The business of exclusion

The BCA, representing the top 100 businesses in Australia are the types of organisations where people with a disability might seek work.    As an organisation, they represent the very bodies that could support a reduction in DSP recipients, by giving people a chance.

The concept of 'incentive' underlies both the BCA and Dr Harmer's comments.  The incentive for most people to work is reasonably unarguable: satisfaction, inclusion, money, gossip around the water cooler.  We like to do a good job, we like to be paid for it, and we enjoy being a part of something.  How is it that the 'incentive' for people with disability would be any different?

Surely the word they are looking for is opportunity?

People with a disability experience higher unemployment than others (as well as a broad range of other disadvantages, see Shut Out).  They complain about discrimination in employment.  It seems the conversation is missing some of the more obvious alternative views.

Big business aims to attract the best and brightest.  They compete in the 'war for talent' and pay huge salaries and benefits to those at the top of the ladder.  In seeking economies, roles elsewhere are sacrificed, or more efficient, competent people hired.  Those efficient, competent people then seek more money elsewhere, and job tenure becomes shorter, recruitment agencies make money, and HR departments grow.

In two decades of dealing with them I have never seen a person with a disability at Centrelink or Medicare, and only twice in large organisations that are members of BCA.  (Leaving aside that not all disabilities are visible to a stranger, this is still a very low incidence.)  Why is this?

Rather than scapegoating the vulnerable, the best minds of big business would be better utilised coming up with solutions.  Here are some thoughts:

• Create a disability employment target for large organisations, including the public service.  Publish and celebrate those who do well - like the EOWA or the AEC.
• Assign an executive to sponsor a push to increase employment of people with disability.  Determine how they are being excluded, and find ways to do better.  Show leadership.
• Think laterally.  People with vision impairments have worked extremely effectively in call centres because of their reliance on sound cues.  Understand the unique strengths of people with a disability, and find opportunities. 

And finally, before assuming that people on a benefit administered by Centrelink are lazy and disinterested, take an interest in disability issues, spend a day with a community organisation, find out the facts.  The Business Council is in no way qualified to make statements about what is best for people with a disability.  They could however learn from this appalling gaffe and try to find out.