MMS and Jigsaw Australia focused on Disability Employment

People with disabilities face many barriers to finding and keeping a job. According to the Australian Bureau of Statistics, the unemployment rate for people with disabilities was 10.3% in 2018, compared to 5.3% for people without disabilities. This gap has widened over the years, despite the efforts of various policies and programs to promote disability employment. One of the reasons for this disparity is the lack of diversity and inclusion in the workplace, especially in office settings.

Some stereotypes that are unfortunately held in the employment market by some, are that people with disabilities may not be suited to ‘office work’ and are better suited to what would be traditionally ‘blue collar’ roles. This is not a disparagement of blue-collar roles; this comment is recognising some of the inequities that people with disabilities face.

How Can We Promote Disability Employment in Office Settings?

To increase the opportunities and outcomes for people with disabilities in office settings, we need to adopt a more holistic and inclusive approach to disability employment. This means recognising the diversity and potential of people with disabilities and providing them with the same choices and chances as anyone else. Some of the strategies according to Jigsaw Australia that can help achieve this are:

1. Accessible Interview process - Allow for a recruitment process that is accessible to all. This could include ‘meet and greets’ and job trials to learn more about the individual and allow them to showcase their strengths in different formats. Offer for the individual to bring a support person to make them feel more comfortable in the interview process. Avoid using tools that create barriers, such as structured behavioural interviews that rely heavily on verbal descriptions, strong memory recall and an assumption of past work-related experiences to assess suitability.
2. Onboarding process - Provide the individual with a structured and meaningful onboarding process. This may involve a discussion before their first day around potential adjustments e.g. sensory needs, adjustable tables, quiet spaces in the office. It is a great idea to plan a team coffee on the first day to introduce the person to the team and make them feel welcomed. Identify where the person can take their lunch break and appropriate places throughout the office for rest breaks. Thoughtfully plan and stage learning of new tasks and skills to suit the individuals learning and processing needs.
3. Setting clear expectations - Work with the individual to set clear expectations and check in points when they first start working with you. For example, some individuals may like to have clear times they can take their breaks throughout the day rather than leaving this open. Support the individual to understand career progression opportunities within the company and training that may support them to achieve their career goals.
4. Support structure of key people - Identify key people within your team who can support the person during their first few months in the company. This includes a ‘buddy’ who supports work tasks and understanding work processes as well as a ‘social mentor’. A social mentor can assist with showing the new person where to have lunch, best coffee spots, walks or shopping areas and also ensures the new person is invited to team outings and activities.
5. Ask the individual - Set up regular meetings to ask the individual how they like to be supported and any adjustments they have recognised they may need in the workplace to be successful.
6. Disability Awareness Training - Engage in disability awareness training to build you and your team’s confidence with working and empowering people with disability in your workplace.

Note: Jigsaw Australia and McMillan Shakespeare (MMSG) have entered into a partnership to support people with disability to transition to mainstream employment. MMS is proud to provide work placement opportunities for Jigsaw trainees in various teams and roles at MMS.