Practice Guidelines for people delivering Employment Support
These guidelines form the basis of practice for people delivering Employment Support.. This covers services that are either provided directly by Accident Compensation Corporation (ACC), District Health Boards (DHBs) and Work and Income or services or providers contracted to ACC, DHBs or Work and Income.
These guidelines have been developed based on a review of international literature and using language that is consistent with the paradigm shift embodied in the United Nations Convention on the Rights of Persons with Disabilities.
The context of the Practice principles
The United Nations Convention on the Rights of Persons with Disabilities and its associated principles is the overarching framework for the implementation of employment support.
Employment support takes a person driven approach that demonstrates active involvement in all aspects of gaining and maintaining a job. It takes a whole person approach to assist the disabled person and employer to develop strategies which involves building disability confident workplaces. .
Some disabled people because of their impairment may require support in the workplace at various stages of their career. This requires the person working in employment support to be a facilitator rather than a disability expert.
Many disabled people can and want to work and a discussion around reasonable accommodations is an important facilitator.
The Practice Guidelines
The Practice Guidelines which are based on the “place and train” approach and aim to build disability employer confidence are:
- Facilitating the disabled person’s aspirations for employment and the skills and abilities they bring to the workforce.
- Facilitating a conversation and/or connecting with agencies around budgeting and money management.
- When required, undertake preparatory work with the disabled person.
- Promote a positive attitude to disabled people by employers and co-workers, by building the confidence
- Provide individualised and flexible services.
- Development of “workplace and natural supports” within the workplace and actively promote the disabled person’s independence within the workplace e.g. Support people, job coaches, training, equipment where these are indicated.
- Facilitating the conversation between the disabled person and the employer to identify reasonable accommodations
- Ensure the disabled person and employer is able to call for input in response to changing personal and workplace circumstances.
- Encourages the disabled person to develop the skills and strategies to manage their wellness and/or impairment in the workplace so they succeed in the workplace.
Disabled Persons Assembly New Zealand - Wellington