QUESTIONS FROM THE NDCO WEBINAR ANSWERS PROVIDED BY JOBACCESS – Question Answer For many people, hiring a person with disability may feel foreign to them and this would be an opportunity to build confidence about hiring a person with disability. A great starting point would be to find out their experience, concerns (myths) / barriers and only then you would respond and dispel these myths one by one. Be conscious of demonstrating listening techniques Many employers like the concept but are too scared to test to show that you have heard their concerns. the water. How do we overcome this because my line boss usually go yeah yeah I will check up the line and then Remember, not everyone is as passionate as yourself, and they may not nothing happens and it gets tiring asking again and again communicate the same message you’re delivering to a person above them. On follow up attempts try to explain the key messages in a different way. Lastly, regardless of hiring a person with disability or not, persistence is what drives success. Based on our experience with many employers, a wage subsidy is not a key It’s hard to compete with JobActive (non-disabled) determining factor when selecting a candidate. The primary focus of the candidates who we can offer in some cases $6,500 over 6 conversation should focus on the candidate’s ability to complete the inherent months, however we can only offer $1,500 (Departmental) requirements of the role, their experience, transferrable skills and how this subsidy for Disability candidates Apart from Restart (for person would be an asset to their organisation. Mature Aged candidates aged 50+), are there any other Selling a candidate to an employer based on a financial outcome is not going funding/incentive sources for Disability candidates / to bode well for the candidate post 6 months, it is best to bring back the disability confident employers? attention to the individual. The majority of applications are for sensory impairments such as vision and hearing, followed by physical disabilities. This would then be followed by Of the 35,000 applications, what % is available on people applications for mental health conditions and intellectual impairments. Some with a mental disability? Also any great examples JA can good examples of funding for people with mental health conditions is the provide people with a mental disability? $1500 per person per annum for Mental Health Awareness Training and the separate $1500 per person per annum for 1:1 support in the workplace where a specialist such as treating psychologist, manager and individual can meet
QUESTIONS FROM THE NDCO WEBINAR – ANSWERS PROVIDED BY JOBACCESS Question Answer Many employers like the concept but are too scared to test the water. How do we overcome this because my line boss usually go yeah yeah I will check up the line and then nothing happens and it gets tiring asking again and again For many people, hiring a person with disability may feel foreign to them and this would be an opportunity to build confidence about hiring a person with disability. A great starting point would be to find out their experience, concerns (myths) / barriers and only then you would respond and dispel these myths one by one. Be conscious of demonstrating listening techniques to show that you have heard their concerns. Remember, not everyone is as passionate as yourself, and they may not communicate the same message you’re delivering to a person above them. On follow up attempts try to explain the key messages in a different way. Lastly, regardless of hiring a person with disability or not, persistence is what drives success. It’s hard to compete with JobActive (non-disabled) candidates who we can offer in some cases $6,500 over 6 months, however we can only offer $1,500 (Departmental) subsidy for Disability candidates Apart from Restart (for Mature Aged candidates aged 50+), are there any other funding/incentive sources for Disability candidates / disability confident employers? Based on our experience with many employers, a wage subsidy is not a key determining factor when selecting a candidate. The primary focus of the conversation should focus on the candidate’s ability to complete the inherent requirements of the role, their experience, transferrable skills and how this person would be an asset to their organisation. Selling a candidate to an employer based on a financial outcome is not going to bode well for the candidate post 6 months, it is best to bring back the attention to the individual. Of the 35,000 applications, what % is available on people with a mental disability? Also any great examples JA can provide people with a mental disability? The majority of applications are for sensory impairments such as vision and hearing, followed by physical disabilities. This would then be followed by applications for mental health conditions and intellectual impairments. Some good examples of funding for people with mental health conditions is the $1500 per person per annum for Mental Health Awareness Training and the separate $1500 per person per annum for 1:1 support in the workplace where a specialist such as treating psychologist, manager and individual can meet
ndco_webinar_29.08.2017_-_jobaccess_responses_to_questions_raised.docx