NAGCAS December 2009
Dec 17, 2015
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: [email protected]
© Australian Employers' Network on Disability 2008