Supporting Employers to Support the Workforce
A human rights approach to supporting employees with disabilities
Employers are obligated to support members of the workforce who have disabilities. This includes contractors and workers engaged through temporary staffing services. Obligations are not the best motivator to develop an equitable workplace. Legislation can provide guidance, but using strategies to engage with, and understand, the worforce based on a human rights approach is more likely to lead to positive outcomes for all parties.
Engagement and data collection
Employment satisfaction surveys are not the most reliable method of collecting data about the workforce. It is better to deliver information sessions, followed by individual conversations between managers and their team members.
Lead by example. Recruit persons with disabilities in senior and board positions
Incorporate discussions about disability and workplace adjustments/accommodations in review discussions.
Support managers in their efforts to provide equity within their teams
Workplace Adjustment Agreements
Develop a policy to provide workplace adjustment agreements to any member of the workforce that requires assistance to perform in their role at the same level as their peers.
Ensure that the agreement forms part of the employment contract and remains in place as long as the person remains with the organisation.
Include review of the document as part of performance reviews, or on request from the employee.
Processes
