The ‘Willing to Work’ inquiry, conducted by the Age and Disability Discrimination Commission looked at obstacles faced by, and discrimination against, older persons and persons with disabilities in taking part in the workforce
We highlighted that taking into account Australia’s looming workforce challenges, it was critical that all people with disability and businesses be placed at the centre of a new employment framework to make sure that people with disability were not left behind.
We made the point that the Australian public service is not the leader and example it could and should be.
We explained that people who want to take part in the work force and have hearing loss or are Deaf face challenges that are unfamiliar to most of their hearing peers. For some, the barriers start at or before they start looking for work and, for many, they become more acute during the selection process or at work. A loss of hearing can also lead people to exit the labour force sooner than they would like to, and before they’d planned to retire. As a result, there is a hidden loss to national productivity. The problem may be worse than currently understood. There is, we believe, a significant under-reporting of disability among people who are hearing impaired or have a chronic disorder of the ear.
The Government’s Employment Assistance Fund (EAF) was established to "…help people with disability and mental health conditions by providing financial assistance to purchase a range of work related modifications and services for people who are about to start a job or who are currently working, as well as those who require assistance to find and prepare for work." It’s an excellent program. It can continue to improve the return on tax-payer investment by keeping in step with changing workplace needs. Below are our recommendations to meet these challenges.
EAF passport
A generic EAF assessment for people with a disability before they start or look for employment. Their ‘passport’ would provide access to the EAF and any workplace-specific modifications could then be more easily accessed as add-ons or via a short form application process. For example, in the case of a person who is hearing impaired or Deaf, the generic EAF assessment could cover standard communication related modifications and so on, with any specific requirements for a workplace to be accessed separately as and when needed.
Flexibility
The EAF needs to be more flexible and able to meet people’s other work-related needs. For example, more emphasis needs to be placed on supporting the needs of employees at informal and social functions within their workplace. These are often crucial to forming productive networks with colleagues and accessing career progression opportunities.
The EAF needs to be expanded to become accessible to people who are hearing impaired or Deaf who wish to do volunteer or community work as a way of improving their skills and experience and making them more employable in the future.
Tailored to suit the need
Providing increased EAF support and funding for applicants who are promoted to management positions to make sure that there are no caps that restrict career advancement opportunities.
Awareness
More sensory disability awareness training provided to EAF consultants, so they fully understand and appreciate the barriers faced by people who are hearing impaired or Deaf.
A national, ongoing strategy to promote greater awareness by employers of the entitlements of employees under the EAF program.
An up-to-date knowledge bank of the main examples of EAF workplace modifications.
An up-to-date survey undertaken of employers and employees that will lead to published data on the level of public awareness of the EAF and its functions.
Corporate incentive
Tax advantages for employers who supplement an EAF entitlement from company funds to make sure employees don’t miss out on meetings, training and other opportunities that hearing colleagues have.