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WW8Num1WW8Num2WW8Num3WW8Num4WW8Num5WW8Num6WW8Num11WW8Num14@;;PGTimes New Roman5Symbol3&ArialMNimbus Roman No9 LqCentury Schoolbook LTimes New RomanQCentury Schoolbook LmNimbus Roman No9 LTimes New RomanOBitstream Vera Sans=Lucidasans_ StarSymbolArial Unicode MS;Wingdings?4Courier New;MinchofgY5Bitstream Vera Sans Mono5Symbol"hiEiE'0G $IGG GG0UGDyK yK 0mailto:pdca@pdca.org.auDyK yK 6mailto:j.mcnab@unsw.edu.auDyK yK @mailto:karen.fisher@unsw.edu.au_DyK yK http://www.abs.gov.au/Ausstats/abs@.nsf/1020492cfcd63696ca2568a1002477b5/c258c88a7aa5a87eca2568a9001393e8!OpenDocumentOh+'0 p x 2@b@@n@跺 Jill FowlerNormalM 0{Caolan70#:.>Fl   " 8Z D 4lB ^ 49 4@ E;2D34 Physical Disability Council of Australia Ltd (PDCA) P O Box 77 Northgate Qld 4013 07 3267 1057 07 3267 1733 HYPERLINK "mailto:pdca@pdca.org.au"pdca@pdca.org.au HYPERLINK "http://www.pdca.org.au/"www.pdca.org.au Human Rights and Equal Opportunity Commission Request for comments on Possible public inquiry on employment and disability issues The Physical Disability Council of Australia ltd (PDCA) is the national peak body representing the interests and views of people with physical disability across Australia. As a national peak we wish to provide comment on a Possible Public Inquiry on employment and disability issues, and thank HREOC for the opportunity to provide these comments. Should you require any further information or wish to discuss this matter, please call the writer, Sue Egan by phone on 07 3267 1057 or contact me by email on HYPERLINK "mailto:pdca@pdca.org.au"pdca@pdca.org.au. Yours Sincerely  Sue Egan Executive Officer Physical Disability Council of Australia Ltd (PDCA) PHYSICAL DISABILITY ISSUES In 1998, 3.6 million people in Australia had a disability (19% of the total population). A further 3.1 million had an impairment or long-term condition that did not restrict their everyday activities. Of those with a disability, 87% (3.2 million) experienced specific restrictions in core activities, schooling or employment. Self care, mobility and communication are fundamentally important activities underlying all aspects of everyday life. Most people with a disability (78%, or 15% of the total population) were restricted in one or more of these core activities. Depending on the level of assistance needed or difficulty experienced, restriction in core activities was profound (3% of the total population), severe (3%), moderate (4%) or mild (6%) (Table 2). Participation in education and the labour force contributes to personal development and independence. Of those with a core activity restriction, 47% (1.3 million) people were also restricted in schooling or employment. A further 327,900 people without a core activity restriction were restricted in schooling or employment.2 In 2003, People with disability had a lower labour force participation rate (53%) than those without a disability (81%) and those with a profound or severe core-activity limitation had an even lower participation rate (15%).3 Regardless of individual differences in disability, it can be said with confidence that people with physical disability, particularly those with significant mobility handicaps: have great difficulty gaining access to public and private buildings because of physical barriers such as steps, steepness of site and lack of accessible parking face greater costs than other people because of their disability such as specific and essential equipment, modifications to vehicles, household appliances, modifications to housing including internal and external, home maintenance including gardening, lawns and window cleaning, transport, personal and health care including pharmaceutical's and items not included on the PBS, and managing a household and family who in many cases generally cannot access public transport and are reliant on accessible taxis, with varying levels of subsidy throughout Australia, or on private vehicles, which have been purchased to be able to carry a person using a wheelchair, therefore is often more costly face significant discrimination in finding a job and obtaining promotional opportunities, despite the avenues for redress through disability discrimination legislation. The Australian Public Service does not employ people with disability in the same numbers as it once did. Job centres are rarely accessible with accessible toilets and other staff/student facilities. Many of the staff in job centres have been exposed to people with disability, understand the DDA or had any disability awareness training have lower incomes/education than their age? peers due to greater difficulties in getting employment and in achieving promotion have fluctuating income if their impairment is associated with medical conditions leading to episodic periods of hospitalisation and/or absence from work. (Such people include people with spinal cord injury, multiple sclerosis, muscular dystrophy, polio, cerebral palsy, arthritis and mental illness etc). Issues and inquiry process Would a public inquiry in this area by HREOC, ADVANCE EMPLOYMENT opportunities FOR PEOPLE WITH A DISABILITY? PDCA believes that for people with disabilities, employment encompasses more than securing a position in employment and that governments and community need to be aware that support mechanisms must be in place before employment and equality in employment can happen. We therefore support an inquiry into the area of employment including addressing the barriers and issues which impact on the employment of people with disabilities in Australia. These can involve: Access  addressing the barriers that prevent employment of people with disability, such as physical access, communication access, information access, access to staff facilities; Attitudes of Job Centre, Job Network staff, potential employers and staff, including discrimination to reflect the day to day reality for people with disability in Australia. Tertiary education. Any discussion of employment opportunities must include not only training but education/retraining/information etc. Often people with disabilities miss out on their early education for a number of reasons, but this can be rectified by mature age studies but many people with disabilities do not know of distance education/mature age studies or the support available within the university and TAFE environments. Employment must be included as a whole of government priority by the Commonwealth Government. The issue of employment and economic participation has been a priority in some areas of government such as Family and Community Services, and DETYA and significant resources have been poured into Welfare Reform and other initiatives designed to increase the participation of people with disability in paid employment. Unfortunately, these initiatives are failing and both the Commonwealth State/Territory Disability Agreement or the Disability Discrimination Act are unable to rectify this situation. How to support people who run their own small/micro businesses or in other ways are self-employed is an issue that also needs addressing. Evaluation of existing programmes. The evaluation needs to look at how and why efforts to address this issue through millions of dollars in programmes, have failed. Investigate the option for a whole-of-government approach with the Department of the Prime Minister and Cabinet engaged as a key partner. Diversity is not covered when addressing employment issues and it is an important aspect that would help to ensure that people with disability from all backgrounds are equal to other members of society. This includes indigenous Australians and those from Non English Speaking Countries, whose English and customs are different to those of Australians. What are the issues requiring specific attention or research as part of an inquiry? PDCA suggests the following: The Australian Bureau of Statistics, shows that people with disability employed by Australian Public Service has decreased by 20% since 1997. This is a disturbing decline in employment support for people with disability who are being encouraged to go out or return to work on the one hand, but discouraged from working in the one place that purports to be an Equal Opportunity Employer - government public service. Awareness raising of the benefits of employing people with a disability should be investigated resulting in the development of a public awareness raising campaign. There is a need for current private, NGO and government employers to undertake the development of Action Plans under s.61, Disability Awareness Training and Access Audits, all of which assist the process of enabling employers to understand disability, dispel the myths and stereotypes held by employers and assist people with disability to become employed and maintain equity in the workplace. Consider the issue of Cost of Disability and cost of working and whether people with disability consider it is financially not viable to be in employment as opposed to a Disability Support Pension. Such issues to include the cost of transport, clothing, equipment, etc. Consider whether support programmes such as Attendant Care or Personal Lifestyle support packages meet the extended needs of people working (for instance are these hours transferable to the workplace or for the home area only)? What about those who work from home? Consider the programmes Work Based Personal Assistance and the Workplace Modifications and Subsidised Wages actually reflect the reality. Also consider what mechanisms are used to decide on eligibility for these programmes. Consider the issue of colleagues providing personal care to co-workers and what this does to the relationship of colleagues. One dependent on the other for vital support in the workplace is not equity. Investigate the low paid positions often offered to people with disability with no provision for promotion or increased wages Invite disability activists and community organisations to provide case studies of problems encountered so that solutions can be developed and used to inform others. Seek information on what pre vocational training is available to people with disabilities throughout the community, and how many of these agencies have undertaken staff development on  Disability as part of their diversity training? What other processes of review or policy development which ought to be taken into account in considering and or conducting an inquiry in this area, including any issues where examination by an inquiry should be limited or excluded to avoid duplicating existing work? Currently there is an evaluation of the Commonwealth Disability Strategy conducted on behalf of the Department of Family and Community Services by the following: Justin McNab & Karen Fisher, Social Policy Research Centre University of NSW Sydney NSW 2052 HYPERLINK "mailto:j.mcnab@unsw.edu.au"j.mcnab@unsw.edu.au or HYPERLINK "mailto:karen.fisher@unsw.edu.au"karen.fisher@unsw.edu.au PDCA believes it would be strategic to contact this organisation to ascertain what they are promoting/recommending in the area of employment in the public service? PDCA has for some time, recommended setting up a national advisory committee to work on a national strategy in much the same way as the Bridging Pathways National Strategy. This advisory committee could also at other aspects of the employment of people with disabilities in a non political group of people who are focused on assisting people to become employed, by practically and creatively looking at all of the issues surrounding employment , such as: Disability Awareness campaigns to potential employers and the public Advertising for staff with a disability and EEO Practices Apprenticeships and other opportunities for people with disabilities Human Resources (hiring a person with a disability) Guidelines for the interview process and understanding the DDA Equipment, where and how to get it. Wages (supported and non supported) Recommended conditions of employment. promotion and training within the organisation problem solving training shortfalls in the community more.......... Partners in the national advisory committee could include: HREOC Employers Making a Difference (EMAD) Disability Peak Organisations Australian Competitive Employment (ACE) ACROD FaCS DETYA Diversity @ work ANTA representative more........ Other relevant research and information which ought to be taken into account in considering and/or conducting an inquiry into this area? Simon Darcy Ph.D has recently completed his thesis on tourism in Australia and the losses sustained due to lack of provision for people with disabilities. This puts a dollar figure on the losses and could be applied and used to emphasise losses in the are of employment for people with disabilities also. Issues affecting participation and opportunities for people with disabilities which might be examined by a public inquiry? PDCA believes that some of these are: Inadequate personal care hours to assist with rising, showering, dressing for work etc, this is an unmet need in many instances across Australia Transport not accessible or consistent across Australia, causing increased costs, Limit of transport subsidies in states and no consistency with subsidy between states Lack of awareness in the benefits of employing people with disabilities lack of knowledge of subsidies available such as workplace modifications and subsidised wages, services such as Interwork (SA) and NRS/ACE (National Relay Service and Australian Communication Exchange) lack of knowledge of the real needs and expectations of people with disabilities by employment officers or human resource personnel Lack of flexibility in work practices and work hours, including the need to work at home No promotion of working from home which is a good option for people with physical disabilities discrimination by employers discrimination in the workplace by other colleagues and the environment no consideration for the cost of disability and the additional cost of working either mentally or physically Lack of diversity and EEO policies, many of which only relate to State Equal Opportunity Acts and not the DDA Access to buildings, specific features in places of employment, from staff rooms to photocopying machines and time clocks, and public spaces Lack of community based vocational training Inaccessible facilities at TAFE (or ) lack of transport to TAFE For some people with disabilities, losing a Health Care Card (which for some is linked to a Mobility Allowance) Losing the ability to have Doctor bulk bill if the Health Card is lost Cutbacks in government funding over the past 10 years (or more) for specific retraining programs, rehabilitation services and sponsorships for people with disabilities. People with disabilities were in a much better position (better prepared) to enter the workforce 15 years ago than they are now - when support programs were widely available (through Commonwealth funding -CRS). Now rehabilitation services are mainly user pays unless you are compensable, its very difficult to get this support. Responsibility and accountability issues In conclusion, PDCA has indicated to HREOC for some time, that we would like to be a major stakeholder in any activity, inquiry or process that is developed that may go some way in addressing the employment needs of people with disabilities in Australia. ---000--- 21998 ABS Disability and Ageing) 3HYPERLINK "http://www.abs.gov.au/Ausstats/abs@.nsf/1020492cfcd63696ca2568a1002477b5/c258c88a7aa5a87eca2568a9001393e8!OpenDocument"Disability, Ageing and Carers: Summary of Findings, Australia, 2003 (cat. no. 4430.0). abn: 79 081 345 164 acn 081 345 164 j&(*JLNP JPR&( ԰԰{{kkk{{bbbbbB*phOJQJB*phOJQJCJ5aJ\B*phOJQJCJ5aJ\B*phOJQJ5\,jU0J 0J aJCJCJB*phU0J 0J aJCJB*ph,jU0J 0J aJCJCJB*ph 0J 0J aJCJCJB*phUB*phCJaJB*phCJ5aJ\ jU"    2 4 8 : Z \ ^ ` b d f x         L N NP缺q0J,aJCJOJQJB*phaJCJOJQJB*phB*phOJQJCJaJ#B*phOJQJCJ@5aJ\ jUB*phOJQJU*0J 0J OJQJB*phOJQJB*ph(jBU0J 0J OJQJB*ph0J 0J OJQJB*phUOJQJB*ph%LN"##&&.'0''(((++޻y^E1B*phOJQJCJaJ5@6mH sH :;4B*phOJQJCJaJ5@\6mH sH :;#B*phOJQJCJaJ5@\&;B*phOJQJCJ@5aJ\B*phOJQJCJ@aJB*phOJQJCJaJE0J,0JaJfHq mH sH CJOJQJH*EHCJB*phA0JaJfHq mH sH CJOJQJH*EHCJB*ph++--0-|.~..1116@677788 9::ѿѲѐѿ~jYE'B*phOJQJCJ@5^JaJ\!B*phOJQJCJaJ^J@'B*phOJQJCJaJ^J@\5#B*phOJQJCJaJ^J\5 B*phOJQJCJ^JaJ6 B*phOJQJCJ^JaJ5B*phOJQJCJaJ#B*phOJQJCJ5^JaJ\B*phOJQJCJ^JaJB*phOJQJCJaJ^J B*phOJQJCJaJ^J5::<<<====@@^E`E~GGIIXKZKKLLMM>O@OQQQ0S2SzT|TTJULU˷˪˖ˍ|h'aJ^J@CJOJQJB*ph\5!aJ^J@CJOJQJB*phOJQJCJaJ'B*phOJQJCJ@5^JaJ\B*phOJQJCJaJ'B*phOJQJCJ@^JaJ\5!B*phOJQJCJ@^JaJ!B*phOJQJCJaJ^J@$B*phOJQJCJaJ^J@5#LUNUUUUUUUU(V*V,V\V^VbVzW␎zW?.!B*phOJQJCJaJ^J@/0J 0J \aJ^J5@CJOJQJB*phEjU0J 0J \aJ^J5CJ5@CJOJQJB*ph'\aJ^J5@CJOJQJB*phU]0J 0J \aJ^J5@CJOJQJB*ph\aJ^J5CJ5@CJOJQJB*phEjU0J 0J \aJ^J5CJ5@CJOJQJB*ph90J 0J \aJ^J5CJ5@CJOJQJB*phUzWWW<[>[<\\0]]]B^^^ _V_t_v____D``````a@aZa\anbpbddeeff>ggh ijkpl0mjmmnop"qqrsvLwNwPwNyPyRyfyhyjylynypyrytyvyxyzy|y~yyyyyyyyy 0JOJQJB*phOJQJB*phOJQJCJ5aJ\B*phOJQJCJaJSyyyyzzz`{b{d{{{ᦤaJCJOJQJaJCJB*phU90J 0J aJ5CJOJQJB*phaJCJCJB*ph:j;U0J 0J aJ5CJ5CJOJQJB*ph.0J 0J aJ5CJ5CJOJQJB*phU 0JOJQJ jN JPR$a$$a$$a$$a$$a$$a$$a$$a$$a$$a$$a$$a$$a$$a$$a$$a$$a$$a$&( 8 : Z ^ ` b d f x    $a$$a$$a$$a$$a$$a$$a$$a$$a$$a$$a$$a$$a$$a$$a$$a$$a$$a$      L N NP$d%d&d'd$a$ 4#$a$$a$$a$$a$$a$$a$$a$LN"##kE% & F^]`$d%d&d'd$a$ 4#% & F^]`$d%d&d'd$a$ 4#% & F^]`$d%d&d'd$a$ 4#"^]`$d%d&d'd$a$ 4#% & F^]`$d%d&d'd$a$ 4##&&.'0'((++--|.~..11778% & F^]`$d%d&d'd$a$ 4#$d%d&d'd$a$ 4#% & F^]`$d%d&d'd$a$ 4#88::<<<====@{% & F ^]`$d%d&d'd$a$ 4#"^]`$d%d&d'd$a$ 4#% & F^]`$d%d&d'd$a$ 4#$d%d&d'd$a$ 4# @@^E`E~GGIIk% & F ^]`$d%d&d'd$a$ 4#% & F ^]`$d%d&d'd$a$ 4#% & F ^]`$d%d&d'd$a$ 4#"^]`$d%d&d'd$a$ 4#IXKZKKLLkI"^]`$d%d&d'd$a$ 4#% & F ^]`$d%d&d'd$a$ 4#% & F ^]`$d%d&d'd$a$ 4#"^]`$d%d&d'd$a$ 4#% & F ^]`$d%d&d'd$a$ 4#LMM>O@OQQQkI"^]`$d%d&d'd$a$ 4#% & F ^]`$d%d&d'd$a$ 4#% & F ^]`$d%d&d'd$a$ 4#"^]`$d%d&d'd$a$ 4#% & F ^]`$d%d&d'd$a$ 4#Q0S2SzT|TT`VbVWW<[ooooYYY$d%d&d'd$a$ 4#"^]`$d%d&d'd$a$ 4#% & F ^]`$d%d&d'd$a$ 4#"^]`$d%d&d'd$a$ 4#% & F^]`$d%d&d'd$a$ 4# <[>[<\\0]wQ% & F^]`$d%d&d'd$a$ 4#% & F^]`$d%d&d'd$a$ 4#% & F^]`$d%d&d'd$a$ 4#% & F^]`$d%d&d'd$a$ 4#$d%d&d'd$a$ 4#0]]]B^^^gA% & F^]`$d%d&d'd$a$ 4#% & F^]`$d%d&d'd$a$ 4#% & F^]`$d%d&d'd$a$ 4#% & F^]`$d%d&d'd$a$ 4#% & F^]`$d%d&d'd$a$ 4#^ _V_t_v____D``````wwwwwwwwww$d%d&d'd$a$ 4#% & F^]`$d%d&d'd$a$ 4#% & F^]`$d%d&d'd$a$ 4#% & F^]`$d%d&d'd$a$ 4# `a@aZa\anbpbddeeffw% & F ^]`$d%d&d'd$a$ 4#% & F ^]`$d%d&d'd$a$ 4#% & F^]`$d%d&d'd$a$ 4#$d%d&d'd$a$ 4# f>ggh ijgA% & F^]`$d%d&d'd$a$ 4#% & F^]`$d%d&d'd$a$ 4#% & F^]`$d%d&d'd$a$ 4#% & F^]`$d%d&d'd$a$ 4#% & F^]`$d%d&d'd$a$ 4#jkpl0mjmmgA% & F^]`$d%d&d'd$a$ 4#% & F^]`$d%d&d'd$a$ 4#% & F^]`$d%d&d'd$a$ 4#% & F^]`$d%d&d'd$a$ 4#% & F^]`$d%d&d'd$a$ 4#mnop"qqgA% & F^]`$d%d&d'd$a$ 4#% & F^]`$d%d&d'd$a$ 4#% & F^]`$d%d&d'd$a$ 4#% & F^]`$d%d&d'd$a$ 4#% & F^]`$d%d&d'd$a$ 4#qrsvLwNwPwNygEEE"^]`$d%d&d'd$a$ 4#% & F^]`$d%d&d'd$a$ 4#% & F^]`$d%d&d'd$a$ 4#% & F^]`$d%d&d'd$a$ 4#% & F^]`$d%d&d'd$a$ 4#NyPyRyfyhyjylynypyrytyvyxyzy|y~yyyyyyy"^]`$d%d&d'd$a$ 4#"^]`$d%d&d'd$a$ 4#yyy{{{{{{{{^]`$d%d5$a$466"^]`$d%d&d'd$a$ 4# 2. 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