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14 December 2012Book page
National Inquiry into Employment and Disability: Employer consultation - Brisbane , Friday 22 April 2005
Participants made a number of specific suggestions about potential solutions and strategies to further the employment opportunities for people with a disability: -
14 December 2012Book page
National Inquiry into Employment and Disability: Employer Consultation - Sydney, 7 July 2005
They discussed some of the problems and strategies associated with recruitment and retention of people with disabilities. They also provided feedback on some of the Inquiry's draft recommendations. -
14 December 2012Book page
National Inquiry into Employment and Disability: Consultation with NSW EEO Practitioners Association Members
Human Rights and Equal Opportunity Commission - Vanessa Lesnie; ABC - Chrissie Tucker; Bluescope Steel - Daryl Kilby; Commonwealth Bank of Australia - Melissa Collins; Qantas - Sandra Triulzi; Reserve Bank of Australia - Julie Ford; Royal Institute for Deaf and Blind Children - Rob Walker -
14 December 2012Book page
National Inquiry into Disability and Employment: Submissions - round 1
This page lists submissions made to the Australian Human Rights Commission's National Inquiry on equal employment opportunity and participation for people with disabilities prior to the release of the Inquiry's Interim Report, and provides links to those submissions which have been provided electronically and on which no restriction on publication has been requested by the authors. Wordprocessor… -
14 December 2012Book page
National Inquiry into Employment and Disability: Issues Paper 2
The Inquiry will also focus on identifying and developing practical strategies that can help address the disincentives that many people with disabilities experience when they do seek employment. -
14 December 2012Book page
National Inquiry into Employment and Disability: Issues Paper 3
One of the goals of the Inquiry is to identify and develop practical strategies to address some of the factors that act as a disincentive to employers hiring people with disabilities. -
14 December 2012Book page
National Inquiry into Employment and Disability: Issues Paper 4
There are several different questions that need to be addressed to foster equality of opportunity for people with disabilities in employment. These questions include: -
14 December 2012Book page
National Inquiry into Employment and Disability: Issues Paper 5
From the outset of this Inquiry, it was apparent that there was a need for clearer information on the services offered by the Commonwealth regarding employment of people with disabilities. -
14 December 2012Book page
Sterilisation
This paper will highlight the findings of research examining Family Court and state Guardianship Tribunal's originating materials and written reports from 'experts' and family members. It includes all sterilisation cases involving minors that have proceeded to legal judgment in Australia between 1992-1998. The central assertion is that non-consensual sterilisation continues to be framed as a… -
Disability Rights
14 December 2012WebpageWorld Wide Web Access: Disability Discrimination Act Advisory Notes
Work continues on the development of comprehensive recommendations for the implementation of the Web Content Accessibility Guidelines 2.0 (WCAG 2.0). Over the past three months we have been considering all the issues, some of them quite complex, relating to an orderly transition to WCAG 2.0, and receiving a range of views from government, industry, and the web development community (including web… -
14 December 2012Book page
Foreword
It has become apparent to the Australian Human Rights Commission that employers and managers are supportive of workers with mental illness. However, there is a need for guidance on how to do this better. -
14 December 2012Book page
1. Mental health in the workplace
It is highly likely that, as a manager, you will supervise a worker with mental illness at some point in your career – whether you know it or not. -
14 December 2012Book page
2. Understanding mental illness
It is highly likely that at least one worker in your workplace will, at some point in time, have a long or short-term mental illness. While you do not need to become an expert in mental health, having a better understanding of what mental illness is (including its possible effects on a worker) enables you to be more effective in handling issues that may arise. -
14 December 2012Book page
3. Managing mental illness in the workplace
Some workers will choose to disclose their mental illness if they require workplace support. Others may choose not to disclose their illness if they feel they do not require any workplace support or fear an adverse reaction. -
14 December 2012Book page
4. Creating a safe and healthy workplace for all
The most effective way to attract and support competent and productive workers is to ensure a healthy and safe work environment for everyone including workers with mental illness. -
14 December 2012Book page
5. Where to get assistance
JobAccess is a confidential advice service available to managers who work with workers with disability, including workers with mental illness. The free telephone service provides: -
14 December 2012Book page
6. Additional information and resources
beyondblue provides accurate, up to date, easy to read fact sheets on depression, anxiety and related disorders. Factsheets relevant to employment include: -
14 December 2012Book page
7. Acknowledgements
A special thank you goes to the following organisations, particularly for their generosity of time, assistance and goodwill, which contributed to the development of this guide: -
14 December 2012Book page
Appendix A: Knowing the law
The Commonwealth Disability Discrimination Act 1992 (Cth) (DDA) and equivalent state and territory laws make it unlawful to discriminate against, harass or victimise people with disabilities or their associates – including in employment. -
14 December 2012Book page
Appendix B: Types of mental illness
The following information provides a brief overview of mental illness. It is important to have an understanding of what mental illness is and its possible effects on a worker as this helps you to be more effective in handling issues that may arise. However, you do not need to become an expert in mental health nor are you required to assess whether a worker has a mental illness.