A worsening national skills shortage and labour supply situation is sharpening the focus of Australian businesses on recruiting and retaining talented, motivated staff.

The Gillard government’s pledge to “ensure that every Australian who can work, does work" acknowledges that there has never been a more important time to involve workers with a disability.

Australian employers' response to the skills shortage was recently gauged in an Australian Institute of Management survey. 82 per cent of employers and CEOs reported feeling the effects of a national skills and labour shortage, while 39 per cent reported having trouble finding the right candidates for open positions.

The health and wellbeing ramifications of this situation are severe. Staff who remain employed often face greater workloads and less job security, and suffer a diminished focus on workplace wellbeing and work-life balance.

The Australian Institute of Management's major recommendation is an overhaul of training systems. Yet people with a disability are another untapped resource of skilled, talented and motivated workers that can be called upon to bridge the gap.

Workers with disability

Workers with disability bring a range of skills, abilities and qualifications to the workplace, and are generally employed with relative ease.

The experiences of Australian employers, interviewed by JobAccess, show that hiring workers with disability can be smooth and straightforward, and produce impressive results.

Improved productivity and morale

“Most manufacturing managers will tell you if you lose morale in your workplace, you lose about 15 per cent of your productivity,” said Managing Director of Electronics Company Benbro Pty Ltd, Steven Bennett.

Bennett, who was awarded the Prime Minister’s Employer of the Year award, said: “We find that people with a disability remain in the job longer, they have incredible morale, and the business benefits from that morale.”

“People with disabilities do a better job on most occasions. They arrive at work on time. They have less sick days. And the list really goes on."

Reduced turnover and absenteeism

People with disability can have lower absenteeism rates and often take less sick leave than other employees. Steven Bennett committed to hiring a minimum of 25 per cent people with a disability, and was impressed with the results.

“I think people with disabilities actually want the work, want the job, and they take less sick leave than the average employee,” he said. “In fact, we find that most people with disabilities don't actually use up all their sick leave each year. Generally we find that they will use less than half.”

Jo Spiteri, Catering Manager of Elynwood Pty Ltd and another Employer of the Year Award recipient observes that, “people with disabilities take less time off. They're more conscientious and more motivated to get the job done. They're out there to prove that they can actually do the tasks put before them.”

Fostering innovation

IBM’s CEO and Managing Director in Australia and New Zealand Glen Boreham argues the business advantages of hiring workers with disability.

“Innovation requires differences of opinion: and you only get that with an extremely diverse workforce,” he said. “Diversity and business opportunity are intricately linked.

Employing people with disability can also help raise management awareness of workplace practices and conditions, improving everybody’s productivity and motivation.

Improved customer identification and corporate image

Understanding target markets is an important aspect of conducting successful business. Glen Boreham explains how this is yet another benefit of hiring workers with a disability.

“People with a disability can and do purchase the products and services we produce,” says Boreham. “At IBM we recognise the business opportunity represented by the 20 per cent of the population who are living with a disability.”

Being confident employing people with disability also helps you attract a wider pool of suitable job applicants, while retaining the talented employees with disability you already have.

Reduced workers’ compensation premium rates

Employers needn’t fear that hiring workers with disability will result in an increase in accidents or workers’ comp premium.

Remarkably, people with disability can actually have fewer accidents at work on average. The workers’ compensation costs for people with disability can actually be as low as four per cent of the workers’ compensation costs of other employees (Graffam, Shinkfield and Polzin 2002).

Despite employer misgivings, workers’ comp premiums are never calculated based on whether or not an organisation employs a person with disability.

Reduced hiring costs

The costs of hiring people with disability can be significantly lower than hiring other employees - as low as 13 per cent of the cost of other employees (Graffam et al 2002).

Additionally, there are a range of government assistance programs and initiatives available to employers to facilitate the process, such as:

• Free comprehensive advice from JobAccess Advisers;
• Options for a Supported Wage System;
• A subsidised wage;
• Auslan interpreting;
• Co-worker training; and
• The Employment Assistance Fund, which can reimburse the cost of workplace disability modifications, Auslan interpreting, specialist services and disability awareness training.

Where to from here?

The JobAccess "Before you start" page should be your first port-of-call, with excellent, comprehensive information for employers.

Next, there are a number of free government services that specialise in placing people with disability into employment. They include:

• JobAccess advisors on 1800 464 800, or use the online contact form;
• Disability Employment Services (search on Australian JobSearch website for local offices);
• Job Services Australia (search for local offices on JobSearch website) or call 13 17 15;
• National Disability Recruitment Coordinator (for large employers) 1800 464 800.

There are many workers with a disability who are qualified, able and enthusiastic to work.

There’s never been a better time for employers to cast their nets wider to this available, talented and motivated sector of the workforce.