1. How to start the conversation: working with employers
Daniel Valiente-Riedl
General Manager, JobAccess
Tuesday 29 August 2017
Hello everyone and thanks for joining me today. It’s great to have so many people from across Australia and from so many different organisations on the webinar today. I’d also like to thank Debbie, David and the NDCO team for inviting me to speak.
As Debbie mentioned, today we’re looking at how to start the conversation with employers about disability employment and how you can make the most of JobAccess when working and engaging with employers.

2. We’re here to help remove barriers to disability employment
At JobAccess, we know that engaging with employers is vital if you are to succeed in placing job seekers or helping a person with disability secure employment.
However, there are some common barriers you may face when trying to build these important relationships.
- Does an employer feel they lack the skills or experience to employ a person with disability?
- Are they concerned about potential costs?
- Or perhaps they simply aren’t aware of the huge untapped potential of disability employment.
This is where JobAccess comes in.
Delivered by WorkFocus Australia on behalf of the Australian Government, JobAccess is the national hub for workplace and employment information for people with disability, employers and service providers. We’re here to help remove those barriers to employment of people with disability.
Diagram: a collection of photographs of different people in their workplaces
How to start the conversation: working with employers

3. JobAccess: a one stop shop
Expert advice via phone and website
Employment Assistance Fund
Employer engagement services
Complaints Resolution and Referral Service
National Disability Abuse and Neglect Hotline
JobAccess incorporates a number of important services:
The JobAccess advice service and website
Employment Assistance Fund which coordinates workplace assessments, so we can fund and support modifications, support and training
Employer engagement service supporting employers to become disability confident and inclusive
The Complaints Resolution and Referral Service (CRRS), which, by resolving complaints, improves all government-funded disability employment support services and
- The National Disability Abuse and Neglect Hotline (the Hotline), a vital reporting service available to anyone who suspects abuse or neglect of a person with disability.
Let’s look at a few of these which you might find particularly helpful when having those important conversations with employers.
Diagram: a list of services under images of a computer, dollar sign, two heads, a handshake and binoculars
How to start the conversation: working with employers

4. Website, advice service and EAF/
Employment Assistance Fund:
not only equipment
many adjustments low or no cost
Seamless extension of support for your employers
With a comprehensive website and call centre, JobAccess advisors – who are fully qualified, health professionals - can talk with you, people with disability and employers about managing disability in the workplace. They will take time to understand the situation at hand and provide tailored suggestions.
JobAccess also includes the Employment Assistance Fund. Through this Fund, we coordinate a national panel of assessors to conduct workplace assessments. We advise on workplace modifications and can tap into the Fund to reimburse the costs of eligible work related equipment and supports, to help employees with disability perform at their best.
It’s important to remember it’s not only equipment – for example, you can also get access to disability awareness training and AUSLAN interpreting to support managers or workmates, as well as a new or existing employees with disability.
Many adjustments are no cost or low cost. They may simply be adjustments to work routines or duties or involve minor pieces of equipment…or just a bit of lateral thinking and imagination... One of my favourites is the design and manufacture of a broom, tailor-made for a one armed cleaner!
Of course, many people with disability do not require modifications in their workplace – and for many others accommodations can be quite simple. This is a great message for you to share with employers...and while you’re at it – across your own organisations.
The JobAccess line can also be a seamless extension of support for an employer once you have placed a job seeker with them - for example employers can source via JobAccess:
- General trouble shooting support (including being linked to a DES for Job in Jeopardy support)
Support for existing employees that may disclose disability or acquire disability
Employers sometimes tell us that they feel they have to manage disability employment on their own. Isn’t it great they have somewhere to go and can still pick up the phone for questions they may have?
Since its inception in 2006, JobAccess has received over 257,000 enquiries and facilitated over 35,000 applications for the Employment Assistance Fund. So you see that many individuals and organisations have accessed and benefited from the services.
How to start the conversation: working with employers

5. A dedicated Employer Engagement team
A free disability recruitment advisor to employers
12 month partnerships available
Focus on building confidence and capability
We also have our dedicated Employer Engagement team.
We know that employers have recruitment needs. We also know people with disability want to be part of the workforce. Helping bring the two together is why this program exists.
How do we do this? Essentially by acting as a free, disability recruitment advisor to employers that enter into a 12 month partnership with us. We work closely with the employers that we enter into a partnership with, focusing on building their confidence and capability in disability recruitment.
Specific things we assist them with include:
- reviewing existing recruitment practices from the perspective of a candidate: checking to see if there are there any inadvertent barriers preventing people with disability from applying for their roles.
- developing attraction strategies, reasonable adjustment policies and internal disability awareness training packages.
providing ideas on how to raise awareness of the benefits of employing people with disability across their business
We engage with over 1,000 employers every year and today Im pleased to be sharing some of our insights into what employers are looking for.
Picture: Photo of two women sitting at a table
How to start the conversation: working with employers

6. Identifying disability confident employers
Firstly, I’m going to share some tips for identifying disability confident employers.
How to start the conversation: working with employers

7. Do your research
Review employer websites – what does it say about their commitment to diversity?
Join our mailing list – find out more about our current employer partners and vacancy service
Visit – see the employers who have enjoyed the benefits of working with JobAccess and promoting workplace diversity
Visit for a list of Australian Network on Disability members promoting disability confidence
Most employers now are becoming more disability and diversity confident.
An easy way to identify if an employer is disability confident is to review their website and identify diversity statements within their careers page or about us pages.
As I mentioned, the JobAccess employer engagement team partner with a wide range of employers every year to build disability confidence:
- Join our mailing list to receive all the latest news from JobAccess, including a list of our current employer partners, and updates from our vacancy service, where we share vacancies from employers seeking candidates with disability. If an employer is targeting specific roles for people with disability this may demonstrate their confidence or willingness to become more diverse and inclusive. . Being more open in disclosure would be appropriate in this situation to increase your candidates chances of being selected for interview.
- Visit our website for a list of our Employer Alumni – those organisations we have partnered with in the past and who remain committed to workplace diversity.
Another service which support employers on disability confidence is Australian Network on Disability (AND) which also showcases a list of members promoting disability confidence.
How to start the conversation: working with employers

8. Poll Question Do you feel a high proportion of local employers are disability confident?
Most employers now are becoming more disability and diversity confident.
An easy way to identify if an employer is disability confident is to review their website and identify diversity statements within their careers page or about us pages.
As I mentioned, the JobAccess employer engagement team partner with a wide range of employers every year to build disability confidence:
- Join our mailing list to receive all the latest news from JobAccess, including a list of our current employer partners, and updates from our vacancy service, where we share vacancies from employers seeking candidates with disability. If an employer is targeting specific roles for people with disability this may demonstrate their confidence or willingness to become more diverse and inclusive. . Being more open in disclosure would be appropriate in this situation to increase your candidates chances of being selected for interview.
- Visit our website for a list of our Employer Alumni – those organisations we have partnered with in the past and who remain committed to workplace diversity.
Another service which support employers on disability confidence is Australian Network on Disability (AND) which also showcases a list of members promoting disability confidence.
How to start the conversation: working with employers

9. Starting the conversation
The second area we’re going to look at is practical tips and suggestions for starting a conversation with employers about disability employment.
Now we know that many of you will have significant experience in doing this and no doubt have great advice which you could share with the group, so please feel free to share this feedback during the Q&A session – we’d love to hear your ideas.
How to start the conversation: working with employers

10. Getting through the employer door
Utilise social media
Engage with a sense of familiarity
Be prepared with your pitch
Make a connection
Be yourself
Love it or hate it, cold canvassing is one strategy most employment service practitioners will need to draw on to secure opportunities for their candidates.  
Utilise social media to identify a specific person in a company (LinkedIn is a great one)  
Do your best to engage with a level of familiarity – as if you’ve had previous dealings with the company. Keep focused on the person / department you’re attempting to contact. Try and move beyond the front desk as quickly as possible as they usually operate as ‘gate-keepers’ to specific personnel
Be prepared with your pitch before you make your call and practice with colleagues. Thirty seconds is usually your length of time to either fly or dive
Having reached your specific person / department, you need to create a connection before you pitch. First, introduce yourself and where you’re calling from and second, find a point of connection. There is no one way that works, but I have found these two options work well:
Ask the person: ‘are you having a good day, or, how are you, or did you have a good weekend?’ Ensure that you listen to their response. See if you can take something that they’ve shared and use it to find a connection
If the person appears to be short and abrupt on a ‘hello’, ask them: ‘Have I caught you at a bad time’? This is a great opportunity to know whether you can engage. If they’re available, establish a connection, and if they’re busy, schedule a time to speak
Be firm and succinct in your delivery and your end goal, and always, always, be yourself!  
How to start the conversation: working with employers

11. Ask the right questions…
Is it hard to find the right employees?
Are you tapping into the full talent pool?
Is your business suffering from staff turnover?
Are you tired of rising recruitment costs?
Now you’re speaking with an employer, its about asking the right questions – to get employers thinking about the issues they are facing, and to realise the benefits of taking a different approach.
For example:
Are you, like so many employers, finding it hard to find the right employee?
Are you tapping into the full talent pool? Or do you feel like you are ‘fishing’ for staff from the same, small ‘pond’.
Is your business suffering from staff turnover? And it isn’t just the cost, though that hurts enough. It’s also the loss of knowledge. The history and relationships they may have had with your customers. The retraining. Finding someone who fits with your team.
Tired of rising recruitment costs? Small to medium sized business find it hard to meet the high cost of recruitment. Advertising costs, the time and expertise to review applicants, shortlist, interview, reference check etc.
Now we can say “We can provide support to find the right staff. Let’s start by thinking about who your next employee might be…”
Diagram: listing 4 different questions to ask employers
How to start the conversation: working with employers

12. Myth busting…
safe
reliable
productive
affordable
90%
of employees with disability are as productive or more productive than other workers
98%
of employees with disability have average or superior safety records than other workers
86%
of employees with disability have average or superior attendance than other workers $
Lower recruitment costs and access to a range of subsidies and incentives
86%
of employees with disability have average or superior attendance than other workers
At this point, you may wish to consider addressing some of the common myths about employing a person with disability.
Employers are often surprised to learn that employees with disability are actually:
Productive - The productivity of employees with disability is similar to that of employees with no disability.
Safe - Although the perception that employees with disability are a higher OHS risk is common, the evidence for Australian workers shows that people with disability do not have a higher risk of occupational injury, rather incidence of occupational injury is lower in people with disability…six times lower 
Reliable - The attendance of employees with disability is similar to that of employees with no disability.
Affordable - The cost of workers’ compensation is four times lower in employees with disability, there are lower recruitment costs and access to a range of subsidies and incentives
Diagram: listing statistics under the titles ‘productive’ ‘safe’ ‘‘reliable’, ‘affordable
How to start the conversation: working with employers

13. Sharing the business benefits
Disability employment
Enhances employer brand
Creates goodwill
Builds diversity
Promotes business
Improves customer relations
Boosts morale
Picture: diagram showing five different business benefits of disability employment
In addition to the obvious commercial benefits of employing PWD, there are a number of intangible benefits too.
People with disability build diversity and enhance a company’s image, strengthen relationships with customers, and boost staff morale and loyalty.
Encourage employers that they can enhance the company’s image among customers and the community by employing people with a disability. Being a disability friendly organisation is a good way to promote the business.
How to start the conversation: working with employers

14. Proven strategies for employers
EFFECTIVE COMMUNICATION IS KEY
DIFFERENT RECRUITMENT APPROACHES
TARGETED RECRUITMENT CAMPAIGNS
PROMOTE DISABILITY CHAMPIONS
ENGAGE WITH EMPLOYMENT SERVICES
As well as addressing some of the common misconceptions about employing people with disability, we also advise employers on proven recruitment strategies.
We find that its often knowing where to start which can be difficult for employers – so here are some simple yet effective ideas which they can easily implement to make a start in disability recruitment.
These are based on our collective experience over many years. No silver bullet or one ideal approach – it’s all very dependent on the employer’s individual circumstances; internal leadership, recruitment model, business needs.
Effective communication is critical. Think about how they promote their business to candidates with disability. What’s the experience of navigating their career website like? Do they offer access to a real person to speak with should a candidate require an adjustment to participate effectively in the recruitment process? Do they mention anywhere that they’re interested in welcoming people from this talent pool?
Give recruiters and managers permission to try different approaches when it comes to recruitment. How do they assess whether someone can meet the inherent requirements of a role? Consider here on the job skills testing rather than the traditional interview, or perhaps a work experience placement.
Offer a specific role to a person with disability or guarantee an interview (a great way to expose recruiters and hiring managers to the diversity of disability).
Run targeted recruitment campaigns – for example the public sector traineeships for people with an intellectual disability, Dept of Defence offers ongoing employment opportunities on an annual basis.
Offer mentoring opportunities to people with disability - as a powerful way to create internal culture change.
Identify and promote your disability champions: Many Australian Government departments have these. They are usually very senior people (Deputy Secretaries) who are ‘tapped’ on the shoulder to ‘own’ raising disability awareness internally and they too are seen as a very effective way to raise awareness and drive cultural change.
AND MOST IMPORTANTLY – we encourage employers to invite employment services to meet their recruiters and hiring managers and build relationships – we’ve supported SA Care, IKEA, Deakin University, the National Disability Insurance Agency, Spotless, Virgin Australia and many others to do this - through face to face sessions or webinars. Employers use these opportunities to outline their ‘rules of engagement’ when it comes to applying for roles or creating opportunities in their businesses.
 All of these ideas are simply about increasing their exposure as employers and recruiters to disability, which we believe is the key to removing many barriers.
Picture: diagram listing different recruitment strategies for employers
SPECIFIC ROLES
MENTORING
How to start the conversation: working with employers

15. Meeting recruitment expectations
Now that you’ve started the conversation about disability employment with a potential employer, it’s time for you to actually put forward a person with disability for a role. It’s time to submit an application.
Again we know that many of you will have great experience in this space and no doubt have tips of your own to share, so feel free to do so during the Q&A. Here are some of our insights…
How to start the conversation: working with employers

16. Preparation is key
Useful templates and guidelines for resumes, cover letters and selection criteria available at JobAccess website:
Tailor the resume and cover letter for every job application: Use key words from the job description and match their language and tone
An employer could receive dozens of applications for a role, so let’s look at what to include to get an application into the YES pile of an employer.
Firstly, you can visit the JobAccess website for a resume template that you can download to your computer. You can use this as a starting point . There’s also guidelines on cover letters and addressing selection criteria.
Remind your clients that tailoring the resume and cover letter for every job that they apply for is a must if they want to increase their chances of being invited to interview. Sending a generic resume and cover letter is what most job seekers do with little or no success.
They must look at their resume in the eyes of the potential employer. You may not need to change much in your resume for each job they apply for (it may be a simple check), however, by making some quick adjustments to align their documents to the job advertisement will increase their chances of success.
Identify key words and phrases from the job description and mirror this in the application e.g. if the job states ‘customer service’ and your resume has ‘client services’ then use the wording from the employer.
Adjust the language and tone to match the job description you are applying for.
How to start the conversation: working with employers

17. Getting an application into the ‘YES’ pile
Ensure digital footprint leaves a positive impression - LinkedIn, Facebook, Google
Make contact with the recruiter before submitting your application
Research the employer and job
Be prepared with questions to ask
Follow all instructions in the job advertisement
Ensure it is succinct and well presented
Having a positive online presence is important as job recruiters may be required to google potential employees during the recruitment process.
Consider making contact with the recruiter before submitting an application:
It may get the applicant noticed
The recruiter may have already shortlisted and moving to interview
There may be an internal applicant acting in the role as a priority
The conversation may give insight into key aspects of the role and clues for tailoring the application.
And of course follow all instructions in the job advertisement, and make sure it is succinct and well presented…
How to start the conversation: working with employers

18. Top tips for a winning resume
If you did it… own it!
Remove personal information
Be truthful
Explain resume gaps
And finally some specific feedback from employers about resumes…
Ensure the jobseeker details their skills and experience – remind them that while they may have been working as part of a team, what was their contribution to the teams success? A resume is not about listing a job description and tasks completed in each of your roles. It is about articulating success using action verbs about YOUR responsibilities, capabilities and awards or achievements in each role.
It is important to take off all personal information (age, marital status) as this is irrelevant and unnecessary. It may also impact on unconscious bias, such as, your home address potentially exposing you to economic and demographic profiling. Unfortunately discrimination in the job market does exist including age, race, and of course disability etc.
Obviously it is important to give an accurate and truthful reflection of skills, experience and qualifications. Misleading information could greatly harm their reputation and future job searching success.
Lastly the jobseeker may have gaps in their résumé if they have been unable to work for certain periods because their disability has been worse than at other times. Encourage them to think about the periods when they were unable to work and have some information available for the potential employer. Mention any study, volunteer work or other activities they did during these periods.
How to start the conversation: working with employers

19. Disclosure and discussing accessibility needs
Now we’re probably all familiar with the term disclosure - the concept of sharing information about a disability.
This is an area that can make both the person with disability and the employer nervous – what to say, when to say it, how to respond. In this section of the webinar, we’ll take a closer look at this topic, including legal requirements and suggestions on inclusive language to use.
How to start the conversation: working with employers

20. A question of disclosure?
Three main types:
Sharing information about symptoms
Advising you have a health condition
Sharing full details of condition
Consider legal and personal reasons to disclose
Now you’ve submitted an application, you may be contacted by the employer. It is at this point, the person with disability may start thinking about whether they should disclose their disability.
No legal obligation for a candidate or employee to share personal information or disclose disability unless it affects their ability to complete tasks that must be carried out to get the job done.
There are 3 levels of disclosure:
Sharing information about symptoms
Advising you have a health condition
Sharing full details of condition
An employer can only ask questions about a person's disability or injury if the questions relate to:
any adjustments needed to ensure a fair and equitable interview and selection process
if or how the disability may impact on the inherent requirements of a job or safety in the workplace
any adjustments that may be needed to adequately perform the inherent requirements of the job.
Disclosure is most common once a person is settled in their job. Common reasons to disclose include:
Require workplace adjustments or flexibility
Disability is a core part of personal identity
In case the issue of disability arises on the job
Adjustment required during interview and/or assessment process
Company is active in promoting diversity
Reasons not to disclose:
Fear of discrimination or stigma
Internalised stigma (self-stigma)
Privacy
Not relevant to workplace and no need for work-related adjustments
Short-term, casual or contract position
May not have a diagnosis or may not consider condition a disability
Ultimately, the decision to disclose or not is a personal one and will vary from person to person.
How to start the conversation: working with employers

21. Discussing accessibility needs
Consider the use of inclusive language – Sharing and Monitoring Disability Information in Your Workforce Guide
Be honest if the disability could affect performance at certain times
Have an open discussion about special requirements – medication, time off
If candidate feels uncomfortable in interview, consider DES provider attending as a support
Consider the use of inclusive language as a different approach to speaking about disclosure. The Australian Network on Disability have discussed they are moving away from the traditional terminology of ‘disclosure of disability’ (in a workplace setting), as it can make it seem like the person is divulging a secret. They now tend to use the simple phrase “choose to share information about their disability/impairment”, when talking about a person’s choice to let their employer or colleagues know about their disability or specific requirements. You can read more about sharing disability information in the AND Sharing and Monitoring Disability Information in your Workforce Guide.
Our advice for people with disability applying for jobs is that its important they are honest with the employer if the disability could affect their work performance at certain times. Many employers will make an effort to change the work environment or working hours to overcome the effects of the disability.
Have an open discussion with the potential employer about any medication, pain management or ‘time off’ needs they may have. Talk about any other special requirements that might arise due to the disability.
If the candidate feels particularly distressed about attending an interview, consider having the disability employment service provider attending. the provider can help explain the nature of the disability and how it may affect work.
How to start the conversation: working with employers

22. Poll Question Do the majority of people you support feel comfortable in disclosing to employers?
Consider the use of inclusive language as a different approach to speaking about disclosure. The Australian Network on Disability have discussed they are moving away from the traditional terminology of ‘disclosure of disability’ (in a workplace setting), as it can make it seem like the person is divulging a secret. They now tend to use the simple phrase “choose to share information about their disability/impairment”, when talking about a person’s choice to let their employer or colleagues know about their disability or specific requirements. You can read more about sharing disability information in the AND Sharing and Monitoring Disability Information in your Workforce Guide.
Our advice for people with disability applying for jobs is that its important they are honest with the employer if the disability could affect their work performance at certain times. Many employers will make an effort to change the work environment or working hours to overcome the effects of the disability.
Have an open discussion with the potential employer about any medication, pain management or ‘time off’ needs they may have. Talk about any other special requirements that might arise due to the disability.
If the candidate feels particularly distressed about attending an interview, consider having the disability employment service provider attending. the provider can help explain the nature of the disability and how it may affect work.
How to start the conversation: working with employers

23. How JobAccess can help
And as I come to the end of my presentation, I just want to remind you, you don’t have to do this on your own.
How to start the conversation: working with employers

24. A trusted partner
Assisted over 260,000 people
Managed over 35,000 funding applications
Engage with over 1,000 employers a year
JobAccess helps people with disability get work, stay in work, become more productive or progress their careers.
Since it began, JobAccess has helped over 260,000 people with disability and employers with advice and support.
We have managed over 35,000 applications for workplace modifications and adjustments.
We are engaging with over 1,000 employers every year to build their expertise and confidence.
How to start the conversation: working with employers

25. Driving disability employment
Retention
97% of employees remain with same employer
Productivity
95% of employees productivity increased
Results
99% of employers reported the assistance achieved desired outcomes
And we know it works:  
Year to date customer feedback regarding modifications made through the Employment Assistance Fund shows that:
97% of employees we supported are still employed with the same employer
95% of employees indicated their productivity has increased as a result of our advice or support
99% of employers we have worked with reported the assistance achieved desired outcomes
Diagram: listing statistics under the headings retention, productivity and results
How to start the conversation: working with employers

26. Register for updates Employers Disability Employment Services
Keep up to date with our newsletter and events in your area:
to register
Advertise a vacancy with us – free of charge:
Post your vacancy at
Disability Employment Services
Receive vacancy notifications seeking applications from candidates with disability:
We’d encourage you to register for updates from JobAccess.
DES providers can join up to the Employer Engagement mailing list to receive job vacancies for candidates.
How to start the conversation: working with employers

27. Questions?
In closing, I encourage you to give us a call or visit the website to see how we may able to support you and your jobseekers with disability.
Thanks again for your time today.
Now we’ll open for questions..