JobAccess was proud to take part in the Disability Employment Australia (DEA) Conference 2025 , held on the Gold Coast in May. The event brought together sector leaders, practitioners and advocates to explore the future of disability employment and promote more inclusive workplaces across Australia. The JobAccess National Manager and the National Disability Recruitment Coordinator (NDRC) Manager…, Manager of National Disability Recruitment Coordinator, The DEA Conference 2025 provided a place for reflection, connection, and forward-thinking. JobAccess is pleased to be part of the effort to create lasting change in disability employment., Get Started with JobAccess, Whether you're a jobseeker, 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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Your organisation’s evacuation plan needs to include your employees with disability. Consider the different needs of your employees when you develop your plans. These plans are also called emergency plans or emergency evacuation plans., What is an evacuation plan?, An evacuation plan explains what happens if employees need to quickly get out of the workplace in an emergency. As an employer it is your responsibility to: make an evacuation plan put the evacuation plan in a place where everyone can easily access it keep the plan up to date provide information and training to all employees on the emergency procedures in the plan., Personal emergency evacuation plans, You might have to develop a specific evacuation plan for each employee with disability. These plans are called personal emergency evacuation plans. These plans should include things like: diagrams of the location and evacuation route information about the person’s disability and access needs who will assist them safe areas where they can wait for assistance. To learn more about emergency plans…, What to consider in the plan, Before you create or adapt your evacuation plans, talk with your employees who feel they may need assistance. Allow them to let you know if they need support so you can make plans in advance to meet their needs. Some employees with disability may already know a lot about any specific help, equipment and adjustments they might need. If you are working with a Disability Employment Services (DES)…, Wheelchair users, When planning for wheelchair users: if possible, make sure fire wardens know about any employees with mobility issues ask the person what they prefer for ways to move them make sure there is enough space in fire-isolated stairwell for a wheelchair user to turn around fire-isolated stairwells are protected from fire and smoke consider installing evacuation chairs or devices. In the case of an…, People who are deaf or hearing impaired, When planning for deaf or hearing impaired employees: if you can, install a flashing light alarm in all work areas and bathrooms if you can’t install a flashing alarm, make sure a co-worker can help anyone who is deaf or hearing impaired in an evacuation., People with vision impairment, When planning for employees with vision impairment: Install tactile ground surface indicators leading to fire stairs. These indicators help guide and assist a blind or vision impaired person of a change in the surface. Install brightly coloured step edges in fire stairs, or other edge tapes., People with anxiety or other mental health conditions, When planning for employees with anxiety or other mental health issues, it may be helpful for a co-worker to be a ‘buddy’ in an emergency., Reviewing the plan, Employers must review evacuation and emergency plans regularly. You should also review your plans if: the workplace moves or there are changes to the layout the number of employees in the workplace changes the employee’s tasks or activities change you’ve tested the plan and it doesn’t work., Support for workplace adjustments, If you need to make changes in the workplace to support employees with disability, you may be able to get funding through the Employment Assistance Fund (EAF). The fund can help cover the costs of physical changes, equipment and services. Visit Funding for changes in the workplace for more information or contact one of our JobAccess Advisers.
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Articles
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DES Provider
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DES Provider
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DES Provider
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DES Provider
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DES Provider
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DES Provider
We’re atWork Australia, an employment services provider helping Australians living with disability, injury or health condition find meaningful and lasting employment. We work hard to find the right person the right job, and have been doing so for over 15 years. Let’s get started, call us today on 1300 080 856.
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DES Provider
The, Disability Discrimination Act 1992, makes it illegal for employers to discriminate against people because of their disability. It’s important to know what this means for you as an employer., What is disability according to the law?, The, Disability Discrimination Act 1992, defines disability as: total or partial loss of a person’s bodily or mental functions total or partial loss of a part of the body the presence in the body of organisms causing disease or illness the malfunction, malformation or disfigurement of a part of a person’s body a disorder that results in a person learning differently than someone without it a disorder, illness or disease that affects a…, What are my legal obligations?, It is important for all people to understand their rights and responsibilities at work. Your main obligations under the Disability Discrimination Act: do not discriminate directly – you cannot treat a person with disability less favourably than a person without disability in the same or similar circumstances. , For example, you should not reject a candidate who is the best person for the job because they have a disability., do not discriminate indirectly by having a requirement or practice that is less favourable to a person with disability., For example, making sure when you train a person who is hard of hearing, you provide them with supports or materials in other formats., to make, where necessary, reasonable adjustments to allow a person with disability to perform a job., For example, providing an employee who is visually impaired with a large computer screen or screen reader and large print signs., to avoid and prevent harassment of all employees with disability., For example, training all staff in disability awareness and making sure they know how to make a complaint., Do I need to make workplace changes?, If a person with disability is the best candidate, the employer must make reasonable adjustments to the workplace if needed to perform the job’s the essential tasks. To help cover the costs of making changes to a workplace go to the Employment Assistance Fund page to see what the fund can pay for. , , Useful downloads, The Australian Human Rights Commission has a fact sheet on disability discrimination . This fact sheet will help you understand more about the Disability Discrimination Act.
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