B is a 45-year-old woman. Several years ago she was diagnosed with Type 2 diabetes, and this has now led to the loss of most of her vision. She lost her job last year after her employer refused to provide workplace adjustments or give her time off to learn how to use assistive technology. She is now finding it harder and harder to cope, and is stressed and anxious most of the time because she can't get accurate and consistent information about the social security benefits she is eligible to receive as an unemployed person. Most of the printed information is inaccessible to her, and she can't fill in the forms independently.
Meaningful employment is essential not only to an individual’s economic security but also their physical and mental health, personal wellbeing and sense of identity. Unfortunately, too few people with disabilities appear able to access meaningful employment. More than 33 per cent of submissions identified difficulties with employment, ranging from active and open employer discrimination to misconceptions and misunderstandings about the needs of people with disabilities. What was clear from the submissions was that people with disabilities want to work. What most lack is not ability but opportunity.
Submissions detailed difficulties in seeking, obtaining and retaining employment. By far the biggest barrier identified was employer attitudes. These ranged from entrenched discrimination to misconceptions about the adjustments required for some people with disabilities. Discrimination occurred in those cases where otherwise qualified candidates for jobs were screened out or overlooked simply because of their disability.
As one submission noted,
Some employers and recruitment agencies are using medical tests to ‘screen out’ candidates with disabilities which are irrelevant to their ability to perform the job. This occurs particularly when the tests are used in a generic rather than job specific manner.
Others reported that discrimination and negative attitudes had a more subtle impact on their experience of employment.
I definitely made the correct decision when diagnosed about five years ago to limit the people and work colleagues who knew of my situation to a small number. Once the full extent of my situation became ‘public’ to work managers and HR, the barriers began to build. This took the form of well meaning but restrictive measures under the guise of ‘duty of care’. Freedom of movement including no longer being allowed to drive a work vehicle meant the loss of a portion of my independence, even though there were no restrictions on my driving outside of work. The psychological impact was that for the first time I started to feel like a disabled person rather than a person with a disability. Believe me, they are two very different feelings.
It was clear from the submissions that there are still widespread misconceptions and stereotypes influencing the attitudes and behaviour of employers, recruiters and government. Such negative attitudes can restrict the ability of people with disabilities to get a job or, if they manage to obtain employment, impact on their ability to do their job effectively. The following comment illustrates the difficulties.
I have had bosses in the past who don’t understand that I need an interpreter and they go ahead without one. It really puts me in a difficult situation to try to keep up with what is being said. Usually I end up just sitting there and can’t say anything, and don’t really follow. It makes me feel embarrassed and angry.
Groups that experience significant social stigma, such as people with a mental illness or an intellectual disability, reported particular difficulties in obtaining and retaining employment.
Submissions noted that the perception of employment as charity also has a negative impact on people with disabilities. The concept of ‘giving someone a break’ fails to recognise the important economic benefits of ensuring skilled individuals are able to participate fully in the economy. Greater independence also produces long-term benefits by enabling people to become less reliant on government income support.
Submissions also made clear that there is considerable misunderstanding in the community about the cost of workplace adjustments. The need for expensive adjustments is often cited by employers as a reason for not employing more people with disabilities. But the cost is often considerably overestimated. As the following case study illustrates, the benefits of employing a skilled individual far outweigh the often small costs of modification.
An organisation was looking for an administrative officer. One of the requirements of the position was the transcription of lengthy taped material. For a long time the organisation had been unable to find a cost effective method of transcription the employer commented that it had become a lost art. Through an organisation specialising in assisting people with a disability to find employment, the employer located a young woman with a vision impairment who had the right set of skills. The only workplace modification required was the installation of a computer program to verbalise word documents and a dual headset to enable her to listen to the tapes. Productivity in the area increased considerably after the young woman joined the administrative team. The employer was delighted with the change and commented that 'by investing in the right person you will reap the benefits'.
As a number of submissions noted, workplace modifications are not always necessary. As the following case study suggests, what is sometimes required is additional support or a more flexible approach to working hours or leave. Such an approach benefits all employees in the organisation.
Injuries sustained in a serious car accident left one woman unable to continue in her current occupation. Searching for alternative employment, she applied for job after job, but was never offered an interview. Determined to be fair and honest, she disclosed her medical history in her applications. She believes her decision to be frank was behind her constant rejections. She finally responded to a position within the Australian Public Service and was successful. The flexible working arrangements offered to all employees allowed her to keep her medical appointments without requiring additional leave. After constant rejection, she was delighted to find a workplace committed to being more inclusive.
Lack of employment has resulted in high levels of unemployment and underemployment among people with disabilities compared to the rest of the Australian population—Australian Bureau of Statistics data demonstrate that labour force participation for people with disabilities is 53 per cent, compared to 81 per cent for people without disabilities. 3 These figures do not, however, capture the extent and impact of underemployment. As one submission noted,
A recent study by Vision Australia found that 63 per cent of people who are blind or vision impaired are underemployed or unemployed.
Many people with disabilities and their families are therefore forced to rely on government assistance and find themselves trapped in a poverty cycle of low income and high costs. A number of submissions said that the inflexibility of the Disability Support Pension acts as a disincentive to employment and recommended a review. The loss of health care benefits was seen as a particular difficulty.
Proposed solutions
For many respondents the answer seemed clear—more jobs. The fundamental importance of a secure source of income and the social benefits of employment appeared obvious to many. A number of submissions argued that the government should lead from the front and improve public service participation rates. Many also noted that organisations serving and supporting people with disabilities have a poor record of employing people with disabilities and should take responsibility for demonstrating a commitment to change.
Submissions also made clear the need to address negative employer and recruiter attitudes. Educating employers about disability and ensuring resources are available to assist them were recurring themes. There was, however, a note of caution—while welcoming improved awareness and education, submissions argued that such schemes would only be effective if they led to real behavioural change.
A number of submissions also noted that there is a lack of flexibility to support people with disabilities in seeking and retaining employment—like other disability services, there is a tendency to adopt a one-size-fits-all approach. These submissions recommended the development of a more flexible individualised approach to ensuring people with disabilities obtain the support required. This was seen as particularly important for individuals who require varying levels of support over time.
Other suggestions included:
- setting employment targets in the public service at Commonwealth, state and territory and local government levels
- tracking students with disabilities after completion of school to determine how their funding and level of education translated to training and employment
- enabling students and graduates with disabilities to apply for equity-based programs that get people with disabilities into graduate jobs, akin to Indigenous cadetships
- immediately releasing 100–500 jobs to people with disabilities, through pilot programs, apprenticeships and training.