Tertiary Initiatives for People with a Disability

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Please note that the TIPD project will cease to operate from Friday 27th August,1999. This website will be maintained until 31st December, 1999. TIPD would like to thank those people and organisations who have supported the project since it began in 1991.

Benefits of Hiring a University Graduate with a Disability

Hiring staff from the widest possible group is good business practice

This guide offers employers practical information and advice about employing people with a disability. It may also be useful to employers who currently have someone with a disability on staff.

In any hiring situation, selection needs to be based on sound information concerning the capabilities of the candidate not only to meet job requirements but also to satisfy them fully.

Consider the following....

• the best person for the job may be a person with a disability
  
• flexibility in work practices, policies and position descriptions can not only provide opportunities to talented and highly motivated graduates with a disability, but also increase productivity and employee satisfaction right across your workforce
  
• your recruitment and selection processes may be inadvertently ruling out talented applicants with a disability
  
• employing a person with a disability often requires little change to your work practices and environment
  
• it may be more cost effective to retain an existing employee who has aquired a disability, than to recruit and train a new worker.

The following pages provide many helpful suggestions. If you need assistance there is a range of available services listed in this brochure.

A diverse and flexible workforce better equips your business for the future!

Recruitment

People who interview and make selections for positions in your organisation, no matter what level, need to be aware of equal opportunity issues.

Selection criteria are the skills, knowledge, relevant experience and minimum qualifications necessary to perform the job. They should be:

• objective
  
• job-related, and
  
• non-discriminatory.

Shortlisting

• Focus on the applicant's abilities rather than
  his/her disabilities.
  
• Assess all applicants against the selection criteria.
  
• If an applicant meets all the selection criteria and has a disability, s/he should be interviewed.

Interviewing

Interviewing a person with a disability should be exactly the same as interviewing all other applicants ­ with the exception of matters of fact related to the applicant's disability and the impact of these on work performance.

• Focus on the applicant's abilities based on selection criteria. Be guided by facts in the interview and evidence of related experience. Listen to what the applicant says regarding her or his ability to perform the job.
  
• Avoid stereotyping and preconceived ideas about the sort of work which can be done. Look for the relevant job skills of the applicant, not the limitations.
  
• Ask questions relevant to a person's ability to perform the essential activities of the job, just as you would with any other applicant.
  
• Questions directly about the person's disability should only be asked to establish whether any adjustment will be required to assist the person to do the job.

Medical examinations

Under Disability Discrimination legislation, it is not unlawful to require applicants to have a medical examination. However, the examination should only assess whether applicants are fit to perform essential activities required by the job.

Alterations and adjustments to the workplace

In many cases, changes to equipment or the workplace will not be needed.

Alterations and adjustments to the workplace to facilitate the employment of people with a disability are usually minor. Employers are often eligible for government funding to cover the costs of these modifications.

For general enquiries phone FREE CALL 132 468

The person with the disability is usually the best source of information for determining the most reasonable accommodation. The specific needs of
the individual should be taken into account. What works for one individual does not necessarily work for another.

Career structure and promotion

Employers need to ensure that all positions within their organisation (including those at the highest level) are open to suitably qualified people with a disability.

Employees who have a disability should have the same opportunity for performance appraisals and promotion as any other employee.

Equal employment opportunity ­ the best
person for the job.

Remember, it is unlawful to discriminate on
the grounds of impairment.

Employers must offer equal opportunity
to everyone.

For more information contact the Queensland
Anti-Discrimination Commission
phone (07) 3239 3305

University contacts

Employers wishing to employ a graduate or a student with a disability, whether on a
permanent or temporary basis, should contact the Careers Service or the Graduate Placement Officer at any University.

Australian Catholic University (07) 3855 7171

Central Queensland University (079) 30 9456

Griffith University (07) 3875 7470

James Cook University (077) 81 4711

Queensland University of Technology (07) 3864 2649

Sunshine Coast University College (07) 5430 1226

The University of Queensland (07) 3365 1704

University of Southern Queensland (076) 31 2372

Labour market assistance available to employers and employees

In late 1997, a new, one-stop Commonwealth agency will be formed to provide essential income support and all other job seeker assistance. People will no longer have to deal separately with both their local Commonwealth Employment Service and Department of Social Security offices.

A range of vocational assistance for people (including graduates with a disability) is currently available under the Commonwealth Disability Reform Package. This program coordinates assistance available from three principal Commonwealth Services:

• Department of Social Security (DSS)
• Commonwealth Employment Service (CES)
• Commonwealth Rehabilitation Service (CRS).

In addition, links are provided to other Commonwealth funded services, such as:

• labour market programs
• employment support services
• private case managers
• other projects for people with special needs.

Employment support

A range of specialist employment services is located throughout Queensland. Some agencies specialise in helping people with a particular disability, while most offer a more generalised service. Each service aims to assist people in finding and maintaining employment suited to their skills.

If a person is not able to achieve sufficient productivity to qualify for full award wages, the service will discuss access to the Supported Wage Scheme (SWS). Under this program, people are independently assessed after a trial period at work, and then paid a wage based on their productivity. The assessment is reviewed regularly and employers may be eligible to receive financial assistance. People receiving a supported wage may also qualify for income support to supplement their earnings.

For information contact: Disability Awareness Line (DIAL) FREE CALL 1800 331 000 for contact details regarding local Employment Services for people with a disability.

CRS

The Commonwealth Rehabilitation Service assists people with a disability who are preparing to enter the work force and facilitates placement into employment. The CRS liaises closely with employers to ensure a smooth transition into the workplace. Where necessary, the CRS can assist the worker and employer with job redesign, alternative duties, or workplace modifications. The CRS has units in most major centres.

For information phone FREECALL 1-800-624-824

Labour market programs

Labour Market Programs available to job seekers may include:

• training for employment ­ training assistance may be available for specific employment opportunities
• public and private employment placement enterprises
• employer incentives ­ wage subsidies, work place modifications, entry level training incentives, special employer support program
• job seeker preparation and support ­ job club, assessment service, interpreter service.

For general enquiries phone FREE CALL 132 468

Produced by the Tertiary Initiatives for People with Disabilities (TIPD) Project, a joint project of Queensland universities funded by the Commonwealth Department of Employment, Education, Training and Youth Affairs, with support from: The Commonwealth Department of Health and Family Services; Commonwealth Rehabilitation Service; Department of Social Security; DEETYA; Comepass Employment Services; Queensland Anti-Discrimination Commission; and The Paraplegic and Quadriplegic Association of Queensland Inc, 1997.

For further information about TIPD, please contact webmaster

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This page last updated: 1 Sept, 1999