WESTERN AUSTRALIA
Employ Outside the Box People with disability The rewards of a diverse workforce A quick guide for WA employers
1 Chamber of Commerce and Industry of Western Australia (Inc)
Recruiting and Retaining People with Disability - A Guide for Employers
8 good reasons to employ people with disability 1. Independent studies show that people with disability generally have a very positive work attitude and work ethos. 1
2. Hiring an employee with disability can lead to increased productivity, reduced absenteeism, increased morale, a more positive organisational culture and reduced workers’ compensation. 2
3. The costs of recruiting can be reduced as generally there is lower turnover of employees with disability.
4. The number of OHS incidents for an employee with disability is six times lower than that of an average employee and the number of worker’s compensation incidents is four times lower than that of an average employee. 3
5. Employees with disability have less sick days compared to an average employee. The accrued cost of sickness absence in employees with disability was less than half of the cost for an average employee ($408 vs. $881). 4
6. Employees with disability generally have very good problem-solving skills as they have been challenged to find creative ways to perform tasks others may take for granted.
7. Hiring people with disability contributes to the organisation’s overall diversity. It enhances the company’s image among its staff, customers and community, adding positive benefits to the employer brand.
8. There will be benefits to existing staff who find working with people with disability rewarding.
1.
Department of Education, Employment and Workplace Relations, 2011, Employer perspectives on recruiting people
With disability and the role of Disability Employment Services, http://www.deewr.gov.au/Employment/ResearchStatistics/
ProgEval/Documents/EmployerServicing2011.pdf p9
2. Disability Investment Group, 2009, The Way Forward, A New Disability Policy Framework for Australia, http://www.fahcsia.gov.au/sa/disability/pubs/policy/way_ forward/Pages/default.aspx p 55 3.
Australian Safety and Compensation Council, 2007, Are People with Disability at Risk at Work?
www.safeworkaustralia.gov.au/.../359/ArePeopleWithDisabilityRiskAtWork_Review_2007_RTF.doc • DOC file
4.
Ibid, p 35
1 Employ Outside the Box | The rewards of a diverse workforce
Recruiting and Retaining People with Disability - A Guide for Employers
WESTERN AUSTRALIA
Your business can benefit from employing a diverse workforce Employers have ongoing challenges to attract and keep a well skilled and productive workforce. Skills and labour shortages, wages competition and a shrinking pool of labour caused by an aging population are just some of the reasons to examine your employment practices to ensure that you can find your next employee. This practical guide provides you with information, tips and advice to assist you to employ ‘outside the box’. A sizable and work ready group currently ‘outside the box’ is people with a disability.
About one in five people have some type of disability. Many people with disability are able to work effectively with either minimal or no additional assistance. Currently, around two-thirds of disability pensioners have mild or moderate disability, yet less than 10% earn any income through work.5 Many of these people are capable of working and want to work, but in many cases they lack the experience, opportunity or encouragement and support needed to get them into sustainable employment. Employers need to ‘employ outside the box’ if you want to have a dependable supply of labour into the future. A strong focus on staff retention is required as the pool of labour gets smaller and the population ages. The cost of labour will become more expensive unless the supply pool can somehow be expanded to include those who have not traditionally been seen as a source of labour. The Australian Chamber of Commerce and Industry (ACCI) has released The Business Case for Employing People with Disability which outlines in more detail the rationale as to why employing people with disability makes good business sense. The document can be downloaded from www.acci.asn.au. This guide complements ACCI’s business case and provides practical information for WA employers on how to make your workplace suitable and attractive to people with disability.
5. Brown, Jessica; 2010, Defeating Dependency: Moving Disability Support Pensioners Into Jobs, Centre for Independent Studies
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Recruiting and Retaining People with Disability - A Guide for Employers
It makes good business sense People with disability often build strong connections with customers and the community. Staff morale is boosted and teamwork is enhanced. Real cost savings are realised through less turnover, recruitment and retraining costs. Hiring people with disability also adds to the organisation’s overall diversity. It can improve the company’s image among its staff, community and customers adding positive benefits to the employer label.
1. There is a strong business case for employing people with disability. It generally does not cost your business more to hire a person with disability and there is support through government assistance;
2. It is easier than most people to think to employ a person with disability. A Disability Employment Service (DES) provider can do the hard work for and assist you with recruitment;
3. Businesses can access free individualised support for recruitment, job analysis, job matching, advice and training. Employees with disability are: •
Reliable – people with disability take fewer days off, take less sick leave and stay in jobs longer than other workers;
•
Productive – once in the right job, people with disability perform as well as other employees;
•
Affordable – recruitment, insurance cover and compensation costs are lower.
3 Employ Outside the Box | The rewards of a diverse workforce
Recruiting and Retaining People with Disability - A Guide for Employers
WESTERN AUSTRALIA
Workforce planning for long term success What is workforce planning? Workforce planning is the process that ensures an organisation has suitable access to skills and labour to deliver its strategic goals and objectives. A workforce plan assesses your current workforce, where you want to be in the future and identifies the strategies needed to get you there. Overall, workforce planning provides a strategic basis for making critical human resource decisions and allows managers to: •
anticipate and resolve problems such as staff and skills shortages and increases in staffing costs;
•
deliver quality and timely services;
•
save money by cutting costs associated with high vacancies and turnover;
•
meet the increasing need for flexibility in the workforce; and
•
develop alternative strategies to meet a changing market environment.
What’s involved?
1. Examine the current profile of your business - Identify job roles and demographics of your workforce. What are the current skills and competencies existing in your workforce? What skills gaps exist? Are there job roles or skills sets suitable for people with disability?
2.
Determine your future workforce profile - What future products and services will be provided by the organisation? What future job roles will be needed? Where do you want to be seen in the community? What skills and competencies are required over the next 1-3 years?
3.
Undertake a gap analysis - What are the key areas of action that are needed to move from where the organisation is now to where it wants to be in terms of your workforce? Which of these gaps can be filled by people with disability – contact an expert to assist. See: Where to go for help
4. Determine an action plan - Compare the current workforce profile with what is required into the future. What’s different, what do you need more of, less of? What training needs do your staff have? What strategies are required to build your desired workforce? Are there any particular workplace modifications that may need to take place?
Your action plan should include:
•
• strategies needed to build and source identified skills (implementation or continuation of apprenticeships/traineeships, training
how you can put in place training programs and strategies to develop staff to build the skills your business needs; programs, professional development opportunities, options of where to source labour, graduate programs and skilled migration opportunities);
•
strategies to implement to attract, recruit and retain people from diversity groups; and
•
succession planning and knowledge transfer strategies.
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Recruiting and Retaining People with Disability - A Guide for Employers
Planning for people with disability Here are some useful steps that you can take to ensure you are successful in prepare your business to be suitable to employ people with disability:
1. Get information - The Commonwealth Government website for employers, JobAccess, is designed to provide information to employers to help prepare for employment of a person with disability. It contains a database of where to get help and how to access support services. See: Where to go for help.
2.
Contact the experts - There are a range of organisations that can assist you in recruitment of a person with disability. They can provide advice on financial support options, assistance with the facilitation of workplace modifications to accommodate people’s disabilities and ongoing support for the workplace. JobAccess can provide you with a range of contacts located nearest to you.
3. Review organisation culture - Consider your current organisational culture (personnel policies & management style). Does your organisation effectively accommodate the employment of people with disability? Do changes need to be made?
4.
Identify roles/positions suitable for a person with a disability - Review your current employment roles and consider any modifications that may be needed to be made to roles to encourage people with disability to work for your business.
5. Consider flexible arrangements - There may be some easy and practical work arrangements that could be offered to make positions attractive to people with disability and cater to individual needs.
6.
Communicate to staff the value of broadening the business approach to employment - Consider offering awareness training for current employees to help prepare the workplace and provide a culture of acceptance.
7. Prepare your staff - Consider any extra training that may be needed for your current employees to help build a culture of acceptance across your organisation. There is often government funding available for employers to help with retraining where necessary. See: Where to go for help.
Recruiting people with disability Here are some tips to ensure you find the right employee for your workplace:
1. Match the needs of your business and the skills and capabilities of each applicant to ensure a good organisational fit. Be clear in your own mind about what the requirements of the job vacancies and what is expected from candidates.
2.
When advertising positions highlight conditions that may suit people with disability.
3. Consider the interview process and that it may take multiple negotiation sessions to agree on core mutual understandings about skills, interests and values.
4. Ensure you are prepared for any special requirements that may be needed for the interview process, for instance wheelchair access into office areas or Auslan (Australian sign language for the deaf community) assistance.
5.
Be flexible and open in considering the abilities of applicants and how they might contribute towards your business.
6.
When considering employment of a person with disability focus on what the person can do rather than what they can’t do.
7.
Use a specialist service to assist with recruitment. See: Where to go for help.
5 Employ Outside the Box | The rewards of a diverse workforce
Recruiting and Retaining People with Disability - A Guide for Employers
WESTERN AUSTRALIA
Retaining people with disability Here are some tips to ensure you keep your employees for longer:
1.
Provide information and support New employees will settle in quickly if you give them all the information they need to understand your business. Importantly, they will want to understand your core business and to get a feel for the culture your business promotes. Induction information and the allocation of a ‘buddy’ can help to ease this process.
2. Awareness training for employees There is funding for training programs to assist with the continued education of employers and co-workers. These include generic disability awareness training, deafness awareness training and mental health awareness training.
3.
On the job support Disability Employment Services (DES) providers can assist with access to specialist services specific expertise in the areas of health or learning disorders. Currently the Employment Assistance Fund provides funding of $1,500 per annum to the employer for each eligible employee (including GST). See: Where to go for help – Disability Employment Services (DES) providers.
4.
Ongoing support Regular discussions between you, your employee and the DES can assist with any issues arising in the workplace. The DES provider can provide assistance with mentoring and support. The understanding and flexibility shown during the settling-in period will establish a firm foundation for future success.
5.
Offer workplace flexibility The capacity of an employer to offer flexibility and workplace choices is a critical component of an attraction and retention strategy – further details in the next section of the guide.
6. Offer training opportunities and professional development. Keeping an employee engaged through providing opportunities to learn new skills may prolong the time an employee stays with your company.
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Recruiting and Retaining People with Disability - A Guide for Employers
Providing workplace flexibility Flexible work practices are needed to cater to the individual needs of your employees. A flexible workplace can help employees manage: •
fluctuating periods of health;
•
attendance at medical appointments;
•
their ability to fit in with their carer’s tasks; and
•
care of children or other relatives and responsibilities.
Flexible working hours You may be able to offer flexible start and finish times, part time work or job sharing arrangements. Consult with employees about rostering and compressed hours opportunities. Offer employees the option to make-up time if they need to attend medical or other appointments. Match tasks to your employees’ varying capacities Offer employees multi-skilling and job rotation, training and transfer opportunities to meet workplace needs. If an employee is finding it hard to do a task provide assistance, offer support or encourage another employee to assist with the task. When an employee returns after extended leave, provide support and appropriate training to refresh skills. Flexibility with sick, carer and other types of leave Give employees flexibility with their leave. This could include taking leave in single days, taking leave without pay, and extended or special leave. You may also consider hiring casuals temporarily to replace employees on extended leave. Home based work Think about letting employees work from home (teleworking). Teleworking is a flexible working arrangement where employees work away from the traditional office, such as at home or in a remote location, with the assistance of information technology. Employing teleworkers lets you employ people who find it hard to be part of the traditional workforce. This may be of particular benefit for carers and workers in rural and regional areas. As well as the business benefits, the benefits to your employees are many - less mobility problems, less travel time and cost, better work-life balance, and greater flexibility in working hours. Source: www.jobaccess.gov.au
7 Employ Outside the Box | The rewards of a diverse workforce
Recruiting and Retaining People with Disability - A Guide for Employers
WESTERN AUSTRALIA
Case Study – Vancouver Café and Store Albany Known by the locals as a great place for lunch or a spot of coffee, Albany’s Vancouver Café and Store is also a multiple award winning business that provides meaningful work, a supportive culture with accredited and non-accredited training for employees with disability. Café owner, Alison Teede offers real and flexible job opportunities from casual employment to traineeships for her staff. The café also provides various training and work experience opportunities for students from Great Southern Institute of Technology, Great Southern Grammar and Albany Secondary Education Support Centre. The café uses the local Disability Employment Service provider, Great Southern Personnel, to support and assist employees with employment training and direction. The service provider can also deliver one-on-one attention when needed. Alison explains, like other hospitality business owners, that she hires locals with personality first and then looks at what each employee can bring to the café, “this is a real business” she stresses and it makes sound business practice to be part of our community.
“This is Business” looks at the realities of running a profitable business while providing a sense of belonging, support and respect for employees with disability, enabling them to produce their best work and grow with the business. Their experience will provide inspiration for people with disability looking for employment, and highlight inclusive workplace benefits for employers through accessing a wider talent pool.
Produced by: Alison Teede Directed by: Julian Blogg, Cineshots Supported by: Disability Services Commission Great Southern Personnel Great Southern Institute of Technology Albany Secondary Education Support Centre Vancouver Café Sponsored by: Wignalls Winery
this is business
The Vancouver Café is a whole lot more than a place to eat; it is part of our community.
(front)
VANCOUVER
cafe & store
(back)
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Recruiting and Retaining People with Disability - A Guide for Employers
Where to go for help For advice, assistance and information: Chamber of Commerce and Industry of Western Australia CCI has a range of information, products and services to support your workforce planning needs. Workforce Development Services – CCI provides advice and support to business to understand their workforce needs to ensure they have the right people with the right skills to progress their business. This unit provides information to employers on workforce planning and development; apprenticeships and training advice; and employing people from diversity groups. Education and Training Adviser – An Education and Training Adviser can provide you with advice on training needs and how to link with appropriate service providers to assist you make your workplace flexible and accommodating for people with disability. Apprenticeships Australia – For expert advice tailored to meet your business needs, Apprenticeship Australia will find you the right people to commit to your business and guide them through to the completion of their training. CCI Apprenticeship Solutions – provides easily accessible and practical advisory service to employers when signing up apprentices and trainees. CCI Business Training – provides industry-driven courses aimed at the needs of WA businesses, focusing on improving employees’ performance and organisational efficiency. Employee Relations Advice Centre – over the phone practical advice from a team of employment experts including award interpretation, employment obligations, recruitment and termination advice. www.cciwa.com
For workplace support and funding: Job Access Australia JobAccess has been set up as an online information and advisory service to assist employers, service providers and people with disabilities access to information that assists with employment. www.jobaccess.gov.au Job Search Database (access to employment service providers) Access the database of over 200 disability employment service providers in regional and metro areas across Western Australia see instructions below through the JobSearch database. This database is designed to assist employers connect with service providers to: find potential employees; undergo workplace modifications; and access the supported wage system. www.jobsearch.gov.au Instructions to access service providers in your area: •
Go to jobsearch.gov.au;
•
click on ‘Find a Provider’ on the left hand side of the screen;
•
click on the ‘select a provider’ dropdown menu in the middle of the screen. You will need to choose a service provider type (either Job Services Australia or Disability Employment Network) and then click on search;
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Type your postal code in the box at the bottom of the page – click on the ‘include surrounding areas’ box to increase your results that will be returned;
•
This will give you a list of Service Providers in your area. If you click on the Service Providers name it will open up and give you their contact details.
If you need more information or have further queries, please give the JobAccess Team a call on the free call number 1800 464 800.
9 Employ Outside the Box | The rewards of a diverse workforce
Recruiting and Retaining People with Disability - A Guide for Employers
WESTERN AUSTRALIA
Disability Employment Services Disability Employment Services (DES) provides services for people with disability, their families and carers and employers. Job seekers with disability have access to tailored services that are flexible and responsive to both their needs and those of employers. www.deewr.gov.au/Employment/Programs/DES/Pages/default.aspx Australian Apprenticeship Centres Australian Apprenticeship Centres have expertise in employing apprentices with disability and will support employers to achieve a successful outcome. www.australianapprenticeships.gov.au or call 13 38 73. National Disability Recruitment Coordinator: The National Disability Recruitment Coordinator provides information about an employer’s job vacancies to local Disability Employment Services providers who service the area where the jobs are located. It offers a free pre-screening interview service at the point of recruitment to help make referrals of potential applicants. www.deewr.gov.au/Employment/Programs/DES/Employer_Support/Pages/ NDRC.aspx Australian Network on Disability: The Australian Network on Disability (AND) is a not-for-profit organisation resourced to advance the inclusion of people with disability in all aspects of business. The Network supports members and clients to welcome people with disability as employees, customers and suppliers. www.and.org.au
For health and safety advice: CRS Australia CRS Australia is a leading provider of disability employment and assessment services to people with a disability, injury or health condition. www.crsaustralia.gov.au/helping_people.htm Are People with Disability at Risk at Work Safe Work Australia is an Australian Government agency, with the primary responsibility of improving work health and safety and workers’ compensation arrangements across Australia. www.safeworkaustralia.gov.au
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Chamber of Commerce and Industry of Western Australia (Inc) 180 Hay Street, East Perth, Western Australia 6004 P (08) 9365 7555 | F (08) 9365 7550 | E
[email protected] www.cciwa.com
