Category Job Access   Show all

• You cannot leave comment in this blogpost unless you are a part of the project panel.

  Job Access: Driving Disability Employment- Part C

  This blog was first published by The Dignity Project in June 2021.

  The Dignity Project team spoke to some of our members about their own experiences with Job Access, including their stories and advice, this week we are joined by Lindsay Nott – MyC5Life, and Dr Scott Hollier – Chief Executive Officer & Co-founder at Centre for Accessibility Australia.

  
  

  Dr Scott Hollier

  Getting a foot in the door when it comes to employment is one of the hardest things I’ve tried to do as a legally blind person, but I’d like to encourage others that it can work out in the end.

  My first job interview was for an entry-level IT position at a state government department – and it seemed to go well, so I was surprised when I didn’t get the job. Perhaps it was arrogance on my part, being 21 and trying to prove myself, but I decided to try and find out why and took up the offer of the department to call them for feedback. I was told that the other person had more experience, which at the time surprised me as there was no particular experience required for that position.

  My second interview was similar to the first, except that I noticed a definite point at which the atmosphere in the interview changed – right when I mentioned my eyesight. It was for a large multinational firm, who were advertising an IT job with a mentoring component, which sounded ideal, and the interview was going really well. When there was an opening, I mentioned that while I didn’t anticipate it would be a problem, I just wanted to briefly explain my eye condition – keeping it positive. It’s also worth bearing in mind, that at this point there would have been no obvious way to tell I was vision impaired. Once I’d explained how it worked, a frost descended on the room. After a few more questions one of the panellists said, ‘So, I guess you can’t drive, huh?’ to which I answered, ‘No.’ There was no requirement for driving in the selection criteria, but after some mad scribbling of notes by the panel, they thanked me for my time. The rejection letter turned up in the mail sometime later.

  After six months of the same pattern of making the interview process, but missing out on the position, I decided that what I really wanted to do was work as a helpdesk person and I sent a letter to every Internet Service Provider (ISP) in Western Australia, about 50 in all. After a week I started to receive phone calls but unfortunately a fair few of the jobs required a car. Eventually, though, I was employed by an internet provider.

  Despite the undignified experiences leading up to this point, there were two factors that made getting this job possible. Firstly, by writing to every ISP in the state, I was taking the initiative – which helped with my self-esteem no end. Secondly, I was confident that I could do the job, and that helped immensely in the interview process. When I went in for the interview, the CEO explained that quite often there was a need to travel, and asked, like the others, whether I had a license. This time I was prepared and answered, ‘No, but if I need to get anywhere, I will pay for the taxi at my own expense.’ Not only did I get the job, but in the two years I worked there, I never needed to go anywhere. Sometimes employment is as much about marketing yourself, as it is about job.

  Once I had experience from my first job, opportunities to grow throughout my career have kept appearing. It hasn’t been a smooth road, but with perseverance, it has come together. I have not used the Job Access Network (JAN) very often in my career and do not use it presently. My first experience of JAN was when I worked in Sydney for two years and was provided assistance by way of a desktop screen magnifier. This assistive technology cost many thousands of dollars, and Job Access helped support it. It’s good that the service is there, but the process was very complicated, and I suspect the cost of the products had been inflated, and were even more expensive than they should have been, because the supplier knew Job Access would pay for it.

  Now as a CEO of a not-for-profit myself, I often reflect back in time, especially as the unemployment rate for people with disability has barely changed since the 1990s when I went looking for my first job. Encouragingly though, attitudes are changing – there’s more opportunities than ever before to make work accessible, and the pursuit of education can make so many employment dreams come true – eventually! It’s been my observation that most of the barriers to employment are brought into the room before the person with disability even gets there, so I’d encourage potential employers and potential employees to consider what those barriers are, so that capable and dedicated people with disability can get to work with the dignity they deserve.

  Lindsay Nott – MyC5Life

  Independence is happiness! I love technology and being gainfully employed and am open to hearing about ways different advancements can be used to my benefit and to make my job easier and more accessible. Technology is moving at a fast pace, and there are technologies available now, that were not around when I sustained my injury, which have helped me to become increasingly independent in the workplace.

  I have been employed most of my life. Presently, I work in an administration role for LifeTec in Brisbane, which is a role I enjoy. My employer has been very supportive, and I work in an environment which is inclusive and accessible. I had the assistance from an Occupational Therapist (OT) and Job Access upon commencement of the role and was provided with suitable accessible and adaptive technologies that aid my work processes.

  Whilst Job Access does not support the funding for items such as computers, mobile phones, watches etc., they will assist with funding (either partly subsidised or outright) for assessable/adaptive equipment outside what an employer would be expected to provide. Thus, my employer provided my basic workstation set up, including a desktop computer, keyboard, mouse and landline telephone, whilst Job Access has supported me with funding for items such as an adjustable desk that can be raised or lowered, a wireless headset, document holder, flip chart and Dragon speech recognition software.

  Whilst I do not like a lot of tech and prefer to keep things simple, I make great use of the wireless headset, which I use to make and receive business calls and for online team meetings. In the case of online meetings, as our meeting room is restricted for space, I am able to participate using Microsoft Teams, and remain at my desk, where using the wireless headset, I participate in meetings with my colleagues without the need for being physically present in the meeting room – which is beneficial.

  Overall Job Access have been an incredible support to me. My overall experience was smooth and successful, due to the valuable assistance from my OT, who was familiar with the process, protocols and supporting documents required. I also worked with my Spinal Life clinicians, who assisted by writing supporting documentation for my application. I have made several applications for new tools over the years but was only visited in the workplace by an independent assessor upon the first application. It seems that once you have been accurately and fairly assessed and the right paperwork is filed away in the Job Access system, further requests are streamlined, without the need repeat reporting and assessment.

  For more information, contact the Job Access Network:

  Website: https://www.jobaccess.gov.au¹

  Online Enquiry Form: https://www.jobaccess.gov.au/contacts/online-enquiry-form

  Phone: 1800 464 800

  TTY: 1800 555 677 (Then ask for 1800 464 800)

• You cannot leave comment in this blogpost unless you are a part of the project panel.

  Job Access: Driving Disability Employment- Part B

  This blog was first published by The Dignity Project in June 2021.

  JobAccess is ‘the national hub for workplace and employment information for people with disability, employers and service providers. Created by the Australian Government, it brings together the information and resources that can ‘drive disability employment’’¹.

  With one in five Australians now living with disability and only 53% of those participating in the workforce, it is ‘a lack of awareness, exposure and understanding [that] can cause people with disability to be overlooked for employment opportunities’¹. Thus, the primary function of Job Access is to bridge this divide, by supporting both employees and employers to ensure the skills and talents of people with disability is not overlooked.

  Job Access aims to foster employment opportunities by building capacity. They also provide an employer engagement service through a National Disability Recruitment Coordinator (NDRC), provide financial support for workplace modifications through the Employment Assistance Fund (EAF), offer a complaints and referral service, and National Disability Abuse and Neglect Hotline.

  The Dignity Project team spoke to some of our members about their own experiences with Job Access, including their stories and advise.

  Dr Riona Tindal – Senior Disability Advisor

  Student Disability and Accessibility | Student Success | Student Life

  Hmm, at the time of writing, I have been given a final report and I was successful in all but one crucial item. It is deemed that it is the responsibility of the employer to provide the iPad.

  My experience with various Job Access Assessors has been varied but quite supportive until this time. Something has changed, something has shifted.

  Is it because of NDIS?

  It is because the funding pool is a lot smaller, and they have taken on a hard-line stance?

  Is it because the overall structure has changed to focus more on saving money than spending it and getting brownie points?

  Or is it because they are relying on external reports that give Job Access advice?

  So, the question is: Do Job Access select the companies and people based on their ability to provide reports that does not offer quotes that require a considerable chuck out of the budget? We shall never know!

  My access was still not fully inclusive. Until I got a message from my Occupational Therapist (OT). Oh, what a surprise! The OT working with me, had a conversation with the external assessor and reached a compromise. A standard iPad, which I have accepted. I am not going to argue, it will work as a video. A little slower with memory and smaller… but it will do.

  With that significant win, it still gives us thought to ponder on the structure and the processes. Would you think that the Job Access is something that was created to support people where they need it the most?

  Reading the link on the Job Access website regarding Managing Deafness or hearing loss at Work – I note that that they encourage people to use text messaging as you can see in this paragraph:

  ‘Consider the use of instant messaging or email for communication rather than phone use, and text messaging on mobile phones with vibrate alerts rather than voice calls; provide access to webcams for those that use sign language to communicate.’

  With Auslan being a 3D language, this statement clearly shows that:

  ‘Auslan is the uniquely visual spatial language that conveys meaning using hand shapes and movements, facial expressions, and body orientation. Auslan has its own syntax, grammar and semantics and is not based on English.’

  So, when people are being encouraged to text or email: what about English? That is English-based and is not inclusive because Auslan is a language of its own – with its own syntax, grammar, and semantics. It is not based on English.

  Video relay calls are based in Auslan because this is a visual language and with its own structure and a 3D aspect.

  So, what does that mean?

  It is something to ponder and may require adjustment of their criteria, as it is not inclusive enough.

  Griffith University has spoken that they have a good inclusive policy in a lot of instances, and it still a work in progress. I agree.

  The question remains is:

  • Who really is the decision maker?
  • Is it the external reports?
  • Is Job Access, or
  • Do they blindly follow the criteria and reports from the external assessors?

  Imagine potentially having Independent Assessors for NDIS, as has been proposed? It is a scary thought to think – how truly inclusive these independent assessors are? The OT who changed the Job Access' mind, took the time to know me better. That is important.

  Is it important that assessors need to be from within a workplace, instead of external assessors… where they conduct their work by meeting you for two hours … a mere drop in your 10-year working life, and assess as well making a judgement, according to the criteria which may not be always inclusive?

  I do believe that if the person's OT and the external assessors work together, the outcome is more positive than two conflicting reports.

  Would that be a workable solution?

  I would like to think so. After all, I have been respected and treated well by the OT who changed the mind of the external assessor.

  I am silent… and I hesitate to say much.

  The external assessor, while polite and formal – believed they were doing right thing. Their perspective is different to my own, and I am respecting that difference. I shall now leave it as it is… as thanks to my OT, it is no longer my problem now that I have access in the workplace, and I am happy.

  So, whose responsibility, is it? Me, you, her, them, they, or what?

  Cathy Easte – Manager

  Student Disability and Accessibility | Student Success | Student Life

  President, Australian Tertiary Education Network on Disability

  Employment Access Fund (EAF) is what I like to sometimes call Elusive Accessible Fumbles.

  Ok, maybe that is a bit cruel, after all, the Federal Government is trying to help employees with disabilities and their employers, and in perhaps a lot of instances – they do get it right.

  As a deaf person, who needs assistive technology, as well as captioning and interpreting support in my job, I feel I am constantly bean counting and limiting which meeting I will make accessible for myself. But let’s talk about technology first. My initial interactions with Job Access (EAF) were great, I asked for an amplification device for my phones at work, and as I work in different locations, I needed more than one – no worries they provided this. The phone systems have changed and we now all have video phones with inbuilt amplification and t-switch capacities – so the external plug-in amplifiers were no longer needed. Great, I could use any phone at my workplace (when I could use a phone – I cannot hear everyone and cannot understand everything on the phone – so I still limit what I do on the phone).

  In meetings, I asked for loop type receivers I had trailed at a disability conference in Florida, USA, Roger devices. The Roger Pens were new to Australia at that time, but I also saw Roger Table Mics (Roger Select) and these were better in meetings, where more than one person speaks – so I wanted them too, no issue – with a letter from my audiologist, I received both the Roger Pen and two Table Mics along with Receiver loop. This helped in some meetings – mostly meetings where I knew the participants and could follow. They are great – but I still miss a lot. For larger team meetings with say 20 participants or more, or where I am unfamiliar with the people speaking, I use captioning and Auslan Interpreting, especially for online meetings.

  EAF limits the spend on captioning and interpreting to a combined $6,000 annually. When I can be charged $228 an hour for captioning for example, that means I have 26 hours of meetings I can attend with full access support – which is why I rely on the Roger Mics in other meetings. The cost of Interpreting support is not a lot different to this captioning rate. This limit of $6,000 may have been ok when I was working in a lower-level position, and not attending many meetings, but as a Manager of a student support service – less than an hour’s support (captioning/Interpreting) a week, is far from enough (do the maths $6,000 divided by $228). Last week alone I attended 11 hours of meetings and that was a quiet week! So that is 10 hours of meetings on average a week that I have to navigate on my own, half hearing, trying to decipher, using auto-captions which can be far from correct at times.

  Who decided $6,000 was enough? It has been set at $6,000 for a number of years – even though captioning and interpreting costs and wages have increased every year, it is still $6,000. Perhaps this is to limit the progression/success of deaf persons? No offence to those who do the all-important work of unskilled labour – say in a factory, or cleaning… maybe $6,000 for meetings does go a long way – but in a professional level job it can be used in a month very easily. Who decides this is equal?

  My employer pays for many things for me, visual fire alarms, visual door knockers, ensures I was first in line for video phones, but they cannot pick up the tab for all my captioning and interpreting needs. I pride myself on providing accessibility in all its fullness for my students and my team, yet Job Access or EAF limits my ability to progress.

  I participate in meetings without support and have to limit my energy to trying to understand the important items and not stress the social items. I am tired. I go home and am exhausted from trying to listen, to decipher, to understand, in an inaccessible world. I know I also appear ‘less than’ other managers, not as social (I have no funds to cover social gatherings at work), I cannot cover all my essential meetings and as you know, there are lots of social clues in all these meetings.

  Nowhere in the application process, do they ask how many meetings I attend, or what my needs are in that respect – it is a set limit, regardless of your job. Imagine if the Prime Minister was Deaf and he could only have support for under an hour’s worth of meetings a week! Jokes aside, that is serious – imagine how incompetent they would look; the news outlets would be busy reporting all the miscommunications or judging the Prime Minsters’ lack of response or interest in crucial topics. I am not the Prime Minister, but that is what I can feel – embarrassed to misunderstand at high level meetings, to limit my terminology, so I do not fluff my lines and live-in hope, that the terminology stays at a level that will keep pace with auto-captions. That sounds catastrophic, doesn’t it? My life is not that disastrous – but it is not easy when you do not have the same access – and Job Access does not do this for Deaf people.

  I use Auto captioning apps where I can, but the strain on my eyes watching these on separate or small screens on my phone is draining. Auto captioning apps are only available on my phone. Admittedly, the auto captions can create slight humour at times – but they are not a substitute for access to meetings – where I must understand, participate on budgets and staffing and policy and and and… I do feel it is about time Job Access was reviewed and improved – after all, one cannot use NDIS funds for work, just like EAF cannot be used for personal/social! But the $6,000 cap is limiting – not just limiting access, but success and aspirations.

  Have an experience you would like to share… We’d love to hear from you! Participate in the current Have Your Say Forum on Job Access, or write to us on Community Hub or via email: dignityproject@griffith.edu.au

  
  

  For more information, contact the JobAccess Network:

  Website: https://www.jobaccess.gov.au¹

  Online Enquiry Form: https://www.jobaccess.gov.au/contacts/online-enquiry-form

  Phone: 1800 464 800

  TTY: 1800 555 677 (Then ask for 1800 464 800)

• You cannot leave comment in this blogpost unless you are a part of the project panel.

  JobAccess: Driving Disability Employment (Part A)

  This blog was first published by The Dignity Project in May 2021.

  
  

  JobAccess is ‘the national hub for workplace and employment information for people with disability, employers and service providers. Created by the Australian Government, it brings together the information and resources that can ‘drive disability employment’’¹.

  With one in five Australians now living with disability and only 53% of those participating in the workforce, it is ‘a lack of awareness, exposure and understanding [that] can cause people with disability to be overlooked for employment opportunities’¹. Thus, the primary function of JobAccess is to bridge this divide, by supporting both employees and employers to ensure the skills and talents of people with disability is not overlooked.

  JobAccess aims to foster employment opportunities by building capacity. They also provide an employer engagement service through a National Disability Recruitment Coordinator (NDRC), provide financial support for workplace modifications through the Employment Assistance Fund (EAF), offer a complaints and referral service, and National Disability Abuse and Neglect Hotline.

  The Dignity Project team spoke to some of our members about their own experiences with Job Access, including their stories and advice, which will be shared over three weeks (Part A, B & C).

  Dr Gary Allen – Chief Executive Officer | Enabled.VIP

  I have two very positive experiences with the Job Access Network (JAN). Both times I was able to get essential gear that made a substantial difference to my work and my ability to make a significant contribution in my workplace. I think there were a few reasons they were successful for me and dealing with the challenges my disability brings:

  1. Know what equipment or support you need, including any customisations you need. If you have a condition that is progressive, can you future proof it?
  2. Have a supervisor who is excited by your contribution and maintaining your contribution.
  3. Spend the time with your assigned disability officer, so they understand what you need, the contribution you make at work and what the gear/service will enable you to do/keep doing your work.
  4. Replicate 2 and 3 with your assigned JAN Assessor.
  5. Be prepared for some ongoing email/phone dialogue during the review and implementation phases.
  6. After implementation, send a photo to the HR Officer and JAN Assessor of you using the kit with a very positive note – so they are allies for the future.
  7. Through it all, be positive and upbeat. Be firm about your needs, but not combative.
     
     

  Find out more about Enabled.VIP and the great work Gary does to support people with disability in employment and entrepreneurship:.

  Jo Kek-Pamenter – Research Assistant | The Hopkins Centre

  Community Hub Manger – The Dignity Project

  I lost part of my hearing aged 16 and entered the workforce several years later after finishing my schooling. Support in the workplace was not something discussed early in my career, and I just made do as best I could, given what support, compassion and understanding was offered to me in-house. I first learned about JobAccess upon commencing employment at Griffith University (a proud, inclusive, equal opportunity employer (EEO)) when my manager asked if there was anything she could do to support me in my role – through workplace modifications and adjustments – or in terms of accessible/adaptive equipment.

  With her support, I applied to JobAccess through the EAF for the purchase of Noise Cancelling Headphones to assist my ability to hear better during online team meetings (during COVID-19) and other media-based tasks. The application process was very straight forward, involving me obtaining a quote for the headphones, having my manager sign forms, which were submitted with a letter from my audiologist and copy of my audiology report. The application was approved quickly, and I received the equipment soon after.

  More recently, as my role and responsibilities grew, I applied for further supports by way of adaptive equipment. I found this process to be immensely different to the first time around. There was a lot of toing and froing between multiple parties (by telephone – despite the fact I am profoundly hearing impaired 😟), filling out and submitting copious amounts of paperwork and independent reports, culminating after several months of negotiation in a visit to my place of work (remote office) by an independent assessor.

  I found this process extremely exhausting, upsetting and at times degrading. The independent assessor, whilst at my home, did not at any time observe or view my work or current setup, tools or equipment – in-fact, he did not enter my office (even though I asked him too), and instead sat in my kitchen and told me why my application would not be supported (assuming he decided this before his visit, as he was well prepared ahead of time). He did not speak to my manager or supervisors – and whilst I investigated all possible options, my claim for further supports was unfortunately declined, and remains so, despite exploring other alternatives.

  My experience in this regard, was with a feeling that whilst JobAccess possibly started with good intentions, the system now seems to be working against PwD – not for them. Is this a capital savings measure versus the intention to have PwD participating fully in the workforce? It would seem to me that it is a far better option (and cheaper for the Australian taxpayer) to have PwD participating to their full capacity in the workforce and contributing to the economy, in preference to having the same people – who WANT to work – on unemployment benefits and not functioning to their full potential. This would potentially add to the Governments woes (and pocket), when the same people draw upon NDIS when their physical and mental health starts to decline, due to feelings of worthlessness, depression and anxiety.

  In the research for this blog, I have spent time talking to many others who have JobAccess experience. I also waited to go through the whole process myself before I decided the time was right to publish this information. I have spoken to people who received excellent supports, and others who have not (sadly… this was the majority). It has often been the case that people with the same disability and same requirements – and even working in the same organisation and department received support, but others not. In some cases, individuals are offered beneficial high-level support and others only basic supports, some no support at all. In some cases, JobAccess passed the buck back to the employer and said it was their responsibility. Ultimately, it comes down to who your JAN co-ordinator and Independent Assessor is. Are they passionate about supporting PwD or are they focused more on cost cutting and the bottom line?

  My advice to others, before navigating this tedious process, is to ensure you pre-explore all options with the assistance of a qualified and helpful Occupational Therapist or Disability/Employment support person in conjunction with your workplace manager prior to any application. Explore what types of supports you require to function to full capacity in your role, obtain quotes, reports from your doctors/therapists and any supporting evidence that can enhance your application and give you a better chance of success. Once the process has started, it is important to establish and maintain a good rapport with your JAN Co-ordinator and Assessor… Then cross your fingers. Good luck!

  Have an experience you would like to share… We’d love to hear from you! Participate in the current Have Your Say Forum on Job Access, or write to us on the Community Hub comments section, on our Instagram page or via email: dignityproject@griffith.edu.au

  
  

  For more information, contact the JobAccess Network:

  Website: https://www.jobaccess.gov.au¹

  Online Enquiry Form: https://www.jobaccess.gov.au/contacts/online-enquiry-form

  Phone: 1800 464 800

  TTY: 1800 555 677 (Then ask for 1800 464 800)