We aim to be an employer of choice for people with disability through our attraction and recruitment initiatives and practices.
We will use positive recruitment initiatives to attract people with disability to apply for positions within FaHCSIA. In order to accomplish this, we will:
3.1 Recruitment and Employment
- Establish links with universities to make graduates with disability aware of opportunities in FaHCSIA.
- Identify and participate in events and celebrations relevant to people with disability (including career expos, International Day of People with Disability and other events targeted at people with disability).
- Have People Branch and the Disability Access Coordinator (DAC) develop close contacts with disability community and peak bodies to raise the profile of the Department as an employer of choice.
- Explain in our recruitment literature that support is available to all candidates with disabilities when applying for positions, for example, providing for access, communication or other requirements.
- Ensure that promotional material reflects the diversity of FaCSIA's workforce, particularly in relation to people with disability. Contact the DAC on (02) 62009512 email DAC (diversity@fahcsia.gov.au) for for further information.
3.2 Vacancy Advertisements
- Submit vacancy listings to Disability Works.
- Include positive statements on position advertisements to encourage applications by people with disability (e.g., Equal Opportunity Employer, reasonable adjustments available).
- Write vacancy advertisements and application materials using inclusive language (e.g. with reference to inherent requirements).
- Ensure that vacancy advertisements list methods for contacting the DAC.
- Where applicable, encourage the involvement of Disability Employment Assistance agents or Job network specialist providers who have identified as working with applicants with disability.
- Use the disability press where resources permit. This includes Link Magazine and other publications by disability peak bodies and organisations.
- All materials related to advertisement and application will be made available in alternative formats and timeframes will be extended to accommodate time taken in providing such formats.
3.3 Position Descriptions
- Position descriptions will be developed in a non-discriminatory way by focusing on the core duties or inherent requirements of the job and what is to be achieved rather than how it is to be achieved.
- In particular, position descriptions will not impose rigid requirements for jobs that may exclude suitable candidates and can indirectly discriminate against people with disability. For example, stating that applicants must have a driver's license when not completely necessary for the role could discriminate against candidates who cannot drive due to their disability or who can only drive modified vehicles.
- Managers will have access to information sheets about developing inclusive, non-discriminatory position descriptions. As positions are advertised People Branch will review position descriptions to ensure they focus on inherent requirements only.
3.4 Interviews
Individuals from People Branch and all employees involved in employment interviewing:
- Will have access to disability awareness resources.
- Will be familiar with the reasonable adjustments that can be provided during the interview process. This information can be obtained from the Reasonable Adjustment Policy and the Reasonable Adjustment and Interviewing Fact Sheets available through People Branch and on FaHCSIA's intranet.
- Advice on and assistance with interview arrangements for a candidate with disability will also be available from the Disability Access Coordinator.
FaHCSIA will aim to remove all potential barriers during the interview stage by:
- Requiring staff who are arranging interviews to ask candidates who have disclosed their disability whether they require any particular adjustments to participate equitably (e.g., Auslan interpreter, assistive technology, disabled parking space, modification of testing procedures).
- Considering whether selection tests should be adjusted in order to take account the needs of any person with disability and to ensure that such exams do not unlawfully discriminate. For information on how to arrange accommodations, see the Reasonable Adjustment Policy and applicant's flow-chart.
- Providing all selection panels with a the Reasonable Adjustment Fact Sheet explaining reasonable adjustment principles.
- Requiring selection panels assessing candidates for a job to review and understand the inherent requirements of the job.
- Doing assessments on a case by case basis and not assuming that a specific disability or medical condition prohibits a person from performing a particular function.
- Drafting interview questions that are non-discriminatory:
- Questions or statements are to be based solely on assessing the person's skills and ability to perform the inherent requirements of the job.
- If necessary, giving consideration to any reasonable adjustments such as altering the duties of the post or purchasing assistive technology before the selection decision is made.
3.5 External Recruitment Providers
- When external recruitment providers (including employment agencies and assessment centres) are used, FaHCSIA will ensure that providers are aware of FaHCSIA's diversity commitments and policies.
- Each recruiting branch is responsible for ensuring that any external recruitment provider they engage understands reasonable adjustment requirements and is experienced in the applications of such requirements.