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A flexible workplace is one that includes and supports employees with disability. For one person with disability, getting equipment that helps them do their job might make a big difference. For another, it might be skills training or being able to change their work hours. In this video, people share some of the ways their employers have been flexible and the positive impact on their lives.
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For Waterfalls Café owner Rachel Power, watching the transformation of her staff from when she first hires them to the people they become is the most rewarding part of her job. “One of the girls wouldn’t talk to customers at all when she started. Now she’s chatting to everyone! She even trains new members of the team,” Rachel says. The Café’s manager, second in command and cook, Andrea Marriott,…
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Stories
For Michael* finally being able to work after a few dreadful accidents left him with permanent severe injuries means far more than just being gainfully employed. His new job working with maintenance and managing the lawns for a sporting club is giving him back life. “I have suffered from depression. “I know what causes it. It’s being locked up and sitting there doing nothing, staring at the walls…, Run of bad luck, Not one, but two, separate accidents have left him with badly broken feet that – in his own words – don’t work too well. He was working on a construction site a few years when, according to Michael, “half a tonne of iron” was dropped on his right foot. Then a couple of years ago, he had a car accident that left him badly injured. “My (left) foot shattered into seven pieces.” Now he was really in…, Getting moving and mowing, thanks to JobAccess, The former construction and roadside worker is still in considerable pain, particularly in his left foot. Walking is very difficult. “One foot is bad enough, but two causing such pain and not working is a big issue.” To function, he needs to be careful how he manages his rehab, recovery and pain levels. Michael was grateful to his Disability Employment Service (DES) provider , which helped him…, Process easier than thought, “When they were saying they might be able to get me a buggy. I’m thinking ‘yeah and pigs might fly’! “I really thought: ‘Well that’s never going to happen there’s so much paperwork’. But it wasn’t hard. JobAccess helped me and were really very good. “The job is going well. Particularly since I’ve got the buggy. I am feeling much more useful. It’s so good to be back at work.”, Adjustments can open the door to opportunities, JobAccess has a team of front-line professionals, including occupational therapists, who provide expert, confidential and tailored advice regarding workplace adjustments at first contact. Workplace adjustments include administrative, environmental or procedural changes to enable people with disability to have equitable employment opportunities. However, not all people with disability require…, Talk to us about workplace adjustments., There is a wide range of support available from JobAccess for people with disability, employers, and service providers. JobAccess has managed over 61,000 applications for funding workplace adjustments since 2006. Each one makes a difference by helping people with disability get work, keep work, and progress their careers. Contact JobAccess on 1800 464 800, 1800 464 800, to speak to our friendly and resourceful Advisers about workplace adjustments and the Employment Assistance Fund . You can also submit an online enquiry through the JobAccess website.
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Stories
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In the face of widespread discrimination and extreme physical challenges, Jude Lee has always seen life’s possibilities. He has been able to sustain a successful legal career, thanks to support from JobAccess., Jude Lee – once a litigation lawyer in the big end of town pursuing the likes of giant corporate raiders and defending large multinationals– has always had a vision of what was possible for him. Diagnosed with degenerative spinal muscular atrophy at the age of six, he has never really been able to walk or lift his hands over his head. As his muscles weakened, the crutches gave way to a permanent…, Determined to shine, Despite happily attending mainstream primary and secondary schools in Melbourne’s Eastern suburbs, someone suggested that because of his disability he should be educated alongside others with disability. He was enrolled in a disability facility in a completely non-academic program. “They were the worst two years of my life,” says Jude, who runs his own legal practice in Darwin, reputedly one of…, Not everyone could see his abilities, But it hasn’t been easy for Jude, who has a double degree in Science and Law and was once the Regional Director for the Australian Government Solicitors. He has faced widespread discrimination. “It’s pretty much at all levels – from the person in the street to corporate situations where people undermine you. Unfortunately, people judge you,” said Jude, who left his highflying corporate lawyers’…, Workplace modifications have saved his career, Jude first reached out to JobAccess – the Australian Government’s hub for disability employment information – in 2007 for support with funding workplace adjustments. Since then, JobAccess has supported him with a wide range of adjustments , including ensuring his office has automatic doors to accommodate his wheelchair, and significant ongoing modifications to his car. “I am probably the weakest…, Like to learn more?, There is a wide range of support available from JobAccess for people with disability, employers, and service providers. JobAccess has managed over 58,000 applications for funding workplace adjustments since 2006. Each one makes a difference by helping people with disability get work, keep work, and progress their careers. Contact JobAccess on, 1800 464 800, to speak to our friendly and resourceful Advisers about workplace adjustments and the Employment Assistance Fund . You can also Online Enquiry Form submit an online enquiry through the JobAccess website.
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Stories
Once you’ve had a person with disability apply for a job, what comes next? Just like with anyone else, it’s time for an interview. Sometimes, people with disability will need adjustments during the interview process. Gary Butcher, Manager of Business Solutions at Dexar Group, knows this well. “When we decided to hire a person with Down syndrome, making sure the interview process was as accessible…
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Stories
An employee doesn’t need to tell you about their disability unless it affects their work or safety. If they do tell you, you need to make sure you respect their privacy and treat them fairly., When an employee has to tell you about their disability, An employee has to tell their employer about their disability if: the disability affects their ability to do their job or a specific task that’s part of their job the disability affects their ability to work safely and make sure others are safe. Outside of these reasons, an employee doesn’t have to tell an employer about their disability. If an employee tells you about their disability, you…, Understanding the right to privacy, Information about a person’s disability can include sensitive personal details. If an employee tells you about their disability, you must keep it private. You need to respect their right to privacy. If you want to share information about an employee’s disability, you must get their written consent. Keeping the employee’s information private will help them to feel safe. It will make them more…, Privacy Act 1988, protects all employees’ rights to privacy. You can find more details about the Privacy Act at the Office of the Australian Information Commissioner website. For more support, the Australian Network on Disability has a guide for employers called Sharing and Monitoring Disability Information in your Workforce ., Avoiding discrimination, If an employee tells you about their disability, consider any training or work-related adjustments you might need to make to support them. To make sure you’re treating them fairly you must follow the, Disability Discrimination Act 1992, . Under this law: don’t treat a person with disability differently than you would treat a person without disability in the same situation you must protect employees with disability from harassment in the workplace. Find out more about guidelines on workplace discrimination .
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