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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. -
14 December 2012Book page
Appendix C: How to talk about mental illness
First and foremost people with mental illness are people and therefore it is important to use 'people first' language when referring to a person with a mental illness. -
Disability Rights
14 December 2012Webpage
Employment innovations Victoria disability action plan
The scope of the DAP is to ensure that the services of EIV are provided to persons with a disability, to the same standards provided to any other client. EIV will to the best of its abilities ensure any disability client is not in any way disadvantaged or discriminated against in the receipt of EIV services, where possible services will be tailored to meet and exceed the requirements of the… -
14 December 2012Book page
Open letter to all Local Government Authorities
I recently had the opportunity to address participants in the ALGA National Local Roads and Transport Congress on the role of local government in responding to the mobility and access needs of people with a disability. -
14 December 2012Book page
Building Regulation and equitable access - an Australian view
Michael Small Senior Policy Officer in the Disability Rights Unit at the Australian Human Rights and Equal Opportunity Commission michaelsmall@humanrights.gov.au -
14 December 2012Book page
Letter to small business organisations on draft premises standards
The Australian Human Rights Commission recently (May 2004) met with representatives from a number of small business organisations to discuss the draft Premises Standards. The purpose of the meetings was to provide additional information on a number of specific concerns that had been raised. The Commission followed up the meetings with a letter which is reproduced below.