Building Employer Confidence in 4 simple steps

So, we turn our attention to our wonderful clients, and of course, those we are still yet to meet.

Hiring people with disability is not only a matter of social responsibility, but also a smart business decision. Research shows that people with disability are loyal, productive, and innovative employees who can contribute to the success and diversity of any organisation.

In 2021, the Australian Government via their national hub, JobAccess sent out a survey to all employers who had received their Employment Assistant Fund (EAF) two years prior. EAF reimburses employers (et al) with the costs of modifying the workplace or purchasing products/services to remove disability specific barriers. 25% of respondents hired a candidate with a physical disability.

The results were powerful.

• 96% of respondents remain employed 2 years after receiving EAF funding,

• 17% had received a promotion in that time,

• 81% retained the same number of hours per week in fact, employees with a disability stay longer on average than those without a disability.

• People with disabilities have 34% fewer accidents than other employees.

• And the big one – Employers reap $40 savings for every $1 invested in workplace adjustments.

However, despite these findings, many employers still lack the confidence (and knowledge) to recruit and retain people with disability.

In this blog, I will share my4 top tips and strategies on how to overcome barriers to build employer confidence and create inclusion.

1. Create a culture where employees feel safe to disclose their disability and request reasonable adjustments. You can do this by providing disability awareness training, promoting positive role models, and celebrating disability inclusion initiatives.
2. Hiring more people with disability, especially for leadership positions, to increase the representation and visibility of disability in your organisation.
3. Equip managers/team leads with tools and resources to support individual needs and preferences of employees with disability. You can provide guidance on how to conduct inclusive interviews, how to implement workplace adjustments, and how to address any issues or concerns.
4. Make accessibility a priority in your workplace, by ensuring that your physical environment, technology, and communication are barrier-free and user-friendly for people with a physical disability.

The Building Employer Confidence program by EmployAbility.

Our Building Employer Confidence (BEC) programme is helping employers to create job opportunities for people with physical disability. The program creates a pathway for employers through continuous assessment, inclusion training, and advice and guidance from our specialist team with lived experience of disability, with immediate access to suitably skilled job-ready candidates.

By the end of our BEC program you will feel confident in hiring people with physical disability as well as creating and maintaining a disability friendly workspace, supported by our dedicated team throughout the entire journey.

It all starts with a free Disability Initial Assessment for your organisation.

My name is Miranda Fenwick, Employer Engagement Manager at Spinal Cord Injuries Australia, and I’m here to help you.