How workplace adjustments can foster equal opportunities for people with disability.

Workplace adjustments (or reasonable adjustments) are an important enabler for people with disability to work safely, productively and feel included.

Not all people with disability require workplace adjustments. However, knowing how to provide adjustments can help employers attract, employ and retain people from a wider talent pool.

If an employer is aware of an employee’s disability, they must legally provide what is regarded as a workplace adjustment, to support them at work.

Workplace adjustments: benefits for employers

Making adjustments has many business benefits. Workplace adjustments can help:

• improve work performance of employees with disability by providing them the tools they need.
• increase retention and productivity of employees who may acquire disability during their employment.
• increase staff capability as some adjustments can enable employees to do tasks that they could not before.
• improve access to buildings and rooms. This could broaden an organisation’s customer base to include people with disability.

A research review published by JobAccess found that employers reap $40 in savings for every dollar invested in workplace adjustments to support staff with disability.

Workplace adjustments: benefits for people with disability

Offering workplace adjustments helps people with disability. It lets them work to their full potential and do their job equitably. It can help jobseekers or employees with disability to find work. It can also help them to keep their job and progress in their careers.

Adjustments play a crucial role in ensuring that people with disability:

• perform their best in the role.
• work productively in a safe environment.
• feel included and valued at work.

What are some common examples of workplace adjustments

Workplace adjustments can help employees with disability to access opportunities at all stages of their employment within an organisation – right from starting a new position through to upskilling, training and career progression. It could help a person do their job equitably and with greater autonomy.

Some common examples of adjustments are:

• modifications to work premises, including adjustment to workstation, office structure, furniture or fittings.
• provision of flexible work arrangements, such as change in work hours or work from home settings.
• organising disability awareness training for co-workers, managers, and other support staff members. These trainings can be funded through the Australian Government’s Employment Assistance Fund (EAF).
• arranging assistive technology like screen reading software, telephone typewriter, and mobility aids. It can help with time management and work priorities. These equipment’s are often low cost and may be eligible for reimbursement through the EAF.

It is the responsibility of the employers to conduct regular check-ins with employees. They should ask questions about any necessary adjustments to ensure continued support.

Disability and Adjustment tool

If you are unsure about the type of supports that might be beneficial to your employees, the Disability and Adjustment tool on the JobAccess website is a good starting point.

The tool is an extensive guide and lists common disabilities, explains symptoms. It also outlines possible workplace adjustments and solutions.

Benefits of open and confident conversation on workplace adjustments

People often find it hard to talk about workplace adjustments. It’s not easy for employers and employees with disability. This mostly comes from low awareness about disability, adjustments and support available.

On the other hand, employees or people with disability fear being stigmatised or their adjustments being rejected. Some people might not know what adjustments they need at work. So, it could be difficult for them to tell employers what they need.

To help employers and employees, JobAccess recently launched a Conversation Guide on workplace adjustments. The guide aims to facilitate open, empathetic, and actionable discussions.

This resource comes on the back of a recent national survey by JobAccess. The survey found that 6 in 10 Australians lack awareness of workplace adjustments. The survey also showed that most people don't know the costs and benefits of making adjustments at work.

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

You can download a free e-copy of the Conversation Guide from the JobAccess website.

Are you looking for support on workplace adjustments? JobAccess is here to help

If you are an employer or jobseeker/employee with disability, looking for advice and support on workplace adjustments, get in touch with us.

JobAccess offers free and confidential advice on workplace adjustments for employers, people with disability and service providers. Our allied health professionals give tailored advice to meet your needs from the first point of contact.

In addition to giving advice on adjustments, JobAccess works with the National Panel of Assessors. They organise independent workplace assessments at no cost to the employer or employee.

JobAccess also manages applications for workplace adjustments through the Employment Assistance Fund (EAF).

The EAF gives financial help to people with disability to remove barriers at work. This includes help to buy work equipment, modify a workstation, awareness training and Auslan interpreting.

Call JobAccess at 1800 464 800 to speak to our Advisers for free. You can also submit an online enquiry or visit our JobAccess website for more information.

Last updated: 4 September 2024 - 10:09am