Australian Employers Network on Disability

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People with disability do not necessarily require more training than people without disability. The amount of training required depends on the type of job, the needs of the organisation and the skills and experiences of the individual.
As for other employees, the amount of on the job training required by an employee with disability will depend on the specific requirements of the job and the organisation, as well as the  knowledge and skill level of the employee.  On the job training, coaching and mentoring as well as learning and development programs can assist employees with disability achieve their potential.

Training

As with any on the job training, being clear about the learning outcomes to be achieved and using a variety of methods of training will lead to the best results. 

People learn in three ways, some people through seeing, some people through listening and others through doing.  Combining these three ways of learning, when appropriate, in on the job training will help the learner acquire the skills more readily. 

For more information on learning styles see http://www.ldpride.net/

Coaching

Coaching can assist people to acquire skills through one on one training.  Coaching can be used where an employee needs to improve their performance on one specific task, or across a range of tasks or competencies.

Mentoring

Mentoring is when a role model, or mentor, offers support to another person.  A mentor usually has knowledge and experience in the workplace and shares it with the person being mentored.  For example, a senior person may mentor an employee who is less experienced.

Buddy System

When a new person joins an organisation, it is helpful to match them to a buddy who is another worker (often in a similar role) who can help them settle into the workplace and answer any questions. 

Workplace Adjustments

On the job learning needs to accommodate the employee’s specific disability.  It is important to discuss the need for any modifications or adjustments with your employee as they will be the experts on the adjustments that they will require.

Examples of on the job learning accommodations include:
· a person with a hearing impairment who lip-reads, will need to sit in full view of the presenter in a room that has no excessive background noise
· a person who uses screen reading software will need to have the software installed on the computer in which information technology training is provided
· a person who is Deaf may require Auslan interpreters or access to a web-based Auslan interpreting service.

Apprenticeships and Traineeships for People with Disability

New Apprenticeships (Apprenticeships and Traineeships) can provide significant incentives to employers who provide apprenticeship opportunities to people with disability.

New Apprenticeships combine practical work with structured training to give people a nationally recognised qualification and the experience they need to get the job they want.

For more information on the incentives available to employers for New Apprenticeships, visit http://www.newapprenticeships.gov.au/

Australian Government funded employment services may be able to assist you by providing on the job training, assistance and support to employees with disability.  For information on employment services, visit,

Learning and Development Opportunities

Employees with disability need to be provided with the same opportunities for learning and development as other employees. 

The capacity to provide reasonable adjustment during the learning process is a consideration when an employer is selecting external training providers especially for on-line training. 

Reasonable adjustments that may be required during training may include provision of additional breaks, providing course material beforehand or translating course material into alternative formats such as Braille or audio tape.

Disability Acquired During Employment

People who acquire a disability during their employment may need re-training to accommodate their disability.