Some disabilities may affect how much work a person can do each day, compared with their co-workers. The Supported Wage System (SWS) is set up so that employers can pay wages based how much work an employee can do. Learn about who is eligible, the application process, and how employers and service providers can apply .
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Complaints Resolution and Referral Service, The Complaints Resolution and Referral Service (CRRS) on 1800 880 052 provides resources and information sessions for service providers. The CRRS proactively engages with service providers to help them improve through training and skills transfer. The CRRS helps service providers to: adopt best-practice policy and practice provide training and support to enable them to resolve complaints…, National Disability Abuse and Neglect Hotline, The National Disability Abuse and Neglect Hotline (the Hotline) 1800 880 052 is for reporting abuse or neglect of people with disability. The hotline works with callers to find appropriate ways of dealing with reports of abuse or neglect through referral, information and support. The Hotline is an initial point of contact that does not itself have investigative or complaint progression mechanisms…, Privacy collection notice, The Complaints Resolution and Referral Service is is operated on behalf of the Department of Social Services (department) by our contracted service provider, GL Resolution (our contracted service provider), (collectively referred to as CRRS, we or us) and will consider complaints made by clients of services funded by the department under the, Disability Services Act 1986, (Cth). The CRRS will handle your personal information in accordance with the Privacy Act 1988 (Cth), the Australian Privacy Principles , the Department’s Privacy Policy | Department of Social Services and our contracted service providers’ Privacy Policy and Disclosure - GL Resolution ., What we collect, ‘Personal information’ is any information or opinion about an individual whose identity is apparent, or can reasonably be ascertained, from the information. Sensitive information is a subset of personal information and includes information or opinion about a person’s: Beliefs and legal information: political opinions membership of a political association religious beliefs or affiliations…, How we may collect your information, Usually, we will collect information directly from you or where you consent from your authorised person when you or they contact us by either phone or through the CRRS website. At times, we may also collect information about you from others if they have information relevant to your complaint., Using and disclosing your personal information, The information you provide to the CRRS during the course of your matter will be used to assess your complaint and make enquiries or investigations into your complaint. We may use and disclose your personal information, and the personal information of any other person that you provide, to contact you, or any person whose details you provide to investigate your complaint. Where you have complained…, Information collected through our website, We use the GovCMS platform provided by the Department of Finance to run our website. This means that when you contact us through our website, the Department of Finance may collect and use website analytics information about your activity on our website. The Department does this too. Read the Department’s Privacy Policy to learn more. When you contact us through our website, the Department of…, More information, You can find more information about how we handle personal information by reading the Department’s Privacy Policy . This includes information about how we store your information, how to contact us to access or correct information about you, and your rights to make a complaint about how we handle your personal information.
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JobAccess has launched a guide for employers:, Supporting a Neurodivergent Workforce, . The guide is designed to help organisations gain confidence and skills when working with neurodivergent employees and job seekers. It explores how employers can attract, retain and progress the careers of neurodivergent people at work., Why focus on neurodiversity?, More people are identifying as neurodivergent or sharing information about their diagnosis. This includes people with autism, ADHD, dyslexia, dyspraxia, and other cognitive differences. But neurodivergent Australians are still underrepresented in the workforce. This guide recognises that neurodivergent job seekers face some of the biggest barriers to employment. It provides employers with the…, What’s inside the guide?, The guide includes: Clear explanations of neurodiversity and common workplace challenges Inclusive recruitment tips and interview adjustments Examples of workplace modifications and supports Advice on how to tailor adjustments to individual needs Links to further resources and training. It’s built on the idea that there’s no one-size-fits-all approach. Diversity in how people think, work, and…, Help is available, If you’re just starting to explore neurodiversity in the workplace, this guide is a great first step. Need more assistance? JobAccess is the go-to service for advice, support, and funding for workplace adjustments . “We’re here to support employers every step of the way. Inclusion doesn’t need to be complicated.”, Download the guide, Supporting a Neurodivergent Workforce, is available to download now at: JobAccess - How to support a neurodivergent workforce
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When your recruitment process is easy to access you welcome a broader and more diverse talent pool, including people with disability. Inclusive hiring starts with small changes that make a big difference. From the way you write job ads to the design of your website, accessible recruitment practices can open the door to more candidates and better outcomes., Why accessibility matters, Most jobseekers will interact with your organisation online. Whether it's reading a job description, watching a recruitment video or applying on your website. Common recruitment practices can sometimes create barriers for people with disability. For example: A person using assistive technology may not be able to read a job ad on a website that does not meet web access standards. A candidate who…, Simple ways to improve accessibility, Here are a few quick wins:, Make job ads accessible, Tell candidates ‘what’ they will do in the role. Use plain language, avoid jargon, short sentences, and clear formatting. Make sure your PDFs are accessible (or provide Word/HTML alternatives)., Check your website, Does it meet the WCAG 2.1 AA standard ? If users change font size or contrast, will they still be able to read your content?, Use accessible formats and platforms, Share job ads on platforms that support accessibility. Include captions, transcripts and audio description in videos. Make sure social media posts include image descriptions., Offer inclusive application options, Allow video or audio submissions. Provide contact details for applicants needing adjustments. Let people know you’re happy to help., Make adjustments to the recruitment process, Reasonable workplace adjustments can apply to the application and recruitment process. Asking all candidates what you can do to help them be their best is a great start., Test your process, Recruit people with disability to review your website or application forms and provide feedback., Invite people with disability to apply, Include a diversity statement that shows your commitment to inclusion. For example:, ‘We embrace diversity and encourage applications from people with disability. We are committed to making adjustments to provide a positive, barrier-free recruitment process and supportive workplace.’, Use AI and testing tools carefully, Some automated recruitment tools, such as AI screeners or psychometric tests, can exclude people with disability without intending to do so. For example, facial recognition tools may not account for neurodiverse communication styles, and many tests aren’t accessible via keyboard. These tools should never be used to screen people out. JobAccess provides free expert advice and resources to help…, Want help checking if your recruitment process is accessible?, Call a JobAccess Adviser on 1800 464 800 or find out more at: Partnering with the National Disability Recruitment Coordinator | JobAccess
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genU has been contracted to deliver the National JobAccess Service on behalf of the Department of Social Services (DSS). Service Delivery started on 1 January 2025. genU is a national community services provider with more than 25 years’ experience in disability employment. This change marks a new and exciting chapter for us. While the provider has changed, the support you know, and trust has…, What does this mean?, JobAccess is the Australian Government’s national hub for workplace and disability employment. We offer: Free, expert advice via phone and online Support to promote the employment of people with disability Access to workplace adjustments and funding Employer and industry engagement through the National Disability Recruitment Coordinator (NDRC) genU was selected to deliver JobAccess following a…
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