Employers Guide to Partnering with Disability Employment Services

This is a simple guide book to assist Australian businesses to better understand and partner with disability employment services to recruit from the entire talent pool and make it easier for candidates with disabilities to get and keep jobs. It also aims to create shared understanding and language to assist Disability Employment Services and employers to work effectively together to achieve mutually beneficial outcomes. It outlines several ways that employers and disability employment services can work together to improve employment outcomes for people with disabilities in Australia.

Although this guide was written for the purposes of Australia, it can be used as a template for career practitioners to collaborate with employers within British Columbia to assist people with disabilities to achieve employment.

Disability employment service providers and employers require key information in areas such as the recruitment process so that persons with disabilities can be employed successfully. Here, the recruitment process is broken down into five stages:

  1. Approaching

It is advisable that Disability Employment Services providers take the time to get to know the employer, to find out more about the business, including the workforce skills, knowledge and capabilities required, as well as what opportunities may be available to build more diversity in the workplace. This will help build a stronger partnership.

  1. Proposing

Upon building the relationship, a mutually beneficial proposition of how a potential candidate can meet the requirements of the job, the benefits the employer will gain, and the support from the Disability Employment Service provider should be agreed upon. This step includes knowing the requirements of the job position, analyzing the job to ensure that the position is suitable for the particular candidate with a disability and identifying if any job modification is required.

  1. Placing

After a candidate is proposed, issues may be addressed and a definition of each party’s role in the process clarified. A support plan with essential information may be needed to facilitate a successful placement of a candidate.

  1. Probationary Period

Some candidates may have support needs that will be higher during the settling in and probationary period. This period provides an opportunity for open communication to see how things are going and to review the progress.

  1. Retaining and Supporting

As the employment progresses, the Disability Employment Services provider can scale back as the relationship between the employee and employer is built. However, if circumstances change, the support plan should be reviewed regularly to accommodate the changes.

The key message is that it is important to build a partnership model between disability service agencies and employers so that successful employment opportunities can be achieved by people with disabilities.