The Australian Public Service and Disability Employment: A Superficial Commitment?

The APS and Disability Employment: A Superficial Commitment?

In May 2019, the Australian Government set a target for the Australian Public Service (APS) to ensure that by 2025, 7% of its workforce would be composed of people with disabilities. This target, part of the APS Disability Employment Strategy 2020-2025, aims to foster a more diverse and inclusive public sector. Interestingly, the 2019 APS Employee Census revealed that 8.4% of employees already identified as having a disability, which surpasses the target and highlights significant underreporting in formal HR systems that recorded only 4%.

Despite the seemingly positive statistic, the APS's efforts to genuinely improve employment opportunities for people with disabilities appear superficial. The strategies in place seem to focus more on identifying existing employees with disabilities rather than making meaningful changes to attract and retain new talent from outside the APS. This approach suggests a troubling lack of commitment to real inclusivity and accessibility.

Employees with disabilities in the APS face substantial hurdles. Stigma and discrimination are prevalent, with reports of higher instances of bullying and harassment compared to their peers without disabilities. Career progression is also a major issue, with fewer opportunities for advancement and limited access to career development resources and mentorship. Inconsistencies in obtaining necessary workplace adjustments further exacerbate these challenges, as many employees report delays and difficulties in securing reasonable accommodations essential for performing their roles effectively.

There’s a clear correlation between funding for workplace adjustments and the increase in employees disclosing their disabilities. Improved funding and supportive policies have encouraged more employees to come forward and request the accommodations they need. However, this trend raises a critical question: Are these efforts truly aimed at making the APS more accessible to external candidates with disabilities, or are they merely encouraging current employees to disclose their disability status to meet internal targets?

Programs like the RecruitAbility scheme, which guarantees an interview for candidates with disabilities who meet the minimum job requirements, highlight this issue. While the scheme supports recruitment and encourages current APS employees to disclose their disabilities for career advancement, it does little to attract new talent from outside the public service.

Moreover, the requirement that candidates must meet "minimum job requirements" is highly subjective and not a measurable outcome. Many APS organisations outsource this keystone principle of RecruitAbility, further complicating the transparency and effectiveness of the scheme.

Looking beyond Australia, several international programs offer valuable insights:

In the United States, the Schedule A Hiring Authority allows federal agencies to hire individuals with disabilities through a non-competitive process. This initiative streamlines the hiring process and helps integrate people with disabilities into the workforce without the hurdles of traditional competitive hiring.

The Workforce Recruitment Program (WRP) in the U.S. connects federal employers with college students and recent graduates with disabilities for internships and job opportunities. This program not only provides valuable work experience for young people with disabilities but also helps federal agencies tap into a diverse talent pool.

In the United Kingdom, the Disability Confident scheme supports employers in recruiting and retaining people with disabilities. This program provides resources and guidance to employers, helping them create inclusive workplaces and offering recognition to those who demonstrate best practices in disability employment.

In Canada, the Federal Internship Program for Canadians with Disabilities offers meaningful work experience and skills development opportunities within the federal public service. This program is designed to help individuals with disabilities gain the experience they need to secure long-term employment.

In Germany, Integration Offices support the integration of people with severe disabilities into the workforce by offering funding for workplace adjustments and wage subsidies. These offices work closely with employers to ensure that necessary accommodations are made, promoting a more inclusive workplace environment.

The APS must move beyond superficial measures and commit to real, substantive changes. This includes providing comprehensive training on disability awareness and inclusive practices, ensuring timely and consistent implementation of workplace adjustments, and developing strong support networks and mentorship programs for employees with disabilities. Moreover, the APS should focus on making concerted efforts to attract external candidates with disabilities by removing barriers and enhancing recruitment processes.

The current approach of merely identifying existing employees with disabilities to meet targets is insufficient. The APS must demonstrate a genuine commitment to creating an inclusive environment where all employees, regardless of their abilities, can thrive and contribute to the public service. Without these changes, the government's efforts will remain inadequate and will fail to create the truly diverse and inclusive workforce that Australia needs.