ĐĎॹá>ţ˙ âäţ˙˙˙ŕá˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙ěĽÁ` řż0ń‰bjbjć‡ć‡ *܄í„íď˙˙˙˙˙˙¤† † † † ú ú ú  ––––<Ґ  óŤ˛ę‘L6’6’6’6’{•{•{•rŤtŤtŤtŤtŤtŤtŤ$Ľ­h °ô˜Ťú {•˙”|{•{•{•˜Ť† † 6’6’É­Ť˜˜˜{•"† R6’ú 6’rŤ˜{•rŤ˜˜bn§$Ř "ú >Ť6’Ţ‘ `$Cƒ3żĹ–˜’ŞV^ŤĂŤ0óŤčŞVą˜ąŹ>Ťąú >Ť {•{•˜{•{•{•{•{•˜Ť˜Ť˜{•{•{•óŤ{•{•{•{•   ¤B˛MäB   ˛M   † † † † † † ˙˙˙˙  The AUSTRALIAN NATIONAL ORGANISATION of the UNEMPLOYED   HYPERLINK "mailto:anou@ourbrisbane.com"   HYPERLINK "http://www.unempa.org"   Level 2, 16, Peel Street, South Brisbane, Q 4101 email;  HYPERLINK mailto:anou.bris@ourbrisbane.com anou.bris@ourbrisbane.com  HYPERLINK http://www.unempa.org www.unempa.org Perspective; The ANOU’s network of unemployed people’s organisations is dedicated to defending the rights and advancing the interests of un(der)employed workers, their partners and their families. Our definitions are; Unemployed; Involuntarily excluded from the paid workforce and actively seeking employment either full time, part time, casual, or contract work. Under-employed; Marginal participation in the workforce and actively seeking additional paid work. The ANOU draws no distinction between unemployed people who receive a particular social security payment and those who don’t. Job creation and reducing unemployment are not first order issues for the ANOU. The organisation’s focus is on the rights of individuals whilst they are un(der)employed and subjected to the conditions of the ‘system’. şÚÁĎÇ鹨՞ this submission; The ANOU needs to focus it’s limited resources on priority issues likely to significantly impact un(der)employed people. This submission focuses on HREOC recommendations. and implications of changes to; The Disability Support Pension. ‘Mutual’ obligation The breaching regime. Work for the dole. Role of the Job Network. Unfair dismissal laws. The Interim Report HREOC is to be applauded for the depth of it’s research which identifies the common concerns expressed in submissions to the Inquiry and during DEWR’s community ‘consultations’. Comprehensive recommendations provide a practical framework for government to address the key issues facing people with a disability. (1) Interim Report Recommendations; The ANOU fully supports twenty six of the recommendations, and gives in principle support to the remaining two, pending further details and clarification of policy changes announced by the government. Interim Rec. 12; Employer tax incentives. The ANOU supports the principle of rewards for employers to hire people with a disability, provided the employer meets their contractual obligations to the individual employed under the particular government program. Financial and/or in kind rewards for hiring disadvantaged job seekers have been, and continue to be widely exploited by major employers across a diverse range of industries. The public record confirms the systematic rorting of the New Apprenticeships Scheme by employers including multi nationals. Too often, when the cash benefits or tax break ends, the subsidised worker is ‘no longer required’. They can be replaced by another worker on the same scheme which attracts a new round of wage subsidies. This ‘revolving door’ experience has been common amongst job seekers ‘employed’ under taxpayer funded wage subsidies paid to employers. Any incentives to hire people with a disability must place clear and enforceable obligations on employers and Job Network members. Subsidised placements should be closely monitored by DEWR through mandatory reporting by employers and JNMs with penalties imposed for proven exploitation of the system or an individual employed under a government funded scheme.. Modifications to a workplace to accommodate the needs of workers is a cost of doing business which is generally an allowable tax deduction. Wouldn’t this be the case in relation to modifications carried out to meet the needs of employees with a disability? If not, this is an option which could be pursued with Australian Tax Office. Interim Rec. 15; Work trials What exactly is the ‘robust platform’ of work trials proposed by FaCS? Work trials for all job seekers should provide a full award wage and conditions, with a job guarantee for employees who successfully complete a work trial. (2) A government. funded wage subsidy during the trial period may be a useful incentive but employers should not be able to replace a trial worker with a new recruit in order to exploit financial incentives. The ANOU is totally opposed to unpaid work trials or any attempt to create a below award wage for work trials. DEWR “Employment Extra” magazine - November 2004 – page 16 “Many employers are not aware that when they engage employees for a trial period, they are still required to meet their obligations under the relevant award or agreement. This means employees should be paid for any work that they do, and that unpaid trial work may in fact be unlawful. Similarly, many employees do not realise that when a potential employer offers them a “trial”, they may in fact be entitled to be paid”, end quote. (further information at www.wagenet.gov.au) “Employment Extra” is a monthly magazine distributed by DEWR to JNMs, industry groups and NGOs. The above information should be included in all Centrelink and Job Network brochures and websites. Contracts should confirm that; JNMs must not refer job seekers to unpaid work trials. JNMs will be held responsible for recovering or funding wages for job seekers they have referred to unpaid work trials, knowingly or not. Proposed welfare ‘reforms’ The implications of the government’s ‘reform’ agenda are a major source the three areas of common concern identified by the HREOC Inquiry; Information - Cost - Risk The ANOU’s understanding of the govt’s intentions is based on DEWR Budget Fact Sheet (undated), “Welfare to Work – increasing participation for people with a disability” DEWR “Welfare to Work Overview; Budget measures, (undated). 3. HREOC Interim Report, pages 44. 45 and 46. (3) The abstract; The government has progressively imposed more and more obligations on the unemployed, reduced their rights and extended the regime of breaches and harsh financial penalties for alleged non-compliance with a growing list of rules. People with a disability and sole parents are now targeted by welfare ‘reform’ measures. The government’s objective seems to be to further reduce an already inadequate social security safety net rather than any genuine commitment to assist job seekers with a disability into paid employment. The radical changes to the DSP will apply to new claimants from 1 July 2006. The ANOU regards this as the government’s admission that it’s cynical plan is unfair and would attract a strong political backlash from existing DSP’s claimants, advocates, service providers and the general community. The government failed to properly explain it’s intentions through a discussion paper and there was no opportunity for public submissions. So called community ‘consultation’ conducted during March this year was a token process contrived to ‘sell’ the government’s agenda. The two hour Brisbane forum attracted twenty four other disability advocates and service providers. Minister Dutton was unable, or unwilling to address a wide range of key concerns or answer basic questions from delegates. Later, DEWR distributed a summary of points raised during the forums. Few of the concerns, requests and recommendations expressed during the ‘consultations’ are reflected in the government’s plan to toughen eligibility criteria and conditions for people with a disability. (a copy of the DEWR summary is provided as an appendix). The ANOU calls upon government to suspend it’s planned changes to the criteria and conditions of the DSP pending; A government and community response to the Interim Report. The release of HREOC’s final report due at the end of this year. A commitment to adequately fund and implement HREOC’s recommendations. (4) Changes to the Disability Support Pension; 1. People receiving a DSP prior to 1 July 2006 are quarantined from changes. 2. New DSP claims lodged between 11 May 2005 and 30 June 2006 will be assessed under current policy and conditions, however they face periodic reassessments under the 15 - 29 hours work test after 1 July 2006. 3. New DSP claims lodged from 1 July 2006 will be assessed against the 15 - 29 hours work test. People with a disability assessed as capable of working 15 to 29 hours per week will be transferred to Enhanced Newstart Allowance, a new form of payment which has not been fully explained or documented by DEWR. This is the plan from a government that claims to be “Building a simpler system for jobless families and individuals”, the subject and title of a June 2003 inquiry which is yet to issue it’s report. Information; Three levels of DSP criteria, each with a different set of benefits, access to services, and obligations. Enhanced Newstart Allowance creates a second level of an existing payment. The ANOU fully supports the concept of a ‘one stop shop’ as the source of information for job seekers with a disability. The format should include a single hard copy booklet which explains all work and welfare issues for people with a disability. The booklet should be available on a consolidated website together with details of employment services, training courses and educational opportunities. A CD and DVD format would assist people with no access to Internet facilities. Costs; Newstart Allowance is $77 per fortnight less than the DSP. Newstart is taxable income the DSP is not taxed. Newstart is indexed to CPI, the DSP is indexed at 25 per cent of Male Average Total Weekly Earnings plus CPI increases. (5) Based on 30 hours work per fortnight, and gross income of $450, a single person assigned to NSA will be $86 f/n worse of than if they were receiving the DSP. A partnered person will be $122 worse off under the NSA Income Test and Taper Rates. Workplace participation incurs a range of costs. Risks; People with an intellectual disability or mental illness may not understand the complex system. Inadvertent mistakes may be regarded by Centrelink as a breach of the rules which incurs a financial penalty. These two groups are already grossly over represented in the breaching statistics. A physical disability could make it difficult or impossible to comply with inappropriate obligations imposed on individuals by the Job Network or employers. ‘Mutual’ obligation; ..... a cynical slogan which shifts the blame and the responsibilities onto individuals. A long and growing list of obligations are imposed on job seekers but there is no corresponding reference confirming obligations expected of the government, business and the community. Since 2000, a number of ministers and government inquiries have failed to respond to the ANOU’s written requests for a document detailing the responsibilities of the other three parties to the “mutuality” Effective 1 July 2006, people with a disability who are assessed as being capable of working 15 to 29 hours per week will be assigned to ENSA and subjected to ‘mutual’ obligation requirements, including job search, up to 150 hours of compulsory activities, including unpaid work schemes. The ANOU rejects the imposition of compulsory or coerced activities on people with a disability as a condition of receiving their entitlement to a social security payment. Participation in paid employment, training, education or government programs should be voluntary for people with a disability regardless of which type of income support payment they are assigned to. People with a disability should not be subjected to any level of ‘mutual’ obligation or activity tests as a condition of accessing their entitlement to a social security payment. (6) Work for the dole, (wftd); The government is quite clear that wftd is; compulsory, failure to participate incurs a breach and fine. not a labour market programme, it is a compliance measure. not required to provide recognised training. not targeted to local labour market opportunities. not measured in terms of real jobs outcomes. Various ministers and government documents describe wftd as the ‘mutual’ obligation “option of last resort, the default option”. Wftd claims to provide “work experience as part of a team or unsupervised, development of motivation dependability and self esteem”. Wftd destroys what were, or could become real jobs, reduces casual work opportunities, undermines small business and local contractors. State and local governments are major exploiters of wftd labour in their own depts. Compulsory unpaid labour is exploited as a cost saving device. The government’s plan to recruit people with a disability to wftd and other unpaid work schemes is totally unacceptable. The fees for services model encourages Job Network members to take the easy option of conscripting job seekers to compulsory schemes instead of pursuing the more difficult task of placing people in real paid jobs. People with a disability should not be compelled or coerced to participate in wftd, other unpaid labour schemes, training or education. Any involvement should be entirely voluntary. The breaching regime Since 1998, Centrelink’s punishment for profit regime has netted the government around $1.5 billion through the reduction or withdrawal of job seekers’ Newstart or Youth Allowance. From 1 July 2006, the penalty for an alleged breach will be suspension of payments pending the outcome of Centrelink’s investigation. The penalty for a third breach within a 12 months period will be total withdrawal of payments for eight weeks. The Centrelink appeals system is a four stage process which can take many months to exhaust. Only a small percentage of the general job seeker population appeal Centrelink decisions. (7) Loss of income reduces job search resources and leaves even less money to meet ongoing compliance measures which makes further breaches more likely. Suspending payments could have serious consequences for people with a disability, eg; being unable to pay for medication, transport to seek treatment, carer services and any other special needs. ACOSS confirms that 1 in 3 job seekers breached three times become homeless as a direct result. The Brotherhood of St Lawrence estimates that it costs around $10,000 to rehabilitate just one homeless person. According to the Salvation Army, 11% of those faced with a third breach, admit to criminal activities as a means to survive the 2 months non payment period. ABS statistics confirm that 85% of alleged breaches reported by the Job Network are either not imposed or are overturned at some stage of Centrelink’s appeals process. This reckless error rate creates serious risks for people with a disability. The breaching regime treats job seekers worse than criminals convicted for serious offences. People with a disability should not be subjected to breaches, or any form of penalty for alleged non compliance with a complex system of activity tests and administrative rules. The Role of the Job Network. The ANOU has serious reservations about the ability of the Job Network to understand and address the needs of people with a disability. Only a small number of JN members provide services exclusively to job seekers with a disability. Major JN contractors do have a disability job placement specialist at some of their sites. The majority of JN members offer the full range of services to the recipients of Newstart or Youth Allowance, job seekers who do not have a disability. It will require education and training before sufficient numbers of JN staff are adequately skilled and capable of assisting people with a disability. There needs to be a system of accreditation for suitably qualified JN staff. (8) Relevant qualifications and demonstrated skills of staff should receive recognition but those staff should be required to complete training in the new system, including awareness of the impact of the changes on people with a disability. Staff with no experience in disability services should be required to complete accredited training. A dedicated information booklet should include details of JNMs accredited to assist people with a disability. This is too big a task to complete by 1 July 2006 when the changes take effect. Current DSP recipients can voluntarily register directly with the JN, no need for a referral or approval from Centrelink. This option will continue after 1 July 2006. Since the beginning of this year, JNMs have been contacting DSPs direct, inviting them to an interview to discuss assistance to find a job. The ANOU supports direct access to services provided that; Only JN members with accredited staff are able to accept direct approaches from people with a disability. Job seekers have access to sufficient information and advice to be able to make an informed choice of JN services provider. The government recently issued it’s “Exposure Draft of Employment and Related Services”. A weighty volume of material detailing the proposed format, service fees and selection criteria for employment services contracts 2006 – 2009. A schedule of public ‘consultations’ was conducted during late August and early September. The closing date for public submissions is COB 16 September 2005. The process has been rushed with insufficient time to consider the government’s detailed proposals and prepare an informed response. As with previous JN tender rounds, employment service providers are focused on the commercial and administrative aspects of JN contracts. Suitability of new services or programs, and the impact of changes on job seekers seems to be a secondary issue which receives little attention by tenderers for contracts. (9) Unfair dismissal laws. The government’s plans to exempt 99%, of private sector employers from compliance with unfair dismissal legislation. According to the ABS, this change will expose 3.76 million Australian workers, in 575,800 businesses to the risk of unfair dismissal with no avenue of redress. Under Centrelink’s rules, losing a job for alleged misconduct, or leaving voluntarily, is regarded as a breach of the Activity Test. The penalty will be an immediate suspension of payments unless and until Centrelink is satisfied that the individual has “a valid reason” for their circumstances. The individual is vulnerable to false accusations byan employer not subject to unfair dismissal laws and with no obligations to cooperate with inquiries from Centrelink. Claims for Newstart or Youth Allowance could be delayed or denied at Centrelink’s discretion. Centrelink’s Quarterly Breach Date, Jan to Mar 2005 confirms; 1970 job seekers breached for becoming “Voluntarily unemployed - left without a good reason”. 765 breaches for alleged dismissal for misconduct. The two figures combined account for 16.3% of total breaches for the quarter. Projected for a twelve months period, 11,000 could be breached when they apply for a social security payment when they become unemployed. The provisions of Unlawful Dismissal legislation will remain unchanged. These laws provide protection against dismissal for specific reasons of discrimination, including illness or a disability. Unlawful Dismissal cases are determined by the Federal Court. A typical case involves 12 to18 months waiting time and legal costs of at least $30,000. Pursuing legal action is not a likely option for people with a disability if they lose a job and are denied access to a social security payment. The threat of arbitrary dismissal could discourage workers from speaking up about an abusive or unsafe workplace. Leaving voluntarily is not a viable option when it puts access to income support at risk. On past and current indicators, the ANOU has no confidence in Centrelink’s ability to make decisions based on the presumption of innocence with the onus of proof resting with Centrelink staff. (10) Conclusions; Seductive language, cynical rhetoric, policy cobbled together on the run, a token ‘consultation’ process, and a lack of information, are features of the government’s welfare ‘reform’ agenda. The government claims to be “building a simpler system” yet it has created three categories of the DSP and introduced a new payment type, ENSA. This is a formula for confusing individuals, Centrelink and JN staff. When mistakes occur or things go wrong, the job seeker is usually the only one to suffer consequences, often in the form of an unjustified breach. There is no doubt that cost cutting is a key objective of the changes. The ANOU suspects there is another cynical motive behind the government’s plan. The Job Network was launched in 1998 when unemployment was around 8 per cent, 800,000 job seekers. Now that the jobless rate has fallen to 5 per cent, the JN has lost almost 40 per cent of it’s customer base and income potential. Of the current number of job seekers, 1 in 3 have been unemployed for 12 months or more, 1 in 4 have been jobless for more than five years. A significant number of job seekers registered with the JN are in the ‘too hard’ basket and have already been churned through a range of activities which attract fees much greater than for real paid job placements. The current customer base is not sufficient to sustain the JN. Some of the smaller JNMs may not remain viable or may chose to not tender for the 20006-09 round of JN contracts. People with a disability and sole parents will provide a new source of revenue for the JN. The most common concerns expressed by the community are not reflected in the government’s plan and many questions remain unanswered. Rather than using it’s power to pass ideologically driven legislation, the government must suspend changes to DSP policy pending; Full consideration of, and response to, the HREOC Interim Report. Equal consideration of the NATSEM report released 13 Sept 2005. Genuine community consultation with people with a disability, their advocates and service providers.  (11 Appendix This is a DEWR document distributed to the representatives of disability organisations who attended the government’s ‘consultation’ forms conducted in capital cities during March 2005.  SUMMARY OF ISSUES RAISED AT THE WORKPLACE PARTICIPATION FORUMS FOR PEOPLE WITH DISABILITIES. Participation requirements People with disabilities would reap great benefits from participating in work but were limited by their capacities and costs and other barriers to participation. Retaining employment was seen as just as important as getting employment. DSP has been seen as a ‘dead end’ payment with recipients having little knowledge of employment services or how to access them. Participants expressed the concerns and fears that DSP recipients felt that any move to introduce participation requirements for those able to work 15 hours a week. It was suggested that this fear was increased because of the perceived ambiguous nature of the Government’s agenda – is it about reducing cost of DSP or assisting people with disabilities to participate? Particularly fearful were people with episodic conditions whose capacity to work was extremely variable, eg psychiatric episodes. A guarantee was sought for people who are assessed as not being able to work being quarantined from changes. Concern was expressed about how the level of capacity to undertake participation will be determined – who will be considered capable of participating and who will not? It was important to understand that the capacity of individuals to participate differs considerably. The DSP Pilot was seen as providing evidence that there was no need to reduce hours of work to improve participation in employment. Of particular concern was the risk people with disabilities felt they took if undertaking work given the possibility of future failure and the impact that that would have on immediate access to DSP. The view was expressed that there is a need to balance obligations with supports, with people with higher barriers to employment needing more support and incentives rather than increased obligations. Barriers to participation The costs associated with disabilities were seen as the biggest barriers to participation. Some felt DSP did not adequately meet these costs. Most felt costs increased with participating in employment. The costs that were raised included; Transport costs. Interpreter costs for the deaf. Costs of hearing aids. Medical and pharmaceutical costs. Other barriers raised included; Access to transport for people with physical disabilities; Access to services by people with vision impairment(eg inaccessibility of touch screens). Impediments to communication in the workplace by people with hearing impairment (eg lack of TTYs and interpreters) The impact of building codes resulting in many buildings being inaccessible for people with disabilities. Of the above, access to transport was seen as the major barrier to participation. Until it was addressed, participation in employment was impossible for large numbers of people with disabilities. Barriers to finding work People suggested that discrimination in the workplace was a barrier to employment. Not only did employer attitudes to employing people with disabilities reduce their employment options but also perceptions about costs of insurance and their ability to only undertake basic entry level employment and not professional positions. Until employer attitudes turned around and jobs were available for people with disabilities, these barriers to finding work would prevent people with disabilities participating in the workforce. Lack of employment opportunities for people with disabilities, especially those aged over 55 and those in rural and remote regions were seen as barriers to employment. The industrial relations environment was also seen as a barrier to keeping work as there was no protection from unfair dismissal in small businesses. Ensuring school leavers with disabilities had the skills and training to find employment was also seen as imperative to removing barriers to employment. Disincentives to participation Loss of access to concession cards and potential loss of access to DSP if employment failed were seen as the greatest disincentive to participation. Concession cards were seen as particularly important in capping the cost of medications and providing access to State and other concessions. Loss of access to concession cards would mean loss of access to a large range of other concessions and hence increased costs. Other disincentives included loss of DSP as income increased. Access to services Linkages with State and local government services were seen as paramount for improving participation, especially with access to transport and mental health services, along with the need to overcome demarcation issues. Successful service provision would only come with all levels of government working together. People were concerned that the lack of specialist services and specialist trained staff in services, especially for people with psychiatric disabilities, sensory disabilities and in rural areas, affected the ability of people with disabilities to participate. It was suggested that Job Network services needed to be encouraged to buy in disability expertise to improve outcomes as they were seen by some as ill equipped to assist people with disabilities. Some of this concern related to the flow through design of JN whereas people with disabilities often needed ongoing assistance. There was a need to focus on longer term outcomes, not just on 26 weeks employment. There was concern at the capped nature of disability open employment services. This capping of disability open employment services was seen as inconsistent with encouraging people with disabilities to undertake work. These services were valued, especially for people with an intellectual disability and for people who need long term ongoing support to maintain employment which could be very expensive. There was also concern about the impact of cased based funding on these services and funding arrangements for 2006 – 07. Early intervention was critical, especially for young people with disabilities leaving school. The Personal Support Programme was also highly valued, although some felt more services were needed. Vocational rehabilitation services provide important early intervention in preparing people with disabilities for work and should be expanded. Concerns were expressed about the lack of sufficient services in rural and remote areas to assist people to participate in work. Suggestions for assisting people with disabilities to increase participation It was suggested that; People with disabilities should be actively encouraged to participate in employment no matter what income support payment they receive. Anomalies should be removed between pensions and allowances. The cost of disability must be addressed. The introduction of a ‘Chronic Illness Health Card. Was suggested to reduce the costs for people with high medication costs, (eg people living with HIV/AIDS). Government needs to promote people with disabilities to Australian business and the community, similar to the way New Apprenticeships are promoted. The Government needs to sit down with large employers to work out ways to change attitudes to employing people with disabilities. Incentives could also be provided to assist with the employment of people with disabilities, eg tax credits and wage subsidies. The Government has to lead the way by increasing the numbers of people with disabilities in the Australian Public Service. There was a need to promote the workplace modifications scheme, improve employers’ understanding of it and streamline access to it. It was suggested that ‘saved’ expenditure on DSP through increased participation in employment be used to assist individuals not claiming DSP, eg to purchase housing. Expanding business creation programmes, eg NEIS, could be a suitable model for increasing self employment for people with disabilities. Access to appropriate technology could improve employment outcomes for people with disabilities. It was also suggested that fear of an obligation to work could be reduced by changing the language used, eg to 'expecting' people who are able to work to do so. Several US innovations were suggested for introduction in Australia; Mandating accessible IT systems. Providing guidelines to employers to improve workplaces through Job Accommodation Network. 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