About Inclusive Practice (Easy Read)

This Easy Read factsheet is about inclusive practice at work.

Inclusive practice means making changes at work so everyone can take part and is treated fairly.

Hard words are in bold.

We explain what they mean.

It is a good idea to read this factsheet with support.

If you have any questions about this factsheet please email

policy@inclusionaustralia.org.au

Inclusive practice means making changes at work so everyone can take part and is treated fairly.

Inclusive practice at work is important so everyone can take part and is treated fairly.

Some workplaces say they are inclusive but do not show it.

It is important for workplaces to make real changes to support their staff with disabilities well.

One way to have inclusive practice at work is removing barriers.

Removing barriers means

• understanding that there are lots of things that can make it hard for people with an intellectual disability find and keep a job
• making changes to make things easier and fairer

For example

• Inaccessible information

• Not enough support

• Negative attitudes

For example thinking that people with intellectual disability cannot work.

Everyone has the right to information they can understand.

It is important for workplaces to have accessible information when

• Hiring new staff

• Onboarding

Onboarding means when you start a new job

Accessible information is useful for people with and without disability.

For example information in Easy Read or other languages.

It is important for employers and managers to think about the power they have in the workplace.

Some staff can feel like their employer or manager is more important than them and that their own ideas do not matter.

This can make it hard for staff to speak up and share their thoughts.

It is important for employers and managers to

• Think about the power they have

• Think about how they would feel if they swapped roles with a regular staff member

• Avoid using hard words when talking with staff

• Listen carefully and remember peoples stories

• Make sure staff know what supports they can get at work

• Think about what might make them seem powerful and make changes if you need to

For example

Bob is a manager.

Bob wears a suit to work but his staff wear a uniform or casual clothes.

Some of Bob’s staff say they think that Bob wearing a suit instead of the uniform or casual clothes makes him seem unfriendly.

Bob thinks about it and decides to wear casual clothes to work from now on.