their disability will be obvious. In this case it will be a matter of working out a way of discussing a person’s disability with prospective employers in a manner with which the person is comfortable. This may require adapting your language as many people with physical disability do not use those terms to describe themselves.
For other job seeker, usually those whose physical condition is hidden such as a back injury or for those whose physical disability is episodic or degenerative or complicated with depression, then disclosure is more of an issue needing discussion. It is always the person’s right to choose whether to disclose unless there are issues in regard to health and safety.
For example, someone with cerebral palsy or multiple sclerosis may sometimes not be able to walk at all and need to use a wheelchair. Or someone with rheumatoid arthritis may experience extreme pain despite medication, or may need to negotiate some extended time off work to have joint replacement surgery. So in such cases disclosure should be encouraged to ensure that the job seeker can have access to the workplace support or accommodations they need to make the job placement succeed in the long term.
Post-placement strategies
Job commencement—advice and assistance with workplace modifications
Starting a job can be a testing time for any new employee but for most job seekers with physical disability job commencement assistance with on the job training is unlikely.
Given possible access and mobility issues, your role is most likely to involve advice and assistance to ensure that any required workplace modifications or any other useful employer incentives are in place. This might include:
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assistance to identify barriers to the person’s full participation in their role or workplace
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helping process paperwork for the Employment Assistance Fund for equipment such as lifting aids or suitable seating
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liaising with employers and providers to organise structural workplace adjustments, modify computers or purchase special aids/equipment
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providing some disability awareness training to relevant co-workers, especially in relation to episodic or degenerative conditions (consider the sensitivities of what a person may desire to be disclosed within this training).
The ideal situation is when the employer takes ownership of employee induction and training, but for new employees with physical disability they may need some help to get it right.
Job commencement—training and support
For people with a physical disability who also have an acquired brain injury or another type of cognitive deficit then a more proactive involvement with on-site orientation and training may be necessary.
For those with physical disability who also experience depression they may also benefit from a more interventionist approach involving encouragement and positive feedback from a support worker both on the job and externally to the workplace, or a combination of both.
If a person with physical disability, receiving support from a Disability Employment Services Program Provider, requires assistance at work to eat a meal, use the toilet or take medication, they may be eligible for support through Work Based Personal Assistance.
Ongoing support
Once an employee with physical disability has commenced work and been given all the necessary initial assistance, you can increase their chances of maintaining this employment by providing ongoing support as it is required.
Ongoing support requirements and the way this support is delivered should be discussed with the worker. Ongoing support may include:
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visits and/or phone calls to monitor performance, pain or fatigue levels
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assistance with resolution of work-related problems
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ongoing coaching of employers and co-workers on relevant disability issues or training techniques
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advice on job-redesign (tasks, processes, hours) or workplace adjustments (structural modifications, special aids/equipment, communication strategies)
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provision or arrangement of ergonomic or workplace assessments if these have not already occurred or if a new problem arises
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off and on site counselling or performance feedback
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referral to community services or linkage into work related support mechanisms like employee assistance programs
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assistance with training and expansion of duties, including regular performance reviews and appraisals.
More information
For information and step by step instructions on the financial help available to employers of people with disability, including the application process, visit:
The following fact sheets, developed for service providers, are also a useful resource: