employer, unless it impacts – their ability to perform the inherent requirements of the role, or their safety, or the safety of their co-workers. If any of these apply, employees should only need to explain … talk to their employer about making changes. These adjustments might include flexible start or finish times. They don’t have to tell their employer about the mental health issue itself. The …

reading, writing, and understanding verbal information often try to cover up their problem or may not be aware of it.  Any discussion with your employee should be of a non-judgemental nature.  Speech pathologists or psychologists can do literacy assessments to identify any issues. This can start with a … can: ask them how they best learn always make sure they understand by asking them to show you or repeat back in their own words what they’ve read create a glossary of common terms and …

Find out how you can support employees who have intellectual or learning disabilities, brain injury, and other conditions that affect the way people think and …

list. For more information on what costs the EAF can cover, download the full EAF guidelines or contact JobAccess at 1800 464 800 for free advice.    Software and communication technology The EAF can fund assistive technology or software for work. Examples include: screen reading and speech recognition software braille … all staff. Physical changes to workplaces Physical changes can include changes to a building or to a workspace to make the workplace more accessible for employees. For example: alternative …

employment duties. The EAF can help people whether they are working, about to start work, or self-employed.  What can you use the EAF for? The EAF can fund changes related to workplaces, … and ramps changes to work vehicles special equipment – including braille printers, joysticks or mouse alternatives and headsets assistive technology and communication devices – such as a hearing loop system, touch screen, or screen reading software Auslan interpreting services  More details are at What the EAF can …

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 … form that requires a mouse to navigate may be unusable for people who rely on a keyboard or screen reader. A PDF that isn’t accessible may mean that not everyone has the same information … 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 …

to make sure they’re safe at work For example, you may need to:  change work processes or equipment adjust work schedules make physical changes to the workplace. For example, put clear markings on steps or pathways, build an access ramp, or improve lighting in some areas. You must ensure that employees with disability can access …

When organisations are looking to hire people with disability, or have already, knowing your obligations, what support is available, and how to create and …

Work and mental health on the Beyond Blue website. Deaf awareness and Auslan training If one or more of your employees is deaf or has a hearing impairment, your team can take part in deaf awareness training. This training … gives management and staff an insight into: the lives and needs of people who are deaf or hard of hearing the Deaf community ways to better communicate with co-workers who are deaf or …

Whether you’re thinking about hiring a person with disability for the first time or have employees with disability already, there are a few things you need to know to make sure …