NDIS Participant

Employment Strategy
2019 – 2022

ndis.gov.au
NDIS Participant Employment Strategy

Contents
A message from the Minister 4

A message from the CEO 5

The background 6

This is our Strategy 12

Our journey to date 24

Implementing this Strategy 26

Measuring our progress 27

We need to work with others 29

Appendices 32

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2019 – 2022

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NDIS Participant Employment Strategy

A message from
the Minister
Stuart Robert
The Honourable Stuart Robert MP
Minister for the National Disability Insurance Scheme (NDIS)

I have great pleasure in presenting the NDIS employment target for people with disability
Participant Employment Strategy 2019-2022. across the APS by 2025. Development of a
broader approach to disability employment,
This Strategy describes how the National
and a strong new model for national disability
Disability Insurance Agency (NDIA) will take
policy, will also support the rights of all people
action to make sure more NDIS participants
with disability to equal access and opportunity
achieve meaningful participation in our
in all areas of their lives.
economy. It is all about giving more people
with disability, who have the desire and In 2018, the Australian Government brought
capacity to work, greater choice and access to together the Department of Social Services
the right supports to achieve their employment (DSS) and the NDIA to form a taskforce to
goals. The government is working to tear make a difference to economic outcomes
down barriers to employment for Australians for NDIS participants. Since January 2019,
with disability—with this Strategy particularly the NDIS Participant Employment Taskforce
focusing on the barriers experienced by NDIS has met with more than 500 people across
participants. Australia to understand the barriers people
with disability experience when seeking to
Overall, at June 2019 only 24 per cent of
achieve employment.
working age participants were in paid work.
We know that having a job brings significant Based on the findings from this consultation,
social and wellbeing benefits and economic the Australian Government will drive significant
independence. Recognising this, the Australian changes to develop employment opportunities
Government has made a commitment to for people with disability, including simplifying
improve the delivery of the NDIS so that at the intersection between the NDIS and other
least 30 per cent of working age participants employment supports funded by government.
achieve their goal of employment by June
The NDIS is a major reform—but it cannot
2023.
increase the employment of people with
The Strategy sets out the practical steps disability without the commitment, ingenuity
the NDIA will take to achieve this goal. It and action of many people. The low
is based on feedback from stakeholders, employment rate of people with disability is
analysis of participant outcomes and insights a challenge that has persisted for decades.
from research—all of which help inform our Solving it will require the concerted effort of
collective understanding of the complex many people across sectors, inside and outside
landscape of disability and employment. government.
The Australian Government is committed to The Government looks forward to working
improving employment outcomes, including closely with people with disability, public sector
increasing employment of all people with leaders, and businesses large and small to
disability across the Australian Public drive the change that is required to increase
Service (APS). This commitment will see employment for all NDIS participants.
the introduction of a new seven per cent

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 2019 – 2022

A message from
the CEO
Martin Hoffman
CEO of the National Disability Insurance Agency

The NDIS Participant Employment Strategy We recognise that the NDIS is just one part of
2019-2022 marks an exciting phase for the a broader disability employment ecosystem
NDIA. There has been extraordinary progress and that achieving employment outcomes
since the start of the NDIS. In rolling out the for NDIS participants involves many factors
NDIS, we need to ensure we are doing all we outside the NDIA’s direct control. This
can to improve the employment outcomes for includes employers, education providers,
our participants. other government employment programs
and the service provider market. To deliver big
This Strategy comes from talking with, and
change to the lives of NDIS participants and
more importantly, listening to, the people who
their families, our efforts will need to align
will benefit the most from the actions of the
with and require many different parties to
NDIA over the next three years. We want you
take action, learn and innovate, and operate
to know, we have heard you.
in new ways.
The purpose of the NDIS is to enable improved
Because we put NDIS participants at the
social and economic participation. This
centre of everything we do, we are designing
Strategy will guide the steps to increase
supports and stewarding the market to
employment outcomes. We know that
better serve their career development needs
economic participation means so much more
and goals. We are also working across the
than just getting a job, it becomes part of
disability and employment sectors to build
our identity and sense of belonging. Working
positive relationships and partnerships to
can unlock the door to becoming truly
strengthen the collaborative approach needed
independent and we all have a right to seek
to continue to improve the lives of Australians
independence through work.
living with disability.
Change starts with our NDIA planners and
We are ready to work together with you,
Partners in the Community. We want to help
participants, providers, partners, and the
our NDIS participants who have not dreamed
community to enable more NDIS participants
of work to build their confidence to explore
to achieve their employment goal.
what work might look like for them. We want
to support those people who may acquire
a disability later in life to continue to work.
We want to help NDIS participants who are
looking for change in employment to receive
the support they need to try something new.

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NDIS Participant Employment Strategy

The background

The rates of employment for people with People with disability face well known
disability are not where they should be barriers to employment3
People with disability not only have the
right to work, but they have the right to
work in workplaces that are inclusive, equal,
Barriers to employment for people
accessible and freely chosen.1
with disability:
But while Australia is enjoying job growth,
• Lack of accessible infrastructure,
the unemployment rate is growing for people
such as buildings and transport
with disability.2 Further, people with profound
or severe limitations are even less likely to be • Overly complex legislative and
employed. policy frameworks
• Perceived disincentives in the
Working age people in the workforce
income support system
in 2015:
• Government programs not working
well together
• Lack of suitable transition supports,
for example, leaving school or

83% •
changing jobs
Lack of access to high quality
of people with no reported employment and disability support
disability were in the workforce services
• Poor customisation of jobs to
match skills and abilities
• Sense of isolation in workplaces
• Disability support needs unable to

53% •
be met at work
Need for assistance from other
of people with disability systems, such as health
were in the workforce
• Lower education attainment or
access to inclusive education
• Limited opportunities for supported
work experience and training.

25%
of people with a profound or severe
limitation were in the workforce2

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 2019 – 2022

The Australian Government continues to lead the change needed to address the barriers to
employment for people with disability. This includes:
• The recent reform of Disability Employment Services (DES) to improve the overall
performance of the program to help more people with disability, injury or a health
condition4
• Providing information and assistance to improve skills and readiness for work of all people
with disability, and employer confidence and capability through the Job Access website.

24% 31%
of participants of of working age
working age are in participants have a
paid work work-related goal
in their plan

41% 33%
of participants of participants aged
aged 15-24 were in 25 and over were in
employment with full open employment
award wages, 35% with full award
were in Australian wages, 49% were in
Disability Enterprises ADEs and 18% had
(ADEs) and 24% had other employment+
other employment+

+'Other' includes open employment with less than full award wages, Australian Apprenticeships,
self-employment and other employment.
This infographic draws on data from the NDIA Quarterly Performance Report (30 June 2019) and Participant
Outcomes Report (30 June 2018).

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NDIS Participant Employment Strategy

NDIS participants can face additional There are different challenges for people
challenges that need to be addressed with different disability support needs
The NDIS is a catalyst for change. At NDIS participants, their families and carers
30 June 2019, there were close to 300,000 also told us there are specific challenges in
NDIS participants. Approximately 170,000 are employment relating to sensory, physical,
of working age (between 15 and 64 years of intellectual, autism, neurological or
age). psychosocial disability support needs. For
example:
The barriers to employment can be amplified
for NDIS participants. In the past, our culture, • People with physical disabilities report that
policy and systems have contributed to low inaccessible transport prevents them from
employment aspirations or limited choice getting to work
and control for people with permanent and
• NDIS participants with intellectual
significant disability. NDIS participants, their
disabilities are the least likely to be in
families and carers have told us this continues
open employment6.
today, including:
The NDIS puts people with disability at the
• People have a perception that NDIS
centre of decision making. A person-centred
participants can’t work
approach means that NDIS participants will
• Employers think it is too difficult to employ have choice and individualised options when
NDIS participants planning for, and engaging in work.
• When NDIS participants are working, Greater choice and control for NDIS
employers often limit their role to menial participants will allow them to access the
work extra supports for all types of employment
including private and public employment,
• NDIS participants are under employed in
family business, micro-enterprises and ADEs.
very limited work hours, or feel there are
limited options.5

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 2019 – 2022

Employment for NDIS participants has benefits for everyone

In 2011, the Productivity Commission highlighted increased economic participation for people
with disability as one of the expected long-term benefits of the NDIS.
There are many benefits of NDIS participants working. These include:

People with disability report positive Business benefits because

social, financial and wellbeing employing people with disability:
outcomes from working.
• Better reflects the customer
base and improves customer
engagement
• Broadens the range of talent and
experience in the workforce
• Leads to improved retention
The economy benefits because: through employee loyalty.
• When an NDIS participant works
they contribute to the economy
• NDIS participants use less support
for other activities to fill their days
• Family members and carers can With an ageing Australian population,
also return to work and contribute it is important that as many people
to the economy. as possible are working.

Everyone has a role, ours is clear • Be the steward of an innovative market

of supports to enable new and wider
Changing the rate of employment for NDIS
employment opportunities, this includes
participants needs everyone to be involved.
setting the prices of NDIS supports
The role of the NDIA is to:
• Work with Commonwealth departments
• Lift the aspirations of NDIS participants, to increase employers’ awareness of the
their families and carers, by supporting additional workforce of NDIS participants
participants to develop and achieve their and the ways they can be supported at
employment goals work
• Support NDIS participants who wish to • Lead by example and work with
work by reforming the planning process government to improve opportunities
to focus on employment and the NDIS for NDIS participants and their wider
supports that people need to prepare, find inclusion in employment initiatives.
and keep jobs.

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NDIS Participant Employment Strategy

Increasing
Increasing employment
employment requires
requires change change
and and
transformation, beginning in the early years
transformation, beginning in the early years
Change and transformation starts by increasing demand. Children with disability and their
families should expect expanded opportunities to achieve an “ordinary life”, including
greater participation in social, sport and learning activities.
This starts from pre-school years so that families can begin their child’s education with
an expectation of inclusion and progress towards employment. Early Childhood Early
Intervention (ECEI) partners can make a big difference in enabling families to see the
future of their child as a valued and employable adult.
Improving educators’ awareness of NDIS employment supports will also be important
to progress participants’ employment aspirations. This will help influence how schools
engage with NDIS participants and their families to better support skill development and
career goals.

Increasing employment
Transformation requires
requires greater change
choice and and
control
transformation, beginning in the early years
Participants need greater choice in the use of their supports to enable individualised
employment approaches that achieve their vocational and employment goals. The aim is
to ensure:
• Their interests and strengths are understood
• Their skills and independence are built over time
• They remain in the workforce, with access to the right workplace supports, including
NDIS funding, to grow skills and capabilities during their employment journey
• They have options in their career that can include self-employment, a micro enterprise,
or a range of small, medium or large employers.
While greater aspiration and tailored supports are required, NDIS participant employment
and career progression also rely on more employers understanding the value of a diverse
workforce. Employers must have the confidence and the right supports to employ and
retain people with significant, lifelong disability.

10
 2019 – 2022

This is our
Strategy

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NDIS Participant Employment Strategy

This is our Strategy

Our vision Our goal Our plan

Our vision is that NDIS Our goal is to enable This Strategy guides us to
participants have the same 30 per cent of participants enable NDIS participants to
opportunities to work as of working age to be in paid achieve their employment
other Australians, and the work by 30 June 20237. goals, by raising the
confidence, support and skills aspiration of NDIS
to take advantage of those participants, their families
opportunities. and carers, increasing choice
of providers and improving
the way NDIS works with
other systems.

Strategy timeframe

Now December 2020 December 2021 December 2022

Year 1 Year 2 Year 3

We know things change quickly in the NDIS. We will review our progress before the end of
each year to ensure the next year’s plan is up-to-date and incorporates any improvements to
planning and the NDIS market of supports and services.

Five key focus areas

1 2 3 4 5
Participant Participant Market The confidence NDIA leading
employment choice and developments of employers by example as
goals and control over that improve to employ NDIS a government
aspirations in pathways to the path to participants employer
NDIS plans employment paid work
and support
the career
development of
NDIS participants

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 2019 – 2022

1 Participant employment goals and aspirations

in NDIS plans

In the future, NDIS participants will be supported in their aspirations for work and to plan
their pathway to participating in the workforce. Planners and Local Area Coordinators (LACs)
will discuss employment goals and career development at each NDIS planning meeting so the
participants’ supports match their stage of life, changing work needs and aspirations.

Year 1
• Ensure employment goals and the right supports are in NDIS participant plans for every
participant who has an aspiration to work.
• Run an information campaign for NDIS participants, their families and carers, about how
the NDIS can assist people to achieve their employment goals and greater economic
independence.
• Change NDIA systems and planning procedures to prompt and record employment
discussions and ensure the right supports are in NDIS participant plans.
• Deploy Regional Employment Champions to provide advice in the planning process and
ensure effective supports are included to support employment goals.
• Focus on employment related supports for participants aged 14-25, acknowledging the
importance of intervening early for every participant who has an aspiration to work.
• Develop a targeted engagement initiative with schools and education departments,
for students and their families, to expand their understanding of NDIS supports as a
pathway to work.

Year 2
• Ensure at least 35 per cent of working age NDIS participants have employment or pre
vocational goals in their NDIS plan.
• Deliver a series of community forums and webinars that highlight and explore how
NDIS participants of different ages and disability support needs get ready for work, find
work and continue to thrive at work.
• Develop and deliver cohort specific responses to employment challenges for NDIS
participants, such as people with intellectual disability, autism, acquired injury or
psychosocial disability.

Year 3
• Ensure at least 40 per cent of working age NDIS participants have employment or
pre-vocational goals in their NDIS plan.
• Host a national conference promoting tailored employment support and improved
outcomes for NDIS participants, their families and carers.
• Create a central, online resource centre for NDIS participants, providers and employers
to promote employment initiatives, success stories and links to further information.

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NDIS Participant Employment Strategy

2 Participant choice and control over

pathways to employment

In the future, NDIS participants will find it easier to identify what they need to build
their skills and be ready for work. NDIS participants will be empowered to choose the
right supports to explore work and build their skills in the workplace. This includes better
connection and inclusion in mainstream and community activities.
NDIS participants, their families and carers will understand the link between developing
everyday social skills through community participation and building a pathway to
employment. NDIS participants will have access to useful information to make choices
about their NDIS supports and understand which providers can assist them to build capacity,
navigate the pathway to employment, stay in work and develop their career.

Year 1
• Provide information to NDIS participants, their families and carers about employment
supports, at different life stages, with a focus on key life transitions (like school to
work).
• Where needed, include support coordination to assist NDIS participants with more
complex employment support needs to take the steps to achieve their goals.
• Publish clear information about how the NDIS and DES will work better together.
• Publish success stories about NDIS participants in paid work, and the supports and
services that assisted their achievements.
• Investigate cohort specific employment challenges (for example, people with acquired
brain injury) to inform how we meet specific information and support needs.
• Build awareness of the mainstream Employment Assistance Fund or other assistive
technology to assist more people to achieve work goals.

Year 2
• With our Partners in the Community, increase efforts to present and engage in career
fairs held in cities and regional locations.
• Create a public clearinghouse for research and practice that focuses on what supports
are likely to help NDIS participants achieve their employment goals.
• Publish annual employment results that include data split by industry, disability type
and age.
• Publish an annual guide to the available government employment programs and
promote these to NDIS participants.
• Expand our networks with the National Disability Coordination Officer (NDCO) Program
and local education initiatives to promote the role of the NDIS.

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 2019 – 2022

Year 3
• Review NDIS participant reported outcomes, provider practice and participant feedback
to build a comprehensive understanding of “what works” to inform future planning.
• Evaluate and address information gaps to ensure NDIS participants have useful
information to assist with choosing their NDIS supports to find and keep a job.

Case Study

Justin

Getting 'work ready' with

school leaver supports

When Justin finished school, he set an

“I love working at the employment goal in his NDIS plan and started
using his funding to build his confidence and
school. I get the bus skills to become ‘work ready’.

there and everyone With the support of his employment provider,

Jobsupport, Justin gained enough confidence
is nice. I have a staff to travel independently on public transport.
uniform and name Justin now provides administration support
at Glenwood Public School doing important
badge.” everyday jobs that save teaching staff
- Justin valuable time.

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NDIS Participant Employment Strategy

Market developments that improve the path to

3 paid work and support the career development of
NDIS participants
In the future, NDIS providers will deliver individualised employment pathways that lead
to more NDIS participants working the number of hours they want in their choice of
employment. This will include opportunities for NDIS participants across different age groups,
with different disability support needs and living in any location.
NDIS participants will be empowered to direct service provision to achieve the steps in their
employment pathway and be supported to continually grow their skills and independence.

Year 1
• Drive improved provider practice through market engagement. This will include the
release of demand data by location and showcasing leading practice by age group and
response to differing disability support needs.
• With the Australian Government Department of Social Services:
• Complete the transition of funding for supported employees of ADEs to the NDIS.
This will include a review of the pricing of supports in NDIS participant plans
• Publish clear information for providers about how NDIS funding and DES can work
together to better support NDIS participants.
• Promote examples of individualised employment pathways for NDIS participants to
providers. This will start with success stories of people with intellectual disability and
autism.
• Run an “innovation challenge” about supporting transition (e.g. school to employment,
changing jobs) and growth of NDIS self-employment or micro enterprises.

Year 2
• Review NDIS supports for finding and keeping a job for people with complex support
needs, to ensure the right supports exist, and have been tested, for success in
achieving employment goals.
• Explore, with other relevant government agencies, initiatives about building the future
workforce to include the employment of NDIS participants. This will have a particular
focus on regional, remote and Aboriginal and Torres Strait Island communities.
• Extend NDIS social media and other communications to include a wide range of new
employment-related content for NDIS participants of different ages, disability support
needs and locations.
• Convene industry specific events targeting professions and sectors that are growing or
can provide flexible employment (such as legal or financial services).

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 2019 – 2022

Year 3
• Hold a conference to showcase innovation and broader employment options for NDIS
participants and providers.

Case Study

Trish

Learning new skills with

the Brike project

Trish works at Brite – an ADE that takes a

person-centred and holistic approach to
employing people with disability.
“Everyone has ability and
With Brite, Trish has the opportunity to take it's about finding that
part in a project to design, build and assemble right fit for an individual
a new assistive technology, the ‘Brike’. Trish
will be supported to become a qualified and that job.”
bike mechanic, which will create new open
employment opportunities.
- Nick MacHale, CEO Brite

Trish says, “I really like working at Brite

because I’ve met lots of new people. I’m
working towards open employment.”

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NDIS Participant Employment Strategy

4 The confidence of employers to employ

NDIS participants

In the future, employers will be increasingly ready to employ NDIS participants. Regardless
of industry and location, employers will understand how NDIS participants are an asset to
their workforce and understand how the NDIS and mainstream employment services enable
employment. The barriers to employment will be reduced.
With an enhanced market of providers and changed employer behaviour, NDIS participants
will be employed in a wide range of sectors. This will include private and public employment,
social or disability enterprises, micro-enterprises and self-employment.
NDIS participants will have a better experience because the NDIA will be working in partnership
with governments and the private sector to support increased long-term employment
opportunities for NDIS participants.

Year 1
• Develop and start delivering a targeted engagement strategy to promote the
education-to-employment pathway, and relevant transition supports, to build the
confidence of employers to employ NDIS participants.
• Promote with DSS the Employ Their Ability initiative to improve understanding of
employment potential of NDIS participants.
• Encourage ADEs to provide integrated employment supports in a range of employment
settings, including transition to other employment and self-employment.
• Publish success stories about how disability confident employers addressed barriers
to employment for an NDIS participant and their reflections on the challenges and
benefits.
• Publish information targeted at small to medium enterprises about the NDIS supports
available to NDIS participants to assist them in the workplace, including on-the-job
supports, capacity building and career development.
• Run the next ILC Economic and Community Participation Program round.

Year 2
• Champion disability employment opportunities through NDIA commissioning of
Partners in the Community and Information, Linkages and Capacity. This will include
the encouragement for a seven per cent target of employees with disability.
• Promote the NDIA as a Disability Confident Employer (DCE) and share knowledge about
our experience.
• Encourage the expansion of ‘host employers’ across all types of employment to assist
NDIS participants’ access to early vocational opportunities and experiences.

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 2019 – 2022

Year 3
• Seek feedback from providers and government involved in the first two years so that
future planning builds on success stories, the emerging evidence and data analytics.

Case Study

Paul

A family affair at P&G Bakery

Paul Field and his father opened the P&G

Bakery in Geelong to support their sister and “The results, the pride,
daughter Kristy, who has Down syndrome.
The business has since grown to three
the way we see people
locations and employs 14 people with a improve and grow
disability.
and increase their
“We started this business to try and change
the community’s perception of people with contribution to society,
disabilities in employment," Paul says.
that’s why we do this.”
“We try to be inclusive and we have a lot of
customers that come to our cafes because of - Paul
what we do.
“This is the reason I’m in business, to provide
this service and opportunities to people with
disability.”

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NDIS Participant Employment Strategy

5 NDIA leading by example as a

government employer

In the future, we will be recognised as a leading employer of people with disability. We

will share learnings with other employers to boost their confidence to employ people with
disability, with a specific focus on NDIS participants. We will continue to employ people with
disability across all levels of the organisation, meeting the support needs of employees, and
offering tailored career and leadership development opportunities. Seventeen per cent of our
workforce will identify as people with disability.
We will also work with Commonwealth, state and territory governments and agencies on
how to engage NDIS participants in work, increase their skills, and develop their careers. The
NDIA will draw on the Australian government commitment to introduce a new seven per cent
employment target for people with disability across the Australian Public Service (APS) by
2025 with consideration to inclusion of NDIS participants.

Year 1
• Deliver awareness and capability training initiatives for all NDIA managers and leaders
to recognise the barriers, challenges and solutions for effectively managing employees
with diverse abilities and how they can put reasonable adjustment provisions in place.
• Launch an internal campaign to build capability in developing accessible
communications.
• Support the development of the future APS Disability Employment Strategy, including
exploring opportunities for NDIS participants.
• Establish a leadership development program for NDIA employees who are also NDIS
participants.
• Support employees to feel safe having conversations about workplace adjustments and
using the NDIA Workplace Adjustment Passport.

Year 2
• Develop an organisation-wide training program on the benefits of employing people
with disability at the NDIA and in partner organisations (staged over 12 months) and
showcase how this can be achieved.
• Expand the Stepping Into Internship Program and develop a work experience program
for people with disability seeking to work in the NDIA.
• Refresh the NDIS Disability Employment Strategy for the NDIA to address the needs of
NDIS participants.

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 2019 – 2022

Year 3
• Establish a program for real career advancement of people with disability and
opportunities to develop professionally into leadership roles.

Case Study

Maryanne

A leader in government

Maryanne Diamond AO GAICD is General “I am proud of the work we are doing here at
Manager, Stakeholder Engagement at the the NDIA to attract and employ people with
NDIA as well as the organisation's Disability disabilities – to be an employer of choice."
Champion. Maryanne sponsors, supports and
champions activities that make the workplace
more accessible and inclusive of people with "I urge employers,
disability.
“My aim is for us to be an organisation
business and industries
where we are encouraged to talk about our to make their workplaces
disabilities and, for those who do not live
with a disability, to learn from us and become
more inclusive so that
champions of inclusion,” Maryanne says. they can harness the
The NDIA regularly submits a self-assessment untapped potential
to the Australian Network on Disability (AND)
Access and Inclusion Index, an assessment of Australians with
and benchmarking tool that measures
organisational access and inclusion maturity.
disabilities.”
In April 2019, the NDIA was ranked third out - Maryanne
of 23 participating organisations behind IBM
and Medibank.

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NDIS Participant Employment Strategy

Information, Linkages and Capacity

Building

The Information, Linkages and Capacity Building

(ILC) Investment Strategy commits over $398m
from 2019-20 to 2021-22. We will be targeting
funding through the Economic and Community
Participation Program that aims to:
• Connect people with disability to activities,
employment and community supports and
opportunities
• Help communities and employers to be
inclusive and responsive to people with
disability needs, locally and nationally.
In July 2019, $19.57m in funding was awarded
to build the capacity of Australian businesses
and organisations to employ people with
disability under the ILC Economic Participation
program.
Sixty-four organisations across Australia were
awarded 12 months of funding for community
projects and activities that:
• Grow employment opportunities for people
with disability
• Build self-employment capabilities for people
with disability
• Increase the capacity for people with
disability to participate in work.
Up to $58m over three years will also be
awarded under the Economic and Community
Participation Program in 2019-20.

22
 2019 – 2022

Our journey
to date

23
NDIS Participant Employment Strategy

Our journey to date

The Australian Government created the

NDIS Participant Employment Taskforce Pre and post vocational support and
guidance is required to build confidence
to make a difference to employment
and motivation of NDIS participants to
outcomes for NDIS participants
enter and stay in the workforce.

The Taskforce members are from the DSS and

the NDIA. The Taskforce works on changes Delivering sustainable outcomes
which could positively impact employment requires an individualised approach
of NDIS participants. This includes improving that includes a good understanding of
the intersection between the NDIS and other participants’ needs, interests, capacity
employment supports funded by government. and ability.
As part of the Taskforce, the NDIA also
works on what needs to change in the NDIS NDIS participants need less
market, define the right supports for NDIS complexity; there needs to be a
participants to find and keep a job, reduce reduction in gaps between the NDIS
barriers to employment, and assist employers and mainstream employment services.
to reach a level of confidence to employ NDIS
participants.
For NDIS participants to have informed
Since January 2019, the Taskforce has met
choice, they need greater awareness
with more than 500 people across Australia.
of policies, programs and services. We
This includes NDIS participants, their families
need to tell people about this in ways
and carers, NDIS providers, employers and
they can understand.
peak body representatives.
People told us there are key changes needed
to increase NDIS participant employment, Success stories are a key motivator
including: in building the aspirations for
employment of NDIS participants and
breaking down the barriers.
The NDIA needs to improve the
experience of NDIS participants,
including increasing planner and LAC
Employers must be willing, confident
capability to talk about work goals and
and able to employ people with
getting the right supports in plans.
disability. This is really important for
NDIS participants.

There needs to be more provider

capability to work across sectors, NDIS participants with more complex
including employment services and needs require a support coordinator
NDIS supports. specialised in employment as a
coach and guide on their employment
journey.

24
 2019 – 2022

Case Study

Gerard

A Bold and Beautiful career

Gerard’s long-term goal is to be an actor

on The Bold and the Beautiful. “I have a mentor and she
With the support of the NDIS, Gerard works helps me a lot. She gets
with Bus Stop films to build his confidence,
literacy skills and life ready skills so that he paid by the NDIS.
can participate in the film industry.
We do vocal warm-
Gerard first appeared in the 2009 Tropfest
winning film, Be My Brother and his first ups, monologues. She’s
feature film Red Christmas has toured helping me with my
nationally.
"With every movie I've made with Bus
speech.”
Stop, I have improved as an actor and - Gerard
learned so much," he says.

25
NDIS Participant Employment Strategy

Implementing this Strategy

Our aim of increasing employment of NDIS participants to 30 per cent is not just
about the numbers
Most importantly, it’s about changing the way we do things every day to encourage people
to talk about work, identify their support needs for work, deliver better services, and improve
choice and control for NDIS participants.
This isn’t an easy thing to do. Our work over the next three years will include many internal
initiatives and actions within the NDIA, and will require strong collaboration with Australian
and state and territory governments, and the private sector to significantly increase
employment opportunities for NDIS participants.

We will be guided by our Principles for Change

NDIS participants have the The NDIS puts people with disability at
1 opportunity to work in jobs that are 6 the centre of decision-making, giving
freely chosen, in workplaces that choices about employment pathways
are inclusive, equal and accessible and options, as well as access to
(Article 27 of the United Nations information about the quality and
Convention on the Rights of Persons effectiveness of different supports and
with Disabilities). services.

Employment contributes to NDIS The NDIS works closely with the

2 participants’ independence, 7 Disability Employment Services
wellbeing and social inclusion and (DES) and other service systems,
to the NDIS’s financial sustainability. complementing, but not duplicating
them.
With the right encouragement,
3 support, and opportunities, most Local collaboration to bring NDIS
people with disability want to work 8 participants, providers and employers
and can work. together is a key to increasing the
probability of successful employment
The NDIS takes a ‘whole person’
outcomes for participants.
4 approach to employment,
recognising that life-skills NDIS participants should experience
training, community participation 9 the employment journey as seamless,
and assistive technology can at all stages, even if they receive
all contribute to a person’s support from multiple service systems.
employability.

Orienting young people with

5 disability to the world of work
while they are still at school
increases their likelihood of securing
employment as an adult.

26
 2019 – 2022

Measuring our progress

We will be measured by our progress

We are committed to measuring and reporting on our progress.

You will see these measured in:
• Our report card of the NDIA Corporate Plan
• NDIS Quarterly Reports
• NDIS Participant Outcomes Report
This strategy will be underpinned by a detailed internal NDIA
Implementation Action Plan.

Increasing
We will makeemployment requiresfor
sure this is appropriate change and
everyone
transformation, beginning in the early years
We will work collectively across the NDIA to connect with other strategies
for change, including:
• Cultural and Linguistic Diversity Strategy9
• Rural and Remote Strategy10
• Aboriginal and Torres Strait Islander Strategy11
• Assistive Technology Strategy12
• NDIA Disability Strategy & Action Plan 2018-20.13

27
NDIS Participant Employment Strategy

28
 2019 – 2022

We need to work with others

The NDIA will continue to work in partnership with key stakeholders and government
agencies to resolve issues and put NDIS participants at the centre of why we are
creating change

There are many programs funded by National commitments

Australian, state and territory governments
that contribute to improving employment
United Nations Convention on the Rights of
outcomes for people with disability in Australia.
Persons with Disabilities 2006
We want NDIS participants to know about and
access these services. National Disability Agreement 2009
We will continue to lead the change to enable National Disability Strategy 2010-2020
more NDIS participants to aspire to work, to
understand their pathways to employment and
achieve their employment and career goals. Relevant legislative frameworks
This needs the right supports at the right time.
We will also work with DSS as the lead agency Disability Services Act (Commonwealth) 1986
on creating an all-inclusive approach to
disability employment to improve supports and Reasonable adjustment and the Disability
outcomes for people with disability, including Discrimination Act 1992
NDIS participants as well as millions of other National Disability Insurance Scheme Act 2013
Australians with disability, that can and do
want to work, to gain and sustain a good job.
This includes development of a new model Other employment programs,
for national disability policy to replace the departments and initiatives
National Disability Strategy when it finishes at
the end of 2020.
Disability Employment Services (DES)
Governments across Australia are working
together and engaging with people with Job Access
disability to develop the new model for National Disability Recruitment Coordinator
national disability policy. The new model will (NDRC)
respond to changes over the past 10 years,
jobactive
including the implementation of the NDIS.
Australian Government Department of
Developing a strong new model for national
Employment, Skills, Small and Family Business
disability policy will help support the rights
initiatives
of all people with disability to equal access
and opportunity in all areas of their lives. The Community Development Program (CDP)
Opportunities for people with disability to State and territory employment initiatives
work can be improved by addressing broader
barriers they can encounter in the community
for example through provision of accessible
transport, housing and the built environment
and through inclusive education.

29
Appendices
31
NDIS Participant Employment Strategy

References

1. Human Rights Commission Australia. (2013). Right to work and rights in work. Retrieved
from, https://www.humanrights.gov.au/our-work/rights-and-freedoms/right-work-and-
rights-work#to%20work.
2. ABS 2015, 4430.0 – survey of Disability, Ageing and Carers (SDAC) 2015
3. Adapted from Source: Deakin University commissioned by NDIA. (2019). Literature Review:
Employment and Economic Participation of People with Disability.
4. DSS (2019). Disability Employment Services. Retrieved from, https://www.dss.gov.au/our-
responsibilities/disability-and-carers/programmes-services/disability-employment-services
5. Nous. (2018). Employment Services 2020: Consultation report. Retrieved from, https://www.
nousgroup.com/wp-content/uploads/2018/12/Employment-Services-2020.pdf.
6. NDIS Participant Outcomes Report (2018) Retrieved from, https://www.ndis.gov.au/about-
us/data-and-insights/reports-and-analyses/participant-outcomes-report
7. NDIS. (2019). Corporate Plan. Retrieved from https://www.ndis.gov.au/about-us/
publications/corporate-plan#corporate-plan-2019-2023
8. DSS (2019). NDIS Participant Employment Taskforce. Retrieved from, https://www.dss.gov.
au/sites/default/files/documents/01_2019/ndis-participant-employment-taskforce-terms-
reference-publication.pdf
9. NDIS (2018). Cultural and Linguistic Diversity Strategy. Retrieved from, https://www.ndis.
gov.au/about-us/strategies/cultural-and-linguistic-diversity-strategy
10. NDIS (2016). Rural and Remote Strategy. Retrieved from, https://www.ndis.gov.au/about-us/
strategies/rural-and-remote-strategy
11. NDIS (2017). Aboriginal and Torres Strait Islander Engagement Strategy. Retrieved from,
https://www.ndis.gov.au/about-us/strategies/aboriginal-and-torres-strait-islander-strategy
12. NDIS (2015). Assistive Technology Strategy. Retrieved from, https://www.ndis.gov.au/about-
us/strategies/assistive-technology-strategy
13. NDIS (2018). Disability Strategy and Action Plan. Retrieved from, https://www.ndis.gov.au/
media/365/download

32
 2019 – 2022

Glossary

Australian Disability Enterprises (ADEs) and older people, provide a safety net for
Australian Disability Enterprises are not-for- those who cannot fully support themselves,
profit organisations. They offer a wide range enhance the wellbeing of people with high
of occupations and industries ranging from needs, assist those who need help with care,
packaging and printing to gardening and and support a diverse and harmonious society.
furniture assembly. ADEs can provide ongoing
employment or they can act as a stepping Disability
stone, enabling people with disability to gain Total or partial loss of the person’s
the skills and confidence they need to try bodily or mental functions (The Disability
other forms of employment. Discrimination Act 1992).
This describes a person’s impairment of body
As One: Making it Happen, the APS
or function, a limitation in activities or a
Disability Employment Strategy 2016-19
restriction in participation when interacting
The As One: Making it Happen, APS Disability with their environment.
Employment Strategy 2016–19 aims to
increase the representation of employees Disability confidence
with disability across the APS, including Disability confident means a person is at
Indigenous people with disability. At its ease communicating, socialising and working
core, the Strategy seeks to offer people with with people who experience disability. They
disability multiple pathways into the public have appropriate techniques and strategies
service, enable existing employees with to connect with people with disability.
disability to have better career opportunities
and increase the representation of Disability Employment Services (DES)
employees with disability in senior leadership Disability Employment Services help people
positions. with disability find work and keep a job.

Assistive technology An initiative of the Department of Social

Assistive technology is the software or Services. Through Disability Employment
hardware support provided to people with Services, people with disability, injury or health
disability to help them perform their role in condition may be able to receive assistance to
the workplace. prepare for, find and keep a job.
Disability Employment Services has two parts:
Department of Social Services (DSS)
• Disability Management Service is for job
The Department of Social Services is
seekers with disability, injury or health
responsible for a diverse range of policies,
condition who need assistance to find
payments, programs and services that
a job and occasional support in the
improve the lifetime wellbeing of people and
workplace to keep a job
families in Australia. The department works
in partnership with other government and • Employment Support Service provides
non-government organisations to ensure the assistance to job seekers with permanent
effective development, management and disability to find a job and who need
delivery of these initiatives. DSS fund services regular, ongoing support in the workplace
and payments that assist families, children to keep a job.

33
NDIS Participant Employment Strategy

Disability Employment Services Providers National Disability Insurance Scheme

(DES Providers) Quality and Safeguards Commissions
Providers of Disability Employment Services The NDIS Quality and Safeguards Commission
are called DES providers for short. DES regulates NDIS providers including the quality
providers are a mix of large, medium and safety of NDIS supports and services in
and small, for-profit and not-for-profit participating jurisdictions.
organisations that are experienced in
supporting people with disability as well as NDIS participant
providing assistance to employers to put in A person who meets the NDIS access
place practices that support the employee in requirements.
the workplace.
NDIS plan
Information, Linkages and Capacity Building A written plan worked out with the
(ILC) participant that states their goals, needs and
The activities that will be supported by the the reasonable and necessary supports the
NDIS to promote the social and economic NDIS will fund for them.
inclusion of people with a disability.
NDIS provider
Local Area Coordinators (LACs) A disability support provider that has met
Local organisations working in partnership the NDIS requirements for qualifications,
with the NDIA, to help participants, their approvals, experience, capacity and quality.
families and carers access the NDIS.
NDIS support for finding, keeping and
Mainstream services changing jobs
The government systems providing services The wide range of funding provided to NDIS
to the Australian public e.g. health, mental participants, including:
health, education, justice, housing, child
• Capacity building supports to develop
protection and employment services.
greater skills to get a job and achieve
National Disability Insurance Agency (NDIA) maximum independence at work

The Australian Government organisation that • Day to day supports, if needed, to be safe
administers the National Disability Insurance at work, engage with others and complete
Scheme. job tasks
• Information and assistance provided
National Disability Insurance Scheme
by NDIA planners and LACs about
(NDIS)
services available in the community, like
The new national insurance approach Disability Employment Services (DES) or
for providing support to Australians with volunteering opportunities
disability, their families and carers.
• NDIS supports and services, such as
assistance with community participation
or building skills, such as catching public
transport, meeting new people or learning
how to manage money.

34
 2019 – 2022

NDIS Supports Workplace adjustments

Services that help a person undertake daily Workplace adjustments are modifications
life activities and enable them to participate made within the workplace to enable an
in the community and reach their goals. employee to:
• perform their job role
Paid work
Self-reported by a NDIS participant as part of • participate in selection processes and
the outcomes framework. be considered for transfer, promotion,
training or other employment
RecruitAbility opportunities
RecruitAbility is a scheme aiming to attract • access workplace facilities
and develop candidates with disability and
• participate in work-related programs such
also facilitate cultural changes in selection
as staff development and training.
panels and agency recruitment. RecruitAbility
can be applied to all vacancies across the
Workplace Adjustment Passport
APS. Candidates with disability who opt into
A Workplace Adjustment Passport is a
the scheme, and meet minimum vacancy
document, allowing employees with
requirements advertised under the NDIS, are
permanent or temporary disability,
advanced to a further stage in the selection
psychosocial condition, illness, injury
process.
or medical condition to outline agreed
Stepping Into Internship Program workplace adjustments in place and detail
accessibility and inclusion requirements
The Australian Network on Disability Stepping
so they can do their job. A Workplace
Into Internship program is a paid internship
Adjustment Passport ensures any workplace
scheme, matching talented university
adjustments agreed to are recorded and
students with disability with roles in leading
readily available should the passport holder
Australian businesses. Students are placed
change line manager, job role, or transfer to
for a minimum 152 hours, which can be
another area. The option to have a Workplace
worked as a four-week block or flexibly across
Adjustment Passport is voluntary and the
a semester concurrent with studies.
Passport holder chooses with whom the
Support Coordinator document will be shared.
A type of NDIS support in participant plans. Workforce participation
A Support Coordinator will support NDIS
When someone is employed, or looking for
participants to understand and implement
work.
the funded supports in the plan and link
to community, mainstream and other
government services. A Support Coordinator
will focus on building skills, self-direction and
connecting to providers.

35
For more information about this Strategy, please contact:

National Disability Insurance Agency

Telephone 1800 800 110

For people with hearing or speech loss

TTY: 1800 555 677

Speak and Listen: 1800 555 727

For people who need help with English

TIS: 131 450

This report can be accessed online at www.ndis.gov.au

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