Identifying as a person with disability in the workplace

January 24, 2024

1. Overview

This guide provides information on:

whether a person has an obligation to share information about their disability with an employer or potential employer
why a person may not want to share information about their disability with their employer or potential employer
why a person may want to share information about their disability with their employer or potential employer
why an employer may ask employees about disability
the questions an employer can and cannot ask about a person’s disability
requesting reasonable adjustments in the workplace.

2. Do you have an obligation to share information about your disability with your employer or potential employer?

The nature of disability is deeply personal and people with disability are diverse. The decision to identify as a person with disability can be difficult and, in most circumstances, you do not have an obligation to share information about your disability with your employer or potential employer. Information about your disability is private and the decision to tell others is up to you.

However, if you are applying for a job and your disability means that you are unable to carry out the inherent requirements of the job without reasonable adjustments being made to accommodate your disability, then you should tell the employer. For example, if the job requires heavy lifting and you suffer from chronic back pain, you should let the employer know that you have a disability so they can consider ways to support you or customise certain requirements of the role.

You can find further information on job customisation in the IncludeAbility guide on Customising a job for a person with disability.

If an employer terminated an employee’s position because they could not perform the inherent requirements of the role, even if reasonable adjustments were made, this would not constitute unlawful discrimination.[1]

The Disability Discrimination Act 1992 (Cth) (DDA) does not define ‘inherent requirements’ but it can be broadly understood as something essential to the position.

Section 21A(2) of the DDA provides that in assessing whether a person is able to carry out the inherent requirements of a particular role or job, the following criteria are to be considered:

the person’s past training, qualifications and experience relevant to the particular employment
the person’s performance as an employee
any other factor that it is reasonable to take into account.

3. Why you may not want to share information about your disability

There are a number of reasons you may not wish to share information about your disability with your employer or potential employer:

your disability may not affect your ability to do your job
you may not require any support or adjustments to your job, workload or schedule at the moment
you may be worried about potential discrimination, harassment or reduced opportunities for career progression
your disability may be temporary or episodic but you may feel any associated stigma would be ongoing
you might already have good support networks outside the workplace and feel there is not much to gain by talking about your condition.

4. Why you may want to share information about your disability

While sharing information about your disability is a completely personal decision, some reasons you may wish to share information about your disability with your employer or potential employer are outlined below.

(a) You may require reasonable adjustments

Employers must, subject to some exceptions, provide reasonable adjustments to allow people with disability to work productively and safely. See Section 7 for examples of reasonable adjustments.

(b) You are applying for a new role

If you are applying for a new role you may wish to let the employer know you have a disability to ensure reasonable adjustments are provided in the interview and recruitment process.

It may also be helpful to have this conversation with a potential employer so that if you are the successful candidate, you can have a discussion about reasonable workplace adjustments more easily.

(c) Your disability has changed, or you have acquired a disability

Some forms of disability can progress over time. Alternatively, you may acquire a disability while you are employed. If you have a disability of this nature you may wish to share this with your employer so that you can arrange appropriate adjustments and support.

(d) Something may have changed in the work or workplace

The tasks involved in your role, the accessibility of the building you work in, or something else may have changed at work which now means you require additional support or adjustments.

(e) You might prefer to be open about your disability

Some people choose to be open about their disability. This could be because they have a visible disability or to help promote positive attitudes and inclusion within the workplace.

Tip

If you have decided to share information about your disability with your employer and are feeling anxious, or would like additional support, you can ask a colleague or friend to attend the meeting with you.

Keep in mind, 4.4 million Australians identify as having a disability. The person you are speaking to about disability or contemplating speaking to about disability may have a disability themselves, or a close friend or family member with disability.

5. Why an employer might ask you about disability

An employer may also directly ask you if you identify as a person with disability in the same way that they ask about other diversity characteristics (for example, age, gender and ethnicity). This question may arise in a number of ways, such as:

on a form or in an interview during the recruitment stage
in a yearly employee satisfaction survey
during a wellbeing or performance review with your manager.

An employer may ask whether you have a disability:

so they can better understand the demographics and diversity of their workforce
to ensure they are providing a safe and inclusive workplace for all of their employees.

Data on an organisation’s workforce can provide important direction to, and support for, its diversity and inclusion strategies. For instance, an employer’s strategy may include the following goals:

to increase the representation of senior leaders with disability
to provide targeted graduate programs for employees with disability
to develop an affirmative recruitment policy.

Collecting data on the proportion of the workforce that identify as having a disability allows an organisation to measure its progress and refine its approach.

An employer may also wish to know whether you have a disability in order to provide you with reasonable workplace adjustments so that you are supported, productive and feel safe in your workplace.

Tip

There is no obligation to share information about your disability with your employer or potential employer.

If you have been with your employer for some time and telling them about your disability will be new information for them, it may be helpful to explain why you are sharing this with them now and not previously.

For example:

your disability has recently changed, and it is only now that it is affecting your work
your work has changed and you feel like it is the right time to ask for some support to do your job
you have only just become comfortable talking about your disability.

You should pick a time and place where you feel most at ease to have this conversation. For example, you might like to arrange a casual catch-up meeting with your manager over a coffee, or share this information in a periodic review with a human resources representative.

Case study

Building trusting and respectful relationships with colleagues

“I have a spinal cord injury from a rugby accident when I was 16 years old. Most people focus on my wheelchair when they think of my disability but don’t realise that a spinal cord injury has significant physiological implications, and has also affected my hand function.

In time, I have often volunteered to explain aspects of my disability to people I work with. I generally do this when I’m alone with them and there is some context for needing to explain my disability. Communication is critical in an employment relationship. Having employed or worked with other people with disability, I’ve learnt that everyone’s lived experience of disability is different, but that people will invariably be respectful of any information provided. I’ve often been pleasantly surprised when the person I’m speaking with reveals they have lived experience of disability too.”

Dr Ben Gauntlett,
Former Disability Discrimination Commissioner & Chair of the IncludeAbility Employer Network

6. What questions can your employer ask you?

In the context of assessing your ability to perform a job, it is unlawful for an employer to ask you anything relating to personal attributes like sex, age or disability, if those questions are unrelated to the position you are applying for.[2]

If you do decide you want to share information about your disability with your employer or potential employer, it is helpful to understand what they can, and cannot, ask you about.

The following questions have been adapted from the JobAccess ‘Interviewing People with Disability’ guide.[3]

7. Requesting reasonable adjustments in the workplace

To help you do your job you may need to ask for some adjustments or modifications.

The DDA refers to these as reasonable adjustments.[4] Some employers may also refer to them as reasonable accommodations or workplace adjustments.

Many employers will ask whether you require any adjustments as a matter of course during the job application or interview process. This is to ensure that you are provided with the right support to apply for the job, move through the recruitment process and, if you are successful in securing the role, to help set you up for success in your new job.

Reasonable adjustments are best understood as changes to the work environment that allow people with disability to work safely, productively and on the same basis as others without a disability.[5]

Reasonable adjustments in the workplace could include:

changes to the interview and application process (for example, asking for a one-on-one interview if you find you get anxious in big groups and you know that the recruitment process includes a group interview)
flexible work arrangements (for example, flexible start or finish times, or remote access)
job customisation (for example, altering range of duties or procedural changes to tasks)
training (for example, receiving some one-to-one assistance on how to use online tools or platforms)
providing essential information in suitable formats (for example, braille, easy-read versions, audio transcriptions)
equipment modification, specialised equipment, furniture or work-related aids (for example, screen reader technology, headphones, adjustable desks)
alterations to premises or work areas (for example, widening paths, doorways, visual and auditory emergency warnings).

Support at work can also include information sessions or disability awareness training for your manager, team and colleagues.

Case study

Reasonable adjustments

Jo is a young woman who is Deaf. Jo uses Auslan to communicate.

Jo recently applied for an administration role in a busy legal team with a large corporate employer.

At the interview, Jo asked for an Auslan interpreter to be arranged so she could participate in the interview.

The employer was impressed with Jo’s previous experience and offered her the role. They asked her what support she needed to do the job and ensured this was in place before her first day.

Jo indicated the things that would help her at work would be:

A mirror on her desk so she could see people approaching her from behind.
A portable flashing fire alarm that she could move with her around the office in the case of an emergency.
Access to an Auslan interpreter for team meetings and other critical meetings where she did not want to miss out on key information.
Deaf awareness training for her team and the people around her on her floor at work.

During the training, Jo’s team learned some basic Auslan signs like ‘hello’ and ‘good morning’. This created a welcoming environment and helped Jo settle into the team.

Jo has now been successfully working in her role for over five years, and is a valued member of her team. She feels welcome and included in all aspects of her workplace.

The support Jo needed to secure and carry out her role was minimal and low cost. Most of the supports that Jo uses in the workplace are funded through the federal government’s Employee Assistance Fund.

Source: https://includeability.gov.au/resources-people-disability/identifying-person-disability-workplace

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10 self-reflection questions for career growth

June 13, 2024

As the year draws to a close, it is vital to pause and reflect on your journey and relationships in your personal lives and careers. Self-reflection is a powerful tool for introspection, helping us understand our core nature and facilitating personal growth as we work towards a better version of ourselves. Whether you’re evaluating your work-life balance , personal development , or career progression , self-reflection can be incredibly empowering and beneficial for your overall well-being. The value of reflection and introspection Harnessing the power of reflection As we approach the end of the year, taking the time to reflect on the past twelve months is not just a ritual but a powerful tool for personal and professional growth. Reflection allows us to pause in our fast-paced lives and examine our experiences, decisions, and actions. It allows us to celebrate our successes, learn from our mistakes, and acknowledge our growth areas. By looking back, we gain valuable insights that empower us to approach the future with a more informed and intentional mindset. Understanding ourselves better Introspection is a vital component of self-reflection. It involves diving deep into our thoughts, feelings, and motivations. This process helps us understand why we do what we do, what drives our decisions, and how our actions align with our core values and goals. Understanding ourselves better is crucial for personal development and helps us make more authentic and aligned choices in the future. Setting the stage for future success Reflecting on the past year sets the foundation for setting realistic and meaningful goals for the new year. It helps us identify what we truly want, what areas need more attention, and what strategies worked or didn’t work. This clarity is essential for setting goals that are both ambitious and achievable and aligned with our personal and professional aspirations. Promoting well-being and reducing stress The act of reflection can be therapeutic. It allows us to process our experiences, both positive and negative, and can lead to a greater sense of peace and closure. This is especially important in today’s world, where we often rush from one task to another without taking the time to process our experiences. Reflecting on the year helps us close chapters, reduce stress, and approach the new year with renewed energy and optimism. Fostering continuous learning and adaptability The world is constantly changing, and adaptability has become a crucial skill. Reflecting on how we’ve navigated changes in the past year, both expected and unexpected, prepares us for future uncertainties. It reinforces continuous learning and adapting, essential in personal and professional contexts. Year-end review: 10 questions for self-reflection Here are 10 thought-provoking questions to guide your year-end reflection. These questions cover various aspects of your life, including work experiences, personal growth, work-life balance, and future aspirations. As you answer them, be honest and consider writing down your responses for a more tangible record of your thoughts and goals. Sample answers help guide and inspire you as you reflect upon your year. These example answers provide a glimpse into the kind of introspection and planning that can result from such reflective questions, helping you assess your current state and set meaningful goals for the future. 1. Best and worst work experiences What were your best and worst work experiences in the last 12 months? Be specific about projects, teams, roles, and activities. Sample answers Best: Leading a successful project launch, mentoring a new team member, and receiving positive client feedback. Worst: Facing a project delay due to miscommunication, struggling with a software tool, and experiencing a stressful team conflict. 2. Job success and satisfaction elements Can you identify three elements of your job that contributed to your success and satisfaction? Conversely, what three elements hindered your success and fulfilment? Sample answers Positive: Collaborative team environment, challenging tasks that foster learning, and recognition from management. Negative: Limited resources, unclear company direction, and infrequent feedback. 3. Skills development What five skills, talents, or pursuits would you like to develop or attain in the next 12 months? Sample answers Improve public speaking, learn advanced data analysis, enhance leadership skills, develop a new programming language, and cultivate creative problem-solving techniques. 4. Passion in work What topics in your work can you talk about non-stop? Does this energise you consistently? Is this your passion or something else? Sample answers I am passionate about designing user interfaces. Discussing design trends and user experience energises me and is a significant part of my job satisfaction. 5. Unachieved goals What’s one significant goal you didn’t achieve in the last 12 months, and why? How would you change the outcome? Sample answers I aimed to get a professional certification but couldn’t due to time constraints. I plan to manage my time better and enrol in a course next year. 6. Fearless ambitions What would you aim to achieve in the coming year if you knew you couldn’t fail? Sample answers If I knew I couldn’t fail, I would aim to start my own tech startup focusing on innovative educational tools. 7. Role evaluation How would you rate your current role out of 100%? What factors prevent you from reaching 100%, and how can you overcome them? Sample answers I’d rate my role at 75%. To reach 100%, I need more creative freedom and opportunities for professional development. With these, I could be fully satisfied. 8. Future aspirations Without any limitations, what experiences, skills, activities, and responsibilities would you like to have in the future? List up to 12. Sample answers Lead larger projects, develop expertise in AI, participate in international conferences, mentor others, work abroad, achieve work-life balance, publish industry articles, learn a new language, adopt sustainable work practices, engage in CSR initiatives, explore different company roles, and start a professional blog. 9. Personal growth and development How have you grown personally over the past year? What personal qualities or habits have you developed, and what would you like to work on? Sample answers I’ve become more resilient and patient over the years. I want to work on my time management and stress management skills. 10. Challenges and overcoming obstacles Reflect on the biggest challenge you faced this year. How did you overcome it, and what did you learn? Sample answers My biggest challenge was adapting to remote work. I overcame it by creating a structured daily routine, investing in a better home office setup, and improving my digital communication skills. Reflect to grow Remember, the purpose of these questions is not just to reflect on what has been but also to pave a path for what lies ahead. By understanding where you currently stand and identifying your goals and aspirations, you can approach the new year with clarity, purpose, and a renewed sense of direction. Source: https://www.pagepersonnel.com.au/advice/career-and-management/success/self-reflection-questions-for-career-growth

Difference Between Job Enlargement And Job Enrichment

June 13, 2024

Both job enlargement and job enrichment are human resource strategies used to improve employees engagement and increase efficiency that helps to achieve organizational more effectively. Job enlargement refers to increase tasks and responsibilities to the existing role of the employees. On the other hand, job enrichment is a technique of motivating employees by adding extra responsibilities to make job more challenging and meaningful. Difference Between Job Enlargement And Job Enrichment The main dissimilarities between job enrichment and job enlargement are as follows: 1. Introduction Job Enlargement: It involves increasing the number of tasks and duties to be performed by workers to an existing role. Job Enrichment: It involves increasing responsibilities and content in the job to increase challenges and scope that provides opportunity for growth. 2. Nature Job Enlargement: It is purely quantitative in nature because number of tasks are increased for employees. Job Enrichment: It is qualitative in nature. It means this technique is used to increase the content and quality of the job. 3. Objective Job Enlargement: The main objective of job enlargement is to increase employee motivation and engagement by decreasing monotony and boredom. Job Enrichment: The main objective of job enrichment is to promote growth and development by making jobs more challenging and exciting. 4. Additional Skill Job Enlargement: It does not require additional skill because tasks are increased as per the qualification and ability of employees. Job Enrichment: It requires some additional skills because it involves new responsibilities that require creativity, decision making and problem solving. 5. Authority Job Enlargement: It does not increase the level of authority as it only increases the number of tasks. Job Enrichment: It increases the level of authority as per the creativity and ability of employees. 6. Supervision And Control Job Enlargement: It requires more supervision, direction and control because it increases the workload of employees that increases the chance of errors and mistakes. Job Enrichment: It requires less supervision and control than job enlargement because workers exercise self-control. 7. Training Need Job Enlargement: It does not require additional training because employees are familiar with the jobs and responsibilities. Job Enrichment: It may require additional training to empower workers to increase creativity, decision making and control over the job. 8. Result/Outcome Job Enlargement: Results may be positive or negative depending on the motivation level and workload of the employees. Job Enrichment: Generally, it gives positive result because of increased morale and self actualization. Basis Job Enlargement Job Enrichment Nature It is quantitative by nature It is qualitative by nature Objective To reduce boredom and monotony To promote growth and development Additional Skills Not Required Required Increase In Authority No Yes Outcome Positive Or Negative Positive Supervision And Control Requires more supervision Requires less supervision Distinction Between Job Enlargement And Job Enrichment In Brief * Job enlargement refers to quantitative expanding of jobs. But job enrichment is qualitative improvement of the job. * Job enlargement does not require special training, but job enrichment requires training and development program to improve the performance. * Job enlargement requires more supervision than job enrichment * Job enrichment increases the level of authority but job enlargement increases the number of tasks only. * Job enlargement is horizontal expansion of job and job enrichment is vertical expansion. * Job enlargement does not promote growth and development but job enrichment helps in personal growth and career development Source: https://marketinglord.blogspot.com/2024/05/difference-job-enlargement-job-enrichment.html