Learning from New Zealand: We need to improve OUR Disability Employment Service Program

Employment of People with Disability: The Australian Context

The employment of people with disability is still a serious issue in Australia. The 2020 COVID-19 pandemic has shone new light on how people with disabilities are still disadvantaged. This is coming at a time when the current government is proposing changes to the Social Security Act as well as the National Disability Insurance Scheme Act. People with disability continue to suffer due to discrimination and stigma. Further intervention is required to meet their needs in the community and employment market.

People with disability still encounter discrimination and hardship in the workplace. According to a 2020 report by the Australian Institute of Health and Welfare (AIHW), there are still significantly lower levels of economic and employment participation by persons with a disability.

The report also notes people with disability are twice as likely to suffer unemployment compared to the majority of the population. The research shows that people with disability are more likely to have a lower level of educational attainment.

Australia has implemented tertiary disability support policies, enabling students with disability to be more effectively accommodated, leading to significantly better outcomes. This assists people with disability to attend their choice of course through to completion. However, their graduate outcomes still appear to be lower than their counterparts.

Government Interventions in Employment:

There are numerous interventions already implemented at State and Commonwealth level to assist people to participate in their local community. These measures include the Disability Support Pension, Job Seeker Allowance, the Disability Employment Service (DES), and our National Disability Insurance Scheme, amongst others.

People with disability are able to connect to the Disability Employment Services, via an ESAT or Job Capacity Assessment. As a policy rule (Social Security Act Guide), only people with an assessed eight hour a week or more can be connected to a DES provider.

People already in employment or assessed as having less than eight hours a week work capacity are excluded. ?The NDIA provides funding for people with severe and profound disabilities are going through a change in their lives, to assist with finding work.

There is no “in between” for people with disabilities due to these regulations and policy guidelines.

The Situation in New Zealand

Traditionally, NZ tended to learn from Australia and has previously adopted policies that originate from Australia. I argue that Australia can learn from New Zealand on how it manages disability related issues.

According to the WINZ website, people with disability are treated differently in a more supportive manner. For example, people who are not on income support or who are already employed can refer themselves to employment services to get the assistance that they need. There is no assessment work capacity requirement in NZ.

This means that people with disability can have the flexibility to engage with supports. This is something that Australian can emulate, in order to improve productivity.

What can Australia Learn?

Australia can adjust the way it handles people with disability. Given the on-going pandemic, people with a disability would benefit from flexibility and support that they may not get.

It is also suggested that further interventions be developed to assist graduates (TAFE and university) into work. I note that there is still a lack of coherent and substantial policy on this in Australia.