This strategy offers employers a service to recruit people with disabilities to increase social inclusion and financial security. Existing information sources provide some guidance but have limitations. They do not effectively promote opportunities or simplify the hiring process. Improving access to information on a centralized website or app could help employers and people with disabilities overcome barriers to employment. Enhancing networking and partnerships between organizations would further support diversity in the workforce.

1. Azzam
Jeremy
Josh
Matthew
Walter

2. »
» This strategy offers a service for employers to recruit people
with disabilities to increase social inclusion and provide
financial security.
What are we offering?
The Strategy

3. Stakeholder
Statistics

4. Key Information
Statistics
Disabled People in Boroondara
5,838
Disabled Age Population Distribution
85 and over
2,149
2,286
60 - 84
906
20 - 59
276
10 - 19
16%
Health care
and Social Services
14.1%
Education and Training
13.6%
Top Three Workforce Industries

5. Existing Information
Print Material
Australian
Chamber of
Commerce
and Industry
business friendly
handbooks.
Gives business
cases for
recruitment
and retention of
diverse employees.
Largely relies on
new approaches
and business
leadership
from within the
private sector.

6. Gives business
cases for
recruitment
and retention of
diverse employees.
Existing Information
Print Material
Australian
Chamber of
Commerce
and Industry
business friendly
handbooks.
Largely relies on
new approaches
and business
leadership
from within the
private sector.

7. Existing Information
Print Material
Australian
Chamber of
Commerce
and Industry
business friendly
handbooks.
Gives business
cases for
recruitment
and retention
of diverse
employees.
Largely relies on
new approaches
and business
leadership
from within the
private sector.

8. Gives business
cases for
recruitment
and retention of
diverse employees.
Existing Information
Print Material
Australian
Chamber of
Commerce
and Industry
business friendly
handbooks.
Largely relies on
new approaches
and business
leadership
from within the
private sector.

9. Existing Information
Print Material - The Realities of Hiring People with Disabilities
Aimed towards
potential
employers.
Gives solutions to
common problems
with estimate
monetary costs.
Does not outline
key benefits and
is concerned on
potential negative
perceptions.

10. Gives solutions to
common problems
with estimate
monetary costs.
Existing Information
Aimed towards
potential
employers.
Does not outline
key benefits and
is concerned on
potential negative
perceptions.
Print Material - The Realities of Hiring People with Disabilities

11. Does not outline
key benefits and
is concerned on
potential negative
perceptions.
Existing Information
Aimed towards
potential
employers.
Gives solutions
to common
problems
with estimate
monetary costs.
Print Material - The Realities of Hiring People with Disabilities

12. Existing Information
Aimed towards
potential
employers.
Gives solutions to
common problems
with estimate
monetary costs.
Does not outline
key benefits and
is concerned
on potential
negative
perceptions.
Print Material - The Realities of Hiring People with Disabilities

13. Existing Information
Print Material - NSW Workforce Diversity Plan
Address
workplace
diversity as a
whole, outlining
state (NSW)
priorities.
Gives 2017 targets
to be measured
against on plan
strategies.
Fails to give
examples of
positive practices.

14. Existing Information
Address
workplace
diversity as a
whole, outlining
state (NSW)
priorities.
Gives 2017 targets
to be measured
against on plan
strategies.
Fails to give
examples of
positive practices.
Print Material - NSW Workforce Diversity Plan

15. Fails to give
examples of
positive practices.
Existing Information
Print Material - NSW Workforce Diversity Plan
Address
workplace
diversity as a
whole, outlining
state (NSW)
priorities.
Gives 2017
targets to
be measured
against on plan
strategies.

16. Existing Information
Gives 2017 targets
to be measured
against on plan
strategies.
Print Material - NSW Workforce Diversity Plan
Address
workplace
diversity as a
whole, outlining
state (NSW)
priorities.
Fails to give
examples of
positive practices.

17. Federal platform
for laws and
strategies.
Existing Information
Digital Material - Job Access
Access for
Employers, people
with a disability
and service
providers.
Doesn’t give
live updates
for employers
to advertise
positions.

18. Access for
Employers,
people with a
disability and
service providers.
Doesn’t give
live updates
for employers
to advertise
positions.
Existing Information
Federal platform
for laws and
strategies.
Digital Material - Job Access

19. Doesn’t give
live updates
for employers
to advertise
positions.
Existing Information
Digital Material - Job Access
Access for
Employers,
people with a
disability and
service providers.
Federal platform
for laws and
strategies.

20. Existing Information
Digital Material - Job Access
Access for
Employers,
people with a
disability and
service providers.
Doesn’t give
live updates
for employers
to advertise
positions.
Federal platform
for laws and
strategies.

21. Existing Information
Digital Material - Australian Network on Disability
Largely focuses
on training
and educating
organisations to
be prepared.
Create
opportunities of
mutual benefit
for people with
disability and
organisations.
Relies on
membership
from large
organisations.

22. Existing Information
Largely focuses
on training
and educating
organisations
to be prepared.
Create
opportunities of
mutual benefit
for people with
disability and
organisations.
Relies on
membership
from large
organisations.
Digital Material - Australian Network on Disability

23. Existing Information
Largely focuses
on training
and educating
organisations to
be prepared.
Create
opportunities of
mutual benefit
for people with
disability and
organisations.
Relies on
membership
from large
organisations.
Digital Material - Australian Network on Disability

24. Existing Information
Largely focuses
on training
and educating
organisations to
be prepared.
Create
opportunities of
mutual benefit
for people with
disability and
organisations.
Relies on
membership
from large
organisations.
Digital Material - Australian Network on Disability

25. City of Boroondara
Context to Melbourne
ORS Group
Deepdene
Kew East
Kew
Hawthorn
Balwyn North
Balwyn
Surrey
Hills
Canterbury
Hawthorn
East
Camberwell
Glen Iris
Ashburton

26. Greg
Employer
Complying
with laws are
difficult and time
consuming with
limited resources
at his small
architecture firm.
Confident
engaging with
people with minor
disabilities and
would speak
up if workplace
issues arises.
Needs
expectations to
be surpassed with
deadlines met, with
100% commitment
from the entire
workplace.
Has a low level
of awareness of
legal obligations,
however
considers himself
as respectful
individual.

27. Needs
expectations to
be surpassed with
deadlines met, with
100% commitment
from the entire
workplace.
Complying
with laws are
difficult and time
consuming with
limited resources
at his small
architecture firm.
Confident
engaging with
people with
minor disabilities
and would speak
up if workplace
issues arises.
Has a low level of
awareness of legal
obligations, however
considers himself as
respectful individual.
Greg
Employer

28. Complying
with laws are
difficult and time
consuming with
limited resources
at his small
architecture firm.
Confident
engaging with
people with minor
disabilities and
would speak
up if workplace
issues arises.
Needs
expectations
to be surpassed
with deadlines
met, with 100%
commitment
from the entire
workplace.
Has a low level of
awareness of legal
obligations, however
considers himself as
respectful individual.
Greg
Employer

29. Needs
expectations to
be surpassed with
deadlines met, with
100% commitment
from the entire
workplace.
Complying
with laws are
difficult and time
consuming with
limited resources
at his small
architecture firm.
Confident
engaging with
people with minor
disabilities and
would speak
up if workplace
issues arises.
Has a low level of
awareness of legal
obligations, however
considers himself as
respectful individual.
Greg
Employer

30. - What do I need to
know about employing a
disabled person?
- Am I eligible for
government funding?
- How do I reach out to the
disabled community?
- Are there any council or
external services available?
- How do I go about
advertising a position to a
disabled person?
- How do I promote a job
vacancy?
- Are there any liability risks?
- How long does it take to
process my request?
- Is it easy for disabled job
seekers to find my ad?
- How do I prepare my
business?
- Provide more opportunities
for networking and hiring
- Provide further information
on council website
- Integrate agency objectives
and council website
- Integrate agency objectives
and council website
- Offer detailed information
on the website or an app
- Simplify the process of
lodging a job vacancy
- Reduce touch points with
external businesses
- Offer online or chat service
- Offer tips on how to
prepare a business and its
stakeholders for the arrival of
a disabled employee
- Attends a council
event in to learn about
employment opportunities
with people who have a
disability.
Excited to be able to help
solve a community issue
and improve the diversity
of staff at my business.
Disappointed that the
council has no information
on the topic despite hosting
a networking session.
Frustrated that I need
to go all the way to
Camberwell to find out
more information.
Annoyed that I could’ve just
done this online without
coming to Camberwell and
scheduling a meeting.
Excited at the prospect of
finally organising the job
vacancy and hiring a disabled
person.
- Researches on council site
- Finds nothing
- Broadens search to Google
- Finds that there is only
one disabled employment
agency in the whole of
Boroondara
- Contacts ORS Group in
Camberwell and arranges
a meeting to find out more
information on hiring a
disabled person
- Has meeting with ORS rep
- Finds out liability
information
- Is directed to an online
page where he can lodge a
job vacancy
- Lodges job vacancy online
- Prepares other employees
for the arrival of a disabled
employee
Stages
Thinking
Doing
Feeling
Opportunity
Networking Research Enquiry Information Lodge Vacancy
Feeling
+

31. Julia
Disabled Employee
Has an ethos to
find a solution to
continue her work
with impaired sight
and degeneration
of vision.
She can feel
isolated and
ignored from
others and believes
the stigma that
services can be
far to expensive.
Needs a
professional
service that allows
her to continue
work based on her
previous ability.
Strongly believes in
her rights to work
independently
shouldn’t not
be affected by
her disability.

32. Julia
Disabled Employee
Has an ethos to
find a solution
to continue
her work with
impaired sight
and degeneration
of vision.
She can feel
isolated and
ignored from
others and believes
the stigma that
services can be
far to expensive.
Needs a
professional
service that allows
her to continue
work based on her
previous ability.
Strongly believes in
her rights to work
independently
shouldn’t not
be affected by
her disability.

33. Julia
Disabled Employee
She can feel
isolated and
ignored from
others and believes
the stigma that
services can be
far to expensive.
Strongly believes in
her rights to work
independently
shouldn’t not
be affected by
her disability.
Has an ethos to
find a solution to
continue her work
with impaired sight
and degeneration
of vision.
Needs a
professional
service that
allows her to
continue work
based on her
previous ability.

34. Julia
Disabled Employee
Has an ethos to
find a solution to
continue her work
with impaired sight
and degeneration
of vision.
She can feel isolated
and ignored from
others and believes
the stigma that
services can be
far to expensive.
Needs a
professional
service that allows
her to continue
work based on her
previous ability.
Strongly believes in
her rights to work
independently
shouldn’t not
be affected by
her disability.

35. - Where can I get help to
get employed?
- How can I defend my right
for my wok?
- How can I get proper
assistance?
- How should I prepare for
assistant equipments for
the work? Can I get subsidy
of it?
- How can I fit into the job?
- How can I ensure the work
environment is disabled-
friendly?
- How do I keep my job on
track?
- How do I increase my
productivity?
- How can I help other
disabled employees?
- Provide more opportunities
for networking particularly for
disabled person
- Provide further information
on council website
- Provide the tips of disables’
right to work
- Integrate agency objectives
and council website
- Connect the proper support
for disable employees
- Offer detailed information
on the website or an app
- Simplified the tracking of
the employee’s status
- Give assistance if the
employee is facing difficult
to adopt into the work
environment
- Reduce touch points with
external businesses
- Offer online or chat service
- Keep tracking the situation
- Offer tips on how to
increase the productivity and
come beyond the disability.
- Offer opportunity for
sharing the experience
- Going to find the resource
for employment assistance
provided from local
government or NGO.
Expected to found
assistance for employment
Disappointed that the
council haven’t provide
enough information.
Worried about the service
can be expensive and they
can’t receive any support
for it
Has concern about if
they can’t fit into the
work environment due to
disability. Annoyed at the
feedback survey.
Satisfied for the
accomplishment by the career
seems to go on track and the
ability to help other disable
job seekers.
- Researches on council site
- Didn’t find enough
information
- Only one disabled
employment agency in the
Boroondara
- Didn’t clearly know how
can government, NGO or
agency help them to find a
job or defend their rights at
work.
- Contacts the government,
NGO or agency to find
if there is any support of
accessibility service and
equitment
- Keep contact with agency
and provided feedback like
survey
- Suit themselves into the
work environment
- Experience sharing for
reference to other disabled
people
- Keep a good connection
to employer, co-workers and
agency
Stages
Thinking
Doing
Feeling
Opportunity
Research Finding Enquiry Fitting Achieving
Feeling
+

36. David
Co-Worker
Vocal and engages
with his colleagues
regularly,
believing that.
Doesn’t know what
he can do to help
or participate with
in the disabled
community.
Believes it’s
the councils
responsibility to
be constantly
improving and
raising awareness
about issues
that matter.
Believes that
everyone has equal
opportunities,
however is aware
not everyone
thinks in the
same manner.

37. David
Co-Worker
Vocal and
engages with
his colleagues
regularly,
believing that.
Believes that
everyone has equal
opportunities,
however is aware not
everyone thinks in
the same manner.
Doesn’t know what
he can do to help
or participate with
in the disabled
community.
Believes it’s
the councils
responsibility to
be constantly
improving and
raising awareness
about issues
that matter.

38. David
Co-Worker
Believes that
everyone has equal
opportunities,
however is aware not
everyone thinks in
the same manner.
Vocal and engages
with his colleagues
regularly,
believing that.
Doesn’t know what
he can do to help
or participate with
in the disabled
community.
Believes it’s
the councils
responsibility to
be constantly
improving and
raising awareness
about issues
that matter.

39. David
Co-Worker
Believes that
everyone has equal
opportunities,
however is aware not
everyone thinks in
the same manner.
Vocal and engages
with his colleagues
regularly,
believing that.
Doesn’t know
what he can
do to help or
participate with
in the disabled
community.
Believes it’s
the councils
responsibility to
be constantly
improving and
raising awareness
about issues
that matter.

40. - What do I need to know
about employing a dis-
abled person?
- Am I eligible for govern-
ment funding?
- How do I reach out to the
disabled community?
- Are there any council or
external services available?
- How do I go about ad-
vertising a position to a
disabled person?
- How do I promote a job
vacancy?
- Are there any liability risks?
- How long does it take to
process my request?
- Is it easy for disabled job
seekers to find my ad?
- How do I prepare my
business?
- Provide more opportunities
for networking and hiring
- Provide further information
on council website
- Integrate agency objectives
and council website
- Integrate agency objectives
and council website
- Offer detailed information
on the website or an app
- Simplify the process of lodg-
ing a job vacancy
- Reduce touch points with
external businesses
- Offer online or chat service
- Offer tips on how to prepare
a business and its stake-
holders for the arrival of a
disabled employee
- Attends a council event
in to learn about em-
ployment opportunities
with people who have a
disability.
Excited to be able to help
solve a community issue
and improve the diversity
of staff at my business.
Disappointed that the coun-
cil has no information on
the topic despite hosting a
networking session.
Frustrated that I need to
go all the way to Cam-
berwell to find out more
information.
Annoyed that I could’ve just
done this online without
coming to Camberwell and
scheduling a meeting.
Excited at the prospect of
finally organising the job
vacancy and hiring a disabled
person.
- Researches on council site
- Finds nothing
- Broadens search to Google
- Finds that there is only
one disabled employment
agency in the whole of Bo-
roondara
- Contacts ORS Group in
Camberwell and arranges
a meeting to find out more
information on hiring a dis-
abled person
- Has meeting with ORS rep
- Finds out liability informa-
tion
- Is directed to an online
page where he can lodge a
job vacancy
- Lodges job vacancy online
- Prepares other employees
for the arrival of a disabled
employee
Stages
Thinking
Doing
Feeling
Opportunity
Networking Research Enquiry Information Lodge Vacancy
Feeling
+

41. Possible Solutions
The Big Issue Australia
The potential to
offers a service
that doesn’t only
help disabled
employment, but
also employers,
coworkers and the
community, we will
be able to create a
successful solution to
a complex problem.
The magazine has
been criticised for
limiting marganlised
populations
input into the
professional writing
of the magazine
and avoids political
statements or
issues that affect
homeless people.
Gives people the
chance to work,
earn income and
integrate into
the community.
The Big Issue has
saved society
around $20,000
per vendor a year.
Based on the
UK’s successful
Big Issue Street
Magazine. Its a
social enterprise
that creates
employment
for professional
journalists and
then sold by
marganlised
groups.

42. The Big Issue Australia
The potential to
offers a service
that doesn’t only
help disabled
employment, but
also employers,
coworkers and the
community, we will
be able to create a
successful solution to
a complex problem.
The magazine has
been criticised for
limiting marganlised
populations
input into the
professional writing
of the magazine
and avoids political
statements or
issues that affect
homeless people.
Possible Solutions
Gives people
the chance
to work, earn
income and
integrate into
the community.
The Big Issue
has saved
society around
$20,000 per
vendor a year.
Based on the UK’s
successful Big Issue
Street Magazine. Its
a social enterprise
that creates
employment
for professional
journalists and
then sold by
marganlised groups.

43. The Big Issue Australia
Possible Solutions
The potential to
offers a service
that doesn’t only
help disabled
employment, but
also employers,
coworkers and the
community, we will
be able to create a
successful solution to
a complex problem.
The magazine
has been
criticised
for limiting
marganlised
populations
input into the
professional
writing of the
magazine and
avoids political
statements
or issues that
affect homeless
people.
Gives people the
chance to work,
earn income and
integrate into
the community.
The Big Issue has
saved society
around $20,000
per vendor a year.
Based on the UK’s
successful Big Issue
Street Magazine. Its
a social enterprise
that creates
employment
for professional
journalists and
then sold by
marganlised groups.

44. The Big Issue Australia
Possible Solutions
The potential to
offers a service
that doesn’t only
help disabled
employment, but
also employers,
coworkers and
the community,
we will be
able to create
a successful
solution to a
complex problem.
The magazine has
been criticised for
limiting marganlised
populations
input into the
professional writing
of the magazine
and avoids political
statements or
issues that affect
homeless people.
Gives people the
chance to work,
earn income and
integrate into
the community.
The Big Issue has
saved society
around $20,000
per vendor a year.
Based on the UK’s
successful Big Issue
Street Magazine. Its
a social enterprise
that creates
employment
for professional
journalists and
then sold by
marganlised groups.

45. Telstra Australia
People with a
disability such as
blindness have
always had difficulty
using a computer
and with their
disability didn’t
feel confident
to overcome
this barrier.
Possible Solutions
Telstra’s
collaboration with
Able Australia’s
Ablelink internet
access centre
saw the use of
specialised devices
that could output
braille and large
print in conjunction
with typical
smartphones
and tablets.
As a major
telecommunications
provider telstra can
develop networks,
smart devices,
social media and
personalised apps
for governments,
businesses,
communities and as
well as individuals.
The problem for
many Telstra
employees was
their ability to
work within the
current framework
and equipment
telstra provided.

46. People with a
disability such as
blindness have
always had difficulty
using a computer
and with their
disability didn’t
feel confident
to overcome
this barrier.
Telstra’s
collaboration with
Able Australia’s
Ablelink internet
access centre
saw the use of
specialised devices
that could output
braille and large
print in conjunction
with typical
smartphones
and tablets.
Telstra Australia
Possible Solutions
As a major
telecommunications
provider telstra can
develop networks,
smart devices,
social media and
personalised apps
for governments,
businesses,
communities and as
well as individuals.
The problem for
many Telstra
employees was
their ability to
work within the
current framework
and equipment
telstra provided.

47. Telstra Australia
Possible Solutions
People with a
disability such as
blindness have
always had difficulty
using a computer
and with their
disability didn’t
feel confident
to overcome
this barrier.
Telstra’s
collaboration
with Able
Australia’s
Ablelink internet
access centre
saw the use
of specialised
devices that
could output
braille and
large print in
conjunction
with typical
smartphones
and tablets.
As a major
telecommunications
provider telstra can
develop networks,
smart devices,
social media and
personalised apps
for governments,
businesses,
communities and as
well as individuals.
The problem for
many Telstra
employees was
their ability to
work within the
current framework
and equipment
telstra provided.

48. Telstra Australia
Possible Solutions
People with a
disability such
as blindness
have always had
difficulty using
a computer
and with their
disability didn’t
feel confident
to overcome
this barrier.
Telstra’s
collaboration with
Able Australia’s
Ablelink internet
access centre
saw the use of
specialised devices
that could output
braille and large
print in conjunction
with typical
smartphones
and tablets.
As a major
telecommunications
provider telstra can
develop networks,
smart devices,
social media and
personalised apps
for governments,
businesses,
communities and as
well as individuals.
The problem for
many Telstra
employees was
their ability to
work within the
current framework
and equipment
telstra provided.

49. Key information
for employers is
lacking, with most
of the information
available regarding
financial subsidies.
Potential Solutions
Job Access Australia
The new re-branding
and structure won
the award for the
Government Contact
Centre Excellence
Awards: Best
People Strategy
in Government
Contact Centre.
Provides tailored
information for
people with
a disabilities,
employers and
service providers.
The problem was
that previous
information was
disorganised and
confusing,the
new Job Access
website is a
national hub for
comprehensive
information on
expert advice.

50. Potential Solutions
Job Access Australia
Key information
for employers is
lacking, with most
of the information
available regarding
financial subsidies.
The new re-branding
and structure won
the award for the
Government Contact
Centre Excellence
Awards: Best
People Strategy
in Government
Contact Centre.
Provides tailored
information for
people with
a disabilities,
employers and
service providers.
The problem was
that previous
information was
disorganised and
confusing,the new
Job Access website
is a national hub
for comprehensive
information on
expert advice.

51. Potential Solutions
Job Access Australia
Key information
for employers is
lacking, with most
of the information
available regarding
financial subsidies.
The new re-
branding and
structure won
the award for
the Government
Contact Centre
Excellence
Awards: Best
People Strategy
in Government
Contact Centre.
Provides tailored
information for
people with
a disabilities,
employers and
service providers.
The problem was
that previous
information was
disorganised and
confusing,the new
Job Access website
is a national hub
for comprehensive
information on
expert advice.

52. Potential Solutions
Job Access Australia
Key information
for employers
is lacking, with
most of the
information
available
regarding
financial
subsidies.
The new re-branding
and structure won
the award for the
Government Contact
Centre Excellence
Awards: Best
People Strategy
in Government
Contact Centre.
Provides tailored
information for
people with
a disabilities,
employers and
service providers.
The problem was
that previous
information was
disorganised and
confusing,the new
Job Access website
is a national hub
for comprehensive
information on
expert advice.

53. Low levels of awareness
of legal obligations
in relation to
discrimination against
people with disability.
Limited resources,
particularly for small
business.
Difficulties associated
with compliance
with monitoring and
reporting requirements.
Lack of knowledge or
confidence regarding
what is needed to
support workers with
disability.
Difficulties in complying
with multiple laws and
regulations related to
anti-discrimination,
employment, work,
health and safety,
workers compensation
and insurance.
Difficulties ensuring
access and flexibility for
workers with disability.
Barriers for Employers

54. Low levels of awareness
of legal obligations
in relation to
discrimination against
people with disability.
Limited resources,
particularly for small
business.
Difficulties associated
with compliance
with monitoring and
reporting requirements.
Lack of knowledge or
confidence regarding
what is needed to
support workers with
disability.
Difficulties in complying
with multiple laws and
regulations related to
anti-discrimination,
employment, work,
health and safety,
workers compensation
and insurance.
Difficulties ensuring
access and flexibility for
workers with disability.
Barriers for Employers

55. Low levels of awareness
of legal obligations
in relation to
discrimination against
people with disability.
Limited resources,
particularly for small
business.
Difficulties associated
with compliance
with monitoring and
reporting requirements.
Lack of knowledge or
confidence regarding
what is needed to
support workers with
disability.
Difficulties in complying
with multiple laws and
regulations related to
anti-discrimination,
employment, work,
health and safety,
workers compensation
and insurance.
Difficulties ensuring
access and flexibility for
workers with disability.
Barriers for Employers

56. Low levels of awareness
of legal obligations
in relation to
discrimination against
people with disability.
Limited resources,
particularly for small
business.
Difficulties associated
with compliance
with monitoring and
reporting requirements.
Lack of knowledge or
confidence regarding
what is needed to
support workers with
disability.
Difficulties in complying
with multiple laws and
regulations related to
anti-discrimination,
employment, work,
health and safety,
workers compensation
and insurance.
Difficulties ensuring
access and flexibility for
workers with disability.
Barriers for Employers

57. Low levels of awareness
of legal obligations
in relation to
discrimination against
people with disability.
Limited resources,
particularly for small
business.
Difficulties associated
with compliance
with monitoring and
reporting requirements.
Lack of knowledge or
confidence regarding
what is needed to
support workers with
disability.
Difficulties in complying
with multiple laws and
regulations related to
anti-discrimination,
employment, work,
health and safety,
workers compensation
and insurance.
Difficulties ensuring
access and flexibility for
workers with disability.
Barriers for Employers

58. Low levels of awareness
of legal obligations
in relation to
discrimination against
people with disability.
Limited resources,
particularly for small
business.
Difficulties associated
with compliance
with monitoring and
reporting requirements.
Lack of knowledge or
confidence regarding
what is needed to
support workers with
disability.
Difficulties in complying
with multiple laws and
regulations related to
anti-discrimination,
employment, work,
health and safety,
workers compensation
and insurance.
Difficulties ensuring
access and flexibility for
workers with disability.
Barriers for Employers

59. Discriminatory
attitudes and
behaviours during
recruitment, and in
the workplace, from
employers and others.
Lack of assistance
in finding, securing
and maintaining
employment
arrangements.
Difficulty in
negotiating reasonable
adjustments/in the
workplace, due to low
levels of awareness of
rights at work.
Lack of availability of
accessible transport,
technology and design
in the workplace.
Difficulty in accessing
skills training and
education.
Potential reduction or
loss of the Disability
Support Pension as
a result of increased
employment.
Barriers for Employees

60. Barriers for Employees
Discriminatory
attitudes and
behaviours during
recruitment, and in
the workplace, from
employers and others.
Lack of assistance
in finding, securing
and maintaining
employment
arrangements.
Difficulty in
negotiating reasonable
adjustments/in the
workplace, due to low
levels of awareness of
rights at work.
Lack of availability of
accessible transport,
technology and design
in the workplace.
Difficulty in accessing
skills training and
education.
Potential reduction or
loss of the Disability
Support Pension as
a result of increased
employment.

61. Barriers for Employees
Discriminatory
attitudes and
behaviours during
recruitment, and in
the workplace, from
employers and others.
Lack of assistance
in finding, securing
and maintaining
employment
arrangements.
Difficulty in
negotiating reasonable
adjustments/in the
workplace, due to low
levels of awareness of
rights at work.
Lack of availability of
accessible transport,
technology and design
in the workplace.
Difficulty in accessing
skills training and
education.
Potential reduction or
loss of the Disability
Support Pension as
a result of increased
employment.

62. Barriers for Employees
Discriminatory
attitudes and
behaviours during
recruitment, and in
the workplace, from
employers and others.
Lack of assistance
in finding, securing
and maintaining
employment
arrangements.
Difficulty in
negotiating reasonable
adjustments/in the
workplace, due to low
levels of awareness of
rights at work.
Lack of availability of
accessible transport,
technology and design
in the workplace.
Difficulty in accessing
skills training and
education.
Potential reduction or
loss of the Disability
Support Pension as
a result of increased
employment.

63. Barriers for Employees
Discriminatory
attitudes and
behaviours during
recruitment, and in
the workplace, from
employers and others.
Lack of assistance
in finding, securing
and maintaining
employment
arrangements.
Difficulty in
negotiating reasonable
adjustments/in the
workplace, due to low
levels of awareness of
rights at work.
Lack of availability of
accessible transport,
technology and design
in the workplace.
Difficulty in accessing
skills training and
education.
Potential reduction or
loss of the Disability
Support Pension as
a result of increased
employment.

64. Barriers for Employees
Discriminatory
attitudes and
behaviours during
recruitment, and in
the workplace, from
employers and others.
Lack of assistance
in finding, securing
and maintaining
employment
arrangements.
Difficulty in
negotiating reasonable
adjustments/in the
workplace, due to low
levels of awareness of
rights at work.
Lack of availability of
accessible transport,
technology and design
in the workplace.
Difficulty in accessing
skills training and
education.
Potential reduction or
loss of the Disability
Support Pension as
a result of increased
employment.

65. »
» Have a unified approach through multilateral organisations for
employers and employees to feel confident and supported in
the workplace.
Recommendations
Initiatives
Information
Kit
Workshops and
Demonstrations
Organisational
Software
Public
Seminars

66. Information
Kit
Workshops and
Demonstrations
Organisational
Software
Public
Seminars
Initiatives
»
» Have a unified approach through multilateral organisations for
employers and employees to feel confident and supported in
the workplace.
Recommendations

67. »
» Have a unified approach through multilateral organisations for
employers and employees to feel confident and supported in
the workplace.
Information
Kit
Workshops and
Demonstrations
Organisational
Software
Public
Seminars
Recommendations
Initiatives

68. »
» Have a unified approach through multilateral organisations for
employers and employees to feel confident and supported in
the workplace.
Information
Kit
Workshops and
Demonstrations
Organisational
Software
Public
Seminars
Recommendations
Initiatives

69. »
» Have a unified approach through multilateral organisations for
employers and employees to feel confident and supported in
the workplace.
Information
Kit
Workshops and
Demonstrations
Organisational
Software
Public
Seminars
Recommendations
Initiatives

70. References
Disability Summit 2015. (2015, June 15). Retrieved August 20, 2016, from https:/
/bulletin.boroondara.vic.
gov.au/disability-summit-2015/
Our Services. (2013). Retrieved August 25, 2016, from https:/
/www.orsgroup.com.au/our-services/#for_
employers
Towards access and inclusion for all. (2015, September 01). Retrieved August 20, 2016, from https:/
/
bulletin.boroondara.vic.gov.au/towards-access-and-inclusion-for-all/
Breake, K (2001). Employing Disabled Workers. Employment Today. Retrieved from https:/
/www.yumpu.
com/en/document/view/28743917/employing-disabled-people-equal-employment-opportunities-trust
About The Big Issue. (n.d). Retrieved from http:/
/www.thebigissue.org.au/about-the-big-issue/about/
Australian Bureau of Statistics.(2011) Census of Population and Housing, 2011 (Usual residence data)
Compiled and presented in profile.id by .id, the population experts. Retrieved from http:/
/profile.id.com.
au/boroondara/assistance?Sex=3&WebID=10
Australian Bureau of Statistics. (2011) Census of Population and Housing 2006 and 2011. Compiled and
presented by .id , the population experts. Retrieved from http:/
/economy.id.com.au/boroondara/workers-
key-statistics
Guide Dogs NSW/ACT (2014) An Untapped Workforce, Retrieved from http:/
/www.guidedogs.com.au/news-
and-events/news/13-10-2014/an-untapped-workforce

71. References
9 Barriers to employment | Australian Human Rights Commission. (2016). Humanrights.gov.au. Retrieved
16 August 2016, from https:/
/www.humanrights.gov.au/publications/issues-paper-employment-
discrimination-against-australians-disability/9-barriers
(2016). Retrieved 20 August 2016, from https:/
/www.telstra.com.au/aboutus/community-environment/
community-programs/disability/disability-action-plan
4433.0.55.006 - Disability and Labour Force Participation, 2012. (2016). Abs.gov.
au. Retrieved 20 August 2016, from http:/
/www.abs.gov.au/ausstats/abs@.nsf/0/
C7C72D7706E9BED0CA257DE2000BDC60?Opendocument
National Inquiry into Employment and Disability: Issues Facing People with Disabilities. (2016) (2nd ed.).
Sydney. Retrieved from https:/
/www.humanrights.gov.au/sites/default/files/content/disability_rights/
employment_inquiry/docs/Issue2_issuesfacing.pdf
TELSTRA’S 6TH DISABILITY ACTION PLAN 2013 – 2016. (2016) (1st ed.). Retrieved from https:/
/www.telstra.
com.au/content/dam/tcom/about-us/community-environment/pdf/telstra-6th-disability-action-
plan-2013-2016.pdf