A common question JobAccess Advisers often get asked is, “what is reasonable for employers to ask as evidence of disability from employees?”. Our advice is based on good practice*. An … how their disability affects their work duties. This means sharing any barriers to doing the job well. If someone feels dizzy from their mental health medication, they should talk to their … can only ask information to adjust work conditions and see if the employee can meet the job’s basic needs. This means understanding any barriers a person might face in the workplace …

example. “For a person with a disability, one of the most frustrating things is having access to information when I’m staying in a hotel,” says Donna Purcell, Senior Manager Accessibility and … or room service, and I don’t always want to trek back downstairs with my guide dog to ask for help to order breakfast,” she says. But, through JobAccess and the Employment Assistance Fund, …

There is a lot you can do to support employees who have multiple sclerosis (MS). MS can affect a person in many different ways, so it’s important to be flexible. You can get funding to help with workplace changes, equipment and support services. Understanding multiple sclerosis … key is to be flexible and provide a supportive workplace. You may need to review an employee’s job duties and needs over time, to help them stay independent at work. Following are adjustments …

of the job differently or that you’re open to applicants who might not meet every requirement. Help to design and promote jobs An Inclusive Employment Australia provider or a JobAccess Adviser can help you design and …

Adelaide partnered with JobAccess and the National Disability Recruitment Coordinator (NDRC) to improve their recruitment and employment practices, making the workplace more inclusive and … our focus on accessible employment and provided us with tools and resources to take action, helping us to make meaningful and sustainable changes.” – Davin Jaehne, Talent Acquisition … Adelaide also embraced a flexible working policy for their team, again a cost free initiative helping to build accessibility and inclusion in the workplace. “The flexible working agreements …

may need support in one or more of these areas. There are a range of things you can do to support employees with cognitive impairment.  See also our article about supporting problem … learns skills understands social cues. By giving your employee the right support, you can help them feel less stressed, more confident and able to perform better at work. Understanding … team activities, hands-on doing or games. Tips for training and giving instructions To help your employees understand and follow instructions, you can: make sure you include regular …

two categories: those who are ‘neurodivergent’ and those who are ‘neurotypical’. According to Reframing Autism, the term ‘neurodivergent’ is used to describe “people whose brains are … is also higher than that of people without disability. Embracing neurodivergence at work can help businesses broaden their talent pool. They can unlock innovation, reach new markets, grow … 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 …

There are privacy laws in Australia to protect your personal and sensitive information. Your Inclusive Employment Australia provider … Employment Australia provider may need to collect this information when you’re applying for jobs or starting a new job. For more on what is personal and sensitive information , visit the Office of the Australian …

and supports employees with disability. For one person with disability, getting equipment that helps them do their job might make a big difference. For another, it might be skills training or being able to change their work hours. In this video, people share some of the ways their employers have …

she has been the owner for five and a half years. “Truth be told I was scared. I didn’t want to ask the wrong questions or use the wrong words. I didn’t want to offend him or his parents by … Index, employees in inclusive teams are 19 times more likely to be very satisfied with their job than workers in non-inclusive teams. Samantha says that having Jack on the team meant that … you can break things down for everyone,” she says. “It’s meant that I’ve put more time into finding out what people’s strengths and weaknesses are, and thinking about which tasks are suited …