NAGCAS December 2009. Research, resourcing and program delivery to: Enable “disability confidence” Tap the whole Human Resource pool Focus is on.

NAGCASDecember 2009

Research, resourcing and program delivery to: Enable “disability confidence”Tap the whole Human Resource pool

Focus is on Systems:- Reasonable Adjustment/ Workplace Accommodation- Application, Selection and recruitment processes- Barrier Free workplaces, premises and products/services

© Australian Employers' Network on Disability 2008

• Equal Opportunities Policy and Procedures• Staff Training and Disability Awareness• The Working Environment• Recruitment commitment• Career Development• Retention, Retraining Redeployment• Training and Work Experience• People with Disability in the Wider Community• Involvement of People with a Disability• Monitoring Performance

© Australian Employers' Network on Disability 2008

More links between uni’s and employers- opportunities for students who have experience of disability

Promote the importance of diversity and disability to the world of work and learning

Share understanding about important “systems” such as reasonable adjustment and ‘Workplace accommodation”, disclosure and work integrated learning

In the Graduate space we:

Facilitate mentoring programs- (Sydney, Canberra)- 40

Run member based information sessions for students with disability- IBM, KPMG-

Provide the Stepping into.... internship program: S,M,B,C,Per- 45 places per annum

Stepping into... Westpac 2007

© Australian Employers' Network on Disability 2008

Sensory Disability- ~20%

Physical Disability- ~40%

Psychological/psychiatric- ~20%

Learning Disability- ~10% “Conditions”-~5% Nurological –~5%

55% Female; 45% male

Three age cohorts-21-25 y/o-40%; 26- 35 yo – 40% >35 yo- 20%- Lifelong learners!

Within the two latter cohorts there was evidence of socio-economic disadvantage and stress

CALD criteria – 28.75%; 6.25% did not have citizenship

Cameron – seeing past disability to the skills

Aim to be “diversity leaders” and to harmonize their practices throughout their regions

Our mantra was- Look past ‘disability’ and see the ‘skills’

However - many members want to see ‘skills’ as well as see diversity including ‘disability’

© Australian Employers' Network on Disability 2008

“Disability Confidence” for employees, customers, communities

Making Employment propositions to people who’ve experienced disability

Diversity leadership- globalisation

Universality of flexible work-pracctices

20.3% of the Australian population has a disability

16.5% of the potential workforce has a disability

Employment rates can be low e.g. . 4.5% in the Australian Public sector

There is a considerably lesser employment of Graduates with a disability- 10- 15%

Technology solutions should have changed this landscape ....

DISCIPLINES FIRMS PLACES FILLED APPLICANTS

2005 - Law 4 7 Places 7 Filled 28 applicants

2006 - Law & Employment Adviser

5 13 Places 13 Filled 20 Applicants

2007 - Law , Banking, HR

9 28 Places 27 Filled 32 Applicants

2008 - Law, Banking, Accounting, IT, HR, Marketing

13 (with 3 “National” focus)

43 Places 28 – Winter

15 -Summer

65 Applicants

© Australian Employers' Network on Disability 2008

39 Stepping into internship places have been filled from a pool of 85 applicants

There has been a contraction in some sectors such as Banking.

Feedback from members show a decrease in Graduate places offered- 30% < with 50% increases in the applicant numbers coming through

Internship programs and Work integrated Learning opportunities will be effective ways for employers to build pipelines of talent for Graduate programs

Our members have shown readiness to offer differentiated “pathways” for interns with diversity.

Candidates much more aware of the application cycle- up to a year in advance

Career development learning

Opportunity to showcase skills and to have ‘differentiated’ pathway in ...

Greatly advances interviewing skills and examples for behavioural questions

Bolsters C.V. With current ‘work experience

Assessment of transcripts that shows an understanding of the impact of disability

Social and Community engagement measures

Unpacking - Traits, Skills & Solution focus

Meeting skills needs by introducing Diversity

© Australian Employers' Network on Disability 2008

• Firms - enthusiastic about the calibre & diversity being introduced through the program

• Students - Almost all unanimously appreciated and gained valuable experience from each part of the program

• Increasing engagement with universities takes 3yrs, see value in work integrated learning (+ Graduate Attributes)

© Australian Employers' Network on Disability 2008

Physical disability with some “fatigue” aspects

Before the placement was trying to gain work experience- however exploitation was very evident

Resident but not yet a citizen

Won a three month Stepping into Accounting internship and subsequently successfully applied for a one year contract

Relationships with particular Universities/Schools

Established screening tool - may be very engineered

“Looks Right is Right” approach

Retention problems

© Australian Employers' Network on Disability 2008

Understanding of “inadvertent barriers”

Modify selection processes - so it is “disability confident”

Re–assessment of “inherent requirements”

© Australian Employers' Network on Disability 2008

Assess transcript for potential rather than grade point average

Assess solution focus and goal-setting ability Persistence and resilience as retention markers Diverse examples of “Behavioural” examples -

what are the indicators for retention ‘Unpack’ skills and attributes needed

© Australian Employers' Network on Disability 2008

Methodology includes:

Employer Briefings

Human Resource Briefings

Candidate Briefings

© Australian Employers' Network on Disability 2008

Candidates understand employment proposition from a “Disability Confident” employer

HR and employer develop a selection model

Assists an understanding of “who they’re missing out on”

© Australian Employers' Network on Disability 2008

8 firms developed a new selection mechanism to capture: “looks right is right” AND “looks different is right”

2 firms used same selection mechanism; will only deliver “looks right is right”

2 do not use a behavioural technique

© Australian Employers' Network on Disability 2008

Contact with firms – the experience exceeded their expectations

Opportunity for Work Experience

Work integrated Learning

That flexibility and accommodation were built in and assured

National Disability Coordination Officer program- forums such as ‘Managing Disability at Work

Assists and has expertise with reaching and communication with this section of the student body

Engages employers ......

Web: www.aend.org.au

Phone: 1300 363 645

Email: info@aend.org.au

© Australian Employers' Network on Disability 2008