2018 Disability Employment Australia Annual Report by Disability Employment

DISABILIT Y EMPLOYMENT AUSTRALIA

Annual Report CELEBRATING EMPLOYER EXCELLENCE

2017-2018

Disability Employment Australia Annual Report 2017-2018

Contents Chairperson’s Report 3 Member Story: Vision Australia 4 Chief Executive Officer’s Report 5 Member Story: Ability Options 6 Membership: 2017-2018 Members 7 Snapshot of 2017-2018 8 Member Story: UnitingCare Community 9 Submissions 10 Policy 11 Member Story: Maxima JobLink 12 Partnerships 13 Events and Networking 14 Member Story: LEAD Employment 15 2018 Workforce Survey 16 Research Relationships 18 Member Story: Expression Employment 19 Conference 2018 20 Hall of Fame 2018 Inductees 23 Capability Development 24 Member Story: Workways 25 National Leaders’ Forum 26 Member Story: GCESS 27 The New DES Practitioners’ Forum 28 Member Story: Mylestones 29 Looking Ahead 30 Staff and Board 31

Cover image: Owner of Mockingbird Café, Joanne Jackson (pictured left) is passionate about employing people with disability. With the help and support of ON-Q, she has employed Hayden (pictured right) to work in her bustling beachside café. The joy that Hayden brings to the staff and customers is evident as soon as you walk in. Joanne loves that she’s been able to see the change in Hayden first-hand, and is grateful to the ongoing help and support offered by ON-Q.

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 In every Annual Report from the Chair I have begun with ‘what a year it has been since the last Annual Report!’ I guess this should not be a surprise and I am willing to put money on next year’s report starting similarly! Disability Employment has moved firmly into a new world — a world shaped by the principles of the National Disability Strategy — a world of participant choice of provider and location. This new world also brings significant increase in competition for those providers who won a place on the new provider panel. It is still very early days and the impacts on providers and participants of this freedom of choice and the more open market are yet to be fully realised. The new framework is more than — and needs to be more than — a program. For providers to attract and keep their participants, the service delivery needs to be focused on their individual needs rather than the needs of a contract. While the shift has been made, there is still significant influence from the deed and the targeted compliance framework. It will be an ongoing challenge to separate this from the flexibility required for true individualised service. It is clear that this new framework will be dynamic and a work in progress, becoming more evolution than revolution. There is much work to be done and Rick and the DEA team have not left the frontline. There are significant questions about the unforeseen consequences emerging within the risk-based funding tool for those within the learning cohort and eligible school leavers. We remain eager to participate in the promised review of the assessment process. There is much work to be done in developing the NDIS/DES intersect, and in establishing where capacity building ends and employment support begins. The National Disability Strategy ends in 2020. DEA have been big supporters of the Strategy as it has (along with the Act) underpinned the non-negotiable themes of participant choice and control, and social

participation. The Strategy is placed in the centre of the DEA Strategic Plan. The Strategy, while it could be argued was limited in its application, has had profound influence. DEA have already been invited to sit at roundtables to discuss the new framework and indeed if there will be a new framework to replace the Strategy. This is important work for DEA to ensure disability employment remains a significant cornerstone. The DEA Board have given Rick and his team the go-ahead to design, develop and implement the DEA Centre of Excellence, as outlined in our Strategic Plan. Disability Employment is now clearly more than just the DES Program, and the DES Program will only benefit from embracing the rapidly expanding resource network of people with disability who want to experience open employment. Now that the constraints of market share have been lifted, the NDIS, ADEs, and even those willing to self-fund, are all new opportunities. Also, we have a role to play in creating a better profile for DES as the ongoing support provider. During a recent segment regarding disability employment on the ABC Q&A program, the DES program did not get a mention. We need to be telling our stories at every opportunity and to be loud and proud. There is work to be done, and Rick is on to it! Finally, it is time for thank you’s. First and foremost, to Rick and the DEA team: Helen, Sharlie, David and George. To Assistant Minister Prentice and her office, Peter Broadhead and his team at DSS, and Jeannie Hodges at the NDIA. To the DEA Board for their ongoing and tireless support of the DEA team and myself. 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 Minister Prentice DEA would like to acknowledge the friendship and leadership of The Hon. Jane Prentice, MP Assistant Minister for Social Services and Disability Services, through the most difficult period of the DES review, the Grant application process, the transition and the commencement of the new DES. We admired her steadfast commitment and contribution to the sector, including the impressive engagement with providers, advocates, people with disability and employers. One of her strengths was her capacity to listen and consider a wide variety of ideas and opinions. We may not have always gotten what we wanted, but we always felt that we were listened to with respect and regard.

Member Story Vision Australia

There are some employers who are already keenly aware of the benefits of hiring a diverse workforce. The QLD Department of Health is one of them. Theresa Hodges (pictured right) and Wendy McLean-Brown (pictured left) actively wanted to recruit employees with disability. Like many organisations, they had provisions on their job descriptions saying ‘people with disability are encouraged to apply’, however despite having this there, they noticed that they weren’t getting applications from diverse candidates. Theresa spoke about the challenges. “We kept advertising jobs and wondering why people with disability were not applying — what are we doing wrong? Because the commitment was there, the willingness was there. We’re a friendly organisation, we’re accommodating — why are people not coming to us?” To address this they partnered with Vision Australia and ran a Work Able pilot program. The pilot went so well that they now run regular work placement programs to give people work experience. These have been so successful that they are now exceeding their application numbers each time. Theresa and Wendy also referenced how engaged and positive the rest of their staff had become about the program.

“Our second intake was much easier than the first, and not only that but the workplace has responded so genuinely and so quickly. We now have a demand for placements. “I’ve had some feedback from the teams that have taken some of the participants on who’ve actually said that it’s just amazing the difference that they make in the team — not just the work they contribute, but their attitude,” Theresa said. The QLD Department of Health are now looking at expanding to other departments, looking at other types of disability, not just vision impairment, and are looking at more ongoing employment opportunities, rather than only work experience. Theresa said that the support offered by Vision Australia has been essential to the success of the program. “Maybe employers don’t know the level of support that they can get — that was certainly our challenge.” Through their partnership with Vision Australia, The QLD Department of Health has become a more disability-confident and inclusive workplace.

“It’s just amazing the difference that they make in the team.” 4

Chief Executive Officer’s Report Rick Kane Reflections on the last year centre on every provider’s exhaustive considerations — intellectual, strategic, pragmatic and programmatic — as the DES sector transformed from its old ways into the new DES. Things really heated up last July with the release of the DSS Industry Information Paper. With this came a series of consultations across the country for current providers and other interested stakeholders, who were considering becoming DES providers. The whirlwind that followed included: the Grant process (something quite different to the Tender process the sector had become accustomed to); forecasting expected participant numbers in the absence of a marketshare model; DSS releasing provider business offers (and making this process transparent); providers signing off on their deeds; and then the transition period. At the same time, DEA was heavily invested in making sure the new DES worked for providers. We challenged some of the new program settings, including the risk-adjusted payment model’s potential impact on specific cohorts. We were part of the DSS DES Reference Group, the DSS Performance Framework Working Group and the DSS DES Transition Group. The work of these groups was significant in protecting providers’ interests and ensuring that a successfully operating specialist employment assistance model maintained the best of its features, even while it adapted to settings aligned to NDIS principles.

The intersection between the DES sector and the NDIS (as it slowly evolves into the colossus it will become) has become markedly clearer during the last twelve months. By our April members-only Leaders’ Forum we had DSS and the NDIS on stage, openly discussing the work being done to build understandings between both entities as to who was responsible for which part of the employment support for participants. What wasn’t being argued was the need to ensure that every participant interested in seeking employment could be supported and that the DES sector was where disability employment experts could be found to deliver those supports. The NDIA has mandated the value of employment for the Scheme’s participants. DES providers head into 2019 with a determined mindset to build the new DES, underwritten by their best practice as well as adapting to requisite changes and challenges. The program faces a crossroads between the oldroad reliance on Centrelink referrals, and the new pathways into deep community connectedness. DEA has supported its members for over twenty years, through every twist and turn of the lifetime of the DES program. We represent, resource and support you, with the backing of an engaged and committed Board and a team that has your interests and future at heart. Rick Kane

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

Disability Employment Australia Annual Report 2017-2018

Member Story Ability Options

As Australia’s fastest growing insurance agency, The Hollard Insurance Company Pty Ltd want to ensure that they find the best candidates for the job. On top of partnering with Ability Options, they have also developed a Disability Working Group to help broaden their opportunity pool. The Head of Operations, Angelo Azar (pictured left), says the Disability Working Group is proving that diversity and inclusion strategies work. He says, “It’s not just seen as a ‘nice-to-have’, but there is commercial value in being able to bring people into our organisation with disability, and then reaping the success of that in terms of commercial and performance returns.” And these returns are already being seen through the employment of David*. David, who has cerebral palsy, came to Hollard Insurance Company through their partnership with Ability Options, and it didn’t take long for him to become a vital part of the team. Angelo says, “Bringing David in as part of the team has only proven to us that that opportunity is a real one. I guess I’m biased because he’s part of my team in operations, but the passion he displays, the results that he is able to achieve, and his involvement in broader company initiatives have demonstrated to the people around him that he is a member of the team. He is one of us.”

And David certainly is passionate about working there, navigating his wheelchair through two hours of public transport each morning just to get there. His commitment has not gone unnoticed by Hollard. Paul Natili, Head of Human Resources (pictured right), says, “To be honest that makes him unique, the fact that he has that passion and dedication. Not everybody wants to get up at the crack of dawn to get to our office in Chatswood.” With the support of Ability Options, Hollard Insurance Company has been able to make the necessary workplace modifications to make sure David can work effectively. Paul has been impressed with the help and support provided by Ability Options. “For me, it’s about the continued support that you get as an employer, from Ability Options or whoever you engage with. That relationship continues for a long time to come, and so the communication channels are there. If you’ve got queries, questions or whatever, they answer them.” “I would say that employers should partner with an expert in the field, because Ability Options did guide us through the whole process. Don’t do it because you think you’re going to get a grant. Do it because you truly believe that you’re getting a really good employee.” *Name has been changed

“He is a member of the team. He is one of us.” 6

Membership

2017-2018 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 2018.

Ability Options Ltd

Leading Directions

AimBig Employment

Lifestyle Solutions Australia Pty Ltd

alffie

Link Personnel

Angus Knight Group

MADEC

Artius

MatchWorks

Autism Association of Western Australia Inc

MAX Employment

Barkuma Inc

Maxima Group Inc

BEST Employment Ltd

Minda Inc

Bizlink Inc

Mission Australia

breakthru People Solutions

Nirrumbuk Enterprises Pty Ltd

Campbell Page

Northcott Disability Services

Castle Personnel Services Ltd

NOVA Employment

CatholicCare Direct Employment

OCTEC Limited

Centacare Catholic Diocese of Ballarat Ltd

ON-Q Human Resources

Choice Passion Life

Ostara Australia

CIM Employment

Outlook Employment

CoAct

PeoplePlus

Community Bridging Services Inc (CBS)

Red Cross Employment Services

CVGT Australia

Royal Society for the Blind

Darwin Skills Development Scheme Inc

Salvation Army Employment Plus

Disability Services Australia

Serendipity (WA) Pty Ltd

Echo Australia

SkillsPlus Inc

EDGE Employment Solutions

Sureway Employment and Training

Employment Options

SYC

Enterprise & Training Company Ltd

The Deaf Society of NSW

EPIC Assist

The Disability Trust

Expression Employment

The MS Society of SA and NT inc

Forrest Personnel Ltd

The ORS Group

Gforce Employment Solutions

The Personnel Group

Gold Coast Employment Support Service Inc

Tursa Employment and Training

Great Southern Personnel Inc

UnitingCare Community Employment Service

Greenlight Human Capital headspace National Youth Mental Health Foundation HELP Enterprises Ltd IDEAL Placements Joblink Plus

Uniting Care Wesley - Port Adelaide Verto Vision Australia Westgate Community Initiatives Group Inc (WCIG) Westside Community Services Ltd

Jobmatch Employment Agency

WISE Employment Ltd

Jobsupport

Work Health Group

Key Employment

Work Solutions Gippsland

Kimberley Personnel Inc

Workpower

LEAD Employment

Your Employment Success

Disability Employment Australia Annual Report 2017-2018

Highlights

Snapshot of 2017-2018 We would like to thank you for your support and membership of Disability Employment Australia over the 2017-18 year. In partnership with our members, over the past 12 months we have been very busy, some of our highlights include:

P Maintaining strong working relationships across political parties at a federal level and building relationships at state and territory level P Submitting our response to the DES Reforms 2018 Industry Information Paper. We highlight areas of the new DES that DEA believes DSS should take into consideration including: new providers in all ESAs and diminished caseloads; security for staff; fee structure and whether the model will be sustainable; competition levels; fairness in allocations and referrals P Working with DSS and Minister to have the DES 2018 Grant offers (by ESA, organisation, DES service type and specialisation) made public P Providing advice on the headspace ‘Digital Work and Study Steering Committee’ P Ongoing position on the ‘Diversity in Health Care Workforce’ Working Group; providing advice to the Minister for Health on increasing employment of people with a disability and Aboriginal people in Victoria’s public health sector P Representation on DSS Reference Group which guided DSS considerations of the new DES P Representation on the DSS DES Transition Reference Group, to ensure the transition period ran as smoothly as possible for participants, employers and providers P Representation on the DSS Performance Framework Working

Group to oversee and advise on changes to the new DES performance framework model

P The ongoing development of DEA Employer Book featuring stories from every one of our members on employer’s engaging DES to employ people with disability. This project is creating a lot of buzz across the sector and DSS have shown a keen interest as well

P Presenting at ‘The delivery of outcomes under the National Disability Strategy 2010-2020 to build inclusive and accessible communities’ Senate Inquiry P Keynote presentation at the National Employment Solutions conference on the future of disability employment (the direct link between the UN CRPD, Australia’s National Disability Strategy, the PC report that lead to the NDIS, the NDIS and the review and reform of the DES program) P Maintaining a strong relationship with our New Zealand counterpart, NZDSN, including regular communications and presenting at their national conference P Conducting our final roadshow of the new DES review, which covered the Grant application process, Transition, the Performance Framework and what the new DES might look like. As per previous roadshows, members’ issues and ideas were consolidated and presented to DSS P Partnership with five Australian Research Council university research projects to build evidence based, best practice improvements to disability employment P Substantially increased social media presence and influence P Regular member webinar meetings (1000 registrations) P DEA conference, Leaders’ Forums and roadshows continue to produce the largest representation of DES providers and the sector of any disability employment gatherings held in Australia

P Joining forces with ACOSS to support the push to increase the Newstart Allowance

P DES Practitioners’ Forum for frontline staff to better understand the new DES. These forums included representations from DSS, NDIA, employers, community organisations and disability advocacy delegates

P Increasing our training packages for members through a

P Maintaining relationships with Centre for Disability Studies at Sydney University, Griffith University and ANU Crawford School

P Presentations at members’ internal conferences and forums on the new DES and the rise of employment supports in the NDIS

P Regular members’ bulletins

partnership with Limitless Minds

P Becoming a collaborative partner of the ‘National Youth

Commission into Youth Employment & Transitions’

P Working together with NDIA to determine the best ways forward to realise employment opportunities and outcomes for NDIS participants. This relationship has seen NDIA present at every DEA event and DEA invited to present at NDIA events P Establishing a new bulletin focused on NDIS and the development of a special interest group to understand the NDIS from providers’ perspective

P Exclusive member-only content on our website P Conducted our third sector workforce survey. This is the only one of its kind in Australia, giving DEA and its members a unique look into the make-up of the sector and the key issues we face P Building the new DES Essentials, due in early 2019! P Working with and supporting AFDO and other disability advocates to build a policy platform re the Disability Support Pension that can be used to engage government and opposition in any review of the DSP 8

Member Story

UnitingCare Community Sandy Baker (pictured left with Melissa Stubbs) loves her job. As the owner of Brisbane Pony Parties, she knows a thing or two about bringing joy to others. Brisbane Pony Parties provides baby animal petting zoos to entertain guests at events, from children’s birthday parties, right through to corporate functions and festivals. After meeting UnitingCare Community consultant, Marianne Harth, at a party, Sandy wanted to find out more about disability employment service providers. “I mentioned what we do here, how much hard work it is, and that we could use some help. Marianne then introduced us to a couple of people who started helping out. That worked out well. And now time has gone on and we’ve been able to put on more people. It’s just worked out really well,” Marianne said. “I had no hesitations at all, I said just bring them over!” Sandy’s enthusiasm and belief in her employees has made all the placements so successful. “I give everyone a go because sometimes when you meet someone you don’t know what their full potential is until you get to know them and they get their confidence and then it comes out. If you give someone a go, that’s the way you’ll see what they have to contribute. You have to give them a start so they can get comfortable.

“I think all of the people who start here, have a little hesitation but we just go around and show them what we need done. It’s not hard, it’s not rocket science, it’s just a matter of learning the routine. And then the confidence in them grows and they become a very important part of the team.” Seeing that confidence grow makes it all worthwhile for Sandy. “It makes me proud that I can help someone else out there, because I love my work, and it helps someone else feel proud of themselves and their achievements. I feel like I’m helping them to have the life that they want.” The partnership between UnitingCare Community and Brisbane Pony Parties has been so successful that Sandy is now looking at expanding her farm to include onsite events, which will be made possible through the help of the employees found through UnitingCare Community.

“If you give someone a go, that’s the way you’ll see what they have to contribute.”

Disability Employment Australia Annual Report 2017-2018

Submissions

A Strong Future for Supported Employment (ADE) Discussion Paper Submission

Next Generation of Employment Services Discussion Paper Response

DEA submitted its response to the Department of Social Services’ Strong Future for Supported Employment Discussion Paper in March 2018. This Discussion Paper focused on four main areas:

DEA also made a submission in response to the discussion on the future of generalist employments services, which will be recontracted from July 2020. The submission was made in August 2018. DEA made some key recommendations including:

• • • •

Principles to guide the government’s future policy direction for supported employment; Strategies to support employment participation for people with disability; Strategies to support employers and service providers to provide effective employment opportunities; and Strategies to facilitate greater choice and control for NDIS participants.

•

The Department of Jobs and Small Business could provide a 10year data analysis of disadvantaged job seekers in the jobactive/JSA system. This could include Indigenous Australians, young job seekers, single parents and culturally and linguistically diverse job seekers, to bring forth a public discussion on how to better assist these cohorts.

•

DEA agrees that job seekers should have more choice and control and the opportunity to transfer if they feel a particular service is better positioned to assist them. DEA supports the concept of increasing user choice by making transfers easier, which has been implemented in the DES program. It allows up to five transfers at the participant request, per service period.

•

DEA is very concerned that there is an over-representation of people with disability in the current jobactive program. DEA recommended improved assessment of an individual’s needs would, we would hope, stream many of this cohort to the more appropriate DES program, which has a specialist intent as to how it assists people with disability into employment.

•

DEA supports awareness raising as the first step to employers becoming more confident to employ longer-term unemployed people. There also needs to be more targeted strategies. DEA would like to see the government run projects enabling employers to demonstrate and share innovative practices in recruiting and supporting long-term unemployed people into work.

•

There is a need for better assessments and an improved gateway for connections to employment services for all job seekers including people with disability. DEA believes that better assessment is required for all services.

•

DEA supports the move to a more competitive and dynamic marketplace. This is in line with the Harper Review recommendation that, “each Australian government should adopt choice and competition principles in the domain of human services” and that “user choice should be placed at the heart of service delivery”.

Our response recommended that the best outcome for ADE participants is a transition into open employment. DEA made some key recommendations on each of these including: Open employment should be the ultimate goal for all participants who are currently participating in an ADE. • The government should have targets around the increase in participants successfully moving into open employment and that quotas should be considered for open employment • The government’s policy should be guided by proven research which consistently supports open employment as a better outcome for participants. • DEA would like to see further data released by the Department of Social Services about the number of participants transitioning ‘back’ from open employment to supported employment and vice versa. It would be beneficial if this data was also investigated through a qualitative lens. • DEA strongly believes that self-efficacy or belief in one’s ability to success is very important. Aiming for open employment is a better outcome for participants. Participants in an ADE require communication of the value of employment and better job preparation and job match. • DEA believes that there needs to be much better school-to-work transition from an earlier age. These interventions should commence in Year 10 and not Year 12. DEA has argued consistently, based on our members’ advice, that there are real benefits to finding part-time work for students and providing employment assistance and supports at an earlier point than Year 12. • DEA would like to see a network of employers and intermediary support services, advocates, and people with disability, create a platform of success stories that are based on recognising the social model of disability and aligning with the expected outcomes of the UNCRPD. • The NDIA, Local Area Coordinators and their staff need a better understanding of ‘what is employment’. This means being educated about the different roles that people have in open employment. DEA also recommended that any changes should: - Respect people with disability in ADEs; - Allow ADEs to restructure as commercial entities or social enterprises and compete to sell their goods and services; and - Identify DES and best practice employment assistance models to work with participants to transition into participating in open employment. •

Policy Policy is a key component of the DEA Centre of Excellence. The central focus of policy work in 2017/2018 continued to be around the new DES that commenced in July 2018. There was emphasis around the impact of the new risk adjusted outcome payments, choice and control, the new market driven model with no market shares, and, of course, transition. DEA also provided responses to two discussion papers (see ‘Submissions’ on opposite page) on the reform of Australian Disability Enterprises (ADEs) and the next generation of employment services (currently known as jobactive). DEA has long asserted that the participants in ADEs should ideally be transitioned into open employment which formed the main part of our response to that paper. In terms of the mainstream employment program, we asserted that some in jobactive would be better serviced by a DES and that there should be a move to a licence-based model in that program. We also argued that the mainstream employment service needed to be better at finding sustainable employment for the very long-term unemployed. Along with the transition to the new DES program, there were still a number of policy and guideline challenges during the year. This is in addition to many guidelines being refreshed as part of the new DES which DEA needed to analyse and provide detail for our members. Many of the proposed changes were discussed at the DSS transition group meetings which occurred several times throughout year.

• •

In 2019, DEA will continue 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. There is a continued and ongoing need for more clarity around the star ratings now that the new funding arrangements have commenced. In terms of member support, DEA has offered star ratings training to members to provide detailed information about the new weightings and potential impacts of the new 52-week employment outcomes. DEA has also presented at a number of member forums about the new framework to answer questions and provide advice.

There was a continued overlay of policy work with the roll out of the NDIS. There is now an imperative by the NDIA to put employment supports to enter, or re-enter, the workforce into plans and there is a continued interaction with the DES program for some participants. DEA has built policy relationships with key staff members in the NDIA and has been able to invite key staff to present at Leaders’ Forums and the annual conference on the subject of SLES and employment supports. During 2017-18, DEA staff met several times with NDIA staff. This is expected to continue to be 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 are now registered as NDIA providers. DEA is also developing a DES provider and NDIS reference group made up of representatives from across Australia.

DSS has also undertaken to reform the old DES Operational Working Group. This group used to meet in previous years and was highly effective in raising and ‘fixing’ key problems with the program. DSS intends to start this group again in 2018-19. In addition to these formal groups, DEA has been active in influencing the Department and raising significant issues in an ongoing basis. We have had wins on some items and others are being further investigated. Some examples that we continue to raise in terms of program policy include: •

•

• • •

•

Continued focus on wage subsidy and the Grant Agreement direction, issued just before new funding agreement commenced. DEA fought for existing arrangements to continue where providers can use government wage subsidy and their own funds for this purpose. Continued lobbying around the rate of DES wage subsidy. This was subsequently reviewed and a new wage subsidy called Wage Start was implemented to the value of $6,000 for a limited number of participants per provider for placements. DEA will continue to lobby the government to make more places available under this scheme. Analysis of the new guidelines for the new DES and presentation of summarised information at DEA webinars as well at the DES Practitioner’s Forums which were held across the country. The new Targeted Compliance Framework. This has caused extra work for providers as well as significant time taken to learn the new requirements. There is still a need for some greater flexibility around breaks in employment policy which 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. With the new risk adjusted outcome payments, many eligible school leavers are now funded at the lower end of the model (level 1 or 2 funding). This part of the program is important in terms of transition to work for students with disability. DEA will continue to strongly pursue this with both DSS and the government.

Disability Employment Australia Annual Report 2017-2018

Member Story Maxima JobLink

Babs Deane (pictured) has dedicated her life to helping others out. As the area manager for a Vinnies store in Adelaide, Babs is committed to doing whatever she can to help. “My mother spoke 16 languages and started the Good Neighbour Council in a migrant town called Whyalla, I learnt social justice from her. My brother and sister in law have worked a lot with indigenous communities up in Far North Queensland […] My family is very passionate about seeing wrongs righted, and it’s been intensely rewarding,” she said. Part of this passion extends to providing employment opportunities for people with disability. Her Vinnies store has worked with Maxima Joblink for over ten years, placing a number of candidates into jobs. Nick Kannis had been volunteering for the Vinnies store for a number of years, and he was extremely well-liked by both the staff and the customers. Babs recalls being urged to offer him permanent employment.

Babs can’t speak highly enough of him. “Nick is so open and friendly. He wants to please. It doesn’t matter if it’s the customer or his manager, he always wants to please. And we’ve seen a different side to Nick. As a volunteer he was fantastic, and as a staff member, he’s really taken that responsibility on board. He takes the job quite seriously, without, of course, losing all the loveliness. He’s just such a lovely man.” Babs believes that employers should embrace the ‘risk’ of partnering with a DES provider and employing a candidate with disability, because you might just get the perfect match. “It’s worth the risk. It’s absolutely worth the risk because you just don’t know who you might find. We are thrilled to have found Nick who is an absolute star on that front counter.”

“All the staff were saying ‘Babs you have to employ this guy, he’s fantastic’, but we just couldn’t make it work with the budget,” she said. But through the help of Maxima Joblink, they were able to offer Nick an ongoing paid position, and they haven’t looked back.

“It’s worth the risk. It’s absolutely worth the risk because you just don’t know who you might find.” 12

Partnerships DEA would like to thank Association Insurance Australia (AIA), alffie and VisiCase for the partnerships we nurtured and developed together over the last twelve months. As we stated in last year’s Annual Report, there is a range of labour market policy developments shaping and slowing turning into programs or new models of engagement. It is important for DEA to reshape its focus, based on where this future is heading, to best represent and support our members. One important action is to “engage corporate partnerships”. We do this by bringing excellent products and services to the attention of our members. In these three partnerships we believe we have added to our experience and understanding of core business supports, as well as services for both the present and future needs of the sector. These partnerships are relationships based on trust, goodwill, best practice and a shared belief in the UN Convention on the Rights of Persons with Disabilities, that people with disability “must enjoy all human rights and fundamental freedoms.” This includes, “the right to the opportunity to gain a living by work freely chosen or accepted in a labour market and a work environment that is open, inclusive and accessible to persons with disabilities” (Article 27). All three of our partners have been embedded into our key events of 2017/18, as well as engaged in other activities and projects we have undertaken. This includes presenting at our Leaders’ Forum, sponsoring our annual national conference, being part of our Practitioners’ Forums and networking with members and delegates. Our partners have also worked with us behind the scenes. This includes providing support to our services, engaging with a select group of providers to test developments in services and products and advising on core business needs of DEA. DEA has thoroughly enjoyed getting to know each of our partners. We have learned a lot and would like to think we have assisted our partners to better understand the developing disability employment sector as it continues to grow and reshape. Together we have our member’s best interests at heart — assisting more people with disability into sustainable employment. Thank you to Drew Fisher from AIA, Paul Licuria and Lynda Power from alffie, and Adrian Iordachescu and Colin Hoschke from VisiCase for an excellent year.

Disability Employment Australia Annual Report 2017-2018

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 20172018 year: Conferences, Meetings and Events • Product launch of 20Squared Workplays Virtual Reality Project, Federation Square, Melbourne • NDS National Conference, ‘Disability at Work 2018 — The Next Frontier’, Sydney • Strengthened Pathways Planning’ (SPP) Working Group, facilitated by Synergistiq to review Victorian Department of Education and Training’s resources for students with disability and their families, carers and career counsellors • ‘Belonging Matters Conference’, St Kilda, Melbourne • Future Social Services Institute ‘Workforce for the Future Trends and Challenges in a World of Marketisation’ seminar, RMIT Melbourne • ‘The Value of Data — Its Role and Usage in Social Policy’ seminar, Future Social Services Institute • Sunsuper ‘Game Changers’ breakfast, Melbourne • 20th Annivesary of CDS (Centre of Disability Studies), Sydney University • Committee for Economic Development of Australia (CEDA) luncheon with keynote speaker The Hon. Mitch Fifield, Federal Communications Minister, Melbourne • Australian Institute of Health and Welfare ‘Australia’s Welfare Report 2017’ launch presented by Senator The Hon. Zed Seselja, Assistant Minister for Social Services and Multicultural Affairs, Parliament house, Canberra • Informa Australia ‘National Acquired Brain Injury Conference’, Melbourne • ‘Inquiry into the delivery of outcomes under the National Disability Strategy 2010-2020 to build inclusive and accessible communities’, Parliament House, Canberra • Department of Employment Senate Inquiry, Canberra • Australian Human Resources Institute (AHRI) Inclusion and Diversity Conference, Melbourne • Jobs Australia Conference, Hobart • National Employment Solutions Conference, Gold Coast • Lord Mayor Charitable Foundation ‘Education and Employment Grants Advisory Panel’, Melbourne • Lord Mayor Charitable Foundation ‘Innovation Grant’ pitch event, Melbourne • Diversity in Healthcare Workforce Working Group 2018 • National Employment Solutions Conference, ‘The changing face of work and the workplace’, Surfers Paradise • Australian Human Rights Commission (AHRC) ‘25 years of the Disability Discrimination Act’ panel discussion, Sydney • Office for Disability, Department of Health and Human Services workshop, Victoria State Government. • Victorian Autism Plan, ‘Employment and Pathways to Employment’, Melbourne • Pathways Australia ‘New Funding Streams…Where to Find and How

• • • • • • • • •

to Secure Them?’ training course, Melbourne Launch of ‘Ticket to Work’ after school pilot program, Melbourne NDIA Regional Employment Conference, Sydney Cairns Disability Network ‘Cairns Disability Expo 2018’, Manunda Latrobe University ‘Promise Delivered? The National Disability Insurance Scheme Five Years On’ presenation, Melbourne Presented at New Zealand Disability Support Network (NZDSN) ‘Making Change Real’ 2018 conference, Wellington, New Zealand HealthShare NSW and JobAccess ‘Driving Disability Employment’ seminar, Sydney Kilfinan Australia’s thought leadership event ‘The Good, the Bad and the Ugly in Governance’ Targeted Compliance Framework Training, Brisbane Melbourne Disability Institute Launch, Melbourne University

Member Events • Presented to The ORS Group at their annual staff meeting, Brisbane • Presented to Verto annual conference, Baulkham Hills • Attended Mylestones’ annual awards, Brisbane • Presented to Work Health Group Board, Melbourne • Attended CoAct conference, Sydney • Presented to Mission Australia DES Managers, Sydney Key Relationships • The Hon. Jane Prentice MP, Assistant Minister for Social Services and Disability Services • Jenny Macklin MP, Shadow Minister for Families and Social Services, Australian Labor Party • Senator Carol Brown, Shadow Minister for Disability and Carers, Australian Labor Party • Senator Rachael Siewart, The Australian Greens • 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 • Justin Galke, Acting Director, Disability Employment Services, Department of Social Services • John Riley, Program Transitional Branch, BDIS Market Reform Group, Department of Social Services • Teresa Veldez, Disability Services, Victorian State Office, Department of Social Services • Matthew Wright, Branch Manager of Design and Inclusion, National Disability Insurance Agency • Peter DeNatris, Branch Manager and Consultant, National Disability Insurance Agency • Jeannie Hodges, Director, Participants and Planning, National Disability Insurance Agency • Steph Gunn, DCEO Participants and Planning Experience, National Disability Insurance Agency • Frank Quinlan, CEO, Mental Health Australia • Dr Carmel Laragy, Senior Research Fellow, Centre for Applied Social Research (CASR), RMIT • Jason Clarke, Minds at Work • Nathan Clarke, ARPA, • Kevin Robbie, Think Impact • Stefanie Gotlib, Children and Young People with Disability Australia • Keith Waters, National Youth Commission

Member Story LEAD Employment

Meyer Vandenberg Lawyers is committed to diversity and inclusion in the workplace. As Canberra’s largest independent law firm, Meyer Vandenberg continually lives up to its community values by offering regular pro bono work, donating up to $50,000 a year to charities, and championing the employment of people with disability. Meyer Vandenberg has worked alongside LEAD Employment to successfully create a job placement around an individual’s ability rather than disability. In 2011 Meyer Vandenberg meet with LEAD to discuss potential candidates. This meeting was the start of an incredibly successful, long-term and meaningful employment opportunity for Tom Case as the junior office assistant. Tom’s role was carefully developed by Meyer Vandenberg’s Chief Operating Officer, Tanya Berlis (pictured). She worked tirelessly prior to Tom’s employment to establish suitable duties, and over time continued to be flexible to both Tom’s needs and those of his colleagues by making modifications wherever needed. According to Tom, this placement and opportunity has been a life changing experience. He has been given an opportunity to demonstrate his skills, capabilities, reliability and professionalism, as well as to impose his sense of humour on his colleagues. At work, Tom has flourished and excels in his position. Tom’s role continues to evolve as his confidence grows. The job satisfaction that Tom has gained from his position has allowed him to be much more independent than he was before commencing work at Meyer Vandenberg. He now lives independently, has a busy social life due to new friendships made through work, has his own money that he manages to successfully budget, and enjoys all the financial independence that comes with working. Tom’s story continues to be a success because of his colleagues and managers positive, professional and encouraging attitude. “Tom would encourage employers to give people with disability a go because they might be very well surprised with the outcome. And I would absolutely agree with those sentiments. As I said Tom performs his duties to the best of his abilities and it’s certainly done to a standard that I would expect as well. “I think that it’s really important to treat all employees the same, so when we brought Tom on board we had a duty statement, or task list, and there’s also key performance indicators within that so that I can sit with Tom on a regular basis and try and encourage him to grow as well. I think it’s easy for all of us, whether you have a disability or not, to become complacent in your role. So without someone there pushing and prodding a little bit every now and again it’s easy to become complacent,” Tanya said. LEAD Employment has also been there to offer support every step of the way, with Tanya noting how they understand the importance of matching the right candidate to the job. “I think the process was made a lot easier because of our relationship with LEAD, and the way that LEAD not only continues to go about ensuring that they correctly match candidates to the role but also to the culture of the firm, which was really important to us,” she said.

“Tom would encourage employers to give people with disability a go because they might be very well surprised with the outcome. And I would absolutely agree with those sentiments.”

Disability Employment Australia Annual Report 2017-2018

Workforce Survey

Disability Employment Australia conducted its triennial major survey of the DES sector in 2018. The last survey took place in 2013 and we waited a little longer until the new DES arrangements were finalised before we surveyed our members. There have been significant changes in the sector since 2010 and 2013. Questions in the 2018 survey centred on demographics as per previous surveys but also included new questions on capability development needs in the new DES.

2018

Identifying as a person with disability

14%

2013

15%

2010

The survey confirms the DES sector still maintains healthy distribution of experience. 14% of respondents identified as a person with disability This is down from 15% in 2013, but still a very strong representation relative to percentage of people with disability of working age (17%) and higher than general workforce and government.

15%

APS 3% 17%

2013

2018

Demographics

66% of staff in the sector are female and 31% are aged over 55. More people are identifying psychological as their primary disability than previous surveys (16% in 2013 and 36% in 2018; ).

42% 40% 36%

31% of respondents have been working in the DES sector for over 10 years and 19% have been with the same employer for over 10 years.

20% 16%

12% 8%

The number working in compliance is slightly down 8.7% (from 9.2% in 2013) and 24% are managers.

7% 4%

0 Physical

Psychological

Sensory or Speech

Other

No response

â&#x20AC;&#x153;Continue your great support and development for all providers working toward long-term, sustainable, award-paying employment for those with disability.â&#x20AC;? - 2018 Workforce Survey

10% 34% Male

66% Female

47%

31% 55 +

Rural

32%

Regional

18-44

58% Metro

22% 45-54

“I think DEA has an excellent reputation at effectively driving policy with government.” - 2018 Workforce Survey

Preparing for the future

Connection with community providers

In terms of preparing for the future, the sector recorded strong scores for the following:

Choice and control

•

Connection with community providers - 4.3 • Choice and control - 4 • Market model - 3.8 Lower scores were recorded for Working with Level 4 and 5 participants (3.65) and Eligible School Leavers (3)

Market driven model

Level 4 and 5 participants

Eligible school leavers

“DEA presents a professional and effective voice of the industry” - 2018 Workforce Survey

Training 86% of survey respondents indicated they would attend a Practitioners’ Forum, which we followed up with and ran in June 2018 (see page 28). Future training needs identified in the survey were: •

Compliance and contract management • Performance framework • Employer engagement • NDIS • Marketing • Person-centred approach

86%

Respondents would attend a Practitioners’ Forum

“DEA develops great workshops and Leaders’ Forums. Always good formats for consultation and information delivery.” - 2018 Workforce Survey

62% Small

12% Large 26% Medium

Employers 85% of DES providers indicated they have an employer database. Over 75% work with at least 50 employers in their regions. DES providers continue to mostly engage with small (62%) and medium (26%) employers. 12% work with large employers and 73% want better employer engagement skills.

73%

Respondents want better employer engagement skills

Disability Employment Australia Annual Report 2017-2018

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 the 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.

Member Story

Expression Employment “Why wouldn’t you want to make your employees and your company more aware and be able to educate them and build their skill set?”

When Alison McKenzie got the job as the Work Health and Safety and Human Resources Coordinator at Steamatic, she hadn’t heard of the DES program and wasn’t aware of the partnership between Steamatic and Expression Employment, but she quickly embraced the role and became passionate about the program. “Coming on board here the DES relationship wasn’t even really briefed in the job description, but I know HR comes many hats so I’m used to jumping in to different things. With this being one of them, I’ve loved it. I think it ties hand-in-hand with HR because it’s the same thing essentially — you’re dealing with different personalities, trying to find the right behavioural fit, it’s all about performance management — it’s all the same kind of things, it’s just that that employee has a disability,” she said. Steamatic is a commercial restoration and cleaning company, and, through their relationship with Expression Employment, they have been able to put on a number of employees, including Vanessa*. Vanessa has become a valued and dynamic part of the team. “When I first met Vanessa I saw straight off the bat that she’s just this bubbly, outgoing personality — you just want to get to know her even more. Luckily through the deafness awareness and Auslan training provided by Expression Employment, I was able to ask those questions. I found out that she’s a mother, she’s got two children, and that she’s from Russia, so she speaks three languages! So she’s just had this fascinating life,” Alison said.

Partnering with Expression Employment has made the employment journey smooth and rewarding for Steamatic. Not only did Expression Employment offer Auslan and deafness awareness training, but they also facilitated safety measures for the factory including flashing lights for the alarm system, path safety lines, perspex mirrors and a video remote interpreting (VRI) tool for short-notice interpreting. Alison believes that if more employers were aware of the support that is offered to them, they would get on board. “I think that they need to know that there is a lot of support out there if they were to take on a person with disability. And I think that’s where there may be that little bit of struggle: [They think] ‘I don’t know what this will involve, what if we can’t offer them this? Will there be discrimination issues?’ So everyone’s just very careful. But why wouldn’t you want to get on board? Why wouldn’t you want to make your employees and your company more aware and be able to educate them and build their skill set? “Bottom line, it’s 2018, we should be progressive, we should be open to this. They offer support, there’s interpreters, and there’s extra measures they can put in place. We haven’t had any negative experiences from this and, the since the trial period is over, she’s shown that she is nothing but a great worker, so why would you not do it?” *Name has been changed

Disability Employment Australia Annual Report 2017-2018

Conference 2018

Disability Employment Australia’s Conference was held in September 2018, however most of the preparatory work occurred in the 2017-2018 financial year. The 2018 conference attracted over 340 attendees to Adelaide’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 how the new DES program is faring and had a strong focus on psychosocial disability. The conference opened with a powerful presentation from Paralympian and 2018 Patron for International Day of People with Disability, Gerrard Gosens OAM, who encouraged delegates to look at opportunities rather than obstacles and to see the value of teamwork. Following this, Georgie Harman, CEO of beyondblue urged delegates to help employers see the value and skills of people living with mental health challenges, and spoke of the many benefits of mentally healthy workplaces. Day one also included an engaging and challenging panel session on lifting employment rates for people with psychosocial disability, featuring two panellists with lived experience, a representative from the NDIS, a DES provider and mental health advocates. The day concluded with a panel of experts discussing the new DES Performance Framework, and Anthony Hart, Founder of Hart Wellbeing and male mental health advocate, sharing his powerful personal story of suicide survival. That evening we enjoyed our lavish Gala Dinner and Hall of Fame award ceremony (see pages 22-23).

Senator Carol Brown, Labor Senator for Tasmania and Shadow Minister for Disability and Carers, launched the discussion on day two by delivering a keynote presentation on the Australian Labor Party’s vision for the future of disability employment and fostering inclusiveness into the labour market. Senior Investment Analyst from HESTA, Josephine Toral, then discussed impact investing in our sector, looking at how organisations, investors and government can work together to develop strategies that intend to deliver positive social, environmental and financial returns. We were also thrilled to hear from the NDIA’s General Manager of Participant Pathway Design, Scott McNaughton, who updated delegates on the continued rollout of the NDIS and shared the work that the NDIA is doing to improve participant employment outcomes, in particular increasing employment supports in NDIS plans. The afternoon of day two featured a lively panel discussion asking ‘Who is the expert?’ and concluded with the Branch Manager of DES at the Department of Social Services, Peter Broadhead, giving delegates an overview of how the new DES is faring. 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 has happened, 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 2018 conference such an incredible event!

Pictured: Georgie Harman, CEO of beyondblue, addressing delegates about mental health in the workplace during day one of our national conference.

Disability Employment Australia Annual Report 2017-2018

The Hon. Jenny Macklin

Dean Clifford

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 2018 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. This is the ninth year that DEA has recognised the contribution of individuals to disability employment or the broader disability sector. In 2018 we welcomed two inductees into the DEA Hall of Fame — The Hon. Jenny Macklin and Dean Clifford.

The Hon. Jenny Macklin — for her strong personal commitment to reforming the disability services sector in Australia and her instrumental contribution to the design and implementation of the National Disability Insurance Scheme (NDIS) Jenny Macklin is the Member for Jagajaga and Shadow Minister for Families and Social Services. She has been a member of the House of Representatives since 1996, representing the Division of Jagajaga for the Labor Party, and was the first woman to hold a leadership position in either major Australian party. In 2011, Ms Macklin was given the additional responsibility of Minister for Disability Reform, overseeing the design and implementation of the National Disability Insurance Scheme (NDIS) — Australia’s major social policy reform designed to ensure that people with disability receive the care and support they need. The rollout of the NDIS commenced in 2013 at four launch sites around Australia, with full rollout expected to be completed in 2019. Ms Macklin was instrumental in the success of negotiations with states and territories, which resulted in a nationwide agreement on the NDIS. When fully completed in 2019, the NDIS is expected to cover around 460,000 Australians with disability. Jenny Macklin was also responsible for the most significant reforms to Australia’s pension system in its 100 year history. These reforms delivered pension increases, a new pension supplement, a pension work bonus and a new indexation system. She also oversaw the implementation of Australia’s first national paid parental leave scheme. Ms Macklin has said that one of her most important achievements was to take the politics out of Indigenous affairs and destroy the toxic division between “symbols” and “practical” change. On 23 November 2011, the Stronger Futures Policy legislation was introduced by Macklin to address key issues such as unemployment, school attendance, alcohol abuse, child protection, safety, housing and land reforms in the Northern Territory. This year, when Ms Macklin announced her upcoming retirement from political life, Opposition Leader Bill Shorten paid tribute to her “life of service to our movement and to this country” and her “deep policy knowledge, unshakeable conviction and ceaseless determination to see the right thing done”. He said, “Jenny Macklin changed the country, in her quiet way... The truth is, there isn’t a single major social policy reform in recent times that hasn’t been shaped by Jenny Macklin.” For this exceptional contribution to the betterment of all Australians, we thank and honour Ms Jenny Macklin.

Dean Clifford — for his outstanding advocacy for people with disability and the benefits of employment Dean Clifford was born with Epidermolysis Bullosa (EB), an incredibly rare and debilitating skin condition with, currently, no cure. The more common term used by the media is ‘Cotton Wool Kids’. Dean continues to baffle medical science as one of the oldest survivors of what should be a fatal genetic skin condition. He wasn’t expected to live past the age of five but instead has become an inspirational, valuable and productive member of the community. At ten, Dean was told he would never walk again. He was also told he would never be able to get a job or “fit into society.” Despite this, Dean not only walks, but currently holds the record as one of the strongest (able-bodied or disabled) power lifters in the world. And he is one of the most in-demand motivational speakers in Australia. Disability Employment Australia has enjoyed a long-standing relationship with Dean, and one of his first speaking opportunities was at a DEA (then known as ACE) conference back in 2004. Dean’s presentation received a standing ovation and the momentum it generated helped to quickly establish him on the national speaking circuit. The feedback that ACE received after the presentation was so overwhelming that Dean was later invited to join the team as the first official Ambassador for ACE, lobbying for the rights of people with disability in the workforce. Dean created his professional speaking company, DMC Motivational, over ten years ago. Since then he has travelled the world speaking with groups and organisations from primary school children to prime ministers. When Dean is not away speaking, he is the Business and Marketing Ofﬁcer for Ken Mills Toyota. Dean motivates, encourages and empowers all who come into contact with him, His presentations inspire everyone to follow their dreams and believe in themselves, just the way Dean has throughout his life. Dean is incredibly passionate and vocal about advocating for equal opportunities for people with disability in the workforce. He encourages both jobseekers and employers to find out first-hand the benefits of partnering with a DES provider. Both Ms Macklin and Dean Clifford 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 2017-2018

Capability Development As part of the Disability Employment Australia Centre of Excellence, DEA has reviewed all of its training products over the past twelve months to provide relevant training and services to members. We offer a range of training and capability development opportunities to the DES sector. We are committed to developing the skills and knowledge of DES practitioners and managers to work effectively within Disability Employment Services. The New DES Essentials Package DEA has recently updated the training package for the new DES which commenced in July 2018. The updated modules of The New DES Essentials are reflective of the new choice and control focus of the program. The package will continue to be both an induction course suitable to both new and existing staff, as well as all levels of staff — management, compliance, employment counsellors and case management. The package will include a facilitator’s guide, PowerPoint stacks and participant handbooks. The emphasis on The New DES Essentials will centre on the key concept of participant choice and control, a market-driven service delivery model and employer engagement. Free member-only webinars In addition to The New DES Essentials, Disability Employment Australia will continue to offer a range of monthly webinars to assist members to stay up-to-date with contractual compliance requirements and enhance knowledge of DES. Achieving DES Star Ratings DEA will offer an interactive workshop that provides practical considerations about the new DES performance framework and how to achieve desired Star Ratings under the new DES Performance Framework that has just commenced. The program will deliver critical knowledge to underpin understanding of how the performance framework is built and key considerations that all service providers should be aware of. The training also gives an explanation of the changes to the regression analysis and the new transparency in performance. Bespoke Training Workshops DEA is able to arrange relevant training workshops to members. For example, this year DEA delivered training in reverse marketing to a number of services across Australia. These workshops are delivered by DEA staff or by specialist trainers. Potential topics include: • • • • • • • • • •

Marketing to participants and to employers Change management Customer service Interaction with the NDIS Financial planning DES funding model and risk-adjusted outcome payments DES wage subsidies Reverse marketing Motivating participants ESA coverage, porous boundaries and attracting participants

Investing in our members Members’ capacity building: • Development of the DEA Centre of Excellence • Promoting The New DES Essentials training package • Monthly capability development webinars on operational issues • Custom built in-house workshops as required • Operational sessions at Disability Employment Australia’s Conference and National Leaders’ Forums • Survey members to identify training needs and workforce demographics • Performance framework and contractual compliance updates and training

Managing membership support: • Regular members roadshow meetings in each capital city • Members’ bulletins and capacity development webinars and DEA website • Assisting members with interpreting DES operational guidelines • Rapid member response to queries • Regular contact with member organisations

Member Story Workways

A CoAct Accredited Employment Service Partner

“It’s providing employment for people who don’t have it, and that’s personally satisfying for me.”

Mark Dawes (pictured) knows that good staff are hard to find, and, sometimes, even harder to keep. Mark runs a national electronics waste recycling company called MRI E-Cycle Solutions. The work is large scale and high volume so he needs a team he can rely on. After hearing about DES providers he approached Workways to help him find good quality staff. “I was happy to give anybody a go, I didn’t really mind what sort of background they had. I never even thought of it as a disability-thing. People who were motivated to work was the main thing I was looking for … Anybody who is motivated to get out there and do a days’ work is a bonus for us. It just happened that some of them had disabilities,” he said. The rest was history. MRI E-Cycle currently employs six candidates from Workways. DES Area Manager, Marcus Caldwell, says the partnership with MRI E-Cycle Solutions works extremely well. “We developed a very good employer/provider relationship where it was very open and we could just come in and support Mark’s team and our candidates to make sure that they had the best chance to get the job and then retain it.” Marcus said. Ryan* has been there for about five years and, because of his work ethic, has moved up to third in charge. “He’s great, he’s keen, and whenever we throw stuff at him he just gets it done,” Mark says. Mark makes sure he offers natural progression in the roles, encouraging

employees who show initiative and drive to step up into leadership positions, which has also helped to motivate the other staff. Offering these incentives has also helped with retaining employees. “It’s actually helped solved that problem. One of the biggest problems we’ve had is turnover of staff. It’s not the greatest job in the world, but it is still a job. The guys who have come through Workways tend to stick around a lot longer than the people we just hire ourselves. That’s helped a lot because the turnover of staff gets very expensive as we have to keep training them.” Marcus says that the fact that staff want to stay there is a testament to Mark’s leadership style. “Mark and his team have also helped retain staff by providing flexibility in terms of start and finish time … The stuff like that that Mark and his team are able to provide certainly is a massive contributing factor to our guys starting here and staying here” Mark believes that the decision to be a flexible and inclusive employer is an easy one. “It’s hard to find good staff so, for the sake of changing the start time, why wouldn’t you?” he said. Mark has found the partnership with Workways to be not only rewarding and beneficial to his business, but also to him personally. He said, “It’s providing employment for people who don’t have it, and that’s personally satisfying for me. It helps me get out of bed in the morning when I’m not so motivated to go to work. It helps me to go chase more work, because it means I can provide more work for more people.” *Name has been changed

Disability Employment Australia Annual Report 2017-2018

National Leaders’ Forum National Leaders’ Forum: 23 November 2017

National Leaders’ Forum: 19 April 2018

The November Leaders’ Forum took place at Pullman on the Park, Melbourne. The day featured keynote presentations from The Hon. Jane Prentice MP, Assistant Minister for Social Services and Disability Services, Jessica Zammit, National Manager Workforce Participation at Australian Federation of Disability Organisations (AFDO), Joseph Connellan, Director of MC Two, and Nick Rushworth, Executive Officer of Brain Injury Australia. There was also a presentation from the Department of Social Services featuring DES Branch Manager, Peter Broadhead, and an engaging panel session on disability employment programs beyond DES. The forum attracted 80 delegates.

The April Leaders’ Forum took place at Hotel Realm, Canberra with 150 delegates attending the one-day event. The day opened with a video message from The Hon. Jane Prentice MP, Assistant Minister for Social Services and Disability Services. Then, Sue Salthouse, disability advocate and Australian Disability Awards Winner for Leadership 2017, delivered a keynote presentation on choice and control in a person-centred practice, which was followed by Tim Flowers, Principal of Insight First Advisory, discussing financial strategic management in the new DES.

The Annual General Meeting was held after the Leaders’ Forum. The 2018 Disability Employment Australia Board election results were announced at the meeting.

Delegates also heard from employer Tanya Berlis from Meyer Vanderberg Lawyers, and her employee Tom Case on employer engagement best practice, as well as Jeannie Hodges from the NDIA, three representatives from the Department of Social Services and Drew Fisher from Association Insurance Australia. The day also featured an informative and timely panel session of providers discussing the strategic implications of the upcoming transition. Overall it was a great and focused day which concluded with DEA’s networking drinks.

David Coles was re-elected as the Chairperson and Garry Davison and Thérèse Campbell were re-elected onto the Board. Stephen Moore and Tracey Fraser were newly elected, replacing Donna Faulkner and Keryl Neville. Appointments to Board positions were made at the Board meeting on the 24th of November in Melbourne (see photo below): • • • • •

Chairperson — David Coles Vice Chair — Garry Davison Treasurer — Stephen Moore Directors — Thérèse Campbell and Tracey Fraser Secretary — Rick Kane

From left: Tracey Fraser, Garry Davison, David Coles Thérèse Campbell and Stephen Moore

Member Story

Gold Coast Employment Support Service

Some relationships are built to last. McDonald’s Cavill in Surfers Paradise, has been working alongside Gold Coast Employment Support Services (GCESS) for the past two decades placing people into jobs. When Tania Cowey (pictured left) purchased the business, she could immediately see the benefits of the partnership with GCESS and wanted to expand on the great work they were doing. She said, “When I bought the restaurant nine years ago we increased the number of GCESS employees we had working with us because it’s great for them and it’s great for us.” Tania has been able to see that inclusion benefits everyone, from the individual to the staff and the customers. “They all turn up half an hour to an hour early, just for the social aspect, just to sit here and have a chat. And even for the 15/16-year-olds [working here without disability], all of them are incredibly respectful. I think they just go, ‘Hey, this is pretty cool. Maccas isn’t just for the able-bodied, they are happy to give everyone a chance,’” she said. At the moment, there are four staff working who have been placed by GCESS. One of them, Joanne Gray (pictured right), was unable to find a job for years until McDonald’s gave her a chance. GCESS Employment Consultant Jodie Russell says McDonald’s has helped Joanne to thrive.

“Previously no other employer would even consider Joanne because of her language difficulties. In an interview situation, or even if you tried to negotiate a meet-and-greet, they just wouldn’t be able to understand that she is such a productive worker, her work ethic is impeccable — they wouldn’t be able to see past the language. Whereas McDonald’s said, ‘Get her in, we’ll see how she goes’ and she has just absolutely prospered here.” Tania says that, as an employer, being able to give these employment opportunities is personally rewarding. “You hear it from these guys — they plan their week around coming to work, they are so excited about it. And you just wonder what they would do, or what their purpose would be without that. “For me it’s just good that you get to see them grow and they’ve got that purpose. And to me that’s what it is, you’re actually creating a reason for them to get up and to have a purpose and just feel part of it.” She says that other businesses would benefit from employing someone with disability. “Just go for it. It’s positive for the staff and the customers and for them.”

Disability Employment Australia Annual Report 2017-2018

The New DES Practitioners’ Forum As part of the DEA Centre of Excellence, we ran five practitioners’ forums across Australia in June 2018. These forums were aimed at preparing DES providers for the new program. Over 200 participants from 58 DES organisations attended these forums in Adelaide, Perth, Melbourne, Sydney and Brisbane. Titled ‘The New DES Practitioners’ Forum’, the sessions were aimed at building sector capacity of frontline staff to deliver on key parts of the new DES program. All events were highly interactive and gave participants the chance to ask questions and give feedback throughout the day. The forums included guest speakers from the Department of Social Services as well as different expert speakers in every city who each presented a best practice session that related to the DES program. These sessions explored different methods to support participants into employment. There was also a World Café included each day. The World Café conversation was designed to foster collaborative dialogue, active engagement, and constructive possibilities for action around five key topics that matter in provision of the new DES. These topics included community engagement and collaboration, working with the employer, DES program assurance, NDIS and SLES, and choice and control.

Other informative sessions at the forums included: • • • • • • •

Why the DES program changed, what are its key changes and how to work in the new DES Engaging participants in the new DES Star ratings — why are they important? What do you need to know to do your job? New DES program guidelines A session by DSS staff on the DES 2018 reform and its key changes Disability awareness, accessibility and employment Best practice sessions including customised employment, engagement, Clickability, JobAccess and employer engagement

Feedback from attendees indicated that the forums were beneficial and effective, especially for frontline staff who were new to the DES program. Some comments in the evaluation forms included: • • • •

“A highly interactive and thought provoking day.” “Good to hear about so many subjects in one day.” “I loved the World Café and being able to speak to different experts for fifteen minutes.” “I would recommend this to new staff in DES or to staff who need a re-fresher of key disability concepts.”

Member Story Mylestones

Fiona Oosterwaal (pictured) started working as a console operator when she was 14 and, over almost two decades, has worked her way up to managing a network of seven BP service stations from NSW up to QLD. A few years ago Mylestones Employment started working with Fiona to place people into jobs. Before this, Fiona had never heard of DES providers, but now she finds it a brilliant way to find good quality staff. “I knew nothing about the DES program before. I actually struggle to find staff. We advertise on the window, we go on the internet, I don’t know why but it’s very hard to find staff. I think people think this role is very simple, but there’s a lot going on behind the scenes … So a lot of people come in, they train and then they leave. It’s understandable but for us it’s really hard,” she said. But since working with Mylestones Fiona has found that finding staff has become a whole lot easier. “I don’t even see it as a disability employment agency. I see it as potential staff, they work together, they love their job and we love having them. It’s just another avenue for employing good staff.” A key part of the success of their partnership is the relationship Fiona has with Mylestones training manager, Tabatha. “Tabatha is lovely, she puts on a really good face for Mylestones. The connection I have with her was great, that’s why it’s made the transition easy.

“She explained everything to me so I knew what was going on and what our requirements were. So for that I couldn’t have asked for somebody better. Sometimes when you meet people they’re not as approachable, or they don’t explain things enough, but she did that well for me.” Fiona believes that employers stay with DES providers based on the strength of their relationship with the consultant, saying that it can make or break the partnership. “I feel that it’s 100% the relationship I have with Tabatha … I know that she’s got my best interests at heart and we’ve gotten to that friendship level. She’d come in and ask me how I’m going and how my kids are. She doesn’t know anything about me but she’ll show that interest. As soon as I call she answers the phone, as soon as I ask anything she’s onto it … It’s that connection, it’s knowing you’re valued. Tabatha makes me feel like I’m valued and that she’s looking after me.” With the help of Tabatha Fiona has now been able to employ four staff through Mylestones. She says it’s been wonderful to see their confidence grow. “Mark, for example when he first started he was very nervous but now it’s like he runs the place … I think it’s made him more confident because now he knows that this is a safe area for him and he’s really good at what he does,” she said.

“It’s that connection, it’s knowing you’re valued.” 29

Disability Employment Australia Annual Report 2017-2018

Looking Ahead

This year we have attempted to gaze both into the immediate future and out into the distant future. We have attempted to focus on the basics as well as the abstracts —on the knowns and unknowns. While the new DES settles stakeholders must continue to understand the bigger picture that is the future of disability employment. Our circular diagram has served us well in the last three years as a compass through the review and out into the new. It helps us centre on priority actions from emerging policy to understand and strive for continual improvement and best practice. Now it must be something more than merely a compass. Four years ago, DES was central to the diagram, then disability employment, then the National Disability Strategy. None of those are less important today. As you can see, they are all still within the diagram. But what is now central to our strategic considerations is people with disability and employers. From there on to the outer circle of the diagram are key features — be they reports, ideas, operating principles or people — they are all intrinsically connected to our role in assisting as many people into sustainable employment as possible and in closing the workforce

participation gap between people with disability and people who don’t have disability. The last two circles are the distant future — 2021. Place yourself in 2021 and look back at 2018. You know that DES, jobactive, mental health reforms and the NDIS, all engage people with disability seeking employment assistance. You also know that each of those programs/schemes/reforms is developing/evolving/changing between 2018 and 2021. If you could influence the policy, design, model and practice, what would you do? That is the future of disability employment and that is what DEA, with you, is going to do. This diagram is our map, our talisman, our checklist. The new DES is our immediate focus but the future must, and will, be engaged. From DEA’s strategic plan’s three core objectives (Membership Services, Centre of Excellence and Shaping the Future), to the range of services and supports, webinars and forums, DEA will deliver on this ‘Looking Ahead’ map so that we have control of the path and direction into the future. And with our best supports, people with disability will enjoy the fruits and freedoms of employment and careers.

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 Manager

George Lambrou Finance Manager

Board

David Coles Chairperson State Manager Victoria, EPIC Assist

Garry Davison Vice Chairperson General Manager, Jobmatch Employment Agency

Stephen Moore Treasurer Chief Operating Officer, Angus Knight Pty. Ltd.

Thérèse Campbell Board Member Executive Director, WorkFocus Group

Tracey Fraser Board Member Chief Executive Officer, The Personnel Group

Disability Employment Australia Annual Report 2017-2018

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