People with disabilities make up a considerable part of the Australian population, but they are very overlooked in the workforce. The NDIS says that only 53% of disabled people are working, and only 25% of people have profound or severe disabilities. Even though Australia is adding jobs, the number of unemployed and disabled people is going up. This difference is due to the problems people with disabilities can have at work. Some of these are unfair beliefs about disabled people's ability to work, employers only giving them boring or repetitive tasks that are likely to make them lose interest, employers not hiring disabled people because they think it will be too hard, or accessibility problems like not having enough wheelchair space, limited transportation options, or problems with sensory stimulation in the workplace. People with disabilities have the right to work in settings that are accessible, inclusive, equal, and freely chosen. A big part of taking care of your mental health and well-being is being able to do work that you enjoy and find interesting. It also gives people more chances to meet new people and get help from the community. Businesses also gain because the workforce has more people with different skills and experiences.
What Is Accessibility?
Getting rid of hurdles in a workplace or work function makes it possible for everyone to get to the place, tools, and tasks they need to do their job. Some things in a building's design or plan, like its lighting, noise level, signs, or parking, can make it hard for someone with a disability to get around.
Employers should open their offices to everyone because it is the right thing to do, and the law requires them to do so. Public sector employers have the same role as service providers, such as stores and movie theatres: they have to consider what disabled people will need and ensure their buildings are accessible.
How To Make a Workspace Adapting and Inclusive
The following strategies will provide your firm with nine actions that it may take to create an inclusive workplace.
1. Create a strategy for attracting and retaining employees
Forming a partnership with a recruiting agency that assists individuals with disabilities is a popular tactic. In most cases, these external organisations are charitable organisations. If employers want their programmes to be successful, they need to be more systematic, but this is a solid first step in the right direction. Getting in touch with the career service office and the disability resource centre at the universities, community colleges, and technical and vocational institutions in the area.
2. Financial support
You might think it goes without saying to help disabled people with money, but in my experience, this group is often forgotten when it comes to disability inclusion. Luckily, we can be intentionally inclusive in many ways when providing cash support for people with disabilities. I'd like to focus on two: social support and benefits packages. Businesses need to put money into groups that help people with disabilities get along with others. This shows that "inclusion" is more than just working for one company. After all, inclusion includes both the growth of the organisation and the growth of society!
That is, giving money to groups that help disabled people is an important way to show that you intentionally include them and a good way to get the next generation of disabled people to want to work for your company—a win-win!
It's also important for all workers to have full benefits packages. This may be especially true for disabled people, who often have to deal with disproportionately high medical bills and financial crises.
3. Frequent communication
Talking to people often is the best way to make sure their wants are met. Different people will have different wants, so no single answer will work for all employees. Frequent contact, especially at the start, gives the employee a chance to say whether the current rules are working for them and for them to point out problems that the company may not have seen coming. At least at first, these talks should happen once a week.
If you have workers who have mental health problems, like seasonal affective disorder, you might need to change how you talk to them. Because employees might have trouble remembering things, everything should be written down properly to guide them. You might also want to think about how you talk to people. Different things, like the tone of voice, the words used, the body language, and even whether you talk or email someone, can affect how comfortable they feel and the quality of their work.
4. Make it a continuous process
You had the important talks, made the necessary changes, and taught everyone on your team how to better help any disabled team members. That's all there is to it, right? Not really. Making your workplace more available is going in the right direction, but here's the thing: you'll never be done with it. There will be new technologies that you should look into, or new employees will join your team (and may need different housing).
You can't just check this box and feel like you've done something. The same goes for any other inclusion plan you put in place in your office. The process is always changing and needs to be evaluated and worked on constantly.
5. Focus on the outside of your physical space
When you hear the phrase "accessible workspace," you might only think about how the room looks. But your furniture and plan are only parts of a truly accessible space for people with disabilities. For example, helpful technologies can give your workers the tools to do their jobs better and faster. This is not an all-inclusive list of all the tools and technologies, but it's a good place to start if you want to make changes to make things more accessible.
Many people in your office could benefit from these assistive technologies, not just workers who have obvious disabilities or have been told about them. It doesn't matter if they don't think of themselves as disabled. For instance, an older worker might like an app that makes the screen bigger, and someone who feels slowed down by typing slowly could be more productive with a voice recognition app. Other perks, such as flexible schedules and the ability to work from home, can also give these workers a lot of choices.
6. Flexible work hours
Employees with disabilities may need some help with their work hours. Medications can make it harder to do things in the morning, work may change how much energy you have, and you may need time for medical visits. To make things easier for workers, you could offer flexible start times, more breaks, or time to work from home.
7. Training for managers and other workers
Educating your managers and staff about disabilities in the workplace is pivotal to building an all-inclusive culture. It would be best to have an outside consultant who knows a lot about disability do this job. It's also a good idea to ask your disabled employees what they'd like to see from this action and what they think the company or other employees need to do to improve things for disabled people. Check our blog on Breaking Down Barriers: Accessibility in Public Spaces.
8. Make the office less stressful
People worldwide know that work can be stressful and exciting. It could be hard for people with mental health problems because of this. Many companies, like Google and Nike, have realised this and set up meditation rooms and programmes for their workers. Studies have shown that relaxation is good for mental and physical health.
9. Community
Lastly, ensuring that people with disabilities have a caring community is also part of intentionally including them. What does this sentence mean? Businesses need to let disabled workers talk to each other. Employees mustn't feel pressured to be "out" about their disability unless they want to. However, letting people with disabilities connect can help make sure that no one feels like "the only" or like they have to be the only voice of people with disabilities in an organisation.
5 Disability-Friendly Tools Every Workplace Must Have
One of the most useful changes that came with digitalisation is the push to make sure that offices have accessible tools so that people with disabilities can do their jobs well.
1. Get up table
With handlebars, armrests, and hand control that lets the worker sit or stand, this movable, height-adjustable table has everything a worker needs to do their job. As a lifting method, a sling can also be attached. Back, knee, and heel supports are some of the other items that can be used to meet the needs of any user.
2. Vision table
This table is made for people who use wheelchairs or have trouble seeing. The desk tilts uniquely and can be moved up to 71 degrees. This makes it a great tool for reading accommodations and other school, work, and fun activities throughout the day. There are two kinds: one tilt with a handle and the other with a button with a safety stop.
3. Programmable standing desk
Unlike the first two, this height-adjustable table is designed for workers who are good with technology. You can use an app on your phone to change the whiteboard's surface and height. It comes in many shapes and sizes and has stylish add-ons that can hold computers, multiple monitors, and a power source.
4. Desk stand mount
This stand is for 17-inch computers from many well-known brands, so you don't have to keep a monitor on your desk. In addition to the usual arm that moves up and down, it has two extra arms that fold in half and move from side to side, tilting the laptop forward.
5. Laptop desk
The only difference between this laptop stand and the one above is that this one can be connected to a couch, a bed, or exercise equipment. You should check out the site because it stands for computers, projectors, and cars.
Conclusion
Because every individual is unique and will have a unique set of access requirements, it is essential to preserve the flexibility necessary to guarantee that you can discuss and investigate specific choices tailored to meet the requirements of individuals. Nevertheless, if you make sure that you have met the fundamental NDIS accessibility standards that were discussed before, you can guarantee that your place of employment will be an alternative that persons with disabilities can seriously consider. Ndis participants need a friendly and inclusive work environment to function effectively and perfectly. Care Assure, a registered NDIS provider, ensures all its residents have a good workplace. This is to ensure their well-being and mental health. If you need a provider that ensures your needs come first, try Care Assure from South Australia today.
Frequently Asked Questions
What does it mean to adapt workspaces for NDIS participants?
Adapting workspaces for NDIS participants involves modifying physical environments, tools, and technologies to accommodate the unique needs and abilities of individuals with disabilities, ensuring they can effectively and comfortably engage in work activities.
What types of adaptations might be needed in a workspace for NDIS participants?
Adaptations can vary depending on individual needs but may include modifications such as accessible entrances, ergonomic furniture, assistive technologies, sensory accommodations, and flexible work arrangements.
Who is responsible for implementing workspace adaptations for NDIS participants?
Employers, workspace designers, and disability service providers all play a role in implementing workspace adaptations. Collaboration among these stakeholders is essential to ensure that adaptations meet the specific needs of NDIS participants.
How can employers determine the necessary adaptations for their workspace?
Employers can conduct accessibility assessments and consult with disability experts or occupational therapists to identify the specific accommodations required for NDIS participants in their workforce.
Are there funding options available to assist NDIS participants with workspace adaptations?
The NDIS provides funding for reasonable and necessary workplace modifications through individualised support plans. Employers can also explore other funding sources and government grants for accessibility initiatives.
Can workspace adaptations benefit all employees, not just NDIS participants?
Many adaptations designed for NDIS participants, such as ergonomic furniture and flexible work arrangements, can benefit all employees by promoting comfort, productivity, and overall wellbeing.
