Australian Employers Network on Disability

Thanks to all those who attended our half day seminar on "Disclosure of Disability in the Workplace" on Wed 19th September 2007.  A big thanks also to UBS for hosting the event in their magnificent conference room! 

Disclosure of disability can present challenges to both employers and employees.  What is the most appropriate way to respond to an employee who discloses a disability to you?  What are the benefits of disclosing a disability, or encouraging disclosure within your organisation?

The disclosure of a disability is never an easy decision for an employee to make, with many affecting influencing the outcome.  The attitude of others, either real or perceived, is more often than not one of the most powerful barriers to disclosing a disability in the workplace.

Creating an environment to encourage disclosure may mean making disability more "visible" on your organisation's radar.  Supporting programs such as our "Stepping into..." work experience series can assist to demonstrate your organisation's commitment to enhancing the employment experience for people with disability.  In addition, actively supporting initiatives such as World Mental Health Day, National Hearing Week and similar, will also show your employees that disability is a very important topic.

The half day seminar included presentations from the Human Rights & Equal Opportunity Commission, the Public Interest Advocacy Centre, Australian National University and beyondblue.

Mark Lazaroo, Senior Consultant at the Employers' Network on Disability, discussed ways in which organisations can benefit from employees disclosing disability, such as employees working to their full potential, and managers being ready to accommodate reasonable adjustments when required.

Rachael Dunne, Senior Investigation/Conciliation Officer at the Human Rights & Equal Opportunity Commission, spoke of the importance of effective disclosure in relation to the Disability Discrimination Act 1992.  Under the DDA it is unlawful to collect information about a person's disability for the purpose of unlawfully discriminating against that person.  It is also unlawful to disclose any personal information to other parties without the permission of the person with disability.  Sometimes this may occur in a situation such as a referral check, where a former employer “accidently” discloses a disability to a potential new employer – this would constitute a breach of privacy, and would be foundation for a legitimate complaint through HREOC.

Effective and timely response to disclosure can make a huge amount of difference in a working relationship.  If an employee discloses a disability to you, it is best to ask them how you can best help them to work to their full potential.  Not all employees who disclose will require any kind of adjustment, but often a necessary adjustment will be what has prompted the employee to disclose in the first place.  Focusing on the inherent requirements of the job, and perhaps working out ways to do things slightly differently, will always have a more positive outcome than focusing on the medical aspects associated with a disability, or on what “can’t” be done.

Key speakers:

Maxine Lacey - Senior Advisor, Equity - Australian National University

Robin Banks - Chief Executive Officer - Public Interest Advocacy Centre

Rachael Dunn - Principal Investigation/Conciliation Officer, Complaint Handling - Human Rights & Equal Opportunity Commission

Therese Fitzpatrick - National Workplace Programme Manager - beyondblue

Mark Lazaroo - Senior Consultant - Employers' Network on Disability