People with disability are offered little opportunity to lessen their dependence on the Disability Support Pension (DSP). The structure of calculating DSP payments can provide a disincentive for people with disability to seek and retain work. Currently fewer than 10 percent of DSP recipients report earnings from work.565 A loss in DSP income is significant for people who pay for their own equipment and repairs and is a deterrent to accepting work with low to mid-range remuneration.
In March 2010, Australia introduced the DES program, ending the long-standing limitation on the places available in open employment services for people with disability.566 However, the DES program has, to date, resulted in only one in four program participants being placed in a job and in only 14 per cent of participants sustaining employment or training (required to achieve employment) for 13 weeks after placement.567
While the “uncapping” of DES services improved access to individually targeted disability employment programs, the tension that exists between the rights-based Disability Services Act 1986 (Cth) and the punitive aspects of employment participation found in the Social Security Act 1991 (Cth) undermine the effectiveness of the programs and policies assisting people with disability in securing and retaining employment.-
Systemic discrimination associated with negative attitudes and stereotypes held by employers in business, government and many not for profit organisations that people with disability are incapable of working efficiently and effectively, adversely impacts on the likelihood of people with disability gaining employment.568
Employers also hold incorrect assumption of heightened costs incurred by employers and are unaware of government funding to assist employers in this respect.569
Although the relevant government minister has powers under the Disability Discrimination Act 1992 (Cth) (DDA)570 to develop standards for people with disability that regulate areas including victimisation and harassment at work, no such standards currently exist.
Case Study
Jenny has Aspergers Syndrome. She has worked hard to achieve a leadership role at work, but often experiences discrimination to the extent that one co-worker publicly stated that they should not have to work with a person who has a condition in the Diagnostic and Statistical Manual of Mental Disorders (DSM).571
Physical inaccessibility and a lack of available transport services, also affect the ability of people with disability to work.
A lack of available support on an as-needs basis and time limits on service provision572 often result in the ongoing needs of people with disability who are employed or seeking work not being met.
Case Study
Within six months Sam, an employee, had used up her entire quota of Australian sign language interpreting. This limits her ability to move through the ranks where more meetings are necessary.573
