Knowing what to say about your disability at a job interview can be challenging. We’ve put together tips on when to mention your disability, what to talk about, and ways to deal with some common concerns from employers., Why mention your disability at an interview?, You should tell the employer about your disability if it might affect: how you do the job your ability to work safely your ability to help keep your co-workers safe. Mentioning your disability can create trust and an open relationship with your employer. But if your disability won’t affect your ability to do the job or to work safely, you don’t have to mention it. It is your choice., Mentioning your disability before the interview, If you do need or choose to mention any disabilities, it can be a good idea to bring it up before the interview. For example, if you want to: ask about what support the organisation has for employees with disability get a sense of whether the organisation is a fair employer ask about access to the building and any help you need to take part in the interview. For more information on arranging help…, What information to discuss, You only need to give information about how your disability may affect how you do the job. You don’t need to talk about specific personal information. You might talk about: your skills and strengths and examples of how you manage your work changes to the workplace you might need to support you side effects of any medications that could affect your work at certain times any pain management or time…, Keeping it positive, If you do mention your disability, it can also be a chance to show your skills, knowledge and creativity. This could include giving examples of: any assistive technology you use methods you use to manage your time ways you work as part of a team any issues you faced in past workplaces and how you worked with your employer to find solutions., Financial help for changes in the workplace, If you might need adjustments to help you do the job, you can tell the employer about the Employment Assistance Fund . This can help cover the costs of changes to workspaces or buying equipment and assistive technology., Responding to employer concerns, We know there are many benefits of employing people with disability . But some employers may have little experience with disability in the workplace. Some employers might also say they hired someone with disability before but it didn’t work out well. Shift the focus by: explaining to the employer that you have thought about how you will do all the tasks needed for the job talking about your…, Gaps in your work history, If you have gaps in your work history, you can explain these in a number of ways. For example: mention any study, volunteer work or other activities you did mention time you spent on personal development. It’s not unusual for people to have gaps in employment for a range of reasons. It’s important to make it clear to the employer that you’re able and eager to work now., Slower work rates, Some employers might say that they can’t afford to hire people with disability because they work too slowly. The truth is that most people with disability improve productivity levels. If you’re concerned about how much you can do at work because of your disability, you and the employer may consider the Supported Wage System . If you’re eligible, you can get an assessment to decide on fair pay…, Negative responses from customers or co-workers, Some employers might worry about how customers will react to an employee with disability. Some might think a person with disability will not fit in with their co-workers. There is a lot of information employers can access if needed to help improve disability awareness. You could also point them to some of the benefits of employing people with disability . For example: people with disability build…, Your privacy, Information about your disability is personal and you have the right for this information to be kept private. If you think someone involved in an interview hasn’t kept your personal details private, you have the right to complain. Visit How your personal information is protected for more information. You can find out more about the Privacy Act at the Office of the Australian Information…
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You can ask for help to take part in a job interview if you need it because of a disability. This might include help with communication, extra time or transport., What kind of help can you get?, Getting support can help make sure you have an equal chance during the interview process. For example : if you are deaf or hearing impaired, you might need a sign language interpreter at the interview if you have autism, you might ask for the interview questions in advance so you have more time to think about them if you are vision impaired, you might ask for more instructions and extra time to…, What employers must do, The employer has to take your disability into account for the interview. This is the law. That includes taking steps to support you in the process. If the employer wants advice about how to make reasonable adjustments, they can: contact our JobAccess Advisers on 1800 464 800 find out more on our website., Organising a sign language interpreter for an interview, If you need an Auslan interpreter with you at your interview, your Inclusive Employment Australia provider can help organise this. If you don’t have an Inclusive Employment Australia provider, you may be able to get funding for an Auslan interpreter through the Employment Assistance Fund . You usually need to book interpreters for at least 2 hours. If the work lasts for more than an hour, or is…
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There are privacy laws in Australia to protect your personal and sensitive information. Your Inclusive Employment Australia provider and your employer must keep your information safe., What is personal and sensitive information?, Personal information covers a range of details that can tell people who you are. For example: name, address and phone number date of birth employment records. Sensitive information is a type of personal information. It includes details about you that might be very private. For example, information about your health and disability. An employer or Inclusive Employment Australia provider may need to…, Your rights about your personal information, You have the right to know: why your personal information is being collected – for example, to help you find work what the law says about collecting this information – is it allowed, and is it necessary what will happen to your personal information who it might be given to – for example, the Department of Social Services how your personal information will be stored. You have the right to: access…, What happens with your personal information, When your Inclusive Employment Australia provider or employer collect your information, they must: tell you why they’re collecting your information tell you how they’ll use it only use it for the reasons that they tell you tell you how they store your personal information store your information safely. Your Inclusive Employment Australia provider or employer will also tell you what other people…, What happens if there’s a data breach, A data breach is when a person or organisation: gets access to or shares your personal information where you did not agree to that access or sharing of your information an organisation that holds loses your personal information. Examples of a data breach can include where: a device that has your personal information saved on it, such as a laptop, is lost or stolen a database that stores your…
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It’s normal to feel nervous when you’re starting a new job, especially if it’s your first job or you’ve had a long break from work. Each workplace is different but there are some things you can expect and plan for., Before your first day, Check you have all the information you need to get ready to start., Where to go, – make sure you know where you need to go on your first day and how you’ll get there. If this is a new route, it’s worth getting familiar with the amount of traffic going the same way, or how busy and accessible public transport is., Plan to arrive early, - find out about parking, if you need it. You might need to allow more time for things like checking into security on the first day., Contacts, – make a note of who you need to ask for when you arrive on your first day., Dress code, – find out what kind of clothes you should wear or if there’s a uniform. Give yourself time to buy or borrow any items you might need., Local facilities, – you might want to ask what facilities are on site, such as a lunch room or fridge. Or what’s nearby, like shops or cafes for lunch., What to bring, – ask what documents and information you might need to bring. For example, your bank and tax details. Check if you need to bring any of your own equipment to do your job., Remote setup, – if you’ll be working from home, check what technology you need and what your employer will provide. For more advice, visit the Fair Work website Starting a new job page. You can download a guide and checklist and take a short free online course., Your first few days, Some employers run formal orientation programs to introduce new employees to the workplace. This is also called ‘onboarding’ or ‘induction’. Even if there isn’t a formal orientation, there are a few things you’ll likely need to do as you settle into your new job., Paperwork, – your employer will usually have forms to fill out. For example, for your bank account, tax and superannuation details. There may also be other documents to look at or sign., Your role, – check the details of your job description. Ask any questions you need to as you learn the tasks in your job., Work health and safety, – there will usually be training about health and safety in your workplace. This will include any rules you need to follow., Emergencies, – you should find out about what to do in an emergency, including any evacuation plans. If you think you may need assistance during an evacuation you should speak to your supervisor. , Policies, and procedures, – get to know the workplace policies and processes. This might include rules about using mobile phones and other devices during work hours. Check what the process is if you’re sick or running late for work., Support at work, – find out who you should speak to if you need help. Some workplaces have a mentor or buddy system, where another employee will support you as you learn. Your employer might also have other support programs, like free counselling. When starting any new job, it's also good to be aware of your rights and responsibilities . This includes understanding privacy, discrimination and work health and…, Getting support, If you need an Auslan interpreter to be at an induction program, your Inclusive Employment Australia provider can help arrange this. If you don’t have an Inclusive Employment Australia provider, you may be able to get funding for an interpreter through the Employment Assistance Fund (EAF) . The EAF can help pay for changes to the workplace, equipment or services to support people with disability…
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You can work with your employer to make changes in the workplace to support you to do your job. These types of changes are called ‘reasonable adjustments’., What are reasonable adjustments?, Reasonable adjustments help give people with disability fair access to employment. They are also called workplace adjustments or workplace modifications. In the workplace, this might include: physical changes to your work area and workplace equipment or services changes to tasks or the way you work. You might find even simple changes will meet your needs. By law your employer must take your…, Examples of changes, Changes to work areas and workplaces, Examples of physical changes include: a desk you can change the height of, for example to fit a wheelchair underneath a parking space close to the workplace entrance better lighting if you have vision impairment moving a desk or using screens to reduce noise and distractions more accessible toilets., Equipment, technology and services, Equipment or services might include: lifting equipment to help you safely lift heavy objects assistive technology like screen reading software Auslan interpreters to support you in training sessions if you are Deaf or have hearing loss., Changes to work methods, You might find it helpful to make changes to the way you work or create tools that will support you. For example: if you need support with memory, you could work with your employer to create written instructions, task lists, labels, prompts or reminders if you need support with organising your time, talk to your employer about creating clear daily routines if you have anxiety, you might ask for…, Changes to tasks, Your job might include some tasks that you can’t do or can’t do fully because of a disability or health condition. Discuss with your employer ways you might modify your work tasks to suit your strengths and how these might change over time. One way to change tasks is to swap some of them with a co-worker. For example, if you have a back injury, you could swap lifting and carrying duties with…, Talking to your employer about workplace changes, If you know that you need workplace adjustments, talk with your employer about your needs and ideas. If you don’t feel confident doing this alone, ask someone to support you. For example: a co-worker your Inclusive Employment Australia provider human resources staff. If you or your employer would like more information about workplace adjustments, you can contact one of our JobAccess Advisers., Financial help with changing the workplace, You may be able to get funding to cover the costs of changes to the workplace through the Employment Assistance Fund (EAF). You can also apply for a free workplace assessment to help decide what adjustments you need. For all the details, go to Funding for changes in the workplace .
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Employers may be able to get a wage subsidy when they hire someone through Inclusive Employment Australia., Inclusive Employment Australia Wage Subsidy, – paying up to $10,000 for hiring a new employee for 26 weeks. A job needs to be at least 8 hours per week to qualify for an Inclusive Employment Australia Wage Subsidy. Employers can contact an Inclusive Employment Australia provider to apply.
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If you’re looking for work and live with disability, injury or health condition you may be able to get income support payments. Income support may also help if you can’t work many hours. Other financial support is available if you need: personal support at work help to get to work support to do an apprenticeship., Types of income support, Income support payments can help support you while you look for work or if your work hours are limited. Centrelink can help you work out if you can get income support and which type is right for you. To get started you can: visit the Services Australia website Living with disability page use Centrelink’s Payment and Service Finder – an online tool to see what payments you may get find a…, 132 717, – for Disability Support Pension, 132 850, – for the employment services line, if you are over 22, 132 490, – for youth, students and jobseekers under 22, 136 150, – for parenting payment., Mobility Allowance, Does your disability, injury or health condition make it hard for you to use public transport without a lot of help? Mobility Allowance can help cover your travel costs for getting to paid and volunteer work, training and study, or when looking for work. For more information, visit the Services Australia Mobility Allowance page ., Disability Australian Apprentice Wage Support (DAAWS), DAAWS is a payment to support Australian Apprentices who have disability. If you’re eligible, the Australian Government pays DAAWS to your employer. For more information about DAAWS, contact your Inclusive Employment Australia provider or an Australian Apprenticeship Support Network (AASN) provider in your area. Visit our Support to do an apprenticeship page for more on apprenticeships and…
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Support plans can benefit your employees with disability, as well as your business. Find out what to include in a plan and how to get started writing one – or download a handy template., What is a disability employment support plan? , A disability employment support plan is a document created for an employee with disability. It addresses their specific needs in the workplace and help they may need to settle into or keep a job long term. Not every employee with disability needs a plan. A support plan might include: information on workplace changes and special equipment, if needed details of the job, including tasks, procedures…, Who writes the support plan?, The first disability employment support plan is put together by the employer and employee. If the employee has an Inclusive Employment Australia provider, they may help with this too. As the employee becomes more comfortable in their role the next plan may only need to be put together by the employee and employer. , Benefits of a support plan, A disability employment support plan can help your employee with disability do well in their role and progress in their career. The plans can also help your organisation. They can: make staff feel supported and stay in their job longer get ongoing help that is needed from Inclusive Employment Australia providers, Getting started , You should start writing the plan as soon as possible after the employee begins work. The National Disability Recruitment Coordinator (NDRC) has a handy employment support plan template you can download and use to suit your employee. For more advice, you can contact one of our JobAccess Advisers.
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A person with disability may well be the best match for a position in your organisation. There are ways to make your job advertisements accessible and inclusive to all candidates., Ways to attract candidates, Some job advertisements have very specific and detailed lists of requirements. Some also use templates that include a lot of information that isn’t essential. This can put people off applying. There are ways to encourage more suitable people to apply, including people with disability. For example, you can: put a statement in the job advertisement that you are inclusive and welcome applicants who…, Help to design and promote jobs, An Inclusive Employment Australia provider or a JobAccess Adviser can help you design and promote jobs for people with disability. Organisations can partner with the National Disability Recruitment Coordinator (NDRC). The NDRC supports employers to write clear job descriptions, share vacancies and create policies and practices to meet the needs of people with disability., Putting your vacancies online, There are several websites for job listings, including some that cater to specific groups or industries., Employment websites for people with disability, There are job search websites that connect employers to job seekers with disability. Both Toozly and The Field list jobs across Australia for a range of organisations. Employers need to subscribe to post jobs. Toozly, General employment websites, Some of the more popular employment websites: Workforce Australia Seek CareerOne Indeed Adzuna LinkedIn Ethical Jobs EmployAbility, Websites for specific industries, Some employment websites target certain industries. These include: Healthcare Australia – jobs for nurses, aged care staff and medical specialists Ozharvest – jobs in fruit picking and other seasonal jobs in harvest areas Sportspeople – jobs in sport., Your own website and social media, Many people looking for work will focus on a certain industry or even a particular organisation. If your website has a ‘Careers’ section, this is an obvious place to post your job vacancies. You can also use your social media, such as Facebook, LinkedIn and others, to promote vacancies and direct people to more information on how to apply.
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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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