#OneSmallThing - Day 3 (Wednesday 29 November): Employment
On this day we'll be sharing tips and resources for creating a more inclusive workplace. So handy!
People living with disability are more likely to be underemployed and employed in low quality jobs. They face more barriers to employment than their non-disabled peers, which can include physical access barriers, low expectations, negative attitudes and practices, and lack of opportunities.
Most people with disability can work when employers remove these barriers and creating an inclusive workplace culture is the ideal place to start.
Top Employment Tips
- Small adjustments to your recruitment techniques can go a long way towards creating a more inclusive workplace. For example, use your job advertisements to invite people living with disability to apply. Ask them if any adjustments can be made to support them in the interview process and beyond.
- Consider approaches such as job carving to maximise the potential of your employees.
- Rather than making assumptions about an individual’s capabilities, give them opportunities to learn, grow and develop.
- Use the Business Toolkit of resources to help you create a more inclusive workplace.
- Refer young people living with disability aged 15-25 to CYDA’s DREAM Employment Network if they want to offer their talents and unique perspectives to forward-thinking employers.
Ways to be a more inclusive employer
We have collated a few practical and simple things employers can do to be more inclusive, starting with how they advertise positions all the way through to how they can foster an inclusive workplace culture. Start with our inclusive workplace tips and take it from there!
- Job Advertisements: Invite people living with disability, or with lived experience of disability, to apply.
- Job Advertisements: Provide examples of how you provide a supportive and inclusive workplace.
- Job Interviews: Tell candidates what to expect in an interview. Provide questions in advance, if possible.
- Job Interviews: Ask if any adjustments might be needed for a smooth interview.
- Job Interviews: Ask if any adjustments might be needed to be successful in the role.
- Work Induction: Provide clear and easy-to-understand instructions and induction materials.
- Work Induction: Ensure employees understand what is expected of them.
- Work Culture: Consider training and services that could benefit the organisation. For example, Easy Read training.
- Work Culture: Undertake Disability Inclusion Training to overcome uncertainty.
Our Inclusive Employment Video series, developed by the Road to Employment program, are a great place to start if you want to learn more about inclusive workplace practices.
Maximise staff potential through job carving
Job carving involves customising job duties and responsibilities based on an individual's unique skills and strengths. By carving appropriate roles for employees, particularly for those whose health fluctuates because of their disability, managers can maximise the potential of their staff while fostering an inclusive workplace culture and retaining a diverse workforce.
Trish Spargo, Board Chair of JFA Purple Orange, had a positive experience of job carving with her employer when she returned to work after extended leave following surgery.
Read Trish's story on our Moment of Me page.
Give people opportunities to realise their full potential
Gavin Burner could have stayed in supported employment, earning minimum wage. But he decided that he was worth more than that and fast forward to 2023, Gavin now has his own podcast on Spotify, he works for the South Australian Council of Intellectual Disability as an Inclusion Advisor, and he is currently studying Aboriginal culture at Flinders University.
“Everybody wants to grow. Everybody wants to learn. Everybody can do things, sometimes they gotta do it a different way.” - Gavin Burner
To listen to Gavin’s story, visit our Purple Orange Podcast Series page.
Road to Employment Business Toolkit
In the interests of developing inclusive workplaces, the Road to Employment team has developed an excellent Business Toolkit of ready-made resources for businesses to use and share. The resources help you learn more about what disability inclusive practices are and how to implement in your business or team.
Some creative options for how to use these resources include:
- Include in your induction plans for your recruitment staff
- Use the videos in your Diversity and Inclusion Training
- Build your own 'Lunch and Learn' sessions around a particular topic e.g., diverse communication styles or language matters
- Build awareness and capability of Business Leaders and Supervisors in Leadership Programs.
- Share with staff to help them understand more about disability.
> Find out more about the Business Toolkit.
DREAM Employment Network
CYDA’s DREAM Employment Network is a unique initiative that connects forward-thinking employers with young Australians living with disability who are eager to bring their talents and unique perspectives to the workplace.
The aim of the Network is to build leadership skills, inclusive employment pathways, and opportunities for leadership positions for young people with disability.
Young people living with disability aged 15-25 can visit CYDA’s website to find more information about the Network and sign up. The website contains some excellent resources for young people and employers.
For some tips on reasonable adjustments that can be made for people in the workplace, download this introduction for employers (PDF).
Got #OneSmallThing you'd like to share on any of the topics above? We'd love to hear from you!
Simply send us an email at media@juliafarr.org.au or message us on socials with your #OneSmallThing - it can be a quick mobile video, something in writing, an audio file, a drawing, or any other medium that works for you!