The document discusses improving disability employment in Australia. It notes that people with disabilities are less likely to be employed full-time and face longer unemployment. It recommends national education to change stereotypes, promoting government support programs for employers, and strategies for employers to build inclusive workplaces. It also discusses the growth of the disability support sector under the NDIS, with more jobs and funding, and ways to better align disability employment with NDIS principles through improved employer engagement, high-quality supports, and empowering participants.
Julia Skelton, director of professional operations at the College of Occupational Therapists, gave this presentation on the "Future model/focus for
Occupational Therapists working in
Social Care" at NAIDEX Conference April 2011.
Presentation made during the last 11th Annual Meeting of the OECD LEED Forum on Partnerships and Local Development where local and national leaders, policy makers and practitioners discussed how inclusive growth can be built from the ground up.
Innovation in Public Employment Services - Sally SinclairOECD CFE
13th Annual Meeting of the OECD LEED Forum on Partnerships and Local Development INCREASING PRODUCTIVITY, JOB CREATION AND INCLUSION FROM THE BOTTOM-UP 10th-11th April 2017 | Prague, Czech Republic
Effective local strategies to boost quality job creation, employment and part...OECD CFE
This expert meeting of the ESSSA initiative will provide a unique opportunity to share international experience in addressing the issue of skills mismatch as a way to contribute to more inclusive growth and good quality job creation across Southeast Asian countries.
Scaling-up Social Enterprises as a tool for Public Service deliveryOECD CFE
Presentation made during the last 11th Annual Meeting of the OECD LEED Forum on Partnerships and Local Development where local and national leaders, policy makers and practitioners discussed how inclusive growth can be built from the ground up.
The Impact of Social Purpose Organisations on Skills SWF
A presentation of work on the impact of training in Okehampton and a wider discussion of the challenges and lessons learnt from working with this particular cohort of organisations and people such as the difficulties in engaging people going through bad times.
Julia Skelton, director of professional operations at the College of Occupational Therapists, gave this presentation on the "Future model/focus for
Occupational Therapists working in
Social Care" at NAIDEX Conference April 2011.
Presentation made during the last 11th Annual Meeting of the OECD LEED Forum on Partnerships and Local Development where local and national leaders, policy makers and practitioners discussed how inclusive growth can be built from the ground up.
Innovation in Public Employment Services - Sally SinclairOECD CFE
13th Annual Meeting of the OECD LEED Forum on Partnerships and Local Development INCREASING PRODUCTIVITY, JOB CREATION AND INCLUSION FROM THE BOTTOM-UP 10th-11th April 2017 | Prague, Czech Republic
Effective local strategies to boost quality job creation, employment and part...OECD CFE
This expert meeting of the ESSSA initiative will provide a unique opportunity to share international experience in addressing the issue of skills mismatch as a way to contribute to more inclusive growth and good quality job creation across Southeast Asian countries.
Scaling-up Social Enterprises as a tool for Public Service deliveryOECD CFE
Presentation made during the last 11th Annual Meeting of the OECD LEED Forum on Partnerships and Local Development where local and national leaders, policy makers and practitioners discussed how inclusive growth can be built from the ground up.
The Impact of Social Purpose Organisations on Skills SWF
A presentation of work on the impact of training in Okehampton and a wider discussion of the challenges and lessons learnt from working with this particular cohort of organisations and people such as the difficulties in engaging people going through bad times.
Weaving together policies for social inclusion in Ireland - Christine MorrisOECD CFE
13th Annual Meeting of the OECD LEED Forum on Partnerships and Local Development INCREASING PRODUCTIVITY, JOB CREATION AND INCLUSION FROM THE BOTTOM-UP 10th-11th April 2017 | Prague, Czech Republic
Acting on skills locallyDevolved skills budgets and building skills strategiesOECD CFE
Presentation made during the last 11th Annual Meeting of the OECD LEED Forum on Partnerships and Local Development where local and national leaders, policy makers and practitioners discussed how inclusive growth can be built from the ground up.
Support for social enterprises in ManchesterOECD CFE
Presentation made during the last 11th Annual Meeting of the OECD LEED Forum on Partnerships and Local Development where local and national leaders, policy makers and practitioners discussed how inclusive growth can be built from the ground up.
Greater Manchester’s Early Years strategy- building the business caseOECD CFE
Presentation made during the last 11th Annual Meeting of the OECD LEED Forum on Partnerships and Local Development where local and national leaders, policy makers and practitioners discussed how inclusive growth can be built from the ground up.
These slides were presented by Ali-Jan Haider head of commissioning for Bradford District's Clinical Commissioning Group at the Digital Health and Well-Being Festival. Part of the Start-up Support Session 1.
The role of DPULOs - presentation from CCIL CEO Lynne TurnbullRich Watts
Presentation given by Lynne Turnbull - CEO of Cheshire CIL and a Strengthening DPULOs Programme Ambassador - at a recent Capita conference on the role of DPULOs.
This presentation was made by Tom LING, Rand Europe, at the 5th Meeting of the joint OECD DELSA/GOV Network on Fiscal Sustainability of Health Systems held on 4-5 February 2016 at the OECD Conference Centre in Paris.
Connect2Group Employment Services for People with a Disabilitysklip
Operating in the Bayside area since 1993, Connect2Employment currently provides assistance to 300+ people either looking for work or currently employed in the open labour market.
This year we have secured the only Intellectual / Learning Disability Specialist Contract in South East Queensland.
With four offices Located at Cleveland, Mt Gravatt, Wacol and Buranda, Connect2Employment provides structured and personalised support to find and maintain work in the community
Weaving together policies for social inclusion in Ireland - Christine MorrisOECD CFE
13th Annual Meeting of the OECD LEED Forum on Partnerships and Local Development INCREASING PRODUCTIVITY, JOB CREATION AND INCLUSION FROM THE BOTTOM-UP 10th-11th April 2017 | Prague, Czech Republic
Acting on skills locallyDevolved skills budgets and building skills strategiesOECD CFE
Presentation made during the last 11th Annual Meeting of the OECD LEED Forum on Partnerships and Local Development where local and national leaders, policy makers and practitioners discussed how inclusive growth can be built from the ground up.
Support for social enterprises in ManchesterOECD CFE
Presentation made during the last 11th Annual Meeting of the OECD LEED Forum on Partnerships and Local Development where local and national leaders, policy makers and practitioners discussed how inclusive growth can be built from the ground up.
Greater Manchester’s Early Years strategy- building the business caseOECD CFE
Presentation made during the last 11th Annual Meeting of the OECD LEED Forum on Partnerships and Local Development where local and national leaders, policy makers and practitioners discussed how inclusive growth can be built from the ground up.
These slides were presented by Ali-Jan Haider head of commissioning for Bradford District's Clinical Commissioning Group at the Digital Health and Well-Being Festival. Part of the Start-up Support Session 1.
The role of DPULOs - presentation from CCIL CEO Lynne TurnbullRich Watts
Presentation given by Lynne Turnbull - CEO of Cheshire CIL and a Strengthening DPULOs Programme Ambassador - at a recent Capita conference on the role of DPULOs.
This presentation was made by Tom LING, Rand Europe, at the 5th Meeting of the joint OECD DELSA/GOV Network on Fiscal Sustainability of Health Systems held on 4-5 February 2016 at the OECD Conference Centre in Paris.
Connect2Group Employment Services for People with a Disabilitysklip
Operating in the Bayside area since 1993, Connect2Employment currently provides assistance to 300+ people either looking for work or currently employed in the open labour market.
This year we have secured the only Intellectual / Learning Disability Specialist Contract in South East Queensland.
With four offices Located at Cleveland, Mt Gravatt, Wacol and Buranda, Connect2Employment provides structured and personalised support to find and maintain work in the community
Building a Disability-Inclusive Workplace [webinar] eCornell
New regulations from the federal government are aimed squarely at motivating employers to more actively recruit, hire, promote, and retain employees with disabilities.
While the regulations are particularly important for employers who are federal contractors, employers who are not federal contractors will almost certainly experience increased competition for this diverse and largely untapped talent pool.
In this webinar, Cornell University Professor Susanne M. Bruyère provides an overview of workplace policies and practices that facilitate the recruitment, hiring, retention, advancement and inclusion of people with disabilities, with an emphasis on creating a culture where people with disabilities are comfortable asking for accommodations and disclosing their disabilities.
Finally, we will discuss how companies can self-assess their effectiveness in moving toward a truly disability-inclusive workplace.
Susanne M. Bruyère, Ph.D., CRC, is Professor of Disability Studies, the Director of the Employment and Disability Institute, and Associate Dean of Outreach at Cornell University’s ILR School in Ithaca, N.Y. Dr. Bruyère is currently Project Director and Co-Principal Investigator of numerous federally-sponsored research, dissemination, and technical assistance efforts focused on employment and disability policy and effective workplace practices for people with disabilities including: the Rehabilitation Research and Training Center on Employer Practice to Improve Employment Outcomes for Persons with Disabilities; and the Organizational Practices to Increase Employment Opportunities for People with Disabilities: The Power of Social Networks.
She is a past president of the Division of Rehabilitation Psychology (22) of the American Psychological Association, the American Rehabilitation Counseling Association, and the National Council on Rehabilitation Education. She holds a doctoral degree in Rehabilitation Counseling Psychology from the University of Wisconsin-Madison, is a Fellow in the American Psychological Association, a member of the National Academy of Social Insurance, and currently serves as an Executive Board Member of the Division of Rehabilitation Psychology (22) American Psychological Association, a past-chair of GLADNET (the Global Applied Disability Research and Information Network on Employment and Training), and a past-chair and current Board Member of CARF (rehabilitation facility accreditation organization).
Check out the most important presentation design trends in 2015. These Presentation design trends are perfect for Presenters of all skill levels who want to create modern presentations which blend into the industry.
In this webinar, speaker Lillibeth Navarro, Executive Director and Founder of CALIF (Communities Actively Living Independent and Free), will discuss:
- What an ILC is, and what services are available
- What “independent living” means when you have a disability
- Forward-thinking ideas about disability & services
- How contributions from people with disabilities can change the future
SourceAmerica's Pathways to Careers OverviewBeth McShane
The Pathways to Careers initiative enables people with significant disabilities to have an informed choice of competitive, integrated employment options across a broad range of community settings.
Ending homelessness through employment and housing requires a focused effort aimed at building linkages with the mainstream workforce system, using innovative, proven strategies and advocating for the necessary resources and supports. Homeless jobseekers with barriers to employment are disadvantaged in the best of times. In the current economy, agencies need better tools and skilled practice. In this pre-conference session, we will help participants make use of new the Community Employment Pathway guidebook provided by the Department of Housing and Urban Development (HUD) to create training and job opportunities, explore how hopeFound has combined a Housing First, work first program using motivational interviewing as a cornerstone practice. Speakers also addressed the need for local and national advocacy for financial resources, employment encouraging policies, and access to mainstream services.
Dr Simon Duffy presented these slides to a meeting of the Socialist Health Association SHA) which was also joined by members of Disabled People Against the Cuts (DPAC) on 18th June 2016. He proposed that the whole social care system was flawed and based on old-fashioned institutional models that were dangerous and undermined people's citizenship. He proposed radical reform and the creation of an effective right for independent living.
Reform of the disability service system in Australia – will greater resources...Christine Bigby
Keynote presentation to Swedish Network of Disability Researchers - Reform of the Australian Disability Service System - will greater resources improve the quality of services for people with intellectual disability
This expert meeting of the ESSSA initiative will provide a unique opportunity to share international experience in addressing the issue of skills mismatch as a way to contribute to more inclusive growth and good quality job creation across Southeast Asian countries.
In this webinar, Bill Moore, Deputy Director of the Vocational Rehabilitation Employment Division, and Kelly Hargreaves, Chief Counsel of Legal Affairs, both at the California Department of Rehabilitation, discussed:
- How the Workforce Innovation and Opportunity Act (WIOA) differs from the Workforce Investment Act (WIA).
- What it means for people with disabilities who want to work, including a focus on youth who are preparing to work.
No business or industry is immune to worker shortages, so it follows that employers today must adopt a recruitment strategy that involves many diverse groups -- including people with disabilities.
A presentation to support the workforce in hiring, accommodating and retaining employees with disabilities. Let's focus on ABILITY not disability! Disabled, not disable. Know the difference.
Anticipatory Care Planning: Time To Make It Happen - Early Intervention Using The Life curve Dr Sarah Mitchell (Programme Manager - AHP National Delivery Plan)
Personalised support services for disabled people: What can we learn?Ipsos UK
Ipsos MORI’s Associate Director, Claire Lambert, joined a panel to discuss how support for disabled people can be personalised and client-led. Also on the panel was Chair Liz Sayce, Chief Executive of Disability Rights UK, Dr Martin Stevens, Research Fellow at King’s College London and Chris Hall, parent and carer of an adult with learning disabilities. Other presentations on the SCWRU website: http://www.kcl.ac.uk/sspp/kpi/scwru/news/2013/september.aspx#sep25
Tadhg Daly, Chief Executive of Nursing Homes Ireland from The National Homeca...myhomecare
This slideshow is from Tadhg Daly, Chief Executive of Nursing Homes Ireland. Tadgh recently spoke at Irelands first ever National Homecare Conference which took place on 28th March in The Ballsbridge Hotel in Dublin.
Similar to RIWC_PARA_A121 the future of disability employment in australia in the time of the ndis (20)
Acorn Recovery: Restore IT infra within minutesIP ServerOne
Introducing Acorn Recovery as a Service, a simple, fast, and secure managed disaster recovery (DRaaS) by IP ServerOne. A DR solution that helps restore your IT infra within minutes.
Have you ever wondered how search works while visiting an e-commerce site, internal website, or searching through other types of online resources? Look no further than this informative session on the ways that taxonomies help end-users navigate the internet! Hear from taxonomists and other information professionals who have first-hand experience creating and working with taxonomies that aid in navigation, search, and discovery across a range of disciplines.
This presentation by Morris Kleiner (University of Minnesota), was made during the discussion “Competition and Regulation in Professions and Occupations” held at the Working Party No. 2 on Competition and Regulation on 10 June 2024. More papers and presentations on the topic can be found out at oe.cd/crps.
This presentation was uploaded with the author’s consent.
0x01 - Newton's Third Law: Static vs. Dynamic AbusersOWASP Beja
f you offer a service on the web, odds are that someone will abuse it. Be it an API, a SaaS, a PaaS, or even a static website, someone somewhere will try to figure out a way to use it to their own needs. In this talk we'll compare measures that are effective against static attackers and how to battle a dynamic attacker who adapts to your counter-measures.
About the Speaker
===============
Diogo Sousa, Engineering Manager @ Canonical
An opinionated individual with an interest in cryptography and its intersection with secure software development.
This presentation, created by Syed Faiz ul Hassan, explores the profound influence of media on public perception and behavior. It delves into the evolution of media from oral traditions to modern digital and social media platforms. Key topics include the role of media in information propagation, socialization, crisis awareness, globalization, and education. The presentation also examines media influence through agenda setting, propaganda, and manipulative techniques used by advertisers and marketers. Furthermore, it highlights the impact of surveillance enabled by media technologies on personal behavior and preferences. Through this comprehensive overview, the presentation aims to shed light on how media shapes collective consciousness and public opinion.
Sharpen existing tools or get a new toolbox? Contemporary cluster initiatives...Orkestra
UIIN Conference, Madrid, 27-29 May 2024
James Wilson, Orkestra and Deusto Business School
Emily Wise, Lund University
Madeline Smith, The Glasgow School of Art
3. AHRC Willing to Work Report
• People with disability are less likely to be employed full-time
(27.0%) than people without disability (53.8%)
• Australians with disability are more likely to be unemployed
(10.0% compared with 5.3% for those without disability) and
face longer periods of unemployment than people without
disability
@Disabilityemplt
#inclusiveworld
4. AHRC W2W Report
Recommendations
• National community education and information
campaign:
1. lift awareness of economic benefits of employing
people with disability
2. dispel myths and stereotypes to change the way we
value the contributions of people with disability.
• Promote government supports available to employers
through Disability Employment Services, JobAccess, the
Employment Assistance Fund and the National Disability
Resource Coordinator.
@Disabilityemplt
#inclusiveworld
5. AHRC W2W Recommendations:
Employers
The Willing to Work Report offers strategies for employers to lift
participation and ensure non-discriminatory employment practices:
Leadership commitment to inclusive and diverse workplaces
Non-discriminatory recruitment and retention practices
Building workplace flexibility
Provide targeted education and training in the workplace
Build healthy workplaces
@Disabilityemplt
#inclusiveworld
6. Biggest Job Growth by
Occupation
@Disabilityemplt
#inclusiveworld
New Jobs
Health Professionals 125,100
Carers & Aides 111,800
Business & Marketing Professionals 92,900
Sales Assistants 88,900
Specialist Managers 71,900
Teachers 68,700
Personal Service Workers 51,400
Hospitality & Retail Managers 47,400
Hospitality Workers 37,000
ICT Professionals 36,900
Total Top 10 732,000
Source: From Australia Dept. of Employment, 2016 Employment Projections
Top Ten Occupations (2-digit level), 2016-2020
7. NDIS Victoria Market Statement
Position
• More people: The Victoria market for disability supports is estimated to grow
from 78,000 people to 105,000 in 2019
• Level of Funding: Annual growth expected from $2.6B to $5.1B in 2020
• More jobs: The FTE workforce required to service this demand is estimated to
grow from 20,000 to 42,000 by 2020
• The biggest markets will be Southern Melbourne, Brimbank Melton, Hume
Moreland and Bayside Peninsula
@Disabilityemplt
#inclusiveworld
8. Future of disability employment
Changes to disability employment need to better align it with the principles
underpinning the NDIS.
• Three main areas to improve disability employment:
• Better engagement with, and support for, employers,
• Ensuring service providers can deliver effective support that is high quality, and
• Empowering participants to make informed decisions.
@Disabilityemplt
#inclusiveworld
9. Future of disability employment
• Providers will be given the opportunity to expand their services to additional
regions, based on how successful they are in their existing services,
• Opportunity for new providers to qualify and enter the market, to provide DES
services.
• Participants may chose their provider regardless of whether they live in a
specified region; they can go to a provider in the neighbouring region.
@Disabilityemplt
#inclusiveworld
10. Future of disability employment
Individualisation
• Easier access to quality information on providers and services
• Participants can choose the service that is right for them,
• Participants given more say in the type of assistance they receive,
• Greater portability in participant funding, and
• Reduce constraints on changing provider if participants are not satisfied with
the support they are receiving
@Disabilityemplt
#inclusiveworld
11. Future of disability employment
Individualisation
• Relax market share
• Enabling participants to choose from more providers
• Make it easier for participants to ‘vote with their feet’
Providers will need to respond to the views/needs of participants, for example, in
the way assistance is developed and provided, and in the range of supports
offered.
@Disabilityemplt
#inclusiveworld
12. Youth Employment Strategy
initiatives
National Individual Placement and Support (IPS) Trial - vocational assistance for young people (up to 25) with mental
illness
• Integrates employment and vocational support with clinical mental health and non-vocational support. Focus on
individual needs of people with mental illness seeking to remain in education or employment. Employment
specialists will provide career development advice and vocational and employment assistance - in tandem with
clinical support.
Other initiatives include:
• Investment Approach (Try, Test, Learn)
• Empowering YOUth (vulnerable young people aged 15–24 who are long-term unemployed or at risk of becoming
long-term unemployed
• The Youth Jobs PaTH provides three elements: Prepare – Trial – Hire: support young people under the age of 25
years gain employability skills and real work experience to get and keep a job, and incentives for employers to
take them on.
• NDIS School Leaver Employment supports, to foster new and innovative employment support options for people
with disability
@Disabilityemplt
#inclusiveworld
13. JobAccess supporting employers
• Expert advice via new website (employer section) and phone
• Employer engagement services
oHelping employers attract and retain the skills and talents of
people with disability
• Employment Assistance Fund
oFinancial help for employers and eligible people with disability
and mental health conditions to buy work related
modifications and services
@Disabilityemplt
#inclusiveworld
As an influencer in your clients’ recruitment process, you play a major role in the success, or not, of their quest to access the right people for their business.
So, how can you use your responsibility to deliver a full spectrum of candidates to your clients (candidates who reflect their customer base) and perhaps even change some lives?
Using the JobAccess website and services is a great start and there are also some simple principles you can follow that will help to promote inclusion and access in the attraction and recruitment practices of your clients.
Helping them achieve their employment goals, of course, will form a more binding relationship between recruiter and client.
As an influencer in your clients’ recruitment process, you play a major role in the success, or not, of their quest to access the right people for their business.
So, how can you use your responsibility to deliver a full spectrum of candidates to your clients (candidates who reflect their customer base) and perhaps even change some lives?
Using the JobAccess website and services is a great start and there are also some simple principles you can follow that will help to promote inclusion and access in the attraction and recruitment practices of your clients.
Helping them achieve their employment goals, of course, will form a more binding relationship between recruiter and client.
Employers, businesses and the organisations that represent them, have a critical role to play in recruiting, retaining and training people with disability. However, the Inquiry heard that employers may lack the knowledge, awareness and skills necessary for developing inclusive workplaces which support employees with disability. They may also be unaware of government programs and supports that can assist them.
The Willing to Work Report offers a suite of strategies for employers to lift representation and ensure non-discriminatory recruitment, retention and training practices while maintaining and improving productivity.
Leadership commitment: CEOs and organisational leaders should communicate their business’s commitment to inclusive and diverse workplaces to all staff. This should be supported by an organisational strategy which outlines the business case for a diverse workforce and could include goals such as:
meeting voluntary targets for employment of people with disability;
monitoring and reporting on performance against these targets and ensuring inclusive practices in relation to recruitment;
networking and mentoring for and of employees with disability.
Ensuring non-discriminatory recruitment and retention practices: Businesses should ensure that their recruitment and retention policies do not discriminate against people with disability. This could include reviewing recruitment processes to ensure that they are accessible and making promotional and training opportunities equally available to all employees, including those with disability.
Building workplace flexibility: As a critical recruitment and retention tool, businesses normalise flexible work by making job design, work location and hours flexible for all, as far as the demands of the role allow.
Provide targeted education and training in the workplace: In order to build inclusive, respectful workplaces employers provide staff with support and training about their rights and responsibilities at work, internal grievance processes, flexible leave options, any employee driven networks and the nature and impact of discrimination.
Employers should support managers and supervisors in creating and managing diverse teams and flexible workplaces by assisting with job redesign, building skills to manage employees flexibly, providing information for managers for example mental health guidelines, manager support and training on the nature and impact of discrimination.
Build healthy workplaces: Businesses should invest in health and wellbeing programs for staff. Implementing healthy work practices can be key to preventing chronic conditions and promoting good health. This could involve training of staff and managers about health, implementing ergonomic assessments or subsidising gym memberships.
Employers, businesses and the organisations that represent them, have a critical role to play in recruiting, retaining and training people with disability. However, the Inquiry heard that employers may lack the knowledge, awareness and skills necessary for developing inclusive workplaces which support employees with disability. They may also be unaware of government programs and supports that can assist them.
The Willing to Work Report offers a suite of strategies for employers to lift representation and ensure non-discriminatory recruitment, retention and training practices while maintaining and improving productivity.
Leadership commitment: CEOs and organisational leaders should communicate their business’s commitment to inclusive and diverse workplaces to all staff. This should be supported by an organisational strategy which outlines the business case for a diverse workforce and could include goals such as:
meeting voluntary targets for employment of people with disability;
monitoring and reporting on performance against these targets and ensuring inclusive practices in relation to recruitment;
networking and mentoring for and of employees with disability.
Ensuring non-discriminatory recruitment and retention practices: Businesses should ensure that their recruitment and retention policies do not discriminate against people with disability. This could include reviewing recruitment processes to ensure that they are accessible and making promotional and training opportunities equally available to all employees, including those with disability.
Building workplace flexibility: As a critical recruitment and retention tool, businesses normalise flexible work by making job design, work location and hours flexible for all, as far as the demands of the role allow.
Provide targeted education and training in the workplace: In order to build inclusive, respectful workplaces employers provide staff with support and training about their rights and responsibilities at work, internal grievance processes, flexible leave options, any employee driven networks and the nature and impact of discrimination.
Employers should support managers and supervisors in creating and managing diverse teams and flexible workplaces by assisting with job redesign, building skills to manage employees flexibly, providing information for managers for example mental health guidelines, manager support and training on the nature and impact of discrimination.
Build healthy workplaces: Businesses should invest in health and wellbeing programs for staff. Implementing healthy work practices can be key to preventing chronic conditions and promoting good health. This could involve training of staff and managers about health, implementing ergonomic assessments or subsidising gym memberships.
As an influencer in your clients’ recruitment process, you play a major role in the success, or not, of their quest to access the right people for their business.
So, how can you use your responsibility to deliver a full spectrum of candidates to your clients (candidates who reflect their customer base) and perhaps even change some lives?
Using the JobAccess website and services is a great start and there are also some simple principles you can follow that will help to promote inclusion and access in the attraction and recruitment practices of your clients.
Helping them achieve their employment goals, of course, will form a more binding relationship between recruiter and client.
As an influencer in your clients’ recruitment process, you play a major role in the success, or not, of their quest to access the right people for their business.
So, how can you use your responsibility to deliver a full spectrum of candidates to your clients (candidates who reflect their customer base) and perhaps even change some lives?
Using the JobAccess website and services is a great start and there are also some simple principles you can follow that will help to promote inclusion and access in the attraction and recruitment practices of your clients.
Helping them achieve their employment goals, of course, will form a more binding relationship between recruiter and client.
As an influencer in your clients’ recruitment process, you play a major role in the success, or not, of their quest to access the right people for their business.
So, how can you use your responsibility to deliver a full spectrum of candidates to your clients (candidates who reflect their customer base) and perhaps even change some lives?
Using the JobAccess website and services is a great start and there are also some simple principles you can follow that will help to promote inclusion and access in the attraction and recruitment practices of your clients.
Helping them achieve their employment goals, of course, will form a more binding relationship between recruiter and client.
As an influencer in your clients’ recruitment process, you play a major role in the success, or not, of their quest to access the right people for their business.
So, how can you use your responsibility to deliver a full spectrum of candidates to your clients (candidates who reflect their customer base) and perhaps even change some lives?
Using the JobAccess website and services is a great start and there are also some simple principles you can follow that will help to promote inclusion and access in the attraction and recruitment practices of your clients.
Helping them achieve their employment goals, of course, will form a more binding relationship between recruiter and client.
As an influencer in your clients’ recruitment process, you play a major role in the success, or not, of their quest to access the right people for their business.
So, how can you use your responsibility to deliver a full spectrum of candidates to your clients (candidates who reflect their customer base) and perhaps even change some lives?
Using the JobAccess website and services is a great start and there are also some simple principles you can follow that will help to promote inclusion and access in the attraction and recruitment practices of your clients.
Helping them achieve their employment goals, of course, will form a more binding relationship between recruiter and client.
JobAccess streamlines access to services that will help your clients.
The first port of call for all information and advice is the brand new website. It’s been road tested with employers and people with disability – and has information tailored to its audiences. Just some of the things you can find include tools and resources to help recruit and retain people with disability.
JobAccess also has a team of employer engagement specialists – until recently called the National Disability Recruitment Coordinator. This team of people work with employers to advise them on ensuring employment practices and processes are inclusive and welcoming to all talent.
And JobAccess administers the Employment Assistance Fund on behalf of the Australian Government. Employers can access financial help to buy work related modifications that help them employ or retain a person with disability. The advisers at JobAccess can often support you with ideas that have no cost too – perhaps a different way of thinking about a certain job can help you recruit exactly the right person for your job.
So here are some ideas that the team at JobAccess supplied - straight from the recruitment practices of firms such as SEEK, Medibank, Deloitte, Qantas and many other major Australian employers that they have worked with.
Ensure job descriptions are written in plain English and are specific and concise. Employers are keen to accept applications from any candidates who are able to demonstrate a clear match with the selection criteria.
Focus on people’s abilities and skills and whether they are able to meet the ‘inherent requirements’ or required daily tasks of the role, rather than how the job is completed.
Understand that sometimes good candidates may need flexibility to be able to clearly demonstrate their skills and knowledge during the recruitment process and to be productive in the workplace.
Give candidates the opportunity to request support or reasonable adjustments during the recruitment process in order to demonstrate their ability to meet the inherent requirements of the job.
Make use of the tools and resources available to you – including JobAccess and EAF
So here are some ideas that the team at JobAccess supplied - straight from the recruitment practices of firms such as SEEK, Medibank, Deloitte, Qantas and many other major Australian employers that they have worked with.
Ensure job descriptions are written in plain English and are specific and concise. Employers are keen to accept applications from any candidates who are able to demonstrate a clear match with the selection criteria.
Focus on people’s abilities and skills and whether they are able to meet the ‘inherent requirements’ or required daily tasks of the role, rather than how the job is completed.
Understand that sometimes good candidates may need flexibility to be able to clearly demonstrate their skills and knowledge during the recruitment process and to be productive in the workplace.
Give candidates the opportunity to request support or reasonable adjustments during the recruitment process in order to demonstrate their ability to meet the inherent requirements of the job.
Make use of the tools and resources available to you – including JobAccess and EAF