Photo of Callan standing in the Bay Pavilions Theatre

Are you part of the tourism industry? Have you thought about employing people with disability but haven’t quite got over the line yet? Well now is the time.

Lachlan Knight from Bay Pavilions, an arts and leisure centre in Batemans Bay on the NSW South Coast, employed a staff member with disability after accessing the Australian Government’s Tourism Local Navigator Pilot and hasn’t looked back.

The Australian Government community-based pilot is helping connect employers in the tourism industry with people with disability looking for work.

“Bay Pavilions currently employs 6 people with disability, which is really good,” Lachlan says.

“One of our employees is Callan, who has vision impairment and lives with albinism.” (Albinism is an inherited condition that leads to someone having very light skin, hair and eyes.)

Callan is employed in the Bay Pavilions theatre as a Front of House attendant. The venue holds a range of shows and events, including comedy, music, drama, school events, dance events, round table conferences and school formals.

“He works as an usher,” Lachlan says. “So he’ll greet people at the doors, check their tickets and take them to their seats.

“A rewarding part of this role for him is he’s able to help other people with disability.”

The Pilot is designed to help small or medium-sized enterprises in the tourism industry break down barriers to recruiting, retaining and promoting employees with disability.

There are 12 local navigators across regional locations who support businesses to employ people with disability by providing information and tools. Local navigators can help connect employers to the Disability Employment Services Program and JobAccess for further information and support.

With Bay Pavilions being a larger employer in the area (with over 100 staff) and a popular tourist spot, Lachlan says he didn’t hesitate when Isabelle—the local navigator in the region—reached out to him about the Pilot.

“We’ve had experience with staff with disability and the aids and support they need sometimes. While we try and do our best, the extra information and resources this Pilot has pointed us to have been very beneficial,” Lachlan says.

These resources include things like working with a disability support provider, free online training courses, and workplace modifications for the staff member with disability.

“We are in the process of getting workplace modifications for Callan, which we learned about as part of the Pilot,” Lachlan says.

“The help we’ve received through the Pilot has made those workplace adjustments easier to do.”

For example, when Lachlan realised Callan was struggling to read the theatre tickets because of the small printing on them, he asked Callan how they could support him.

“We’re looking into whether we could make the print a little bit bigger on the tickets.”
“We’re also looking into getting a magnifying glass with a light on it.”
Callan’s response? “I’ll look pretty cool with that!”

Lachlan says he would ‘absolutely’ recommend the Pilot to other businesses.

“Team morale has increased, as well as connection within the team, because it’s started conversations,” Lachlan says.

“It’s encouraged staff to open up a bit, and it’s opened people’s eyes to what it is like for someone with disability and the barriers that they face."
“As a large community facility, the community itself has loved being involved as well.”

Lachlan acknowledges there can be challenges when employing people with disability.

“There’s definitely some adaptations that might need to be made,” he says. “However, it’s a lot easier to do it with this Pilot than with no help at all.”

Bay Pavilions is looking to the future and employing more people with disability.

The Pilot began in July 2023 and runs until 30 June 2024. Jobseekers with disability and employers can continue to get support through JobAccess, their local Disability Employment Services provider, Employment Facilitator or NDIS provider.

Employing people with disability brings a variety of benefits to your workplace:

• Employees with disability have higher retention rates and fewer occupational health and safety incidents.
• People with disability offer a diverse range of skills, talents and qualifications, leading to innovation and fresh ideas.
• You can improve company culture and overall morale—in fact, 83% of millennials are actively engaged at work when they feel their organisation fosters an inclusive culture.
• You can offer better support for customers and the community by reflecting the world we live in, providing enhanced services and solutions to customer needs.

Contact DEP@dss.gov.au for more information and to be put in touch with your local navigator.

• National survey found knowledge gaps in understanding of workplace adjustments.
• 60 per cent of Australians are unaware about adjustments.
• 40 per cent estimate the cost of workplace adjustments to be significant.
• Improving accessibility is crucial to ensuring the socio-economic participation of 4.4 million Australians with disability.

Making workplace adjustments is simple, cost-effective and benefits everyone. Yet, 60 per cent of Australians lack awareness about adjustments and only 2 in 5 people perceive workplace adjustments as something easy. Additionally, most of them are unsure about the costs and benefits of implementation.

These findings are part of JobAccess’ recent survey titled “Understanding workplace attitudes toward people with disability,” unveiled today.

The nationwide survey aimed to gauge the awareness of disability and, more specifically, the understanding of workplace adjustments.

Unveiling the results, JobAccess General Manager Daniel Valiente-Riedl, said, “Workplace adjustments benefit everyone. It is one of the most effective ways to enable people with disability to access employment opportunities and work efficiently and comfortably. Yet, three in five Australians haven’t heard about adjustments.”

“This is a major challenge and missed opportunity for employers, seeing Australia’s disability employment gap has not changed in two decades and ongoing skills shortage that the businesses are facing.”

One key factor that the research revealed is the cost of implementing workplace adjustments. Forty per cent of respondents estimate the cost to be significant with an average cost of modifications starting at $6,800.

“Making workplace adjustments is easy and comes at no cost. JobAccess internal research shows that most adjustments cost less than $1,000. Some changes, such as flexible working hours or arrangements, cost nothing and benefit all employees, not just people with disability.”

“Modifications like assistive technology, disability awareness training for managers and staff, and specialised one-on-on support can be funded through the Australian Government’s Employment Assistance Fund (EAF).”

Since 2006, JobAccess has managed over 65,000 funding applications to make workplace modifications, provide support and training to employers and people with disability.

The survey also found that 78 per cent of respondents believe that making workplace adjustments for people with disability is the responsibility of employers. However, 72 per cent of respondents are unsure or don’t know how to arrange workplace adjustments for an employee with disability.

“This is often due to low awareness about workplace adjustments, lack of confidence, and an incorrect perception that it may be difficult.”

“The good news is that JobAccess is here to support and fill this knowledge gap by providing guidance on matters ranging from workplace adjustments to building employer confidence and confidence – to drive disability employment for people with disability.”

“It’s time that Australian businesses focus on creating safe and inclusive workplaces for employees with disability, where everyone is welcome to work,” concludes Mr Valiente-Riedl.

Select the link to view results from JobAccess’ national survey on ‘Understanding workplace attitudes toward people with disability’.

JobAccess has launched a new Conversation Guide on workplace adjustments to facilitate an open, empathetic, and actionable discussion between employers and employees with disability.

The resource has been developed through feedback received in the recent national survey by JobAccess, which found that 6 in 10 Australians lack awareness of workplace adjustments. The survey also highlighted that most people are unaware of the costs and benefits of implementing adjustments in the workplace.

“Having the conversation about workplace adjustments is usually half the battle. In most cases, employers and employees with disability aren’t sure how to approach the discussion and might not be aware of the supports available to them,” says JobAccess General Manager Daniel Valiente-Riedl.

Workplace adjustments are vital in fostering a diverse and inclusive workplace culture that promotes equal opportunities for everyone. They are an important enabler for people with disability to work safely, productively and feel included.

An effective conversation is a good starting point for employers and people with disability to help identify any barriers and find potential solutions. Offering workplace adjustments are critical to support people with disability in employment and help bridge Australia’s disability employment gap.

“This conversation guide is a ready-to-use, practical resource that employers and employees can download and apply in their discussions with openness and confidence,” Daniel adds.

Karla Fernee, National Disability Recruitment Coordinator (NDRC) Manager emphasises, “Employers play a crucial role in fostering a supportive, inclusive, and safe workplace for both current and future employees. Knowing how to initiate the conversation about adjustments is key to understand and meet the diverse needs of your workforce.”

“This approach not only sets a positive tone across the organisation but also enhances employers’ confidence to attract, employ, and retain people with disability.” Karla adds.

The guide also features a list of good practice considerations for employees to identify and discuss workplace adjustments with their current or prospective employer.

Manager for Advisory and Workplace Adjustments at JobAccess, Georgia Miller says, “Sometimes people with disability may choose not to share information or talk about their disability in the workplace because of myths and misconceptions about disability. And, that completely one’s own choice,”

“However, it’s good if employees and candidates feel comfortable sharing information about their access requirements. It can build trust and create an open relationship between their manager and colleagues. It also enables employers to put effective adjustments in place to enhance workplace efficiency.”

“Each person’s accessibility needs are different. Making simple adjustments can support productivity, lead to greater job satisfaction, and help people with disability sustain employment,” Georgia concludes. 

Download the ‘Conversation Guide on workplace adjustments’ from the JobAccess website.

Need support with workplace adjustments? JobAccess is here to help.

JobAccess is the go-to service for advice, support, and funding for workplace adjustments. We have a team of allied health professionals who offer holistic advice on adjustments to employers and people with disability from the first point of contact.

JobAccess supports all employees, employers, and service providers throughout the process – right from an initial assessment, through to delivery of adjustments.

Contact JobAccess on 1800 464 800 to speak to our Advisers for confidential and tailored advice on workplace adjustments. You can also submit an online enquiry or visit our website for more information.

October 10 is World Mental Health Day (WMHD). This year’s theme is ‘Mental health is a universal human right'. World Mental Health Day is about raising awareness of mental health and driving positive change for everyone's mental health.

Mental health and work: interesting statistics

One in five Australians aged 16 – 85 experienced a mental health condition in the last 12 months, while 44% of Australians have experienced a mental health condition at some point in their life. According to the Australian Institute of Health and Welfare, anxiety disorders are the most common type of mental health condition, affecting one in six Australians.

When we look at the mental health of people with disability, 32% of adults living with disability experience high or very high levels of psychological distress, compared to 8% for those without disability.

If you look around your workplace today, one in five of your colleagues (or 20% of your workforce) could be experiencing poor mental health. Beyond Blue’s Heads Up Initiative found that having a mentally healthy workplace was the second most important factor in an employee’s decision to accept a new position, after the monetary remuneration on offer.

We know that work is a key source to improve and support our mental health and with many people spending more than a third of their life at work, it is incredibly important to create and promote a mentally healthy workplace, with a culture that encourages conversations about mental health.

Benefits of mentally healthy workplace

Did you know that untreated mental health conditions cost employers $10.9 billion every year through absenteeism, reduced productivity and increased compensation claims?

Providing a mentally healthy, inclusive and diverse workplace reflective of the society we live in, makes a good business sense. A mentally healthy workplace:

• improves employee productivity
• improves commercial outcomes
• helps attract and retain staff

How does JobAccess support mentally healthy workplaces

JobAccess provides various supports to employers, and people living with mental health conditions. Some of them include:

1. Employers can speak with a JobAccess Adviser on 1800 464 800, to access tailored advice on workplace adjustments, modifications, one on one counselling and awareness training’ specifically to their workplace needs.
2. Employers can visit the JobAccess Employer Toolkit which includes free, on-demand and practical resources covering all aspects of disability employment, including mental health. This free toolkit is designed to build employer confidence and equip organisations with the skills to effectively manage common mental health conditions at work.
3. JobAccess can organise on-the-job training, funded through the Employment Assistance Fund (EAF), for managers and employees with mental health conditions.

The EAF can provide up to $1500 per annum to employers for each eligible employee, to conduct mental health awareness training at the workplace. This training is delivered by qualified professionals with specialist expertise, increasing awareness, reducing stigma, improving attitudes, as well as increasing the confidence of employers and co-workers in assisting someone experiencing mental ill health.

4. Funding for professional counselling by a registered psychologist, where the counselling will assist the person in carrying out their job duties. Most assistance is in response to depression, stress, mood disorders, anxiety and anger management issues.

How businesses can encourage a mentally healthy workplace

A healthy workplace benefits all employees including those living with mental health conditions. Here are some helpful tips that can help businesses to create a mentally healthy workplace:

• Providing an Employee Assistance Program, offering your workforce with access to free counselling.
• Arranging additional one to one meetings.
• Ensuring your management team have completed mental health awareness. training, and embody a leadership style that is approachable and understanding.
• Ensuring taking breaks is a part of the workplace culture.
• Providing regular performance feedback.
• Considering flexible working arrangements, such as working from home or different start and end times. These small adjustments can make a huge difference for someone living with a mental health condition.
• Providing information and hosting workshops about various wellbeing topics such as sleep, nutrition, exercise, mindfulness and so on. This also helps normalise topics around mental health, and starts the conversation amongst your team.
• If your employee has been away from work due to their mental health condition, providing a return-to-work plan can really help them settle back in and get back to performing in their role.
• Having a buddy / mentor program in place. This can foster relationships at work, where employees can discuss their mental health in a safe space.
• Consider providing the ability to utilise unpaid leave when required.
• If your team members work from home, ensure you check in regularly for social connection, and ensure you are still providing a space for social connection, like virtual morning teas. Perhaps you can start your first virtual morning tea by supporting World Mental Health Day (WMHD).

The Queensland Government’s Flexible by Design is a good example of a principle-based framework for flexible working designed to increase productivity while promoting employee wellbeing.

Contact JobAccess to discuss your specific needs and requirements. Our team of experts are here to help develop and implement good practice in building mentally healthy workplaces. Visit www.jobaccess.gov.au for more information.