A chance to show skills

By MARK STORY

Even with a management degree and two post-graduate diplomas, visually impaired Cantabrian Paul Barclay scored only six interviews from 150 jobs applied for over 18 months. Had his referees not been known to the prospective employers, it's unlikely he'd have landed any interviews.

Even though it's unlawful under the Human Rights Act and EEO legislation to discriminate against job applicants because they are disabled - unless the cost of modifying the workplace is unreasonable - Barclay is one of thousands of capable New Zealanders regularly discriminated against in the job market for just that reason.

John Hannan, partner with law firm Phillips Fox, says something as simple as providing wheelchair access into a building is usually a reasonable request.

People with disabilities face two big workplace barriers, says Barclay: employer fear about accidents on the job and the perceived costs of modifying the workplace to accommodate disabled staff.

Barclay, the Blind Foundation's acting national manager (rehab services), and his contemporaries from other disability organisations claim these fears are unfounded. Interestingly enough, US research suggests people with disabilities have fewer accidents than those who don't have disabilities.

But the net affect of these two beliefs, explains Barclay, is that the disabled rarely reach the interview stage.

Blind Foundation survey results prove that most employers don't consider people with sensory, physical or intellectual disabilities for open-market jobs, regardless of their qualifications and backgrounds.

Rather than filling existing job vacancies, Barclay suspects many employers think jobs for the disabled need to be specially created.

"Many employers perceive the only job blind people can do is telemarketing. A big impediment for many blind is not being able to drive. This can be a convenient excuse for employers not to hire someone," says Barclay.

Workbridge CEO Ruth Harrison says heightened fear of falling foul of the amended Health and Safety in Employment Act is fuelling employer excuses not to hire the disabled, compounding the employment barriers the disabled face.

"At a workshop I attended, 60 employers were told they'd be crazy taking on disabled people under this new act," says Harrison whose organisation helps around 3500 people with varying disabilities into jobs each year.

Harrison says recent incidents of long-standing employees with intellectual disabilities being dismissed without good cause is an added worry.

She is concerned employers have taken the wrong messages about hiring disabled people under the new act.

Deaf Foundation CEO Jennifer Brain says fear of the unknown provides yet another excuse not to employ the disabled.

She cites a case where a capable deaf graphic design graduate lasted only three months in a new job. Having being repeatedly denied the opportunity to demonstrate her abilities during those three months, she quit.

So how can the disabled overcome barriers to employment?

The first step, says Barclay, is to show employers how they can give the disabled better opportunities to prove their capabilities.

But he believes the way employers and recruitment agencies screen and interview can make it difficult for people with disabilities.

What employers should know, he says, is that adaptive technology (such as larger screens and scanners, mobile fax phones and vehicle modifications) can help disabled workers.

He says employers also need to know what government subsidies are available to offset the costs of buying this technology to adapt their workplace.

"People with disabilities must realise they don't need to go it alone when looking for work. Those who do, may wish to consider concealing their disability when initially presenting themselves to an employer."

And instead of focusing on flaws, Gail Crafar, IHC employment adviser, urges employers to look at the skills and qualifications offered by individuals with disabilities.

It is important for employers not to prejudge what people with disabilities can or cannot do, she says.

"Many attitudes that create insurmountable barriers for people with disabilities are unwarranted. All they're looking for is an opportunity to show their skills and expertise."

Tips for an interview


* Seek help putting a CV together

* Get training in the interview process

* Capitalise on all available networks

* Consider entering a company through a lower-level job, or do voluntary work to gain experience

* Discover what employment assistance is available

* Modify your chosen career according to needs