D.D.A. guide: Earning a living
person with a disability has a right to the same employment opportunities
as a person without a disability.
Disability Discrimination Act (DDA) makes it against the law for an employer
to discriminate against someone on the grounds of disability.
should employers do?
must offer equal employment opportunities to everyone. This means that
if a person with a disability can do the essential activities or "inherent
requirements" of a job, he or she should have just as much chance
to do that job as anyone else.
example, an essential activity or "inherent requirement" for
a telephonist's job is the ability to communicate by telephone. But it
is not an "inherent requirement' to hold the phone in the hand.
should choose the best person for the job, whether that person has a disability
or not. They should make this decision based on a person's ability to
perform the essential activities of the job. They should not make assumptions
about what a person can or cannot do because of a disability.
with a disability are protected against discrimination in:
processes such as advertising, interviewing, and other selection processes
on who will get the job
and conditions of employment such as pay rates, work hours and leave
transfer, training or other benefits associated with employment, or
or any other detriment, such as demotion or retrenchment.
DDA also covers contract work, and membership of partnerships of three
or more people, as well as discrimination by:
with control over professional, trade or occupational qualifications
registered trade unions, and
example, it is unlawful for an employment agency not to refer a person
with a disability to a job if he or she can do the job.
about workplace changes?
a person with a disability is the best person for the job then the employer
must make workplace changes or "workplace adjustments" if that
person needs them to perform the essential activities of the job.
most cases the person with a disability will be able to tell the employer
what is needed. If necessary, employers should also seek advice from government
agencies or organisations which represent or provide services to people
with a disability.
of "workplace adjustments" employers may need to make include:
recruitment and selection procedures. For example, providing a sign
language interpreter for a deaf person, or ensuring the medical assessor
is familiar with a person's particular disability and how it relates
to the job requirements.
work premises. For example, making ramps, modifying toilets, providing
flashing lights to alert people with a hearing loss.
to job design, work schedules or other work practices. For example,
swapping some duties among staff, regular meal breaks for a person with
equipment. For example, lowering a workbench or providing an enlarged
training or other assistance. For example, induction programs for
staff with a disability and co-workers, mentor or support person for
a person with an intellectual disability, including staff with a disability
in all mainstream training.
if changes are too difficult for the employer?
DDA does not require workplace changes to be made if this will cause major
difficulties or unreasonable costs to a person or organisation. This is
called "unjustifiable hardship".
considering claiming that adjustments are unjustified, employers need
consider how an adjustment might be made
this directly with the person involved, and
relevant sources of advice.
adjustments cause hardship it is up to the employer to show that they
detailed information on employment is also available on the Commission