People with disability bring a unique perspective and range of skills to the workplace. They may hold tertiary or trade qualifications along with significant work experience, making them highly suitable for a range of jobs in the State Service.

What is the Disability Employment Program?

The Disability Employment Program is a joint arrangement between the State Government and registered Disability Employment Service Providers. Its aim is to develop and promote a diverse Tasmanian Public Sector workforce.

How does the Program work?

The recruitment process is managed by Disability Service Providers who screen and register enthusiastic and motivated candidates.

When candidates are sought for vacancies, the Provider matches appropriately skilled candidates from their register to the vacancy. Candidates are eligible for fixed-term vacancies of up to 12 months duration with a classification up to General Stream Band 4 or equivalent.

In most cases, employing a candidate under this Program is no different to employing other candidates. All the same salary, terms and conditions of employment and access to training and development opportunities apply.

On-job support

Disability Service Providers provide on-going support to both employers and the successful candidates including:

• assistance with workplace modifications and job redesign
• advice on financial support incentives and wage subsidies
• workplace based training and mentoring
• co-worker support and training
• pre-employment work trials

A rewarding experience

The Disability Employment Program is extremely rewarding for both candidate, employer and co-workers.  Your agency and employees will discover a whole range of positive benefits from taking part in this program including:

• instant access to a talented pool of loyal and productive candidates, with a diverse range of skills, knowledge and experience
• access to a simple and cost-effective recruitment process (your request can be submitted through a registered provider – so there’s no need to advertise)
• mentoring, growth and learning opportunities for co-workers

Recruitment tips

Here are some tips for recruitment success through the Disability Employment Program or open vacancies:

• Be open to change – make contact with the Disability Employment Providers or view the online resources to find out how candidates can meet the inherent requirements of the job.
• Knowledge – in many cases, the candidate’s disability will not impact their working potential. Understanding the disability will assist you in recognising the employee’s capabilities and the value they can add to your workplace.
• Engage support services – on-the-job or off-site support is available to ensure your new employees settle into their job.
• Identify barriers – recognise potential barriers that may impact on a candidate’s ability to perform in the workplace and address them through job redesign or modification.

Building diverse workplaces

State and Commonwealth legislation determine that it is unlawful to discriminate against a candidate or employee on the basis of their disability.

If a candidate or an employee can meet the inherent requirements of the job, with reasonable adjustment where necessary, and where these adjustments do not cause unjustifiable hardship, then it is unlawful to discriminate against a person in relation to their engagement or dismissal.

Inherent requirements are the essential elements of any job. They relate to the results that need to be achieved rather than the method for achieving those results i.e. what needs to be done instead of how it needs to be done.

Reasonable adjustment accommodates the effects of a person’s disability so they can perform the tasks of a position. Examples include adjustments to facilities, workstations, equipment, software, practises or training. Costs involved may be eligible for reimbursement through the Workplace Modifications Scheme.

Unjustifiable hardship takes into account the financial costs of making an adjustment and includes matters like occupational health and safety impacts, or the capacity of the employer to comply with other relevant laws, standards or agreements

Advancing diversity

To ensure that recruitment practices for all state service positions do not discriminate against candidates with disability, the following questions should be considered by the selection panel:

• Does the job advertisement and the Statement of Duties description reflect the inherent requirements of the position?
• Do shortlisted candidates have the opportunity to discuss any adjustments they may need in order to accommodate the impact of their disability?
• Does the method of assessment (e.g. interview, practical test, etc) allow sufficient flexibility to accommodate the needs of a candidate with disability?
• Do the interview questions ask for information directly related to whether candidates can meet the inherent requirements of the position?

Find out more

• See a list of particiapting program partners
• See a list of related resources

Download this information

Download this information as a PDF (PDF, 297KB)

See also

DPAC Disability Action Plan 2007-2010

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