Powering inclusion: Department of Energy and Climate builds disability confidence through JobAccess partnership

Image: Disability Champion at the Department of Energy and Climate, Sharon Bailey. Sharon is wearing a red shirt with a dark blazer and is looking at the camera.

The Department of Energy and Climate (DEC) – formerly the Department of Energy and Public Works – completed a free, tailored 12-month partnership with JobAccess and the National Disability Recruitment Coordinator (NDRC) to improve their disability-inclusive policies and practices.

The partnership supported hiring managers and team leaders at the Department to confidently attract, employ and retain people with disability, like Chloe, within the organisation.

Building employee capability and culture to boost disability employment

The Department of Energy and Climate in Queensland is tasked to deliver clean, reliable and affordable energy solutions and emissions reductions for the State, while also supporting efficient government procurement.

Driven by the Queensland Government’s sector-wide target of 12 per cent employment of people with disability by 2026, DEC looked at improving internal employee capability and influencing a cultural change to boost disability employment.

DEC Disability Champion Sharon Bailey says, “The more inclusive the Department is, the more we all benefit. So, in that example, we are recruiting from the broadest possible merit pool. That’s a fantastic thing!

People with disability are getting access to opportunities that use and develop their skills. We have a broader and richer experience for all our employees, and we’re creating better social cohesion.”

Lindy Hartung, Principal HR Consultant, said this drew them to contact JobAccess and enter into a free, 12-month partnership with JobAccess’ employer engagement service, i.e., the National Disability Recruitment Coordinator (NDRC). The NDRC is funded by the Australian Government to work alongside larger employers to build their disability confidence, so they can attract, employ and retain the skills and talents of people with disability.

“We became aware (about JobAccess) through colleagues from other state government agencies who were partnering with JobAccess and utilising the services they provide,” Lindy recalls.

In addition to building employee capability, DEC looked at opportunities to improve their recruitment and retention process. 

“The NDRC partnership was an opportunity for us to review our current recruitment and selection process from a disability and inclusion perspective, and consider ways to implement changes,” Lindy adds.

Instilling disability confidence for sustainable change

NDRC Professional Adviser Kellie Wheeler worked alongside Lindy and consulted with Helen Brodie, Eleni Samaras from Workforce Capability and HR Business Partner Damien Tuffield to review the Department’s existing processes and policies through the lens of a person with disability.

The recruitment review exercise undertaken by the NDRC helps identify any gaps in the hiring process and suggest good practice to make it an accessible and inclusive experience for candidates with disability, starting from the application stage, through to on-boarding new employees.

Lindy describes, “The recruitment and selection review was very thorough, and articulated specific and practical advice and recommendations.”

The NDRC also delivered Disability Awareness Training sessions for DEC staff. These sessions are designed for employer partners to drive disability awareness among recruitment teams, hiring managers and HR specialists by sharing facts, dispelling myths and advising on various supports and good practices to improve confidence and make the hiring process more inclusive.

A primary outcome of the NDRC partnership is for employers to confidently access a pipeline of candidates with disability, on an ongoing basis. The JobAccess vacancy distribution service is a free service for all employers, enabling organisations to reach jobseekers with disability who are registered with Disability Employment Services (DES) providers.

Lindy elaborates, “Our HR Business Partners are aware how easy it is to promote advertised roles through JobAccess to DES providers, to reach a very broad and largely untapped talent pool.

The Department promotes the JobAccess vacancy service on their intranet’s Disability information page on its intranet, and hiring managers are encouraged to utilise the service as part of their marketing plan for vacant roles.”

Reflecting on the impact of JobAccess and the NDRC partnership, Lindy expresses, “Having a supportive partner to help guide a structured approach to implementing initiatives has ensured the Department focussed on bringing about meaningful and positive change.”

Tapping into a broader talent pool

By implementing measures recommended by the NDRC, DEC is growing its confidence to tap the diverse skills and perspectives of people with disability. Just like they did with Chloe*.

Chloe works as a Project Officer within the Department’s Procurement division, where she supports project delivery. Chloe is vision impaired, which she acquired recently.

“In 2023, I completed a 16-week DisAbility in Action at Work (DAAW) program, which equipped me with strategies on how to tackle my disability in the work environment. It also gave me the confidence to look for employment,” says Chloe.

Chloe required a different desktop setup and some additional lighting as workplace adjustments, which help her perform her job comfortably and effectively. 

When it came to sharing information about disability with her manager, Chloe expresses, “I am comfortable discussing my disability with my manager and I shared it early, at the interview stage. I have explained what my disability is, how it affects my life, my career and what reasonable adjustments could be put in place for me.”

“I believe it is ok to ask someone about their potential limitations. I think it is beneficial to both the person with disability and their entourage,” Chloe adds.

“Also, it might eliminate unnecessary ‘pity’ and shorten the ‘distance’ so often present in such interactions. Overall, a tactful conversation about disability makes life easier for everybody.”

“Do not be afraid to employ someone with disability. We appreciate being given the opportunity to join a workforce and take pride in what we do, and in being able to actively contribute to the society,” Chloe concludes.

You, too, can build a disability confident culture. Talk to us.

JobAccess’ employer engagement team, the National Disability Recruitment Coordinator (NDRC), works alongside large employers to develop inclusive workplace policies and practices that support people with disability.

Reach out to JobAccess today via our online enquiry form or call us on 1800 464 800 and reap the rewards of an inclusive and accessible workplace for people with disability, just like the Department of Energy and Climate. 

(*) Name has been changed for privacy.

Related pages

Employment Assistance Fund
JobAccess Employer Toolkit
National Disability Recruitment Coordinator (NDRC)

Last updated: 15 March 2024 - 4:28pm