Disability in the Workplace
A Guide for Employees with a Disability,
Their Supervisors and Colleagues
This information is provided from a booklet which had been written
jointly by the Disability Liaison Officer and the EEO Coordinator
of The Australian National University, with considerable advice and
assistance from Michael Quaass of the Disability Access Support Unit,
Canberra.
Ph: (02) 6125 5036
Facsimile (02) 6125 9881
Email: disability.adviser@anu.edu.au
Introduction
What is Disability?
What is the University's Position?
Advice for Those in University Workplaces
Employment Programs and Assistance
Advice for Staff or Potential Employees With a Disability
Information on Specific Disabilities
University Support Services to Assist with Disability
Matters
Other Employment Information which may be Helpful
Supported Employment Agencies in the ACT
Community Support Groups
INTRODUCTION
The Australian National University offers a supportive workplace environment
for all staff including those with a disability.
The Equity and Diversity Policy and the Disability Policy both
state clearly the University's position on equity in employment.
This handbook may be used as a guide for employees with a disability,
their supervisors and colleagues.
The Disability Discrimination Act 1992 took effect on 1
March 1993 and renders it unlawful to discriminate against people
with disabilities in employment. The Act also proscribes the harassment
of people with a disability when seeking employment, or by an employer
or another employee.
WHAT IS DISABILITY?
Definitions
University Council has noted the following definitions provided by
the World Health Organisation:
- impairment refers to any loss or abnormality of psychological,
physiological or anatomical structure or function;
- disability refers to any restriction or lack (resulting
from impairment) of ability to perform an activity within the
range considered normal for a human being;
- handicap refers to a disadvantage for a given individual,
resulting from an impairment or a disability, that limits or prevents
the fulfilment of a role that is normally possible for that individual.
Examples of impairment, disability and handicap:
- Spinal cord damage of a person resulting in paraplegia is an
impairment.
- The effect this has on the person's ability to walk is a disability.
- If the person's employment prospects or other life roles are
adversely affected by difficulties in such matters as:
- access to buildings
- transport
- discriminatory attitudes
then these disadvantages are
handicaps.
In addition the University has noted the following definitions
provided by section 4 of the Disability Discrimination Act 1992:
"disability", in relation to a person, means:
(a) total or partial loss of the person's bodily or mental
functions; or
(b) total or partial loss of a part of the body; or
(c) the presence in the body of organisms causing disease or
illness; or
(d) the presence in the body of organisms capable of causing
disease or illness, or
(e) the malfunction, malformation or disfigurement of a part
of the person's body; or
(f) a disorder or malfunction that results in the person learning
differently from a person without the disorder or malfunction;
or
(g) a disorder, illness or disease that affects a person's thought
process, perception of reality, emotions or judgment or that results
in disturbed behaviour;
and includes a disability that:
(h) presently exists; or
(i) previously existed but no longer exists; or
(j) may exist in the future; or
(k) is imputed to a person.
Types of disabilities
- Physical Disability
- Cerebral Palsy
- Paraplegia
- Quadriplegia
- Hemiplegia
- Sensory Disability
- blindness and vision impairment
- profound deafness and hearing impairment
- Other types of disabilities and disabling conditions include:
- Chronic fatigue syndrome
- Speech impairment
- Asthma
- Head injury
- Arthritis
- Epilepsy
- Work related injuries
- Learning disabilities
Causes of disability
Disabilities may be caused by a variety of factors:
congenital
hereditary
trauma
stroke
disease and chronic illness
infection
physical deterioration
Many disabilities can occur at any stage of one's life. Some people
may have several disabilities. A person who has intellectual disabilities
may also have physical or sensory disabilities; people with physical and
sensory disabilities have a wide range of abilities and intellectual capacities.
WHAT IS THE UNIVERSITY'S POSITION?
Policy statement for persons with a disability
A policy statement relating to persons with a disability was adopted
by University Council in May 1993:
The Australian National University strongly supports the right
of people with disabilities to be involved in higher education both
as students and as employees.
The University will foster and encourage among its staff and students
positive, informed and unprejudiced attitudes towards people with
disabilities and shall make provision, insofar as resources may
reasonably permit, for any service needed by or for, people with
impairments.
The University will take positive steps to encourage people to
seek admission to or employment with the University regardless of
impairment or disability and shall apply the principle of reasonable
adjustment in providing access to any benefit provided by the University
to its staff and students who do not have a disability.
Principle of reasonable adjustment
The following statement of principle was adopted by University Council
in May 1993:
The principle of reasonable adjustment allows that wherever it
is possible, necessary and reasonable to do so, the
usual policy or practice will be varied to meet the special needs
of a person with a disability.
Adjustment may be made to enable people with disabilities to compete
on their merits for a student place or a staff position.
Such variations as are required to enact this principle may be
made in relation to both the education of students and the employment
of staff. Adjustments may be made to employment arrangements for
staff or course presentation for students, to the buildings or grounds
of the University, or by way of the provision of equipment.
In implementing the principle of reasonable adjustment it is necessary
to focus on adjusting the procedures to meet the needs of the person
rather than requiring the person to adjust to procedures which may
have been developed with other circumstances in mind.
Employment of people with disabilities
People with disabilities are people with abilities capable in and
eligible for a wide range of positions at the University. For ANU
purposes, anyone who has a physical, sensory, mental or intellectual
impairment which restricts activities of daily living, may identify
as having a disability. This may be either temporary or permanent.
Under the Disability Discrimination Act 1992 it is unlawful
to discriminate on the grounds of physical or mental disability
in appointments, transfers and promotions. Since March 1993, discrimination
based on HIV/AIDS status or perceived status has been unlawful.
It should be noted, however, that if, after taking into account
the qualifications, training and relevant experience of a person
with a disability and after reasonable consideration of other relevant
factors, it is found that because of the disability the person is
unable to fulfil the inherent requirements of the position
then it is not unlawful discrimination to not appoint the person.
Where the person's disability would require the provision of services
or facilities the level of which would impose unjustifiable hardship
on the University then this too may constitute a ground for
not appointing the individual with a disability.
Where the person with a disability is able to fulfil the inherent
requirements of the position and any additional services or facilities
would not impose unreasonable hardship the principle of reasonable
adjustment should be applied. This means that wherever it is
possible, necessary and reasonable to do so, the employer varies
the usual employment policy or practice to fit the needs of a person
with a disability rather than requiring the employee to adapt to
the usual environment.
Many forms of adjustment can be made to working arrangements or
environments to reduce or eliminate the effects of disabilities
and enable people with disabilities to compete on their merits for
recruitment and career advancement opportunities.
Reasonable adjustment may mean:
- swapping some duties between a worker with a disability and
other people in a team, such as where deafness prevents a person
using a standard phone;
- adapting usual equipment or providing something specially designed,
for example a voice synthesised computer for a person who is blind;
- providing assistance such as readers for staff who are blind
and sign language interpreters for staff who are deaf;
- rearranging the physical layout of the workplace to accommodate
those in a wheelchair;
- accepting that there may be alternative ways of accomplishing
a given task or objective which were not taken into account during
the preparation of the duty statement or selection criteria.
Only where the University would suffer "undue hardship" by having
to make the necessary adjustment, is it "reasonable" not to do so.
ADVICE FOR THOSE IN UNIVERSITY WORKPLACES
Working with people with a disability
The University encourages departments to offer work experience to
people with disabilities. If your department would like to participate
in this please contact the Senior Industrial Officer Ph: 6125 4738.
Certain University job advertisements are sent to CRS and Centrelink
so that they can encourage suitable clients to apply.
The University includes under all job advertisements the statement
that it is an Equal Opportunity Employer. The use of non discriminatory
and gender neutral language is also required.
The Disability Liaison Officer is located in the Student Facilities
Building Ph: 6125 5036. The Equity and Diversity Unit may also be
contacted at Chancellry 2B, Ph: 6125 4649.
The phrase person with a disability is to be used when
referring orally or in writing to an individual. He or she is a
person first with any disability being secondary.
Guidelines for supervisors of people with disabilities
If necessary ensure workplace preparation in consultation with the
Equity and Diversity Manager or Disability Liaison Officer. This may
include providing guidelines on communication and interacting with
workers who have disabilities or information about specific disabilities.
- introduce the new recruit to co-workers;
- observe the reaction of co-workers to the new recruit and resolve
any tensions that may arise;
- be available for consultation;
- provide clear course instructions on job requirements;
- work out new divisions of workload if this is required;
- make sure that the recruit is familiar with the immediate working
environment - location of kitchens, toilets et cetera;
- familiarise co-workers with the recruit's disability (only if
necessary and with his/her permission); and
- advise fire wardens about the location of staff with disabilities
and ensure appropriate evacuation procedures are developed eg.
visual and aural alarms.
The selection process
All selection criteria documents are required to include a commitment
to Equity and Diversity (E&D) principles and practices.
All committees must comprise 2 members who have attended this
course, the Chair and one other member.
- If, in their letter of application, the applicant nominates
that they have a disability and requests assistance eg. sign interpreter,
wheelchair access, information in alternative formats such as
braille, these should be provided.
- The applicant may request to be accompanied by an advocate/support
person at interview and arrangement should be made to accommodate
this request.
- The committee should focus on the merit of the applicant and
their abilities rather than their disabilities eg. a well qualified
accountant with a speech impairment - the impairment is not necessarily
a barrier to the ability to perform as an accountant.
- It is unlawful to ask discriminatory questions and to "ask for
unjustified requests for information over and above those which
are reasonably intended as a means of identifying necessary alterations
or adjustments; in selection for employment; terms and conditions
of the offer and of employment; in promotion, transfer, training
or other benefits; and in dismissal". ("Link Up" 1 August
1993 quote, Elizabeth Hastings, Disability Discrimination Commissioner).
- An employer must demonstrate that the person cannot perform
the "inherent requirements" of the job before stating that the
persons's disability renders them unsuitable for the position.
Further advice can be obtained from the Disability Liaison Officer
or the E&D Manager.
Refer to the sections on particular disabilities for advice on
conduct during the interview.
Ongoing supervision and development
Ensure staff with disabilities have access to on-the-job training
and provision for Occupational Health & Safety.
- support staff with disabilities to develop their skills through
providing access to appropriate development opportunities, eg.
different work experiences and training sessions.
It should not be assumed that it is difficult or undesirable to
expect staff who have disabilities to perform multi-skilled work.
Some may gradually develop a disability, especially loss
of hearing or sight. This could mean that their work performance
may deteriorate as they determine the nature of and adjust to, their
difficulty. Some people in this situation may find it difficult
and embarrassing to talk to their supervisor and ask for help.
- do not encourage over-protective attitudes;
- inform staff with disabilities, in private, if their work performance
is below standard. Give a reasonable time to improve and then
review;
- if in doubt, seek advice from the E&D Manager or Disability
Liaison Officer who is available to talk at staff meetings on
any disability and its effects.
- contact the Occupational Health & Safety Officer in G-Block,
Old Administration Area, Ph: 6125 3657 for advice on rehabilitation
programs, design of office furniture and equipment, lifting regulations
etc.
Attitude
- Treat people with disabilities as you would any other employee
or applicant
- Use the title appropriate to the situation eg. Dr, Mr, Ms
- Do not assume that a person with a disability has additional
disabilities, eg. do not shout at people with a sight impairment
or in a wheelchair
- If you think a person with a disability requires assistance
- ask "would you like assistance" and listen to their response
- do not just assume that help is required
- Be receptive and accepting - people with disabilities have the
same rights as any other worker or applicant;
- Be flexible - adapt procedures to the persons not the person
to procedures
- Should a successful applicant or employee require equipment
or adaption of usual workplace equipment or modification to make
the workplace more accessible - consult the person with a disability.
It may also be necessary to contact a community disability organisation
for advice on appropriate equipment, or how best to modify the
workplace.
EMPLOYMENT PROGRAMS AND ASSISTANCE
The Disability Reform Package (DRP) jointly administered by
DETYA,
the
Department of Family and Community
Services (DFCS) and the
Department
of Health and Aged Care (DHAC) concluded on 1 May 1998, with the
implementation of
Job Network.
New arrangements are in place whereby job seekers with a disability
seeking employment assistance can either choose to access a DHAC
specialist employment service directly or can register for employment
assistance through Centrelink.
Centrelink will classify job seekers with disabilities for appropriate
assistance from either DHAC specialist employment service or Job
Network. Clients with a disability can also receive help from Centrelink
Disability Officers or a member of the Disability and Carer Team,
to access the most appropriate assistance according to their individual
needs.
To assist with the employment assistance changes, DETYA,
DHAC and the Department of Family
and Community Services (DFCS) have jointly developed a Job Seeker
Information Kit (containing brochures and forms) which will be available
at Centrelink offices and also distributed to DHAC specialist employment
services. The kit explains the new arrangements between DETYA, DHAC
and Centrelink.
The Disability
Employment Services Information Sheet, released on the lnternet
at url: http://www.jobnetwork.gov.au/Members in July 1998, aims
to keep people with disabilities, peak disability organisations
and service providers, informed of the services available through
both the Job Network and the Department
of Health and Aged Care (DHAC) specialist employment services
market, and of any changes as they occur.
Job Network Intensive Assistance members have the flexibility
to use their funding to obtain the type of assistance required by
job seekers, including for people with disabilities, wage subsidies
negotiated with employers.
Job Network Intensive Assistance members also have access to workplace
modifications and workplace assessments for their clients through
DHAC.
The primary focus of the scheme administered by DHAC
is to provide assistance with the cost of workplace modifications,
or special or adaptive equipment for new workers (ie those whose
prior status was unemployed, immediately prior to commencing in
the position for which assistance is provided). However, claims
for workplace modifications or equipment for continuing workers
(eg. where their condition deteriorates, they have career progression,
or duties change etc) is also available at the discretion of DHAC.
Up to $5000 is available for the lease, hire and/or purchase of
essential equipment, items and/or workplace modifications. People
wanting to access the scheme should contact the Disability Programs
area of the DHAC Office in their State or telephone the Hotline
No on: 1800 116030.
ADVICE FOR STAFF OR POTENTIAL EMPLOYEES WITH A DISABILITY
Applying for a Job
- Obtain experience in writing job applications and attending
interviews. Careers advisers can help in this area or attend job
finding and interview skills workshops.
- Obtain information about the physical difficulties which the
work may involve so that you can suggest solutions at interview
if asked.
- Obtain as much work experience as possible, even voluntary work.
Ask for references from these experiences.
- Choose whether or not to mention your disability in the job
application. Some wait until the interview. Either way it makes
sense to explain any restrictions to the employer, explaining
how they can be overcome and how they can be coped with in the
proposed job.
- Centrelink particularly
welcomes approaches from people with disabilities seeking employment.
- Do not wait for jobs to be advertised. Initiative shown in approaching
employers is highly regarded as an indicator of a motivated person
who will make a good employee.
- It is advisable to check the terms of employment in relation
to the employers workers compensation insurance cover and superannuation.
These are complex areas and conditions vary. (Contacts
at ANU)
- Contact ACROD - National Industry Association for Disability
Services for material on schemes and services available to make
job seeking easier and careers which are possible for people with
disabilities.( Address: 33 Thesiger Street, Deakin. Ph: 6282 4333)
- Remember legislation at state and federal level now makes it
unlawful to discriminate against people with disabilities in offering
employment.
At the interview
- Follow normal practice in handling interviews. Information on
this can be obtained by discussions with careers advisers or by
attending the job finding and interview skills workshops.
- If you use a wheelchair, telephone in advance and ask for an
accessible room for interview.
- Arrive early to give yourself time to negotiate unforseen hazards
and to relax before interview.
- If you have a vision impairment ask panel to introduce themselves
and indicate seating if this has not been done by the panel.
- If you have a hearing impairment and need a sign interpreter,
telephone in advance and indicate that they will be accompanying
you.
- Do not be afraid to ask for clarification of the requirements
of the job - ask questions.
- If your disability does not interfere with your ability to perform
the job there is no need to mention it.
- If, however, you will need adaptions or modifications so that
you can perform at the same level as a non disabled applicant
you should discuss this. Perhaps indicating sources of government
financial support for provision of equipment or ramps etc. if
you are registered with Centrelink.
- Talk to the employer about your ability to do the job and that
you can work as well as a non disabled employee. Be positive and
enthusiastic. Tell them about others with disabilities who have
done similar jobs, discuss the good safety record shown in British
and US surveys of disabled workers.
- An employer may be reluctant to embarrass either himself or
an applicant by asking about mobility, adaptions or equipment.
You should raise these issues in a positive confident manner.
- Cultivate a relaxed easy manner as it helps put people at ease
with those with disabilities and therefore indicates you will
be easy to work with.
Settling into the job
If there has been a need to modify the environment, check that this
has been done before you commence. If this has not occurred speak
with your supervisor and obtain a definite time when this will happen.
If necessary enlist the help of the Disability Liaison Officer.
Ask that your supervisor tells your colleagues what assistance,
if any, you will require with certain tasks.
- Give your colleagues time to adjust to your disabilities. Many
people are shy or embarrassed and unsure how to approach people
with disabilities. The Disability Liaison Officer is available
to talk at staff meetings on individual disabilities and you may
like to request this. Ph: 6125 5036.
- If you need further assistance in any matter please contact
the Disability Liaison Officer.
- Participate in relevant staff training and development courses
so that you can upgrade your skills. Discuss this with you supervisor.
- Remember that Trade Union Training is an entitlement under your
award and various unions put on seminars for members with disabilities
from time to time (eg. the Public Service Union).
Special parking places are provided on campus and a map of these,
including a wheelchair route, is available from the Disability Liaison
Officer.
INFORMATION ON SPECIFIC DISABILITIES
Intellectual disabilities
People with intellectual disabilities have experienced damage to the
central nervous system. This damage affects the way in which they
learn academic material but does not necessarily affect their ability
to learn and develop functional life, work and social skills.
Three percent of the population are considered to have an intellectual
disability.
Intellectual disability can result from:
- congenital factors (existing at birth);
- hereditary factors (passed on from parents); or
- acquired through trauma, (forceps delivery, accident while in
womb), disease or genetic factors occurring before, during or
after the birth.
People who have intellectual disabilities have proven their ability
to hold down jobs. They can appear unsure of themselves in new situations
but do adapt with time and assistance. Although they may not understand
complicated language and sometimes experience difficulty in fluent
verbal expression, but this does not necessarily affect their ability
to communicate.
How to recruit a person who has an intellectual disability
People who have an intellectual disability will mostly apply and negotiate
for a position with help from a support person, a parent or an employed
worker of an organisation providing this specific service (an advocate),
eg.
Centrelink or Disability
Organisation.
At the interview
The advocate's role is to offer support to the applicant and, where
necessary, help the interviewees present their case.
When communicating with a person who has an intellectual disability:
- treat the person as you would treat other people;
- talk directly with the applicant and not the person accompanying
them;
- speak clearly using uncomplicated language and statements;
- be prepared to repeat what you have said using different words;
- do not talk down or patronise but show respect, as you would
to others;
- use appropriate titles for the situation, Dr, Mr, Ms, Miss;
- ask questions which require simple answers, preferably yes/no
responses: Have you ever used a photocopier? Can you answer the
telephone? It is a good idea to indicate the particular telephone
or photocopier the applicant will use.
- be flexible, this is consistent with the principle of reasonable
adjustment.
Settling into the job
People who have intellectual disabilities learn in small steps through
repetition. This means that their responsibilities may need to be
reduced into smaller steps and learnt in stages using repetition.
Often this learning adjustment phase will be conducted by the
support worker who can act in a supernumerary capacity.
The support worker will reduce their level of supervision as the
individual adjusts to their responsibilities.
- Acknowledge the person's presence with a smile and a word. Talk
directly to him/her, not the person he/she is with.
- Speak clearly using uncomplicated language and statements.
- Keep sentences simple and take time to explain your meaning
if necessary. Be prepared to repeat what you have said or written
using different works.
- Be prepared to wait for a response to your remarks. Silence
does not mean you are being ignored - it may indicate difficulty
in understanding what you have said, or slow speech.
- Don't take advantage of him/her. An eager-to-please attitude
and friendliness can lead intellectually disabled people into
being asked to do jobs that others would not be asked to do.
- Comment, where appropriate, on smart appearance or a job well
done, as you would to your other acquaintances.
- Discuss age appropriate topics such as sport, television, theatre
or pop music, current news rather than child-like things. Don't
talk down to or patronise but show respect, as you would to others.
- Use your friendship skills, such as consideration, a smile,
interest in what she or he has to say, appreciation, and so on.
- Don't be over protective. Taking a risk can sometimes mean the
acquisition of a new skill or the development of confidence.
- People with a disability may need help with unexpected things,
eg. handling money, deciding which bus to catch or where to catch
it, waiting their turn or standing in queues and so on. Your own
patient instructions, voice or behaviour will be their best opportunity
to learn a new social skill.
Physical disabilities
Physical difficulties vary from person to person and depend upon the
type and location of damage.
Physical disabilities can be caused by:
congenital factors (existing at birth);
heredity;
or acquired through:
trauma
infections
degeneration
or disease
Sometimes, people with physical disabilities have involuntary movement
of the muscles. Most people with physical disabilities are capable
of fulfilling all types of positions.
Spinal cord injuries
Spinal cord injuries are caused by damage to the spinal cord, preventing
transmission of incoming and outgoing messages below the level of
injury. The higher the position of injury, the less movement the person
is likely to have. This type of injury usually results in paraplegia
or quadriplegia.
Paraplegia is paralysis to the lower part of the body.
This means that people have use of the upper parts of their body
and can do many things for themselves. They can function as well
as most people in the workplace.
A main requirement for people with paraplegia is wheelchair access
to, and within, their work environment.
Quadriplegia is paralysis from the neck down and sometimes
result in limited hand and arm movement. This means people may have
limited use of their body and limbs, but with the use of equipment
and appropriate wheelchair access can do many jobs.
People with paraplegia and quadriplegia usually have no difficulties
in communication. They may have been employed prior to their accident
and need to use the principle of reasonable adjustment to rehabilitate
themselves back to their pre- injury work status.
Most people affected by quadriplegia will use an electric wheelchair.
Some employers may have concerns about toileting and how this
aspect of a person's life may effect their ability to fulfil a position.
The majority of people affected by paralysis learn self management
techniques and cope well in their daily life.
Some people with quadriplegia will employ their own attendant
to assist with personal care.
Tips for working with people who have physical disabilities
- maintain eye contact;
- speak directly to the person rather than their companion;
- speak clearly and in a natural manner;
- do not assume they have additional disabilities ie. do not shout;
- use titles appropriate to the situation eg. Dr, Mr, Ms, Miss.
- be flexible - adopt procedures to the person not the person
to the procedures. This is consistent with the principle of reasonable
adjustment;
- do not assume they cannot comprehend because of any outward
physical appearance;
- where possible seat yourself at the level of the person when
communicating;
- respect their personal space which includes their wheelchair;
- do not use the term 'wheelchair bound'. A chair is an enabling
device not a restriction.
Specific tips for wheelchairs
Most people in wheelchairs are able to push themselves or have
electric wheelchairs. However, if assistance is needed always ask
the person what they require. When pushing a wheelchair, talk to
the person and do not move too quickly.
- Lifting and assisting in wheelchair transfer
The situation may arise when someone with a physical disability
asks for help to transfer from their wheelchair to some other seating
arrangement. Many people will be able to transfer themselves or
need minimal help, but if the person has severe quadriplegia or
cerebral palsy, they may require total lifting.
If total lifting is required, ask the person how they wish to
be lifted.
When lifting, keep your feet apart and bend your knees, keeping
your back as straight as possible. This means that you lift with
your legs not your back.
Place the wheelchair as close as possible to where the person
is to be transferred. Ensure that wheelchair brakes are firmly on.
One person stands behind the wheelchair
Ask the wheelchair passenger to bend forward with hands on lap
and ensure the person is centred in their wheelchair
Place arms under the person's arm pits and around their chest
grasping their hands
The second person kneels beside the person placing their arms
under the person's thighs being careful not to dislodge any catheter
and urine bag
The second person also kneels to ensure they lift with their legs
and not their back.
Sensory disabilities
Blindness and vision impairment
For legal purposes, blindness is considered to be the inability to
identify anything less than 6/60 or a restriction of this visual field
to 10 degree of arc. This means that what a person can see at 60 metres
a person with a vision impairment can only see at 6 metres.
Most people with a vision impairment have some vision. However,
what one person can see is usually very different from what another
person can see and may range from blurred vision, reduced depth
and distance perception, sensitivity to glare, tunnel vision to
poor night vision.
There are very few people who are totally blind.
This means that many people with a sight disability may appear
to be totally blind on first meeting but later display limited sight.
This can be confusing and difficult to appreciate initially for
an interview panel or co-workers.
People with a vision impairment can fill most jobs but may need
assistance and technical devices such as a talking computer and
a tape recorder for messages. This is consistent with the principle
of reasonable adjustment. Two in every thousand people have a vision
impairment. They might need mobility aids, use a cane, dog or sonic
glasses but travel independently to their place of employment.
Recruitment of a person with a vision impairment
Not all people with a vision impairment will need assistance in applying
for a job, or in the process of recruitment. Some will not divulge
their impairment in their application. As a result, an interview panel
may unexpectedly find themselves interviewing someone who is blind
or has a sight impairment.
At the interview
The chair person of the selection committee should offer assistance
to the applicant by explaining the seating, any obstacles and offer
an arm to guide them. Your offer is important although it might
be politely refused.
Address the person by name and title to alert them of your attention
and say who you are.
Speak quietly and directly as people with a sight disability usually
have sensitive hearing.
Talk with the applicant about any equipment or other requirements
they will need to do the job.
Settling into the job
People with a vision impairment usually learn best by having things
explained slowly and repeated. This gives the person time to review
their notes recorded on a cassette recorder or Braille notetaker.
They will need to be orientated to their new environment to ensure
independent mobility. These people will also need to be informed
of any changes to their environment. When in their presence or when
greeting them, say who you are.
If called upon to guide a fellow worker who is blind:
- let the person take your arm above the elbow;
- describe where you are going;
- position and number of steps, doorways, corners and ground including
entries and exists;
- talk about what you see - don't be afraid to use the word "see";
and
- tell the person when you are leaving their presence.
Deafness and hearing impairment
One in ten people have hearing difficulties. Deafness is sometimes
referred to as the "hidden disability" as it is not always obvious.
People who are deaf can be either profoundly deaf or have a hearing
impairment.
Deafness and hearing impairment can be caused by:
- congenital factors (people who have been deaf from birth may
also have speech difficulties);
- hereditary;
- infection;
- trauma; or
- industrial deafness from continuous loud noise over a period,
this includes loud music which tends to affect young people in
particular.
People who have hearing difficulties can fulfil most positions
in the University. Sometimes they will require technical devices
such as hearing aids, sign language, interpreters and telephone
typewriters (TTY's).
People who have severe hearing loss may find working in certain
areas difficult. Consider carefully areas in which people with severe
hearing loss are expected to work. They will know what situation
suits them best. This is consistent with the principle of reasonable
adjustment.
Flashing lights can be substituted for alarms and can be added
to telephones to indicate ringing tones.
At the interview
- Provide a sign interpreter if requested by the applicant. (Contact
the Disability Liaison Officer, Ph: 6125 5036);
- During the interview position and seat the panel members so
that the interviewee can clearly see their mouths and facial expressions
to get the benefit of lip reading;
- Reduce background noise and avoid window glare or any disturbances
that could affect the person's ability to concentrate;
- Provide good lighting;
- Face the person directly and establish eye contact, speak clearly,
slowly and don't cover your mouth or shout;
- Do not exaggerate mouth action when speaking as this distorts
lip reading;
- If what you say is not understood rephrase your statement more
clearly;
- Clarify important points and ask the person to confirm their
understanding; and
- If necessary use written communication and/or gestures.
Some people who are deaf have restricted language skills and may
require a signing or oral interpreter. The role of the interpreter
is to translate oral communication into sign language for the interviewee,
or orally express their responses to the panel, especially if they
have speech difficulties. For some it may be better to offer the
interview questions in writing.
Settling into the job
People with severe hearing problems will rely heavily on visual
contact. When they get tired their ability to concentrate is reduced
and learning becomes more difficult.
Explain the required tasks of the position at the person's rate
of comprehension and use repetition if indicated.
Adhere to the same guide-lines of communication as described in
recruitment interview.
Psychiatric Disabilities
Around 20% of the adult population will experience a mental illness
at some stage in their lives. People with a psychiatric disability
may suffer from a variety of mental illnesses including depression,
anxiety, schizophrenia or bipolar disorder. Most employees will
seem no different to anyone else. Their condition will have been
stabilised by the use of medication and counselling and they will
be reliable and productive workers. This should not be confused
with intellectual disability.
Fear of unusual behaviour is understandable but as a community
we need to learn more about the causes of the behaviour of those
with a mental illness and how to support and help people who are
no threat to ourselves. People with mental illness are not more
likely to be violent.
Some applicants may apply through one of the supported employment
agencies such as WorkWays and when this is the case the employer
will usually know the nature of their disability. So as to minimise
gossip about the applicant it is important that this knowledge is
known only to those people that the applicant chooses to tell. Confidentiality
is extremely important.
At the Interview
- The issue of disclosure is a complex one. The Disability Liaison
Officer can offer an applicant suggestions on ways of coping
- with this issue.
- The applicant will choose whether or not to mention their disability.
Keep an open mind and judge on merit only. Just because a person
has a mental illness it doesn't mean they will be an
- unreliable or unstable employee.
- Many people feel anxious and nervous at interview and those
with a psychiatric disability will feel this more than most. Interviewers
as a matter of policy should cultivate a relaxed manner to put
all applicants at their ease.
Settling into the job
- The supervisor should avoid becoming emotionally involved in
the employee's problems.
- Allow time to adjust, go slowly and encourage the employee to
ask questions. Be patient.
- Treat the person the same as you would like to be treated. They
may need time to establish friendships.
- Boost the person's confidence and self esteem by praising work
well done and correcting mistakes without undue criticism. They
may need to develop work skills and values. It is not easy to
predict work capacity, the only measure is the work itself.
- If problems arise the supervisor should communicate with the
Support Agency and be as discrete as possible in communications
with co-workers. Early warning signs may include social withdrawal,
changes in energy, concentration, decision making and unplanned
absences.
- There may be times when hospitalisation is unavoidable for short
periods. Flexibility and support at this time is important and
a period of rest and re-establishment is needed. Medication may
cause side effects and time is needed to adjust the dose.
- If the employee's behaviour is unusual the Personnel Adviser
for Staff can be contacted to assist. Phone 6125 3616. Be matter
of fact, listen and speak gently and calmly. The employee may
be fearful or having feelings of panic. Be honest but not argumentative.
- If the employee is really distressed and disruptive the Mental
Health Crisis Team can be called on 01 8 627 7899 or after hours
on 6244 2222. The ACT Mental Health Service telephone number is
6205 1333 and the Canberra City Health Service is 6205 4411.
UNIVERSITY SUPPORT SERVICES TO ASSIST WITH DISABILITY MATTERS
Whether you are a person with a disability, a supervisor, a colleague
or a friend of a person with a disability the people listed below
are available to provide support, assistance or advice to you.
- Equity and Diversity Manager,
Chancellry, 2B, Ph: 6125 4649
- Disability Liaison Officer, Student Facilities Building, Ph: 6125
5036
- Adviser to Staff, Chancelry, Chancelry 10A, Lower Ground Floor,
Ph: 6125 3616
- University Health Service,
Sports Union Building, Ph: 6125 3598
- Counselling Service,
Sports Union Building, Ph: 6125 2442
- Occupational Health &
Safety Office, G-Block, Old Administration Area, Ph: 6125 2193
- Facilities and Services,
Yencken Building - Building Operations Officer for access problems
Ph: 6125 4049
The Disability Advisory Group meets bimonthly. Observers are welcome.
Contact the Disability Liaison Officer for time and venue of meetings.
This Committee covers issues relating to both staff and students.
OTHER EMPLOYMENT INFORMATION WHICH MAY BE HELPFUL
If you are disabled due to an accepted workplace injury the following
will apply:
You will no doubt have filled in a notice of injury/exposure report
form as well as a Workers' Compensation claim form. If you are more
than several days away from the workplace, your treating medical
practitioner will be approached (with your permission) to outline
what medical constraints apply in returning you to your workplace.
If, however, your treating medical practitioner is unable to give
these constraints then you will be assessed by a Specialist Occupational
Physician.
You are entitled to and are obliged to willingly participate in
a rehabilitation program and to have your return to work monitored
by a qualified person to ensure a safe and durable outcome (Sec.
36/37 SRC Act 1988).
The Australian National University is obliged under section 40
of the SRC Act to "take all reasonable steps to provide the employee
with suitable employment or to assist the employee to find such
employment".
As regards point 1, you are entitled to reasonable assistance
with aids and appliances as recommended by your rehabilitation provider.
Cases are treated on an individual basis for any assistance.
Superannuation for employees with disabilities
Superannuation Scheme for Australian Universities (SSAU)
The rules regarding eligibility for membership to SSAU relate to employment
conditions, not state of health. A person will not be prevented from
joining SSAU for reasons of ill-health.
When an employee joins the SSAU, the person must be medically
examined by one of several doctors nominated by the University.
If there appears to be any conditions of concern identified at
that examination, the report from the doctor is forwarded to the
scheme administrators for consideration by their medical consultants.
If it is considered that the condition is likely to cause a member
to retire or die during their working career, the scheme may impose
restrictions on the level of disablement and death benefits available
to that member. These restrictions have no affect on the member's
resignation and retirement benefits.
The degree of the restrictions imposed reduces as the person's
period of membership increases, to where (in most cases) the restriction
lapses once the person has been a member for 15 years. During the
early years of membership, the restrictions are very severe.
TESS
TESS is an award superannuation scheme to which the ANU contributes
on behalf of employees. Membership of this scheme is unaffected by
the employee's state of health.
TESS offers a plan whereby a member can elect for further death
and disablement cover. The premiums are deducted from the ANU's
contributions. If a new member applies for this additional cover,
at the time of joining TESS, there is no requirement for a medical
examination or statement of health. If a member applies for this
cover some time after joining, evidence of the member's state of
health will be required. If the member's health is considered to
be of a standard which is likely to increase the risk of death or
disablement, the member may be precluded from obtaining this cover.
SOCIAL SECURITY BENEFITS
The
Department of Family and Community
Services (DFCS) has the following benefits available to people
with disabilities.
The Disability Support Pension To provide income support
for people with disabilities who do not have adequate levels of
income and to provide maximum opportunities to participate in society.
Wife Pension
To provide income support for female partners of people receiving
Disability Support Pension as at 30 June 1995.
Sickness Allowance
To provide income support for people who are temporarily incapacitated
for work and who do not have adequate levels of income, and to encourage
them to return to work as quickly as possible.
Mobility Allowance
To encourage people with disabilities to gain, retain or extend
their labour market opportunities;.
Carer Payment
To facilitate caring in the community, to provide income support
for carers who do not have adequate levels of income and to provide
them with maximum opportunities to participate in society.
Child Disability Allowance
To provide income supplementation in recognition of a child's
disability and its impact on the family.
SUPPORTED EMPLOYMENT AGENCIES IN THE ACT
The following agencies may be contacted by either people with disabilities
seeking work or employers who would like to employ a staff member
with a disability.
Job Match
For people with intellectual disabilities who currently
work at Koomarri. Assistance is given to integrate them into community
employment. 88 Wollongong St., Fyshwick 2609 Ph: 6280 6143.
Advance Personnel
This organisation provides Competitive Employment Training
and Placement Services (CETP), P.A. Chambers, 18 Corinna St Woden
2606 Ph: 6285 2466.
Job Net
Provides a bridge between school and work for people with
intellectual disabilities (age 15-24). 5 Lawry Place Macquarie 2614
Ph: 6251 4591.
Work Ways
Assists people with a psychiatric disability to obtain
work. 1st Floor, 7 Lonsdale St., Braddon 2612 Ph: 6247 3611, Fax:
6247 3640.
Zenith
Links students in their last semester of school with work
experience and information on employment and training programs.
5-7 Lawry Place Macquarie 2614, Ph 6251 4591.
Unitronics
Electronic assembly at the University of Canberra within
the Faculty of Education, University of Canberra, Belconnen 2616,
Ph 201 2903.
Job Solve ACT Inc
Unit 7, 116 Wollongong St., Fyshwick, Ph: 6280 6032
Provides support to people with disabilities to ensure they maintain
their employment.
Work Places
Provides job placement training and long term work placement
support. Cooyong Centre, Cnr. Cooyong and Torrens St., Braddon 2601,
Ph: 6257 7088.
COMMUNITY SUPPORT GROUPS
CONTACT, a community information handbook, is available for $2 from
the Community Information and Referral Service, Griffin Centre, Ph:
6257 1687 Civic.
Hearing Impaired
SHOUT Office, Pearce Community Centre, Collett Place, Pearce ACT Ph:
(02) 6290 1984 Fax (02) 6286 4475
Canberra Hearing Centre, CFM Building, cnr Moore and Rudd St,
Civic, ACT Ph: (06) 257 6530, (06) 247 8125 (TTY)
Check the yellow pages of the phone book for hearing aid suppliers
Technical Aid to the Disabled Ph: (02) 6287 4290
Private Audiologist TTY: (02) 6285 1098
Association for Better Hearing Ph: (02) 6285 2653
Australian Communication Exchange Ltd. Ph: (02)9204 2970 TTY:
(02) 9204 2993
"Hear" Service Vic. Adult Deaf Society Ph: (03) 9657 8199 TTY:
(03) 9657 8152
ACT Deaf Sports and Recreation Contact Shout Office Ph: (02) 6290
1984
TTY (06) 290 1329
ACT Deafness Resource Centre, Grant Cameron Community Centre,
27 Mulley St Holder 2611, Ph: 6287 4393
Vision Impaired
Canberra Blind Society, Griffin Centre, Bunda Street, Civic Ph: (02)
6247 4580
(02) 6247 2927
Guide Dog Association of NSW and ACT Ph: (02) 6285 2988 (for mobility
instruction and general orientation)
Royal Blind Society of NSW Ph: (02) 6287 4377. Ph: Sydney 1800
041 003, (02) 9334 3333
Technical Aid to the Disabled Ph: (02) 6287 4290
Royal Vic. Institute for the Blind Ph: (03) 9522 5222
National Federation of Blind Citizens of Australia Ph: (02) 6282
2805
Physically disabled
Multiple Sclerosis Society Ph: (02) 6285 2999 Fax 6281 0817
Muscular Dystrophy Association Ph: (02) 6293 3445
For copies of the book Canberra Access, a Guide for People with
Disabilities and for the Elderly, contact ACROD, Ph: (02) 6282 4333
ME Society, SHOUT Office, Pearce Community Centre, Collett Place,
Pearce ACT Ph: (06) 290 1984
ACT Society for the Physically Handicapped Ph: (02) 6282 4411
Arthritis Foundation Ph (02) 6257 4842
Technical Aid to the Disabled Ph: (02) 6285 4040
Others
Work Resources Centre inc., Ph: (02) 6295 5936, Fax: (02) 6295 1401
Commonwealth Rehabilitation Service, Ph: (02) 6293 2263, 6251
7999
Independent Living Centre Ph: (02) 6205 1900
This is a comprehensive source of information on equipment and
resources for people with disabilities.
The Equipment Loan Service Ph: (02) 6244 2500
Rehabilitation Service Canberra Hospital Ph: (02) 6244 2677
Disabled Peoples Initiatives Ph: (02) 6290 1984
ACROD - National Industry Association for Disability Services
Ph: (02) 6282 4333
People Living with HIV/AIDS Ph: (02) 6257 4985
If you have any comments on any of this information booklet we
would be pleased if you could advise us. Your contribution will
aid future staff of The Australian National University.
Please send to: Disability Liaison Officer, Student Facilities
Building, Australian National University, Canberra 0200.
Very useful reading
Reasonable Adjustment: enabling a manager to focus on ability.
AGPS, Canberra, 1990.
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