National Inquiry into Employment and Disability
Employer Consultation - Sydney, 7 July 2005
Hosted by the Council for Equal Opportunity in Employment Limited (CEOE Ltd) and the Australian Broadcasting Corporation (ABC).
See Appendix A for list of participants.
Summary of discussions
Employer representatives around the table shared their corporate experiences regarding employment policies and practices for people with disabilities.
They discussed some of the problems and strategies associated with recruitment and retention of people with disabilities. They also provided feedback on some of the Inquiry's draft recommendations.
Suggestions for improving recruitment of people with disabilities
Create incentives to recruit people with disabilities
- Encourage leadership at the top levels of management
- Recognise and promote good employers
- Set aspirational targets regarding diversity in the workplace
- Impose compulsory reporting of disability employment statistics for the private and public sector (eg reporting under the Equal Opportunity for Women in the Workplace Act 1999 (Cth))
- Develop and promote the business case for hiring people with disabilities in the context of a decreasing pool of skilled labour
- Dispel myths about the productivity sacrifices associated with the employment of people with certain disabilities
- Provide subsidies where there are real productivity sacrifices
- Provide increased subsidies for workplace modifications where needed
- Create government-funded long term (eg 6 months to 1 year) work trials that remove risk, provide ongoing support and demonstrate the benefits of hiring people with disability
Provide incentives to recruitment agencies to refer people with disabilities
- Large companies could nominate preferred recruiters on the basis of their referrals
- Award schemes for recruitment companies
Provide easy to use, comprehensive information and advice to employers
- Professional advice about any workplace modifications that may be needed and how to implement them
- Advice about ongoing support needs
- Confidential inquiry service
Address risks associated with unfair dismissal, occupational health and safety and disability discrimination laws
- Clear guidelines as to what can and cannot be done under these laws
- Work trials with exemptions from liability for employers
- Availability of consultants to undertake risk assessments, especially for small businesses
Employers can refer people with intellectual disabilities to contractors
- Large companies can refer employment services and recruiters to the contractors that undertake entry-level tasks on their behalf
Suggestions for improving retention of people with pre-existing and acquired disabilities
Provide ongoing support for employers
- Create a hotline that allows employers to ask questions about how to handle issues that arise with employees with disabilities (option of confidentiality)
- Provide professional advice and assistance regarding workplace accommodations eg workplace assessors, assistive technology
- Provide training for managers regarding how to identify problems and solutions
Promote and share expertise and information amongst employers
- Create a database that includes tested workplace policies and practices
- Create a credible awards and recognition scheme for good employers
Provide ongoing support for employees
- Create a hotline that allows employees with a disability to seek advice and assistance regarding workplace and other disability-related issues
Ensure clear job descriptions for employees
Create a flexible workplace for all employees where feasible
- Investigate the possibility of composite jobs
- Ask staff about their preferred working hours
Create an inter-sector coalition
- There must be clear goals and outcomes.
- The forum could foster discussion amongst employers and other sectors eg employees, disability groups, government, unions
- The forum could identify and promote strategies for change amongst the employer (small, medium, large) and employee community
Appendix A: Participant List
Attendances
Dr Sev Ozdowski OAM, Human Rights Commissioner, Disability Discrimination Commissioner, Human Rights and Equal Opportunity Commission
Vanessa Lesnie, Secretary to Inquiry, Human Rights and Equal Opportunity Commission
Cristina Ricci, Policy Officer, Human Rights and Equal Opportunity Commission
Maria Chmiel, Customer Relations Manager, CEOE Ltd
Susie Whillas, Senior Consultant, CEOE Ltd
Chrissie Tucker, Manager Diversity, HR Division, ABC
Nicole Fenech, S&D Resource Manager, IBM
Michelle Filo, Human Resources Manager, Krispy Kreme Australia
Ian Lilley, Employee Relations Manager, Star City
Kim O'Brien, Workforce Diversity Training Officer, Australia Post
Jane Sharpe, Human Resources, BOC
Anne Spiteri, Diversity Coordinator, AMP
Katriina Tahka, Diversity Manager, AMP
Philip Willcockson, People Resources Consultant, McDonald's Australia
Apologies
Melinda Fuller, Human Resources, EDS Australia
David Russell, Employee Relations Manager, BOC
Rohan Squirchuk, Managing Director, CEOE Ltd
Edweena Stratton, Director of People Development, Krispy Kreme Australia .