2017 Disability Employment Australia Annual Report by Disability Employment

DISABILITY EMPLOYMENT AUSTRALIA

Annual Report

2016-2017 1

Disability Employment Australia Annual Report 2016-2017

Contents Chairperson’s Report

Member Story: Campbell Page

Chief Executive Officer’s Report

Membership: 2016-2017 Members

Member Story: Open Minds Employment

Snapshot of 2016-2017

Member Story: WISE Employment

DEA Submissions

Policy

DEA Partnerships

Member Story: The ORS Group

Events and Networking 14 Member Story: SensWide Employment

Member Story: EPIC Assist

Research Relationships

International Engagements

Member Story OCTEC

Conference 2017

2017 Hall of Fame

Future Directions

Member Story: MAX Employment

National Leaders’ Forum

Member Story: The Personnel Group

Roadshows

Member Story: MatchWorks

Looking Ahead

Staff and Board

About Disability Employment Australia Disability Employment Australia is the peak industry body for Australia’s Disability Employment Services (DES). We are recognised internationally as the pre-eminent organisation representing, supporting and resourcing the disability employment sector throughout Australia. As a membership organisation, we exist to represent the interests of Disability Employment Services at a national level to government and a range of other stakeholders, such as consumer and employer groups. Disability Employment Australia supports the Australian Government to deliver high quality employment support to people with disability in Australia. We have a unique responsibility to foster innovation and flexibility of service within the Disability Employment Services program. We support our members to achieve best practice service provision in their role to find employment outcomes for people with disability. We advise, advocate, train, inform and undertake events to strengthen and promote the sector. We believe in the right of every member of society to be included fully in the community and to have control over their own life choices. Participation in the open labour market is a crucial factor in realising this goal. We strive to inspire, challenge and celebrate the Disability Employment Services sector.

Chairperson’s Report David Coles What a year it has been since the last Annual Report. From the speculation of what a new DES (Disability Employment Services) would look like, to now being well on the way to knowing the outcomes of the application process – we have certainly come a long way!

without Centrelink direction, where you could tender by metro or region rather than ESA, where community based servicing would be enabled, and providers would be moving toward a panel and licencing model. Crazy stuff, you will agree!

Do we, at Disability Employment Australia (DEA), like what we see when we look at the new DES framework? Yes we do! What we like most is that it was significantly influenced by the feedback from you, the members. The feedback was gained through Rick Kane and his team travelling the country with roadshows to get information face-to-face. It came from a number of focused surveys. It came from the conference, Leaders’ Forums, webinars and surveys. It came from listening to you and passing on to our colleagues at DSS the majority view on all the issues raised in the various discussion papers.

DSS are also very keen to see the new DES develop as an employment pathway for NDIS participants. If you have yet to register as an NDIS provider, then it will be worth your while to consider this.

The most refreshing and heartening part of this whole exercise was that the good people at Department of Social Services (DSS) and the Assistant Minister’s office wanted to hear this view and they were genuinely interested in getting the best advice on how to design a new approach that would capture what existing providers considered to be best practice and deliver good value to the Australian taxpayer. The consistent advice passed on to DSS and to the Minister by Rick has largely been reflected in the new DES. Much of what we hoped for has been included, and some of the things we would have liked to see are planned for review in the near future – the assessment process in particular. A couple of things that we had hoped for, but with low expectations, were granted at the last minute – indexation, extension of contract to end of June 2018, and Invitation to Treat (ITT) at 3 Stars are outstanding additions and are very much appreciated. Who could have imagined that, before Minister Fifield’s announcement in 2015, we would be entering a DES where there was an open market without business share, where participants could choose providers

The participant will be the one to gain the most from these changes. Providers will be encouraged to go deeper into their caseloads and be rewarded appropriately. Providers will also be rewarded if they go deeper into the community to source both innovative employment opportunities and participants with disability who have previously opted out of employment services. I had the very great pleasure to present the 2017 DEA Hall of Fame Awards at this year’s conference Gala Dinner in Brisbane (see page 23). Membership of the Hall of Fame recognises outstanding contribution to disability employment and you will agree that the two recipients, Mick White and Don Grimes AO, were well deserving. It was a true honour to be able to share their moment. It is time for thank you’s. First and foremost to Rick and the DEA team – Helen, Sharlie and David. To Assistant Minister The Hon. Jane Prentice and her office, Flora Carapellucci, and Peter Broadhead and his team at DSS. To the DEA Board for their ongoing and tireless support of the DEA team and myself. To Donna Faulkner (past Chair) for her support and mentorship. Finally and most importantly, to you the members of DEA for supporting us as your peak body for disability employment. David Coles Chairperson

Thank you to our longserving Board members

Donna Faulkner

Keryl Neville

DEA expresses its appreciation for the time, endeavours and commitment given without question by Donna and Keryl, and gratitude that their dedication to disability employment has added so much to our role over the years. DEA is what it is today, in no small measure, because of Donna and Keryl’s intelligence, warmth and humour. Their belief in the value that DEA provides the sector has always been strong. Merci beaucoup.

Member Story Campbell Page

The Campbell Page and Tip Top ‘Be Seen Employment Program’ launched in late April 2017. At its foundation, the ‘Be Seen Employment Program’ aims to build inclusive workplaces that recognise ability. It will provide a roadmap to employers who believe that diversity is key to a successful and thriving workplace. Kicking off the program, nine eager Campbell Page participants were invited to attend an interactive information session, where Tip Top’s Sally Close, could get to know each individual in an informal setting. The idea behind the interactive information session was to change how we look at and conduct standard interviewing and recruitment processes. It gave each individual a chance to demonstrate their strengths without the added pressure of formal recruitment processes. During the interactive information session, Sally asked the participants to break off into groups of two and discuss their achievements and contributions either in previous work, school or life in general. Each participant then shared their partner’s story. A standout moment for Sally was when a young Campbell Page participant with autism, Arturo, sat next to 58-year-old John. John spoke proudly about Arturo’s achievements at school as he encouraged others to overcome their fear of stage performance, and Arturo spoke of John’s many accomplishments. At the end of the day, six of the nine attendees were selected to move to the next stage and come back the following day for a site tour and oneon-one interviews.

For the six shortlisted candidates, the next day began with a site induction and a uniform fitting, before they followed Sally through to the Tip Top warehouse in Dandenong. They were given a full introduction to some of the work they may be completing, if selected as the successful candidates. They were shown everything, from the initial preparation stages and baking of the goods, right through to packaging and distribution. The tour gave all candidates the opportunity to ask questions without feeling nervous or anxious. Using the site tour to break the ice meant the candidates were in an environment where everybody was learning, so the task of asking questions was much less daunting than it would have been if they had to ask the same questions on the first day of work. After the tour, the one-on-one interviews with Sally began. In these interviews, Sally focused on getting to know each individual to gain a better understanding of what each candidate’s strengths were and what support they may need. By getting to know each candidate over two days, Sally was able to make informed decisions that reflected their abilities. From the 5th of June, Arturo will commence a two-week trial period with Tip Top Bakeries. During this two-week trial, Arturo will be guided and mentored by Tip Top team members, as well as by Campbell Page.

Chief Executive Officer’s Report Rick Kane The new Disability Employment Services (DES) seems to be a mixture of something old and something new. Or at least that is how I see it, following the two-year consultative review of the current DES program. From its introduction (whether we call that the late 1980s or the more official point of 1992) the DES program was a market-based model until 2005, with the introduction of Centrelink as the gatekeeper. Even then the program retained a concept called ‘direct registration’, allowing participants to directly access a provider, presumably of their choice. In fact, since 2005, there are providers that have maintained a healthy percentage of direct registrations as their caseload. The other introduction to the new DES is improved and increased participant choice and control. Again, the Disability Service Standards, that DES providers have responded to since the early 90s (and formalised as an accredited system in the early 2000s), expect providers to work with participant directions to achieve their employment goals. However it would be an over-simplification to argue that the new DES market-based model, with participant choice and control, is merely a revamp of what DES looked like all those years ago. It isn’t. The program now includes a much more onerous compliance system and a performance framework that aims for an enlightened understanding of best practice, but unintentionally fuels sector confusion. As we proceed into 2018, DEA will continue to work on your behalf to reduce the unnecessary compliance and improve the value of the performance framework to the program, participants, employers, and providers.

Over the past year DEA has been at the vanguard of the review process. DEA is satisfied with our contribution to the many ‘wins’ that factor into the transition to the new DES. Having the current program extended by three months until July 2018 helps our members with their strategic planning. Achieving a 3 Star Invitation to Treat (ITT) for members ensures that the foundation of the market model in July next year will be made up mainly of the current sector (with its history, expertise and local community and employer connections). Even the Grant application process gives members a better balance of applying to operate in the new DES, as well as the time, resources and budget to turn strategic planning into practical preparation. And while it has taken more than five years to have Indexation reinstated, DEA is happy that it is included in the new DES. Relationships with government and DSS continue to flourish. All parties appear to be working towards similar and agreed goals. We are now discussing just how the new DES can intersect with NDIS and that augurs well for our members. DEA is a successful peak body because it has a proactive and knowledgeable Board to strategically support us, as well as ensure robust governance. DEA staff (below) guarantee that our operations, services and representative role is carried out in a professional and dare I say, quite impressive manner. Our real story is, as always, our members. Whatever DEA does well (and we are very proud of our work) is because of what you do. Continue your good work and we will too. Rick Kane Chief Executive Officer

From left: Sharlie Wise, David Best, Helen Roland, and Rick Kane

Disability Employment Australia Annual Report 2016-2017

Membership

2016-2017 Members Disability Employment Australia is first and foremost a membership organisation. We exist to represent, support and resource our members to deliver high quality Disability Employment Services. Below is a list of our members as of 30 June 2017.

Ability Options Ltd.

Northcott Disability Services

alffie

Nova Employment

Angus Knight Group Artius Autism Association of Western Australia Inc. Barkuma Inc BEST Employment Ltd.

OCTEC Inc. Ostara Australia Outlook Employment Peel Valley Training Enterprise Inc.

Bizlink Inc.

PeoplePlus

Break Thru People Solutions

Red Cross Employment Services

Campbell Page

Royal Society for the Blind

Castle Personnel Services Ltd. CatholicCare Direct Employment Choice Passion Life CIM Employment CoAct

Serendipity (WA) Pty Ltd SkillsPlus Inc. Spinal Injuries Association St. Laurence Community Services Inc.

Community Bridging Services Inc. (CBS)

Sureway Employment and Training

CVGT Australia

SYC

Darwin Skills Development Scheme Inc.

The Deaf Society of NSW

Echo Australia EDGE Employment Solutions Enterprise & Training Company Ltd. EPIC Employment Service Inc. Forrest Personnel Ltd.

The Disability Trust The MS Society of SA and NT Inc. The ORS Group The Personnel Group

Gold Coast Employment Support Service Inc.

The Salvation Army Employment Plus

Great Southern Personnel Inc.

Tursa Employment and Training

headspace National Youth Mental Foundation

Uniting Care Wesley - Port Adelaide

HELP Enterprises Ltd. Ideal Placements Joblink Plus Jobsupport Key Employment Association

Uniting Care Wesley Country SA Inc. UnitingCare Community Employment Service Verto Victorian Deaf Society

Kimberley Personnel Inc.

Vision Australia

LEAD Employment

Westgate Community Initiatives Group Inc.

Lifestyle Solutions Australia Pty Ltd.

WISE Employment Ltd.

Link Personnel Links Community Services MADEC MatchWorks MAX Employment

Work Solutions Gippsland WorkFocus Group Workpower WVA. Inc. / Jobs West

Minda Inc.

Xcelerate Employment Services

Mission Australia

Your Employment Success

Member Story Open Minds Employment

Victor* commenced with Open Minds Employment Services in 2014. Victorâ&#x20AC;&#x2122;s mental health diagnosis is Aspergerâ&#x20AC;&#x2122;s syndrome coupled with a learning disorder. Initially, Victor lacked motivation, enthusiasm, was disengaged from his family, friends and social networks, and was not seeking professional assistance for his mental health issues. Open Minds were able to place him into employment in November 2014 as a kitchenhand. Although this employer was quite supportive of Victor, he did not want to work there and quit his job and would not return. Victor then spent a couple of months working on his mental health with the support of Open Minds. Victor was successful in securing employment in February 2015 and he worked there for about a month, but once again resigned, due to not wanting to work there. Victor was then placed into an Open Minds intensive job ready program for four weeks, which led to another job placement in early 2015 where he remained in employment for just over a year. Victor was able to save and purchase a new car and maintained his employment and mental health by engaging with a psychologist and from accessing support provided by Open Minds. Victor has gone on to work as a kitchenhand at a private hospital, at close to full-time hours, and has recently been able to relocate with his partner to South Brisbane to build a life together there. Victor believes that with the assistance of Open Minds, his life has totally changed. He has gained confidence and become very independent. Victor often checks in to say hello to our Outer North staff and to thank them for the assistance in getting his life back on track and setting him in the right direction. Victor is excited for what the future holds for him. *Participant name and image has been changed to protect his identity.

Disability Employment Australia Annual Report 2016-2017

Highlights

Snapshot of 2016-2017 We would like to thank you for your support and membership of Disability Employment Australia over the 2016-17 year. In partnership with our members, over the past 12 months we have achieved much including:

P The new DES including more flexible servicing, allowing providers to engage participants and employers with their best practice and solutions P The new DES giving providers the capacity to operate a model that can also directly align with NDIS opportunities P Two members’ surveys (included in the DEA response to the 2016 DSS DES Discussion Paper) that gave DSS providerfocused, evidence-based information on expectations for the future of DES P Representation on DSS Reference Group which guided DSS

considerations of the new DES

P Extension of current DES by three months, allowing more time for providers to strategically and pragmatically prepare for the new DES P Indexation included in new DES for ten years (something the sector has not had since before 2010) P In depth and considered 2017 Federal Budget engagement,

including attending the Budget ‘Lock-Up’, meetings with the Assistant Minister and DSS, and analysis, briefings, and meetings with members across the country

P Regular member webinar meetings (over 700 registrations) P Promoting the role of DES providers in national and international forums P Continued advocacy of DES providers as the specialist ‘go-to service’ for disability employment supports P 2016 members’ survey around the new DES P DEA Conference, Leaders’ Forums and roadshows maintained as the largest representation of DES providers of any disability employment gatherings held in the last year P Flexibility introduced for DES participants to choose a provider in an adjacent ESA (the first step in the introduction of greater choice and control for participants and greater flexibility in service delivery for providers) P Maintained relationships with Centre for Disability Studies at Sydney University, Griffith University and ANU Crawford School P Working closely with NDIA

P Attendance and presentations at members’ strategic planning

P Continued international engagements with UK, US and NZ

P DES Business Reallocation again treated with a considered,

P Increased media presence, including a filmed interview with the Assistant Minister, The Hon. Jane Prentice MP

towards the new DES

rather than blunt approach

P NDIS SLES program moving beyond trial phase and

P Active across social media platforms

expanding nationally

P Operational help desk

P Delivery of our popular in-house ‘Achieving DES Star Ratings’ training workshop

P Regular members’ bulletins

P Engagement with five Australian Research Council university

research projects exploring disability and employment

P Regular roadshows that have significant influence on DSS consultations P Increased social media presence and influence

P Star Ratings analysis P Presentations at members’ internal conferences and forums P DES Contractual Compliance Train-the-Trainer package P Exclusive member-only content on our website.

Disability Employment Australia Annual Report 2016-2017

Member Story WISE Employment

When you first meet Bronwyn Shelverton, it’s hard to look past her cheerful personality and infectious smile. It’s this bubbly and positive energy that makes Bronwyn the perfect employee for the hospitality industry. It’s also why she genuinely adores her job at Willie Smith’s Apple Shed and why her employer, Ellie Smith, loves having Bronwyn as part of the team. Thanks to the support of the WISE Employment team in Hobart, Bronwyn has been working two shifts a week at Willie Smith’s for the past nine months and is proving that having Down syndrome doesn’t have to stop you from pursuing a job in something you love. ‘I enjoy working. I’m happy,’ says Bronwyn. ‘It’s a great team, I get along with them well and I like serving our customers, all of them are my favourites’. WISE Hobart worked closely with Bronwyn to help find her a job that would suit her personality and interests. The team also helped organise a support worker, Brent Leonard, to assist Bronwyn during her shifts and

help her navigate and interact in the workplace. In time, Bronwyn will no longer need the support of Brent and will eventually work autonomously. According to Bronwyn’s mother Sonya, Bronwyn’s confidence has skyrocketed since starting in the role. ‘Friday nights are Bron’s favourite shift,’ says Sonya. ‘She loves the atmosphere and sometimes when I go to pick her up at the end of her shift she doesn’t want to leave.’ For the staff at Willie Smith’s, Bronwyn is an absolute joy to work with and Ellie’s noticed an enormous impact on the workplace since she’s joined the team. ‘We’ve always had a really positive workplace. Our staff are really accepting and it’s been wonderful to watch people work alongside Bronwyn. She’s an amazingly cheerful and positive girl and has really become a part of the team,’ says Ellie Smith. ‘I love the effect Bron has on people. You might walk in one day, not so happy, then you look up and see Bron and her big smile and she brightens up your day instantly.’

Disability Employment Australia Annual Report 2016-2017

Submissions

Disability Employment Services Reform Discussion Paper Submission DEA submitted its response to the Department of Social Services (DSS) Disability Employment Services Reform Discussion Paper in December 2016. This Discussion Paper was built on feedback from the initial Disability Employment Taskforce that was set up DSS in 2015 to review the disability employment framework. Our response included the views of our membership as expressed via survey as well verbal feedback from Leaders’ Forums, webinars and roadshows. The Discussion Paper outlined 20 key discussion points across six priority areas. DEA made some key recommendations on each of these. Improving participant choice and control • DEA supported the concept of a person-centred, choice and control model; • Supported the improvement of participant choice and control, and preferably removing the role of Centrelink in this process; • Recommended greater flexibility in the development of job plans as a means of enhancing a participant’s decision making on the journey to sustainable employment; • Supported greater flexibility around transfers to new providers – three in the first year and two in the second year; and • Recommended that participants should have access to a disability advocate where necessary, to support the process of decision making when choosing a provider. Driving greater competition and contestability in DES • DEA supported the move to a more competitive and dynamic marketplace via the removal of market share arrangements and the establishment of a panel of suitable providers for each ESA; • Supported the concept of porous boundaries as a means of allowing participants to choose the most suitable provider for them regardless of ESA boundary; • Strongly argued that new DES model should also encourage providers to attract participants; • This was taken up by the government in the Industry Paper process where DSS identified up to 250,000 potential participants who may be eligible for DES assistance. Aligning financial incentives to support better employment outcomes • Support for a rebalancing of the service to outcome fee ratio, but including calculation of ongoing support fees as part of outcome fees not service fees; • Cautious support for risk adjusted outcome fees, based on a participant’s probability of achieving an employment outcome; • Making a stronger link to ongoing support in the outcome stage for participants at risk of losing their jobs, or potential Jobs in Jeopardy (now Work Assist) participants, especially with the recommended move to 52 week outcomes; • Support for the 4 week and 52 week outcome on the basis that the ongoing support performance framework weighting is discontinued and that weeks in employment (regardless of the number of jobs) counts towards 26 weeks and 52 week outcomes; • Making self-employment outcomes easier to claim in terms of documentary evidence, and greater flexibility than in the current DES program around “breaks in employment guidelines”; and • DEA pushed strongly for the expansion of eligibility criteria for DES so that more students with disability can access the program and that the registration process of eligible early school leavers be streamlined.

Improving the gateway and assessment process • DEA fully supported the need for better assessments and an improved gateway for connections to employment services for people with disability, and argued that this process should take place as soon as possible; • Assisting participants in the workplace; • DEA strongly recommended the continuance of moderate and high ongoing support with the possible removal of flexible ongoing support as an option; and • Recommended the rebadging of Jobs in Jeopardy to a more appropriate title and that the fee structure could be aligned to ongoing support. Building employer demand • DEA supported the need to build employer demand as a crucial aspect for the success of the program and that the government should run several projects enabling employers to demonstrate and share innovative practices in recruiting and supporting people with disability in work. Disability Employment Services Reform 2018 Industry Information Paper Submission Following on from this, the government reaffirmed its commitment to improving employment outcomes for people with disability and announced changes to the Disability Employment Services (DES) program in the 2017 Federal Budget. These were detailed in the DSS Disability Employment Services Reform 2018 Industry Information Paper. DEA made a response to this paper in August 2017. Our response to the Industry Paper was also backed via consultation with our members. As some of the recommendations from the Discussion Paper did not make it to the Industry Paper, we made recommendations solely based upon this paper. In this response we supported the Invitation to Treat (ITT) for the new DES being set at 3 Stars for all providers. This has long been argued by DEA and created a high level of certainty for current providers to be able to prepare for 2018. We also reaffirmed our support to major parts of the Discussion Paper and the Industry Paper around choice and control (participant choice), removal of market shares and the ESAt Review. We expressed our concern around the transparency and risk adjusted outcome payments and would still like more flexibility in the Eligible School Leaver program, breaks in employment outcome policy and more being done to build employer demand. DEA was also supportive of greater alignment with the NDIS. DEA members could also see that greater alignment with the NDIS will have benefit to the DES program with the potential to increase referrals into the program. DEA also strongly argued for adequate support in the transition process and continued consultation around the development of the new performance framework.

Policy Much of the policy work of 2016/17 continued to be around the new DES commencing in 2018. Following the initial consultation that occurred in 2016, the Department of Social Services (DSS) released a Disability Employment Services Reform Discussion Paper to collect views from relevant stakeholders. Disability Employment Australia (DEA) submitted a response (see page 10) that included the views of our membership, as expressed via survey. The Department also produced an Industry Paper in June 2017 based on the feedback from the Discussion Paper. DEA also made an official response to this paper on behalf of its members (see page 10). One major win that DEA had from this process was the Invitation to Treat (ITT) for the new DES being set at 3 Stars for all providers. This created a high level of certainty for current providers to be able to prepare for 2018. DEA did support many of the major parts of the Discussion Paper and the Industry Paper around choice and control (participant choice), removal of market shares, the ITT, and the ESAt review. DEA is still pursuing change in the flexibility of job plans, transparency around risk adjusted outcome payments, ongoing support removed from the performance framework, flexibility around the eligible school leavers program, and more effort being placed on building employer demand with DES providers. We will continue to argue these points into 2018. Along with this, DEA produced a ‘what we know / don’t know’ reference sheet that was updated regularly to include information that became available over time – for example, the announcements made at Budget to extend current contracts to June 2018. In terms of the existing program, there were still a number of policy and guideline challenges. These are usually discussed formally at the DES Operational Working Group. This group only met twice in the first half of 2017. More frequent meetings would enable more time to discuss and resolve the significant items that are raised. In this forum, DEA continued to raise policy issues around: •

Wage subsidy: DEA has been arguing that the rate of DES wage subsidy needs to be reviewed as it has stayed the same level for almost 20 years. Members have long argued that this rate is very low compared to some of the subsidies offered in jobactive (up to $10,000);

•

The 78 week program review: DEA has continued to advocate for the abolishment of the program review following 78 weeks of service. DSS admits that over 80% of participants continue in the program after this review. We will continue to pursue this issue moving into the 2018;

•

Compliance framework: DEA has also been discussing the need to reduce red tape under the departmental compliance framework. Providers have been sent requests for samples in quick succession and during the DES Grant application stage, which we believe is unreasonable;

•

Breaks in employment: There is a need for greater flexibility around breaks in employment. This has been caused by the continued casualisation of the workforce and will become more needed with the move to the 52 week employment outcome in the new DES

•

Eligible school leavers: there still appears to be a high level of compliance checking with this part of the program, making it harder for school students with disability to access assistance to find employment; and

•

Although this was not presented in this forum, there is a need for more clarity around the star ratings in its current form and again moving into the new funding arrangements in 2018.

During 2016-17 it was necessary for DEA to become familiar with components of the NDIS that potentially impact on the DES program, including School Leaver Employment Supports (SLES) and employment supports to enter, or re-enter, the workforce. This is expected to become a large component of policy work as there is a growing relationship between the two programs with some participants being assisted by both, and many DES providers now being registered as NDIA providers.

Surveys Disability Employment Australia conducted three member surveys over the past year. In September 2016 members were asked to give feedback on a number of key aspects of both individualisation and service quality. In December 2016 a survey was sent out as a result of the release of the Disability Employment Services Reform Discussion Paper, New Disability Employment Services from 2018. Questions in this survey centred on the key discussion points of the paper, and in August 2017 a survey was developed to gain member feedback on the DES Industry Paper. The feedback from these surveys informed our formal submissions (see page 10).

Disability Employment Australia Annual Report 2016-2017

Disability Employment Australia is proud to announce ongoing partnerships with Association Insurance Australia (AIA) and VisiCase Anticipating the need to bring broader support services into the DES space, based on the new DES and its intersection with NDIS and other disability and labour market related policy developments, DEA made a commitment to engage corporate partnerships. The first of these were announced at the our 2017 annual conference. They are partnerships with Association Insurance Australia (AIA) and VisiCase. AIA has “extensive skills in designing, administering and managing market leading insurance solutions direct to associations and their members”. VisiCase offers “web-based workflow technology with a scalable foundation which will expand to meet your growing business ongoing business automation needs”.

We also continue to work with our main conference sponsor, alffie training, who create “engaging and user-friendly online courses (designed and built in-house with trademark quality) that equip learners with practical skills and knowledge they can apply in the workplace”. This has been a successful and fruitful relationship. Like a certain conference MC, they have almost become part of the DEA furniture. DEA will work with Paul and the team at alffie to bring more innovative training solutions to DEA members, in preparation for the new DES.

DEA expects these partnerships will create new events and functions beyond the standard forums, conference, webinars and roadshows we currently offer. Technology and financial strategic planning events will occur, aligned to the three core societal levers of change (individualisation, marketisation and digitalisation), that frame how DES providers will need to adapt to new expectations and challenges. These are two areas of an organisation’s commercial operations that will need to be reviewed and updated, based on how the organisation grows and what new business opportunities it engages. These two partnerships allow DEA to bring expertise to members, adding value to your membership. DEA welcomes AIA and VisiCase into the disability employment field. There have been long and stimulating discussions with both organisations as well as DEA Board reflections on DEA’s purpose, vision, and its strategic direction. The Board agreed with the alignments and both AIA and VisiCase valued DEA’s modus operandi. The partnerships were introduced to members at the 2017 conference and we trust that delegates took the opportunity to learn a little about both organisations. AIA and VisiCase both reported loving the conference and were impressed with how attuned delegates were to the big picture considerations they are confronting. We look forward to utilising both organisation’s commercial acumen to assist members turn the big picture into meaningful services for people with disability and improved business activities.

Member Story The ORS Group

Finding employment is not always easy and this was especially true for 22-year-old Blake who lives with anxiety, depression and avoidant personality disorder. Blake said, “I was kind of reclusive, I didn’t really go outside. I sat at home and played video games, just did nothing for the day, woke up the next day and did the same thing.” Blake came to ORS in 2016 to improve his life and find employment. ORS worked with Blake to understand his barriers and his strengths, and began to seek employment that suited him. A local McDonald’s restaurant had the perfect role for Blake. ORS supported him with interview skills training and also attended the interview with him. As a result Blake got the job. ORS’ account manager worked with Blake providing one-on-one support to transition him into employment and ensure that he remained on track. Emma, Blake’s McDonald’s manager, said “when Blake first started he was having some down days with the depression and didn’t really know how to cope. A few months in he’s really learnt to adapt, he knows how to cope with it and he is really thriving in the job.” The change in Blake has been astounding, even his psychologist was shocked by his improvement as a result of ORS’ support and his employment. This is a true demonstration of how working with the right support people to find the right role can have such a significant impact on people. “After working at McDonald’s for three months it has kickstarted me and made me think about what I want to do in the future. I never thought that Macca’s would be a long-term job but for the first time in a long time I am looking forward to the future,” Blake said.

Disability Employment Australia Annual Report 2016-2017

Events & Networking Disability Employment Australia has strong connections with a wide variety of organisations and practitioners. We are pleased to work alongside disability advocates, employers, the government, training bodies and academics to help achieve the purpose that drives us: open employment opportunities for people with disability. DEA sees conferences, forums, meetings and events as central to building ideas and relationships. We attend as active and responsive participants. Here are some events we participated in over the 2016-17 year: • • • • • • • • • • • • • • • • • • • • • • •

Australiasian Society for Intellectual Disability (ASID) roadshow: ‘Individualised Funding and Self Determination’ program Sydney University Centre for Disability Studies (CDS) 2016 Trevor Parmenter Lecture, with guest speaker Prof. Tim Stainton The Hon. Christian Porter MP, Minister for Social Services, speaking at the National Press Club on ‘The Australian Priority Investment Approach to Welfare’ Attended 2017 pre-Federal Budget ‘lock-up’ Australia and New Zealand School of Government (ANZSOG) seminar: ‘Learning from others: The case of funding and regulating the NFP sector’, with Susan Phillips Launch of the National Disability and Carers Advisory Council (formed by the Disability Reform Council) by The Hon. Jane Prentice MP, Assistant Minister for Social Services and Disability Services 2016 National Disability Awards, held at Parliament House Lord Mayor’s Charitable Foundation ‘Inspiring Philanthropy Celebration’ in Melbourne Brotherhood of St Laurence Sambell Oration 2016, given by Rhonda Galbally AO: ‘The genesis of the NDIS: bringing competing agendas together’ Australian Human Right Commission, 2016 Human Rights Awards Victorian Equal Opportunity and Human Rights Commission Human Rights Oration, given by Graeme Innes Department of Education and Training and JobAccess breakfast seminar: ‘Driving Disability Employment’, hosted by Hays Specialist Recruitment Australian Federation of Disability Organisations (AFDO) Diversity Field Officer Service launch breakfast event Independent Disability Services (IDS) seminar: Rick Kane, DEA CEO, presented on the future of disability employment Queensland Government Disability Conference Centre of Research of Excellence in Disability Health, Melbourne University lecture: ‘What Makes Us Healthy? A Disability Perspective’ Crownability launch for International Day of People with Disability Recruitment & Consulting Services Association of Australia Conference: (RCSA) Rick Kane, CEO, DEA, presented on the future of disability employment 2017 National Employment Services Association (NESA) National Conference World Association of Supported Employment (WASE) meetings in Belfast – met with representatives from Brussels, Ireland, Canada and UK Centre of Research Excellence in Disability and Health (CRE-DH) meeting at The University of Melbourne to discuss upcoming research project Rick Kane, DEA CEO, interviewed by Professor Kostas Mavromaras from Flinders University for study ‘Evaluating the impact of the NDIS on people with disability and their family and carers’ Rick Kane, DEA CEO, was interviewed by In the Black magazine regarding the reforms to the DES program.

Key Relationships Disability Employment Australia continued to reinforce our key significant relationships over the 2016-17 year: • • • • • • • • • • • • • • • • • • • •

The Hon. Christian Porter MP, Minister for Social Services The Hon. Jane Prentice MP, Assistant Minister for Social Services and Disability Services Jenny Macklin MP, Shadow Minister for Families and Social Services Senator Carol Brown, Shadow Minister for Disability and Carers Senator Rachael Siewart, Greens Party Alastair McEwin, Disability Discrimination Commissioner, Australian Human Rights Commission Ed Husic, Shadow Minister for Employment Services, Workforce Participation, and Future of Work and Shadow Minister for the Digital Economy The Hon. Leesa Vlahos MP, Minister for Disabilities and Minister for Mental Health and Substance Abuse, SA Government Michael Lye, Deputy Secretary, Disability and Carers, Department of Social Services Flora Carapellucci, Group Manager, Disability Employment & Carers, Department of Social Services Peter Broadhead, Disability Employment Services, Branch Manager, Department of Social Services Chris D’Souza, Acting Branch Manager, Supported Employment Policy Access and Engagement – Department of Social Services Teresa Veldez, Disability Services, Victorian State Office, Department of Social Services Graeme Innes, Chair, Attitude Foundation Limited Matthew Wright, Branch Manager of Design and Inclusion, National Disability Insurance Agency Peter DeNatris, Branch Manager and Consultant, National Disability Insurance Agency Frank Quinlan, CEO, Mental Health Australia Dr Carmel Laragy, Senior Research Fellow, Centre for Applied Social Research (CASR), RMIT Ian Payne, Marketing Manager, Independent Disability Services Annette Borrows of Canadian Association for Supported Employment (CASE).

Other connections • • • • • • • • • • • • • • • •

Department of Social Services Department of Employment Australian Public Service Commission National Disability Insurance Agency National Employment Services Association National Disability Services Jobs Australia Women with Disabilities Victoria Independent Disability Services Australian Federation of Disability Organisations National Ethnic Disability Alliance Centre for Disability Studies Brain Injury Australia The Centre for Disability Employment Research and Practice Deakin University Australian Council of Social Service.

Member Story

SensWide Employment SensWide Employment, a division of the Victorian Deaf Society, has been connecting Australians to work for over 25 years. As a boutique Disability Employment Services provider in Melbourne, we have developed a successful service delivery style that reflects our unique set of contracts that we proudly deliver for the Australian Government. WorkingOUT is the brand of our LGBTIQ+ specialist contracts, which are a unique service and the only one in Australia catering to the LGBTIQ+ community. Gyan commenced with SensWide Employmentâ&#x20AC;&#x2122;s WorkingOUT program in September 2015. Gyan identifies as a trans woman and whist being on program Gyan faced many and varied challenges with gaining employment. Eventually Gyan secured a role as a housekeeper. Unfortunately, due to some physical limitations, Gyan was unable to sustain her role, so returned to working closely with her Employment Consultant to find a better-suited position. After three months of vocational counselling and career guidance, Gyan secured a role with Lush Australasia as a Sales Assistant.

Lush is an international cosmetics company with over 950 shops throughout 52 countries. They are a campaigning organisation and have a strong focus on human rights, animal welfare and environmental sustainability. Lush prides itself on being an equal opportunity employer and is active in lobbying for LGBTIQ+ rights. Gyan has now been working at Lush Australasia for over ten months, has built a strong bond with her colleagues and managers, and has become a valued member of the team. As a result of gaining employment, Gyan has expressed an improvement with her overall health, relationships, financial security and independence. With the support of SensWide Employment and her employer, Gyan is able to be open about her transgender status and bring her authentic self to work. Gyan is aiming for career progression within the organisation where, she will continue to grow and achieve her goals.

Disability Employment Australia Annual Report 2016-2017

Member Story EPIC Assist

Father of four Mark had been working as a painter for 20 years when a workplace accident suddenly threw his career into disarray. “I injured my knee on the job, and two operations later it’s still no good,” explains Mark. “Heavy lifting and manual work wasn’t an option anymore, so I had no idea what I was going to do for work.” Mark met with EPIC Assist who worked with him to identify his interests and build career options. “I’d gotten into hobby jewellery making and was really enjoying it,” said Mark. When a jewellery role became available at Gold River Jewellers on Brisbane’s north side, EPIC insisted Mark put his name forward. Gold River Jewellers co-founder, Darren Ryan, could see great potential in Mark and knew that his passion and interest in jewellery making could make him a great asset to the business. “Mark’s position is better than an apprenticeship because it’s completely hands-on learning on the job,” said Darren, who has 33 years’ experience in the jewellery making field. “Mark will certainly move forward in the next couple of years. Even now he says, ‘remember when I first started and I couldn’t do this or that?’ He’s come a long way and he’s going to be successful. I can tell,” said Darren. Mark believes his injury may have been a ‘blessing in disguise’, allowing him to step into a career with greater longevity. “A lot of guys in manual labour jobs do struggle with the physical aspects of the job as they get older, and if they don’t want to get into supervisory or management roles, they face a predicament. But I’m really pleased I will be able to do this job until I retire; it suits me well,” said Mark.

Research Relationships Disability Employment Australia continues its association with academic research in relation to disability employment and is working on several projects, including: Queensland University of Technology and University of Queensland: Seamless journeys to work for young adults with physical / neurological disabilities The overall aim of this project is to help make the transition to work smoother for young people with physical disability. The project seeks to understand their experience of transition to work, identify interventions to improve service delivery through self-service technology (SST) (services delivered by individuals using technology), and by facilitating choice, self-determination, and the sharing of journey to work experiences. The project achieves this by using a system-interactional approach, which offers an in-depth and cross involvement understanding of the complexity of the journey to work for an under-researched group, who experience everyday discrimination and violation of their human rights and fundamental economic and social freedoms. DEA offers support for this project and participates on the reference group. The University of Melbourne ARC Linkage Project: Improving employment outcomes for Australians with disability The overall aim of this project is to address the unmet need for an evidence base on strategies to better enable people with disability to attain sustainable and meaningful employment. The project will identify how the characteristics of employment services, jobseekers, and workplaces affect employment outcomes, and it will quantify the ways in which employment contributes to the social and economic wellbeing of people with disability. The research findings will enable partner organisations to contribute to policy development and service sector reform in

relation to delivery of effective employment service models for people with disability, as well as informing employers regarding barriers to employment and suggesting recommendations to overcome these. DEA offers support for this project and participates on the reference group. Centre for Disability Studies (CDS), The University of Sydney: Employment outcomes for people with autism spectrum disorder The overall aim of this study is to improve employment outcomes for people on the autism spectrum who are supported by Disability Employment Services (DES) providers. The study will investigate the facilitators and barriers that affect employment outcomes for adults with autism spectrum disorder (ASD) and identify evidence-based practices and support strategies to enhance their employment success. DEA has been assisting with the development of the online survey to DES providers who have worked with jobseekers with ASD to find out key facilitators and barriers to employment and any support processes or strategies that assist. Australian Federation of Disability Organisations (AFDO): The Diversity Field Officer Project DEA is on the reference group for this project. The Diversity Field Officer service is an innovative employer engagement strategy focused on building the ‘disability confidence’ of business, including small and medium-sized enterprises to become more welcoming, confident, and accessible. AFDO is collaborating with Deakin University on this project. Other key research relationships include: • • •

headspace Digital Work and Study Steering Committee; Australian Public Service Commission RecruitAbility Scheme; Back2Work reference group.

Disability Employment Australia Annual Report 2016-2017

International Engagements DEA increased its international reach over the last 12 months with invitations to present at the Rehabilitation International (RI) conference in Edinburgh, the Zero Project Conference in Vienna, the Canadian Association of Supported Employment (CASE) in Vancouver, and finally at the World Association of Supported Employment (WASE) in Belfast. Please note: while Australia uses the phrase, open employment, most of the rest of the world calls it supported employment. These trips were all very valuable to both learn and share. Rehabilitation International (RI) Conference, Edinburgh, October 2016 Rick Kane, DEA CEO, attended the RI conference with 1000 other delegates, of which close to 300 were from China. He spoke with representatives from Indonesia who are just starting on the journey that Australia began in the mid-1980s. A delegate from Belgium explained that there was still much to do in their country in regard to better support and assistance for young people with developmental disability transitioning from school to the workforce. Workplace modifications (or reasonable adjustments) were seen as a critical support across the world. It was apparent that Australia has one of the best models in the world. Zero Project Conference, Vienna, February 2017 Thérèse Campbell, DEA Board Director, represented DEA and JobAccess at the 2017 Zero Project Conference in Vienna, where the theme was disability employment. The Zero Project researches innovative practices and policies internationally and shares those that best demonstrate the implementation of the UN Convention on the Rights of Persons with Disabilities. It was wonderful to be amongst the 500 delegates from over 80 countries learning about the 56 innovative practices, 11 innovative policies, and 221 social indicators nominated from 121 countries. Australia’s JobAccess service was selected for leading policy internationally for being “exemplary in the areas of innovation, impact and transferability”. It was recognised for removing barriers to employment for thousands of Australians by providing a national hub for practical advice and assistance to people with disability, employers, and service providers, and co-ordinating workplace modifications and adjustments to assist people to find or retain a job, and progress their careers. Canadian Association of Supported Employment (CASE) Conference, Vancouver, May 2017

meetings out of conference hours. The registration for the conference was courtesy of CASE. The airfares, meals and accommodation were courtesy of Disability Employment Australia and David’s time was covered courtesy of his employer, EPIC Assist. David gave two presentations: National Disability Insurance Scheme: Economic participation on day one, and Working with persons with disability: An international perspective (along with Annette Borrows, CASE Canada and Allison Wohl, APSE – USA) on day three. There is a strong appetite from both the Canadian and the US peak bodies for open employment to collaborate further and more formally. There is an understanding that the good fight is being fought and being fought well, but being aligned to evidence-based world thinking will be a valuable tool to assist working with disparate governments to develop more consistent services. In return CASE presented at the DEA Conference in Brisbane (see page 21). World Association of Supported Employment (WASE), Belfast, June 2017 At the WASE conference, attended by 700 delegates from around the world, Rick Kane was on a panel discussing the similarities and different approaches to assisting people with disability into sustainable employment. There were representatives from Northern Ireland, Canada, Spain, Germany, and the European Union on this panel. It was with great pride that Rick was able to promote Australia’s DES program as the only nationalised program and that it has been operating for over 25 years, underwritten by legislation and the Disability Service Standards. While at the WASE conference, Rick also represented DEA at several meetings conducted to re-establish WASE as an international entity to enable like associations across the world to share best practice, evidence-based research and local resources. Across these international conferences and gatherings, delegates and presenters agreed there were five core factors to improving the level of workforce participation for people with disability. They are to: reduce stigma, enhance school to work transition, build the confidence of people with disability, work harder at employer engagement, and set targets including government taking the lead. Engaging in the international discussion is vital to reinforcing Australia’s standing as a leader and bringing new ideas into our domain.

David Coles, DEA Chair, attended the CASE 2017 Conference held at the Sheraton on the Falls Hotel at Niagara Falls Ontario. This three-day conference also included a pre-meeting with the CASE Board and several

Member Story OCTEC

Mandy Clarke is the daughter of former OCTEC employee, Michael Clarke, who was a highly respected and long-serving trainer and assessor. When Mandy found herself in need of employment, she requested to be linked with OCTEC and was referred to Lithgow Employment Service. Mandy lives with a spinal disorder and insomnia, making jobs with regular early mornings or heavy lifting a challenge. Mandy identified hospitality as an industry that she wanted to work in, if she could find the right job with the right employer. And so Mandy commenced her job search supported by OCTEC career consultant, Annette McPhail. Annette organised for Mandy to complete a barista course, with OCTEC covering the costs. OCTEC also paid for work clothing and car registration, to ensure Mandy was ready to start work as soon as a job came along. Annette set up a job interview at the Sticky Date café in Lithgow in August 2016, six weeks after Mandy commenced with Lithgow Employment Service. The interview went well and Sticky Date owner, Adam Taylor, was impressed with Mandy’s vibrant personality and enthusiasm for work. Annette worked with Adam to develop a Biz Support package to assist the Sticky Date in the early days of Mandy’s employment. Being a small business with few employees, the Biz Support package was customised to enable a quick start for Mandy and financial assistance while Mandy was being trained. Mandy has been at Sticky Date for over nine months and continues to really enjoy the work, growing her confidence, motivation and financial independence. Adam is very pleased with Mandy and the many things she contributes to the workplace. It’s been a job match that has just worked – a ‘perfect match’, you might say. Mandy is very appreciative of the support she’s received from Adam and Annette, as well as from OCTEC Regional Manager, Chrissy Champkin. She has a simple but powerful message for anyone who finds themselves in the same situation she was once in: “a job opens all doors of life”.

Disability Employment Australia Annual Report 2016-2017 Annette Borrows, President of the Canadian Association for Supported Employment (CASE) addressing delegates during day two of our national conference.

Conference 2017

Disability Employment Australia’s Conference was held in September 2017, however most of the preparatory work occurred in the 2016-17 financial year. The 2017 conference attracted over 340 attendees to Brisbane’s Hilton Hotel. Delegate feedback was overwhelmingly positive and indicated high overall satisfaction, particularly in reference to the program and networking opportunities. This year’s conference examined the future of disability employment and the new DES program. The conference was guided by four themes: choice and control, competition and contestability, employer engagement and service quality. The conference opened with a powerful presentation from renowned change-management guru Jason Clarke, who encouraged delegates to embrace – and even lead – the changes that are happening across the sector. Following this, Tim Flowers, a highly sought-after audit, assurance, optimisation and business agility specialist, delivered a timely presentation on the strategic and financial changes that will be required to operate in the new DES. Day one also featured insightful panel sessions on the hot topic issues of employer engagement and participant choice and control. It concluded with a lavish Gala Dinner and Hall of Fame award ceremony (see pages 22-23).

Cátia Malaquias, founder and director of Starting with Julius, launched the discussion on day two by delivering a keynote presentation on the representation of people with disability in the media and the importance of inclusive imagery and messages. International guest speaker and president of the Canadian Association for Supported Employment (CASE) Annette Borrows (see photo opposite page) then shared the stage with Australia’s Disability Discrimination Commissioner, Alastair McEwin, to explore the differences and similarities between Canada and Australia in the role of lifting the workforce participation rate of people with disability. We were also thrilled to hear from the Senior Director of Microsoft Australia, Sarah Vaughan, who encouraged delegates to harness platform innovation in this era of disruptive change. She examined how person-centred services can use emerging technology to improve and innovate. Day two culminated with a panel session on what the future of disability employment looks like as we head into the new DES. As usual, the breakout sessions were crammed with challenging, stimulating and thought-provoking presentations. At the heart of the conference was the understanding that a major shift in disability employment services is underway, and therefore there is a need to explore and embrace the future, while not forgetting what the past has taught us. Disability Employment Australia thanks all our speakers, delegates, sponsors and exhibitors for making the 2017 conference such an incredible event!

Disability Employment Australia Annual Report 2016-2017

Mick White

Don Grimes AO

The Disability Employment Australia Hall of Fame recognises individuals who have made significant and long-term contributions to the development and progress of disability employment in Australia.

Hall of Fame 2017 Inductees

The Disability Employment Australia Hall of Fame recognises excellence and life-long commitment to the evolution of disability employment in Australia at a multi-state, national or international level.

Don Grimes AO – for his major contribution to the principles of the Disabilities Services Act by promoting the value of people with disability and their inclusion in the life of the community.

This is the eighth year that DEA has recognised the contribution of individuals to disability employment or the broader disability sector. In 2017 we welcomed two inductees into the DEA Hall of Fame – Mick White and Don Grimes AO.

Don Grimes began his career as a medical practitioner in London and Tasmania, before entering parliament as a politician in 1974 as an Australian Labor Party Senator. Following Labor’s election victory in March 1983, Don was appointed Minister for Social Security in the Hawke Government.

Mick White – for his leadership, influence and success in the disability employment sector in Australia. Mick White was the long-term CEO of Western District Employment Access (WDEA), only retiring last year after an incredible 27 years with the company. WDEA first commenced in 1989 as a service to assist clients with disability to enter the workforce. Starting with three employees, under Mick’s Leadership, WDEA initially operated out of a small office in Warrnambool, however soon extended its coverage to Colac, Portland and Hamilton. As demand continued to grow, the organisation expanded its operations and services to cover a broader cross-section of the community and region. The organisation now operates across 11 major cities and towns and boasts 420 staff members, approximately 90 of whom have a disability, confirming Mr White’s ongoing promise to practice what he preaches. Since 1989, WDEA has created many support programs to assist those living with disability. Programs such as the Socialisers, ArtLink, CareerLink and the growth of WDEA’s Charitable Trust have maintained WDEA’s commitment to assisting the most vulnerable members of our community. While Mick’s strategic direction of WDEA led to its success, it was also during this time that the disability employment sector was enhanced through Mick’s involvement in ACE Victoria and then DEA at a Board level. Mick is well respected by representatives of the Department, Government officials and Ministers, past and present. He has always had the utmost respect and determination for people with disability to be active members of an inclusive community. Words and phrases such as individualised service provision, choice and control and customised employment have been part of Mick’s vocabulary since the late 1980s.

In 1983 Don satisfied a pre-election commitment by establishing the Disability Advisory Council of Australia, which provided a mechanism for people with disability to directly advise the government. This initiative was closely followed by the Handicapped Programs Review (1983–85) and its legislative outcome, the Disability Services Act 1986. The Handicapped Programs Review involved a comprehensive public examination of government social policy, as it affected people with disability. The review paved the way for how we view disability services today, as it was based on the principle that future government funds should be directed towards services and programs that provided the individual with the greatest amount of flexibility. The resulting report, New Directions, highlighted existing shortcomings in provisions for people with disability, including segregation, institutionalisation, lack of choice and Dickensian-style sheltered workshops. Don’s crowning ministerial achievement was the enactment of the Disability Services Act 1986. The measure was testimony to his readiness to challenge the opinions of professionals and organisations when he felt that those opinions did not best serve the interests of stakeholders. Despite the opposition of some service providers, there was bipartisan support for the Act which, for the first time, linked government funding of organisations to specified outcomes for their clients with disability. In his second reading speech Don emphasised that the bill represented a ‘new deal’ for people with disability, and provided ‘a proper recognition of their rights and dignity, and opportunity for the fullest possible participation in the community’. Both Mick and Don are welcome and deserving additions to DEA’s Hall of Fame. Thank you for your passion and commitment over the years.

Disability Employment Australia Annual Report 2016-2017

Future Directions Disability Employment Australia is committed to being Australiaâ&#x20AC;&#x2122;s leading peak body on disability employment. This is achieved by investment in our three strategic priorities: Shaping the future of disability employment, building the Centre of Excellence, and delivering membership services.

Our Vision

Disability Employment Australia is the preeminent peak body that works to provide thought leadership in order that people with disability achieve full citizenship

Our Purpose

Represent, support and develop capabilities to enable best practice in employment for people with disability 24

Member Story MAX Employment Three young job seekers have been given the opportunity to gain real work experience thanks to Coles Burleigh Waters. Palm Beach Health Service Officer (HSO) Natalie Thoumine was prospecting local Treetops Shopping Centre when she bumped into Coles Store Manager, Karen Russell. “I was on my way out when I thought I’d pop into Coles. I happened to meet Karen at the front desk,” Natalie explained. Karen was looking to fill several positions within the grocery store and was more than willing to trial young people through the Prepare, Trial, Hire (PaTH) internship program. PaTH not only gives job seekers aged 15-24 the opportunity to gain hands on experience in their desired industry, but provides routine and consistency for those who might be lacking motivation. This was the case for 19-year-old Casey who has challenges with communication, social skills and managing stress. After four weeks working in the Coles fresh produce section, Casey has matured in waves. “I’m in a routine now; I get up on time, make sure my uniform is ready and come into work,” he said. Casey ensures the store is fully stocked with fresh fruit and vegetables, as well as tidying aisles and assisting with customer enquiries. He says the experience has been invaluable. “Working on the floor, I get asked questions from customers all the time. Some customers are difficult but I try to listen and help the best I can.” He is especially appreciative of the Coles team who have been very welcoming. “I have worked places where I wasn’t treated right and had to leave. I like it here.” he said. HSO Natalie says the improvement in Casey is remarkable. “He didn’t seem to be taking it seriously at the beginning, he turned up to the work trial dressed inappropriately and was mucking around - I think he was nervous. It was a great achievement to see him dressed in his uniform. He fit in as part of the team straight away.” The PaTH program gave Coles Store Manager Karen the opportunity to see if Casey was the right fit for the job and her team, while providing Casey with new skills. For Karen, the PaTH participants are no different to any other employee. They need to show up on time and prove their skills in speed and efficiency like any other staff member. At the end of the four-week trial, Casey and the other participants will be assessed to determine permanent employability. So far, the future looks fresh for Casey. He continues to work on his communication ability and managing stress levels, and he hopes that permanent employment will come from his PaTH internship.

Disability Employment Australia Annual Report 2016-2017

National Leaders’ Forum National Leaders’ Forum: 17 November 2016 The November Leaders’ Forum took place at the Stamford Plaza Sydney Airport Hotel. The day featured a keynote presentation from The Hon. Jane Prentice MP, Assistant Minister for Social Services and Disability Services, and two sessions from the Department of Social Services featuring Helen Green, Director – DES Support Programmes & Employer Engagement, and James Christian, Group Manager, Disability, Employment and Carers. There were also two highly informative panel sessions on employer engagement and the NDIS. The forum attracted 120 delegates. The Annual General Meeting was held after the Leaders’ Forum. The 2017 Disability Employment Australia Board election results were announced at the meeting. Donna Faulkner has now completed her term as Chairperson. Disability Employment Australia cannot thank Donna enough for her exceptional leadership and clear-headed direction. As members know, Donna’s efforts as Chair have helped reinforce Disability Employment Australia as the number one peak body for disability employment in Australia. David Coles was elected as the incoming Chairperson at the first Board Meeting following the AGM, on 18 November. Keryl Neville was elected Vice-Chairperson and George Lambrou remains the Treasurer of the Board. Garry Davison was re-elected onto the Board and Thérèse

Campbell was also elected, replacing Cherie Jolly. DEA would like to recognise and thank Cherie Jolly deeply for her outstanding contribution to the DEA Board over the past four years. Appointments to Board positions were made at the Board meeting on the 18th of November in Sydney (see photo below): • • • • •

Chairperson – David Coles Vice Chair – Keryl Neville Treasurer – George Lambrou Secretary – Rick Kane Directors – Donna Faulkner, Garry Davison and Thérèse Campbell

National Leaders’ Forum: 27 April 2017 The April Leaders’ Forum took place at Hotel Realm, Canberra with 140 delegates attending the one-day event. The day featured an extremely relevant and timely presentation on the DES procurement process by Ingersoll Consulting Director, Alicia Weiderman, and an engaging and insightful session on the strategic direction of the NDIS by NDIA Board Member, Glenn Keys. Delegates also heard from Professor Errol Cocks about choice and control in disability and Peter Broadhead provided Forum delegates with a broad-ranging and considered understanding of reforms to the new DES. Overall it was a great and focused day which concluded with DEA’s networking drinks.

From left: Thérèse Campbell, George Lambrou, Donna Faulkner, Garry Davison, Keryl Neville and David Coles

Member Story

The Personnel Group It’s no secret that finding the right job enhances a person’s wellbeing and for Wodonga client Bradley, an opportunity to work at Harvey Norman has certainly changed his life for the better. When Bradley first came to The Personnel Group, he was very quiet and withdrawn, so his employment consultant, Rochelle, spent a lot of time building rapport with him. Gradually his confidence grew and his true personality started to shine through. During one of Bradley’s appointments he mentioned that he enjoyed putting flat pack furniture together, so Rochelle and her colleague Sandra started marketing Bradley to all of the furniture stores in the local area. An initial meeting was scheduled with Simon, a franchisee of Harvey Norman Electrical. Upon hearing Bradley’s story, Simon made no hesitation in arranging a time to meet Bradley with a view to offer him paid employment. The meeting between Bradley, Simon and Melinda (Bradley’s manager) proved to be a success, and soon after Bradley commenced work with the team at Harvey Norman. Eight months down the track Bradley is a much more confident young

man. He enjoys talking about his role and the great people he has met along the way. Bradley likes carrying out a variety of duties at Harvey Norman – including separating packaging for recycling, assembling flat pack furniture, cleaning the showroom, and administration and computer work in the office. Bradley has learnt his tasks quickly and has settled in to his workplace effortlessly. This is a direct result of the quality training and support provided by Harvey Norman and Bradley’s dedication to his employer. Melinda, Bradley’s Manager, says that Bradley’s infectious personality, great work ethic and sense of humour has lifted morale within the team and that he is extremely popular amongst his colleagues, and a real asset to the Harvey Norman team. Melinda contacted the Wodonga office a few months ago to ask if we have offices based in the Melbourne area, as after hearing about Bradley’s success story, and the service provided by The Personnel Group, a lot of the franchisees were keen to employ a person with disability.

Disability Employment Australia Annual Report 2016-2017

Roadshows 2017

In February and May 2017, Disability Employment Australia conducted roadshows across mainland capital cities. Over 150 members attended these meetings from over 100 DES providers.

off with a foundation of providers with strong local area knowledge and connections. Providers asked that DSS support sector development and capacity building to ensure market stability and success.

The February roadshow was designed to consult with members about the current DES model and how it is operating, as well as to seek feedback on the new program. The core concern expressed through these meetings was the timeline and milestone moments to the new DES. Providers, by and large, said they accepted the change to choice and control and a market rather than a market share model. However, with the new DES due to kick off in 2018, providers were concerned that they had not received an official DSS communication as to the results of the Discussion Paper and the extent of the changes from the current program to the new DES.

The May roadshow examined the new Federal Budget 2017. These meetings were designed to help members to better prepare for the DES Industry Information Paper, which was due in early June. Since Budget night DEA had several meetings with DSS and The Hon. Jane Prentice as part of this process. The Budget meetings also provided a deeper review of the Budget initiatives (beyond the new DES).

Given there was only 12 months before the start date of the new DES and allowing for a procurement period, transition period and a period that DSS would need to assess tenders, providers were already feeling pressured to start planning. Providers wanted clear sight on details such as the fee payment, performance framework, regulatory model, service delivery expectations and the capacity to market. The sooner they had clear sight on those subjects (and details), the better they could financially model the new DES and compare their current operations to what might be required in the new DES. Providers believed that the movement from the current program to the new DES should include minimal disruption to participants, providers and employers. Providers asked for a minimal procurement process (there had been a recent business reallocation that, in effect, administered a removal of poor performing contracts) that would see the new DES market start

The key topics that members provided feedback on were: • • • • • • • • • • • • •

Choice and control Procurement Invitation to Treat (ITT) Star ratings / Performance framework Risk adjusted outcome payments Gateway Employer engagement Moderate Intellectual Disability Loading (MIDL) Early School Leaver (ESL) trial Ongoing support Job in Jeopardy (JiJ) / ‘Work Assist’ Employment Service Area (ESAs) and porous boundaries 52 week outcomes

DEA has taken all of these issues and factors to DSS and the Assistant Minister, and in a lot of cases reforms have occurred based on our members’ voices.

Member Story MatchWorks

MatchWorks, in collaboration with Norgrove Training, has developed partnerships with several aged care providers in Adelaide to employ 40 job seekers over a 16-month period. Twenty-five MatchWorks job seekers have undertaken a Certificate III in Individual Support, to become personal care workers and 15 have been placed in roles as cleaners, kitchen hands, administration, and in gardening and maintenance. MatchWorks team member, Derek Jaffer, established a relationship with national leading aged care provider Estia Health in 2015. They have employed 23 MatchWorks job seekers in a variety of roles, including eight with disability. Estia Health Hope Valley Executive Director, Natalie Allen, said

MatchWorks had assisted them in finding the right people for the business. “We have secured some valuable members to our team and have great support and assistance from MatchWorks for every job seeker throughout their journey,” she said. “The job seekers have shown a real commitment to their role and have expressed to me how good it is to have ongoing employment to support their income. To watch them go from mild, quiet workers, to solid and social members of the team has been lovely to see. It has been rewarding for everyone involved.” Pictured: Estia Health Executive Director Natalie Allen, and MatchWorks job seeker Leanne.

Disability Employment Australia Annual Report 2016-2017

Looking Ahead

DEA again applies its circular diagram to envisage the next 12 months of strategic direction in disability employment. This is our compass. As we described last year, “it is the way to direct our energies” in actions and activities that can best respond to and be pro-active about disability employment policy and practices. The most significant change from last year is in DEA’s offer to represent, resource and support our members. Last year, and through the DES review, the bulk of our work was member representation. Next year the pendulum will swing to more support and resourcing to members. Have no fear, we will continue to be the best representative body for the disability employment sector but as the diagram below

demonstrates, we will ramp up our support with a suite of resources to see you into the new DES and beyond. DEA, like the sector it represents, needs to change. Our change aligns with a core objective of our Strategic Plan – that is, to formally develop DEA into a disability employment Centre of Excellence. A place where members can access best practice service delivery ideas and models, evidence-based research and explorations of the barriers to employment for people with disability, innovative employer engagements, and endorsing the DES sector as the go-to service provider for disability employment supports beyond DES and into the NDIS and the greater community. We will be online and in every neighbourhood, that’s where we are heading.

Staff & Board Staff

Rick Kane Chief Executive Officer

David Best Senior Policy Officer

Helen Roland Office Manager, Executive Assistant and Membership Services

Sharlie Wise Communications Officer

George Lambrou Treasurer

Donna Faulkner Board Member Executive Director, Work Solutions Gippsland

Board

David Coles Chairperson State Manager Victoria, EPIC Assist

Garry Davison Board Member General Manager, Jobmatch Employment Agency

Keryl Neville Vice Chairperson CEO, LEAD Employment

Thérèse Campbell Board Member Executive Director, WorkFocus Group

Disability Employment Australia Annual Report 2016-2017

Representing Australiaâ&#x20AC;&#x2122;s Disability Employment Sector

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@Disabilityemplt #DEAU

Disability Employment Australia

DisabilityEmployment

disabilityemployment.org.au 03 9012 6000

Level 4, 140 Bourke St, Melbourne, Victoria 3000 | Phone: 03 9012 6000 | Email: info@disabilityemployment.org.au