16 October 2023 Neurodiversity describes that people experience and interact with the world in different ways. We are all neurodiverse. Look around your workplace, community, friends and family and you will see that no two brains and ways of thinking are the same. Neurodiversity can be divided into two categories: those who are ‘neurodivergent’ and those who are ‘neurotypical’. According to…, An untapped asset, Neurodivergent people have different ways of navigating, solving problems and challenging assumptions. Various scientific studies have identified numerous strengths of neurodivergent people , including creativity, three-dimensional thinking, attention to detail, hyper focus and entrepreneurialism. Yet, the unemployment rate of neurodivergent people is higher than that of people with any form of…, What is unconscious bias?, Unconscious bias means attitudes and perceptions that are held in our subconscious, prompting hidden or unconscious, biases. Unconscious bias happens automatically and is triggered by making quick assessments of people. These assessments are based on our own background, culture and experiences. It may prevent employers from hiring neurodivergent candidates even if they perform well at the…, 8 tips to reduce unconscious bias from the recruitment process, Resolving unconscious bias is vital to mitigate and manage assumptions when hiring neurodivergent candidates. These simple tips can help give neurodivergent candidates an equal chance to show their fit for the role and thrive at work: , Simplify your job advertisements, : use clear, straight to the point language and mention in the job ad that candidates with disability, or neurodivergent candidates, are encouraged to apply., Carefully consider the inherent requirements for the role, : ensure you are focused on the core skills required to perform the job. For example, many traditional job ads seek ‘excellent communication skills’ or promote as having a ‘fast-paced environment’. The question to ask here is if this skill is necessary for this particular role. If it isn’t a required skill and it’s included as a ‘necessary skill’ in the job ad, it may deter some neurodivergent…, Check recruitment programs that rely on Artificial Intelligence, : ensure that the data coded into the system isn’t based on neurotypical candidates, for example, the data isn’t already biased. This could result in a higher probability of neurodivergent individuals being eliminated., Be transparent about the recruitment process, : provide a clear and simplified summary of the end-to-end recruitment process and what to expect. Ask the candidate if they have any requests or requirements at all stages of employment. Rethink your interview format: Ideally, replace a typical face-to-face interview with a test, task or simulation. If an interview is required, move away from using outdated ways of assessing someone in an…, Provide candidates options for meeting, : whether it be face-to-face, video call or over the phone, allowing the candidate to choose the best setting for them can help reduce anxiety. Offer breaks if the interview is expected to run longer than 30 minutes. If the interview is face-to-face, ensure a quiet space with no interruptions., Provide a task as a core part of the process, : tasks that mimic the kind of work candidates will be doing in the role are the best indicator of the candidates’ potential performance. Interviews are social interactions that neurodivergent people may find challenging, it is more effective to let the candidate demonstrate their skills. If the candidate emails the task rather than presenting it, ensure a ‘blind review’, i.e., have the names of…, Get feedback, : ask candidates for feedback on your recruitment process to see if there are ways to make it more accessible and inclusive for everyone., Build an inclusive workplace to support a diverse workforce, JobAccess Employer Engagement team – the National Disability Recruitment Coordinator (NDRC) , works alongside large employers, to develop inclusive workplace policies. They also advise on good practice to support people with disability. JobAccess also supports employers with advice and implementation of workplace adjustments. Our allied health professionals provide expert advice to support…
Type:
News
Paralympian and now NSW Institute of Sport National Coach,, Louise Sauvage, , is set to receive a custom-built wheelchair in the coming months. This game changing support will help Louise in her role coaching and mentoring athletes., Louise’s work and recognition on and off the track, Louise was born with a congenital spinal condition. At the age of 18, Louise competed in her first Paralympic Games in Barcelona. Since then, she went on to compete at various Paralympic Games between 1992 and 2004. She has won nine gold and four silver medals. Amongst many other achievements, Louise also received the Medal of the Order of Australia in 1993. Following a huge sporting career…, Environmental barriers for Louise at work, If Louise isn’t on the road with her team, a typical day would involve going to Sydney Olympic Park to coach two podium athletes, writing programs for athletes, and providing one-on-one coaching. Louise also volunteers, trains and coaches people with disability in wheelchair track and road. Her work involves a lot of travel, depending on where the athletes need her. Sometimes she travels…, Louise finds her job incredibly rewarding, Louise describes her role as National Coach as a privilege. She gets to be part of an athlete’s journey and help them reach their goals. Louise uses her own experience as a professional athlete and Paralympian to bring a different perspective to coaching. She has been in the shoes of the athletes she is coaching and understands the highs and lows of being a professional athlete. “They don’t have…, Louise’s experience with JobAccess and her message to other people living with disability, Louise found JobAccess to be supportive and the overall process to be very quick. Louise found JobAccess Professional Adviser, Emma Tutty, to be really easy to work with and talk with, and very supportive, guiding Louise through the process. “Emma and the JobAccess team really took the time to listen. My experience was phenomenal!“ – Louise Sauvage. Louise also describes her experience working with JobAccess as phenomenal. “The process was a lot quicker than I thought. Getting approval for the chair was fantastic. Emma and the team…, Are you looking for advice and support with workplace adjustments? Contact JobAccess, JobAccess is the go-to expert for disability employment matters. It helps removes barriers to sustainable employment for people with disability. JobAccess has a team of allied health professionals who provide expert, confidential and tailored advice on workplace adjustments from the first point of contact. For tailored and confidential support, reach out to JobAccess on 1800 464 800 or submit an…
Type:
Stories
Nathan Stapleton, is a former professional National Rugby League (NRL) player who last played for the London Broncos in the Kingstone Press Championship. He has previously played for the Cronulla-Sutherland Sharks in the NRL. In April 2022, Nathan was playing country rugby when an injury broke his neck and damaged his spinal cord at the C4 level of his cervical vertebrae. Nathan was unconscious for 16 minutes and…, Pietro Condidorio, , who sought to understand what equipment and modifications could support Nathan in getting back to work at full capacity as a farm manager. After the assessment and approval process, JobAccess funded supports for Nathan through the Employment Assistance Fund (EAF) . This included an Eyegaze Edge, which allows Nathan to operate his computer with eye movement. JobAccess also provided Nathan with a…, 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 66,000 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 submit an online enquiry through the JobAccess website.
Type:
Stories
Two years ago, at the age of 61, Sharon was diagnosed as autistic. Self-employed Sharon is a scientist, a founder and has a PhD; all of which didn’t come easily to Sharon., An autism diagnosis at the age of 61, Dr Sharon Zivkovic is a scientist, a founder, a Chief Innovation Officer and a social entrepreneur who has worked with diverse community stakeholders on community capacity-building projects for over 20 years. Sharon is currently studying her 7th degree, a Masters in Autism, and is a “self-confessed workaholic”. Sharon is autistic. She was only diagnosed as autistic two years ago, at the age of 61…, On a mission to change the way society thinks about autism, It was the early 1970’s and Sharon had stopped attending school regularly by the end of primary school and left school entirely by the time she was 14. It was a difficult time to be in the education system as an undiagnosed autistic. After school, Sharon received welfare support from the Government for sixteen years and then went on to work in various two-year contracts. Sharon found the work…, Some of the challenges Sharon was experiencing before reaching out to JobAccess, Sharon is a member of the “lost generation”, individuals who were not diagnosed as autistic when they were children , and as such, did not receive therapies to assist with body awareness when she was young. This lack of awareness has resulted in an increasing occurrence of workplace injuries directly related to poor body positioning and movement and a lack of recognition of internal body cues and…, Sharon finds support with JobAccess, It was time to do something about the injuries that she was experiencing in her home office. As a self-employed person who works from home, Sharon was delighted when she discovered that she was able to obtain tailored advice and support with workplace adjustments through JobAccess . JobAccess helped Sharon organise an Occupational Therapist who took Sharon through various tests to understand the…, What motivates Sharon to do the work she does?, In Australia, the unemployment rate for autistic individuals is 34.1 per cent, more than three times the rate for people with disability. Autistic individuals also have the poorest participation and outcome rates at university than for all other disabilities. Even if an autistic individual completes a university degree, less than half of autistic individuals with a university degree gain…, What does Sharon enjoy most about her role?, “I get to work in a way that matches my brain.” – Dr Sharon Zivkovic Sharon is very pleased that she gets to work with her strengths and, in her way, not trying to fit into a neurotypical world. “I get to work in a way that matches my brain. If I have to force myself to fit into a neurotypical world, I am exhausted. The best part of my work is being able to work with my strengths. I have…, When it comes to workplace adjustments, talk to the experts, Contact JobAccess on 1800 464 800 to speak to our Advisers for expert, confidential and tailored advice on workplace adjustments. You can also submit an online enquiry through our website.
Type:
Stories
The Hotline is not a crisis service. Should you need emergency support, please contact Police, Ambulance or Fire on, 000, or one of the services below:, Lifeline, Phone: 13 11 14 www.lifeline.org.au Available 24 hours a day/seven days a week Anyone experiencing a personal crisis or thinking about suicide Online counselling available at set times - see website for details, Suicide Call Back Service, Phone: 1300 659 467 www.suicidecallbackservice.org.au Anyone aged 15+ years who is suicidal, caring for someone who is suicidal, bereaved by suicide, or a health professional supporting a suicidal individual Available 24 hours a day / seven days a week Access up to six x one hour telephone counselling sessions Online counselling available at set times - see website for details, Beyond Blue, Phone: 1300 22 46 36 Available 24 hours a day / seven days a week. The support service personnel are there to listen, provide information and advice, and point people in the right direction so they can seek further support, for the cost of a local call (may be more for mobiles). www.beyondblue.org.au/get-support/get-immediate-support You can chat online 3pm - 12am, 7 days a week. Email us and…, Kids Helpline, Phone: 1800 55 1800 www.kidshelp.com.au Young people aged five to 25 years Available 24 hours a day / seven days a week Web and email counselling, MensLine Australia, Phone: 1300 78 99 78 www.mensline.org.au Men, all ages Available 24 hours a day / seven days a week Online and video counselling at set times - see website for details Access up to six x one hour telephone counselling sessions. Services also available in Arabic., Sexual assault, family and domestic violence Line, Phone: 1800 424 017 www.1800respect.org.au For anyone in Australia who has experienced or is at risk of sexual assault, family or domestic violence and their non-offending supporters., Sane Help Centre, www.sane.org/get-help Phone: 1800 187 263 Talk to a mental health professional (weekdays 10am-10pm AEST).
Type:
Articles
Type:
Downloads
There are ways you can support employees with conditions that affect the use of their hands, arms and legs. This might include equipment or small changes to work areas. There is funding available to help cover the costs., Fine hand coordination and lifting, Conditions that affect movement of the hands include: acquired brain injuries quadriplegia carpal tunnel syndrome and tendonitis diseases of the central nervous system such as multiple sclerosis . People need fine hand coordination for a range of tasks like writing, using tools and equipment, driving machinery, preparing food and using items like telephones or keyboards. An employee may also…, Making workplace adjustments, To help employees who have trouble with fine hand coordination and lifting, you can make changes to their work area and way they work. For example: where possible, make sure the employee is sitting or standing in a way that allows them to use their hands more freely. For example, an ergonomic seat can help employees who are sitting place items in easy reach to prevent over-reaching use adjustable…, Reaching, Reaching for equipment can be hard for people who have limited movement in their arms and hands, back or neck pain, or physical disability. Reaching can cause pain and strain, or it may not be possible due to the person’s condition., Making workplace adjustments, There are many products that help people to reduce the risks involved with reaching. If the employee’s job involves answering the telephone a lot, like in a call centre, they can use supports such as headsets, hands-free telephones and accessible call centre systems. Reachers, step stools and order pickers can help people to pick up items that are above their head height., Mobility, There are changes you can make in the workplace to help people with disability or injury that affects how they move around. People with severe mobility restrictions may need mobility training by an allied health professional., Making workplace adjustments, You can support mobility at work with different workplace modifications and products. For example: changing the layout of the office to meet specific mobility needs moving specific workspaces to a more accessible area. You can help people who use walking aids, scooters or wheelchairs by making sure: pathways, walkways and entrances are clear there are no mats to cause trip accidents small steps…, Walking, Walking takes strength, range of movement and coordination. This can be affected by disability, injury or health condition. For example, a person with rheumatoid arthritis may find it hard to walk due to weakness, pain and fatigue. A person with spinal cord injury may find it hard to walk due to paralysis, weakness or changes to sensation., Making workplace adjustments, For jobs that involve a lot of walking, like sales, retail and cleaning, there are changes employers and staff can make reduce the impact on the body. For example: correct floor coverings, such as anti-fatigue matting, carpet alternatives and non-slip surfaces wearing work appropriate and supportive footwear with cushioned shoe inserts or orthotics if needed changing between sitting, standing and…, Working while standing, Working as a chef, shop assistant, factory worker, customer service assistant, hairdresser, waiter, nurse or teacher usually requires working while standing. This may involve doing tasks: above head height at a medium height down low. Working in a standing position may be difficult for a person with disability. When doing work while standing, it’s important to look at the position of each part of…, Making workplace adjustments, Employers should support staff to use safe work practices when working in a standing position. For example: doing stretches and mobility exercises on a regular basis taking regular breaks from standing. For example, after every 20 to 30 minutes of standing, do a seated task or walk for 2 to 3 minutes. It’s also very important for employees to have well-fitting comfortable shoes, suitable for…, Climbing, Climbing involves going up or down structures or objects using your feet, legs, hands and arms. Climbing ladders, stairs, poles or posts, scaffolding or ramps can be part of many jobs and can be hard for people with disability. Climbing and working up high can be a health and safety risk at work. Employers or people who are self-employed must assess safety risks and find ways to prevent or…, Making workplace adjustments, There are adjustments that can help if an employee finds climbing hard, or if climbing may be risky for them. For example: consider changes to the role or tasks so the employee doesn’t need to climb reduce how often employees need to climb, if possible use handrails, stair lifts or more regular landings in ramps change work systems and practices – for example, rotate employees between jobs train…, Financial support for workplace changes, The Employment Assistance Fund (EAF) helps fund work-related modifications, equipment and services to help people with disability get a job and support them at work. To work out if your employees are eligible, visit Funding for changes in the workplace .
Type:
Articles
A person who is blind or has low vision may need to do some tasks in a different way to sighted employees. But that doesn’t mean they can’t do the job. There are many ways you can support employees who are blind or have vision loss. This might include simple changes to work areas and tasks or using assistive technology. You can also get funding for workplace adjustments. , Blindness and low vision at work, How a person’s level of vision affects their work can vary. It can depend on: how well they know the job or task the assistive technology available for them the support at work. Blindness or low vision may affect an employee ability to read, uses a computer, drive, operate machinery and handle money. It may also affect how they move safely around the workplace., Understanding blindness, low vision and eye conditions, Complete vision loss or blindness means severe loss of vision or having no vision. The term ‘low vision’ means a person has some sight loss. A person with blindness or low vision may use a white cane, guide dog or a GPS device to help them get around. Someone who is colour blind is not blind but their condition affects how they see some colours. For more information on blindness and low vision…, Making workplace adjustments to support your staff, There are ways to help employees with vision loss to better manage at work. This could include changes to work tasks, methods and work areas. Changes you make will depend on what the employee needs., Changing workspaces, Workplace modifications you might make for an employee who is blind or has low vision include: using markers or signs that you can touch marking edges of steps so they stand out checking lighting to make sure it meets Australian standards adding lighting for specific tasks for extra brightness or contrast placing all items employees use often within easy reach moving workstations or putting up…, Providing software and equipment, You can also support staff with assistive technology and devices, such as: software to help make computer displays bigger text to speech software on computers and mobile phones larger computer monitors to help with viewing text and changing contrast, colours and brightness aids and devices to magnify documents scanning software so employees can scan hard copy documents to view or listen to on…, Changing work tasks and methods, The employee who is blind or has low vision will likely have their own strategies and can tell you what they need. Examples of changes you might make include: helping employees who need to tell the difference between colours, or not giving them colour dependant tasks letting employees take regular eye rest breaks. , Financial support for workplace changes, The Employment Assistance Fund (EAF) helps fund work-related changes. It pays for modifications, equipment and services to help people with disabilities get a job and keep a job. To work out if your employees are eligible, see the full guidelines .
Type:
Articles
This website is presented by the Commonwealth of Australia as represented by the Department of Social Services (the department) for the purpose of disseminating information for the benefit of all Australians. The department monitors the quality of the information available on this website and updates the information regularly. However, the department does not make any representation, warranty, or…, Security of the website, This website applies a range of security controls to protect from unauthorised access. However, users should be aware that the World Wide Web is an insecure public network that gives rise to a potential risk that a user's transactions are being viewed, intercepted, or modified by third parties or that files which the user downloads may contain computer viruses, disabling codes, worms or other…, Links to external websites, This website may contain links to other websites that are external to this website. This website takes reasonable care in linking websites but has no direct control over the content of the linked websites, or the changes that may occur to the content on those websites. It is the responsibility of the user to make their own decisions about the accuracy, currency, reliability, and correctness of…, Copyright, The Commonwealth of Australia as represented by the Department of Social Services (the department) encourages the dissemination and exchange of information provided on this website. Unless otherwise noted, the department owns the copyright in this website, including all text, images, software, logos and icons, sound recordings and HTML code. Subject to any third-party copyright otherwise noted,…, Third Party Copyright, Wherever a third party holds copyright in material presented on this website, the copyright remains with that party. Their permission may be required to use the material. The department has made all reasonable efforts to: clearly label material where the copyright is owned by a third party, and ensure that the copyright owner has consented to this material being presented on this website., Using the Commonwealth Coat of Arms, The terms of use for the Coat of Arms are available from the Department of Prime Minister and Cabinet website ., Contact Us, Enquiries about copyright arrangements and any use of this information can be sent to us:, By email:, copyright@dss.gov.au, By post:, Business Data and Analytics Branch Department of Social Services GPO Box 9820 Canberra ACT 2601
Type:
Articles
We are committed to making this website accessible and usable for everyone, including for people with disabilities. We’ve included features so you can get information in different ways, such as audio and Easy Read. Some videos are also available in Auslan. If there’s information you can’t access, please contact us ., Accessibility standards, We designed this website to meet the Australian Government standards. We aim to meet Web Content Accessibility Guidelines (WCAG) 2.1 level AA. These are the guidelines developed by the World Wide Web Consortium (W3C)., Text size, You can use the zoom option on your browser to make the text on this website bigger or smaller. On Windows, use the ‘Control’ key with the + or - keys. On Mac, use the ‘Command’ key with the + or - keys., Text to speech, Pages on this website will have a Listen button. You can use this to hear the text on a page read aloud. The Listen feature lets you change the settings, such as the volume and speed of the speech. If you’re using: a desktop computer, make sure your desktop speaker is on a mobile device, make sure it’s not on silent., PDF and other documents, Some resources on this website are in PDF file format that you can view in your browser or download. We also provide Microsoft Word versions of the files. To read PDF files you need PDF viewing software on your device. If you don’t already have it, you can download Adobe Acrobat Reader for free from the Adobe website., Plain language and Easy Read, We’ve tried to write the information on this website in plain English so it’s easy to understand for as many people as possible. The pages in the People with disability section of the website are also available in Easy Read format. Easy Read is a way of presenting information using simple terms, short sentences, and pictures to show the meaning of the text. You can switch Easy Read on and off…
Type:
Articles
