Firms are moving away from just 'ticking the DISABILITY box'
Feb 16, 2021 8:48:28 GMT 7
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Post by bear on Feb 16, 2021 8:48:28 GMT 7
Jobseekers with a disability are often asked to declare it, but more firms are moving away from just 'ticking the box'
Leanne Del Toso says employers must ensure people with disabilities can access work opportunities.
For Leanne Del Toso, being hired for her skill set rather than her disability made her feel empowered.
But in the past, she said ticking that box "made her feel insignificant as a human being" and her disability became "the highlight of who I am".
"I am not ashamed of being a disabled woman, in fact I am very proud," she said.
But she said she was careful how she answered questions when applying for jobs, as people could have preconceived ideas about what disability means, looks and feels like to others.
A corporate social responsibility administrator at a major health insurer, the Paralympian silver medal winner said she only ticked the disability box if it was part of the criteria for actually doing the job.
It is an experience faced by many potential employees with a disability, when given that paperwork to fill in.
Disability recruitment consultant Kylie Jones said she felt she was never hired for her hearing impairment, and felt that it was her skills and qualifications that played more of a role in the decision-making process to employ her.
Disability Employment Consultant Kylie Jones said she did not always tick the disability box.(ABC News)
But she echoed Ms Del Toso's sentiment, saying it "depended on the job that she was applying for", whether or not she ticked the disability box.
Australians with a disability more likely to be unemployed
In 2018, there were 4.4 million Australians with a disability, 17.7 per cent of the population.
Of these, 2.1 million people were of working age (15-64 years).
For these people, the unemployment rate was 10.3 per cent, more than twice the rate for people without a disability.
Like one in 70 people in Australia, I am on the the autism spectrum.
As of 2018, the unemployment rate for people in Australia with autism was 34.1 per cent, almost six times the general unemployment rate.
When I apply for a job, there is a section where they ask the applicant if they identify as having a disability.
I am conscious and extremely hesitant of ticking this box, as I personally feel that by admitting I have autism, my chances quickly diminish and I won't proceed to the interview process. And I'm not alone.
Ms Del Toso said she should not have to second-guess herself and companies needed "a greater push for more opportunities for people with a disability to be seen in the workplace".
"At all levels, companies must be open to constant evolution and change," she said.
Some best-practice firms are removing the dreaded box
Nigel Davis is head of a division called Inclusion, Sustainability & Engagement at Medibank, where Ms Del Toso works.
In 2019 the firm was listed as one of the top three performers on the Australian Network on Disability (AND)'s Access and Inclusion Index Awards.
Medibank ranked highly for its commitment to expanding its focus on access and inclusion.
Nigel Davis is the Head of Inclusion, Sustainability and Engagement at Medibank.(Supplied: Medibank)
In 2018, the firm removed the box which asked job applicants to declare whether they had a disability.
Mr Davis said Medibank "believes that people with disability should thrive in meaningful and fulfilling careers in a supportive and inclusive environment".
"It should never be about ticking a box as we want our workforce to reflect the diversity of our customers," he said.
"[Medibank is] committed to having a disability-confident culture across Medibank, where employees have knowledge and skills to create inclusive experiences for everyone."
Others argue it helps them support their workforce
The Australian Taxation Office, another employer recognised by the AND's Access and Inclusion Index Awards, has retained the box, but stresses it is voluntary.
"The ATO will continue to offer confidential and voluntary disclosure for staff identifying as having disability," ATO People acting deputy commissioner Belinda Casson said.
ATO People acting deputy commissioner Belinda Casson said the ATO has a responsibility to provide a safe, inclusive and accessible workplace.(Supplied: ATO)
"This allows us to know more about our workforce and inform our policies and strategies to ensure they are impactful and relevant to our staff."
But she said the ATO hired people with disability based on their ability to contribute to the organisation and their relevant work-related qualities, and the ATO valued the unique contribution people with disability could provide based on their lived experiences.
"They are valued for offering their unique contribution based on their lived experiences, and the workplace offers a disability confident and supportive culture," Ms Casson said.
No legal reason for employers to collect this data
WA Equal Opportunity Commissioner Dr John Byrne said there were no legal obligations for companies to report on whether they were hiring people with a disability, nor was there any requirement for them to implement a disability quota.
"An employer may require a prospective employee to disclose a disability or pre-existing condition for insurance purposes, or to consider if reasonable adjustments need to be made for the job applicant to perform the duties of the position," he said.
There is no legal requirement for employers to collect disability data about its workforce.(Supplied: Jeremy Simons And Northern Pictures)
"The employer needs to ensure that it does not, consciously or unconsciously, unfairly eliminate the applicant because of that disclosure."
At the moment, if a job applicant alleges they have been unsuccessful because they disclosed their disability, it can be very difficult to prove, Dr Byrne said.
He said changes needed to be made as the onus of proof that discrimination has occurred is on the complainant under the Equal Opportunity Act 1984.
"We at the Equal Opportunity Commission would like to see the Act amended so the onus shifts to the respondent to show its conduct was not discriminatory," he said.
Dr Byrne said re-education was needed about what people with a disability could bring to an organisation, and he would always encourage employers to consider diversity, including people with a disability.
www.abc.net.au/news/2021-02-15/ticking-the-box-the-dilema-faced-by-employees-with-a-disability/13137402
Leanne Del Toso says employers must ensure people with disabilities can access work opportunities.
For Leanne Del Toso, being hired for her skill set rather than her disability made her feel empowered.
But in the past, she said ticking that box "made her feel insignificant as a human being" and her disability became "the highlight of who I am".
"I am not ashamed of being a disabled woman, in fact I am very proud," she said.
But she said she was careful how she answered questions when applying for jobs, as people could have preconceived ideas about what disability means, looks and feels like to others.
A corporate social responsibility administrator at a major health insurer, the Paralympian silver medal winner said she only ticked the disability box if it was part of the criteria for actually doing the job.
It is an experience faced by many potential employees with a disability, when given that paperwork to fill in.
Disability recruitment consultant Kylie Jones said she felt she was never hired for her hearing impairment, and felt that it was her skills and qualifications that played more of a role in the decision-making process to employ her.
Disability Employment Consultant Kylie Jones said she did not always tick the disability box.(ABC News)
But she echoed Ms Del Toso's sentiment, saying it "depended on the job that she was applying for", whether or not she ticked the disability box.
Australians with a disability more likely to be unemployed
In 2018, there were 4.4 million Australians with a disability, 17.7 per cent of the population.
Of these, 2.1 million people were of working age (15-64 years).
For these people, the unemployment rate was 10.3 per cent, more than twice the rate for people without a disability.
Like one in 70 people in Australia, I am on the the autism spectrum.
As of 2018, the unemployment rate for people in Australia with autism was 34.1 per cent, almost six times the general unemployment rate.
When I apply for a job, there is a section where they ask the applicant if they identify as having a disability.
I am conscious and extremely hesitant of ticking this box, as I personally feel that by admitting I have autism, my chances quickly diminish and I won't proceed to the interview process. And I'm not alone.
Ms Del Toso said she should not have to second-guess herself and companies needed "a greater push for more opportunities for people with a disability to be seen in the workplace".
"At all levels, companies must be open to constant evolution and change," she said.
Some best-practice firms are removing the dreaded box
Nigel Davis is head of a division called Inclusion, Sustainability & Engagement at Medibank, where Ms Del Toso works.
In 2019 the firm was listed as one of the top three performers on the Australian Network on Disability (AND)'s Access and Inclusion Index Awards.
Medibank ranked highly for its commitment to expanding its focus on access and inclusion.
Nigel Davis is the Head of Inclusion, Sustainability and Engagement at Medibank.(Supplied: Medibank)
In 2018, the firm removed the box which asked job applicants to declare whether they had a disability.
Mr Davis said Medibank "believes that people with disability should thrive in meaningful and fulfilling careers in a supportive and inclusive environment".
"It should never be about ticking a box as we want our workforce to reflect the diversity of our customers," he said.
"[Medibank is] committed to having a disability-confident culture across Medibank, where employees have knowledge and skills to create inclusive experiences for everyone."
Others argue it helps them support their workforce
The Australian Taxation Office, another employer recognised by the AND's Access and Inclusion Index Awards, has retained the box, but stresses it is voluntary.
"The ATO will continue to offer confidential and voluntary disclosure for staff identifying as having disability," ATO People acting deputy commissioner Belinda Casson said.
ATO People acting deputy commissioner Belinda Casson said the ATO has a responsibility to provide a safe, inclusive and accessible workplace.(Supplied: ATO)
"This allows us to know more about our workforce and inform our policies and strategies to ensure they are impactful and relevant to our staff."
But she said the ATO hired people with disability based on their ability to contribute to the organisation and their relevant work-related qualities, and the ATO valued the unique contribution people with disability could provide based on their lived experiences.
"They are valued for offering their unique contribution based on their lived experiences, and the workplace offers a disability confident and supportive culture," Ms Casson said.
No legal reason for employers to collect this data
WA Equal Opportunity Commissioner Dr John Byrne said there were no legal obligations for companies to report on whether they were hiring people with a disability, nor was there any requirement for them to implement a disability quota.
"An employer may require a prospective employee to disclose a disability or pre-existing condition for insurance purposes, or to consider if reasonable adjustments need to be made for the job applicant to perform the duties of the position," he said.
There is no legal requirement for employers to collect disability data about its workforce.(Supplied: Jeremy Simons And Northern Pictures)
"The employer needs to ensure that it does not, consciously or unconsciously, unfairly eliminate the applicant because of that disclosure."
At the moment, if a job applicant alleges they have been unsuccessful because they disclosed their disability, it can be very difficult to prove, Dr Byrne said.
He said changes needed to be made as the onus of proof that discrimination has occurred is on the complainant under the Equal Opportunity Act 1984.
"We at the Equal Opportunity Commission would like to see the Act amended so the onus shifts to the respondent to show its conduct was not discriminatory," he said.
Dr Byrne said re-education was needed about what people with a disability could bring to an organisation, and he would always encourage employers to consider diversity, including people with a disability.
www.abc.net.au/news/2021-02-15/ticking-the-box-the-dilema-faced-by-employees-with-a-disability/13137402