When interviewing people with disabilities, it is important to keep a few things in mind. These will help ensure a fair process for all. Think about what to adjust, what to ask in the interview and how you assess job applicants., Before the interview, It’s important to give all candidates a clear outline of what to expect in the recruitment process. This helps people decide if they will need support at any stage. By law, you must make any changes needed to help a candidate with disability take part in the interview. These are called ‘reasonable adjustments’. If an applicant discloses their disability, contact them. Ask if they need adjustments…, Examples of adjustments for an interview, Examples of adjustments and support might be: giving a person with vision impairment more detailed instructions and extra time to find your building. organising an Auslan interpreter for an interview with a person who is deaf. making sure the interview venue has clear access for a person who uses a wheelchair. For more on types of changes and what you must do, see Guidelines on reasonable…, Interview questions, Under the, Disability Discrimination Act, , it is illegal for employers to ask for details about a candidate’s disability. You can only ask questions about how their disability might affect how they do the job and work safely. You can ask about: changes to the workplace that will support them to do the job. changes to work hours or rosters to help them do better in the role. keeping the workplace safe for them and everyone else. You can’…, Types of questions you can ask, Will you need any special work arrangements so you can do your job? Will you need us to make any changes here in the workplace? Do you have ideas about good ways to do your job? Do you have ideas for making your workplace safe? Do you take any medication that might make it unsafe for you to do any of the job’s tasks? How will you let us know about medical appointments so we can change your work…, Types of questions you can’t ask, Do you take a lot of medication? Are you sick a lot? How many times a year do you go to the doctor? Are you going to be able to cope? Does your disability make you get angry with other people? Have you ever lost a job because of your disability?, Other assessments, Make sure any assessments in the recruitment process are in accessible formats. For example, if there is a written test, provide an option to give spoken responses if an applicant has trouble with fine hand coordination. All assessments must relate only to the basic requirements of the job. Any medical checks must relate to the job. Medicals should only test whether the applicant’s fitness or…, Financial support for adjustments, Your organisation may be eligible for financial assistance through the Employment Assistance Fund (EAF). The EAF can help cover any costs for changes and services to support people with disability in the workplace, this can include using an Auslan interpreter at an interview. To find out more, visit our Funding for changes in the workplace page or contact a JobAccess Adviser.
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Taking on an apprentice with disability, If you want to hire an apprentice with disability, Disabled Australian Apprentice Wage Support (DAAWS) could help. DAAWS provides a payment to employers of eligible Australian Apprentices with disability. Your organisation may also get DAAWS if an employee becomes disabled during an apprenticeship. You may also be able to get financial support through the Employment Assistance Fund (EAF). It can…
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Work experience lets people see and join in your workplace's daily activities. Work experience for a person who lives with disability can also help your organisation: assess the person’s strengths and abilities in different roles assess how accessible your workplace is understand what changes, like workspace modifications, could support future employees with disabilities. Contact a nearby…
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Get advice on creating a workplace includes all employees. This includes awareness training for your team, making adjustments, and knowing the relevant laws.
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One in 5 Australians lives with disability. Having an accessible workplace makes good sense for your business and your employees., What is workplace accessibility?, Accessibility means removing barriers. It is to ensure equal access for all, including those with disability. This can include looking at: design of a building, such as its lighting, signs and parking the setup of workspaces technology and equipment employees use. It is against the law in Australia to discriminate against a person with disability. This includes in terms of employment, using…, Assessing your workplace accessibility, An access auditor can help assess how accessible your workplace is now. They will study your site and facilities and note any work needed to improve access. Many auditors will also work out the cost of the changes and advise you on how to comply with the law. To find an access auditor near you, visit the Access Consultants Association Access Consultants Association . You should regularly check…, Changes you can make now, There might be some things that you can do now to make your workplace more accessible. And they don’t need to be expensive. For example, you could rearrange the furniture for wheelchairs. Or, add a ramp to enable access your workplace. A Developing a disability action plan disability action plan can ensure your workplace and services arere accessible and non-discriminatory to people with…, Policies and programs , To help create a flexible and accessible workplace, consider putting in place policies that deal with: equal employment opportunity or diversity Guidelines on reasonable adjustments reasonable adjustments and Flexible working arrangements flexible working arrangements accessibility handling disability information Helping staff return to work after injury or illness returning to work after injury…, Getting financial support, If you need to change the workplace to support employees with disabilities, the What is the Employment Assistance Fund Employment Assistance Fund can help with the costs. For more information, contact a JobAccess Adviser by phoning 1800 464 800 1800 464 800 or fill out our Enquiry form enquiry form .
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, What is JobAccess?, JobAccess is the Australian Government’s hub for disability employment support. JobAccess services are delivered by GenU, on behalf of the Department of Social Services. JobAccess provides free, expert advice and services to: People with disability. Employers. Service providers. Since 2006, JobAccess has worked to break down disability employment barriers. The JobAccess program is known for its…, How JobAccess helps people with disability, We offer people with disability: Expert advice on finding and keeping a job Workplace adjustments and modifications through the Employment Assistance Fund (EAF) Financial support for assistive technology, training, and workplace accessibility Resources and guidance on employee rights and workplace support. The goal is to remove barriers for people with disability at work, helping them get work…, How JobAccess supports employers, Employing people with disability can boost workplace diversity, innovation, and productivity. JobAccess helps employers by providing:, Workplace Adjustments and the EAF, JobAccess helps both employers and employees access financial support for workplace changes. The EAF funding may cover: Assistive technology (e.g., screen reader software) Physical workplace modifications (e.g., accessible ramps, lighting, sound) Specific disability awareness training for staff Auslan interpreting services. We manage the entire process, including free workplace assessments if…, Building Disability-Confident Workplaces, The NDRC helps employers create accessible and equitable hiring practices. Through an employer partnership, you can receive: A dedicated advisor to review and advise on workplace policies Strategies to attract, hire and retain the careers of employees with disability Disability awareness training Recruitment guidance Job vacancy distribution service Read more about how the NDRC can help you build…, Why Inclusive Employment Matters, One in five Australians has a disability, but only half of those of working age have jobs. JobAccess helps bridge this gap. We equip employers with the tools to hire and support people with disability. Inclusive workplaces enjoy: Higher staff morale and loyalty Improved customer service and brand reputation Access to diverse skills and perspectives. Hiring people with disability isn’t just right—…, Get Started with JobAccess, Whether you're a jobseeker, need help at work, are an employer, or service provider, JobAccess can help you. Explore free resources at: https://www.jobaccess.gov.au/ Call our expert advisers: 1800 464 800 Together, we can create a more inclusive workforce for all.
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Flexible work can improve your employee’s work-life balance. This is important if they live with disability, injury or health condition. Flexible arrangements may benefit your business too., What are flexible working arrangements?, Flexible working arrangements are changes to standard work setups. They help support an employee with disability, illness or health condition. These changes can include things like giving them the option for: extra breaks if they have pain or fatigue flexible working hours if they have a condition that changes paid and unpaid leave negotiate their roster sharing a job with a co-worker working…, Benefits of flexible working arrangements, Flexibility can improve your employee’s work-life balance. This in turn helps your organisation. Being flexible can help you: attract and keep good people reduce stress for staff improve staff confidence and productivity. Supporting your employee through flexible arrangements can allow them to: manage personal and medical needs manage stress, anxiety or pain work at the times of the day when they…, Working from home, Many employers allow staff to work from home, depending on the type of work. This is sometimes a hybrid arrangement. For example, the employee works 2 or 3 days a week from home and is at the workplace the other days. You might want or need your employee to complete a trial period in the workplace before they work from home. , Working from home safety , When your employee works from home, their home becomes their workplace. Your organisation could be responsible if your employee gets an injury while working from home. You need to consider basic safety issues. These include: having enough light in the work area having enough air flow and fresh air working in an area that is not too noisy keeping equipment safe and in good working order. You may…, Working from home agreements, If an employee is going to work from home, it’s a good idea to have an agreement in writing. It means you can be sure about the conditions of work and who is responsible for what. Your agreement could include: who will buy and install any equipment, such as a computer or office furniture who will pay for work-related costs such as electricity, phone or internet how often your employee will need…, Agreeing to changes with your employee, Talk with your employee about what would help them to do their job. Talk to them about: what they need what their preferred working arrangements are and why putting their request for flexible arrangements in writing. You can negotiate an arrangement that meets both you and the employee’s needs. Making sure conversations are respectful Conversations must be respectful . Only ask how an employee’…
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