What makes for successful placement for employers, workers and disability employment service providers
Art or Science?
Many, sometimes including program designers think that successfully employing a person with disability is the same as the process for people who dont have a disability plus some incentive(s) and if that doesnt work out then upping the incentives will solve the problem.
Sadly (for employers and people with disability) this is flawed thinking and represents a fundamental misunderstanding of the barriers faced by people with disability when it comes to acquiring and maintaining employment. In consequence, when the incentive/subsidy runs out the person is not generating sufficient profit to retain employment and their work is lost.
The solution to this defeat is often to repeat the process rather than look at the underlying needs of the parties as a means of finding suitable fit within an employers business.
While I might view disability as a construct theres no doubt that the fact of impairment imposes limitations - people who have a disability cant do everything, the blind are lousy pilots! But this doesnt mean they cant do anything. What it means is that service providers need to determine skills as well as aspirations then identify limitations and match their possible impact in seeking a role that matches these.
When aspiration, ability and opportunity cross paths, successful long term employment becomes possible.
Over the years a term that I think was originally specific to the disability industry, reverse marketing has come to mean far less than its original intent - today reverse marketing consists of pulling a clients file from a cabinet filled with similar people and phoning employers with the goal of sending a candidate for interview and possible hire.
This was not the original intent. Applied to people with disability, and lacking substantial additional knowledge, staff send keen candidates who are doomed to fail in very large numbers.
This is most unfortunate because the process of failure is more damaging for members of disadvantaged minorities than the same experience for members of more powerful groups - there are generally less support structures in place to maintain the morale and motivation of people with disability.
Failure by service staff to understand both capacity and barriers for job seekers may lead to scapegoating - blaming the person with disability for lacking application, will, or some other quality when the facts are an employment match that resembles a square peg and a round hole
Such an approach is also bad for the goodwill of employers who give themselves a pat on the back for adopting inclusive hiring strategies only to find they have a person unable to complete tasks associated with their role.
The art of successful placement comes with the knowledge that there are some foundations essential for success that include more information about a job seeker than simply their Centrelink number.
Frequently NOVAs job seekers are young and have limited exposure to the workplace - a simple question like, what would you like to do? is predicated on a belief that the person has sufficient experience to make an informed choice - thats not always so and preferences may need to be validated.
The consequence of any barriers also need to be understood - cant work in a noisy workplace, prefer to start later in the day, unable to work unless workplace is accessible by public transport may be essential elements rather than just a preference.
Long term success comes through a thorough knowledge of the candidate and the creation of support structures that enable the worker to perform at a commercially viable level. The story we tell to employers should not be, heres a discount or do the right thing but rather, here is a person who is fitted to the role you offer and will return a commercial rate on your investment - valuable team members rather than objects of pity.
Matching keen candidates who have a disability with business opportunities likely to last into long term workforce participation is both art and science,
Employers will understand if a role needs some modification, they will accept a settling in period but ultimately demand a return.
905 people met these criteria in 2015, we are determined to improve on that number in 2016.
Would you like a face-to-face meeting with Martin via Skype? Click the button below to make an appointment
Subscribe to this Blog - blog.novaemployment.com.au Copy the link above and paste it into your favourite Reader to subscribe to an RSS feed of this blog. To watch a short video explanation of RSS and how it helps you save time reading the web click here
Your Comments There are currently no comments on this article
When Government Star Ratings seem designed to celebrate the ordinary, it is a pleasure to be able to share a terrific piece of selfless effort on behalf of others....
Whats wrong with Employment Services II? What's wrong with Employment Services II
My mum used to frequently admonish my brothers and I with the words, 'if at first you don't succeed, try, try again'....
Whats wrong with Employment Services? There's rumours of a shake-up in the Job Active program - word is, the program isn't making a real difference and employers don't like it!
There's plenty of evidence to suggest that, despite the best intent of Government and funding body, the Disability Employment Service (DES) is similarly in the doldrums....
I need you! Comrades
NOVA needs you - we are very keen to enlist new members of our organisation.
Here's what you need: the patience of Job, the strength of the Hulk, the wisdom of Solomon and a selfless devotion caring for the needs of others worthy of Mother Teresa....
Tragic Loss People with Disability lost a true champion last Wednesday with the unexpected passing of a truly great man, the Chief Executive Officer of Inclusion Australia and a dear friend Mr Paul Cain....
I'm giving fair warning of my intention to expose examples of the current DES-ESS contract's exploitation.
I have written to the Commonwealth expressing my concerns about clear manipulation of the present contract....
The new contract for Disability Employment Services (DES) will not bring performance improvement.
Government will scratch it's head, blame the economy, blame people with disability, talk about educating employers and spend money on consultations before coming to the conclusion that people with disability must meet more stringent 'mutual obligations'....
Each year, around about the International Day of People with a Disability (IDPwD) NOVA Employment holds a formal graduation for students that have participated in our pre-employment programs....
Profiting from poverty
Profiting from Poverty
I am genuinely horrified by this disaster: https://www.theguardian.com/commentisfree/2018/jul/02/the-demerit-system-is-ruthless-social-policy-designed-to-keep-the-poor-powerless
I believe that we presently represent the job hopes of around 1500 people, in various stages of their progression to independent employment....
New Contract but no change!
New Contract but no change!
Today marks the first day of a new Disability Employment Service (DES) contract.
There are new players and new rules....
'It's nice to be busy' and 'busy is better than idle' and all of my mum's other sayings about work being good for you, and all of them said; we're drowning!
The administrative burden of a new Disability Employment Service contract (starts July 1st) and the mountains of paperwork required for an NDIS dollar (approximately 10X that of the former TTW program) has seen us add 3 extra staff to the admin team and we are still receiving a large volume of enquiries that are causing us some time delay in getting back to folk....
Podcasts I've been learning all about Podcasts (I suspect that this may be a long road!)
However, getting paid to be inspired is not the worst way to spend a Monday afternoon and that is just how my day has gone....
I am truly fortunate to work with the very best people in this great nation and we are truly lucky to be part of the best short film festival this side of anywhere!
"Focusonability" voting starts today and there is an even larger number of films (287) than last year....
On the money Sometime over the next week a new Disability Employment Service contract will be announced.
We are moving into a new world of greater consumer choice and greater mobility of job seekers....
Making a tough job tougher!
Making a tough job tougher
It isnt easy to get a decent job and its harder to do so if you have a disability.
NOVA employs around 190 people, an effective and experienced team who are able to draw upon a staff of highly skilled trainers and a support program honed over almost 30 years and tens of thousands of participants....
Your Work There was never any doubt in my mind that I would work. My dad told me I would work and there wasn't ever a suggestion that my future held an alternative option....
Not so bad! Taken from: Today's Guardian at 4.09pm Tuesday 7th November 2017:
In a world full of discouragement there’s always a space for good news....
The NDIS mantra is 'choice and control'
To be valuable, choice needs to be informed.
Average Sydney Disability Employment Services placement rates are 34....
It's voting time at "Focusonability" - with a record number of films entered, a tremendous effort by more than 100 High Schools and 19 countries competing in the International section it was always going to be a hard job to pick a winner....
Choice & Control
The NDIS slogans around choice and control demonstrate the importance of consumer involvement in both the choice and control of supports they need.
However, in order to be valuable, choice needs to be informed by accurate data such is this: http://www....