Disability

What is disability?

A disability is any continuing condition that restricts everyday activities. The Disability Services Act (1993) defines ‘disability’ as meaning a disability:

which is attributable to an intellectual, psychiatric, cognitive, neurological, sensory or physical impairment or a combination of those impairments

which is permanent or likely to be permanent

which may or may not be of a chronic or episodic nature

which results in substantially reduced capacity of the person for communication, social interaction, learning or mobility and a need for continuing support services.

What can an organization put into place to accommodate a staff member, work mate or customer who has a disability? 

1. Create safe spaces

Employee resource groups, or ERGs, are employee-led groups that support and empower people from underrepresented backgrounds. Having these groups at work fosters a sense of belonging and inclusion. They help build community and provide safe spaces for people to share and get to know other community members. ERGs help boost mental health and improve employee experience.

2. Review your materials

Take the time to look over your copy, website, and marketing materials with a fresh eye. Be on the lookout for language that may exclude people, even if you think the meaning is clear. Avoid referring to people with disabilities as “physically challenged,” “differently abled,” or “special needs.” Never use the word “normal” to describe people without disabilities. 

3. Hire an expert 

When it comes to disability and inclusion, you don’t have to know everything. You just have to be willing to learn. Don’t hesitate to hire a professional who is familiar with the laws and accommodations you may not be aware of. 

They can help you start an ERG, plan conversations with leadership, and prioritize changes to the workplace. They can help you identify other opportunities you might not be aware of, such as using people-first language in your materials. They can also provide resources for practical, disability-inclusive solutions, such as captioning, braille, or sign language interpretation.

4. Talk to your people 

At some point, you’ll need to actually reach out to your team and find out what they need. While people will appreciate you making accommodations on their behalf, leaving them out of the decision-making process is insulting. It may also result in frustration as you make well-intentioned changes that no one actually needed. Including people with disabilities in your decision making is necessary.

While it can seem nerve-wracking to open up a conversation about accommodations (especially as we’re socialized to pretend impairments don’t exist), it’s worth talking about. Many people are afraid to speak up for themselves and may be extremely grateful for the opening.

5. Promote diversity on all levels

Diversity isn’t just about hiring people that look the part. In order to have a truly diverse environment, companies need to go beyond the surface. There are many different kinds of diversity. Physical and cognitive ability, educational and economic background, neurodiversity, and immigration status are just a few that come to mind. Recognize that these individuals do more than just “check a box.” They each bring unique experiences, depth, and nuance to their roles — and to the company as a whole.

6. Be transparent

It can’t be said enough — disability inclusion isn’t a conversation where one person supplies all the answers. It’s a journey. Companies — and leaders — need to show that their efforts to create a more inclusive environment are an ongoing priority, not a project. Allow your leaders and employees to be transparent about their struggles, their mistakes, their wins, and even their own disabilities. The goal is a welcoming community, not a place that says and does everything perfectly all the time.

--- Disability inclusion in the workplace: The what, why and how (betterup.com)

Provide a list of the disabilities and what can be done to accommodate them

Amblyopia - provide glasses

Can not move - provide wheelchair

Provide a list of other policies, acts or legislation that provide a guide to organizations on how to ensure the organization takes into consideration disabilities in the work place

Fair Work Act 2009

Fair Work Regulations 2009

Fair Work (Registered Organisations) Act 2009

Fair Work (Transitional Provisions and Consequential Amendments) Act 2009

Fair Work (State Referral and Consequential and Other Amendments) Act 2009

Fair Work Amendment (State Referrals and Other Measures) Act 2009

Corporations Act 2001