Brokering Employment Pathways from Supported Employment Settings to the Mainstream Labour Market
In Australia, people with disabilities encounter complex and intersecting barriers that inhibit their participation in the labour market. Working-age individuals with disabilities are at a significantly higher risk of unemployment compared to their peers without disability.
Despite changes to funding structures, the employment rate for people with disabilities remains stagnant, with only 53% of those aged 15–64 participating in the labour force. Historical exclusion and segregation from the broader workforce have shaped these low participation rates.
Additionally, potential employers often require assistance to create supportive work environments that foster the skills and wellbeing of employees with disabilities.
Pathways to Open Employment
This paper explores how a specific case study Supported Employment Setting (SES) facilitates pathways to open employment for supported employees.
The team delve into three key questions:
- What do these pathways look like?
- What role can SESs play in facilitating transitions?
- What challenges arise in the process?
Drawing on data collected during a 12-month research project funded by the Department of Social Services through its Information Linkages and Capacity Building Scheme, they argue that successful pathways are built through collaboration between SESs and employers, creating bespoke opportunities tailored to individual needs.
The findings highlight the importance of preparation for both employees and employers, emphasising the need for purposeful planning.
Key Findings
This research identifies critical elements that facilitate employment pathways and developed an organisational design model that can be broadly adopted to enhance pathways to open employment.
The study demonstrates that transitions from SESs to open employment can be achieved through:
- customised roles,
- effective client-employer matching, and
- strategic job negotiation
A crucial aspect of this process is ensuring the right person is matched with the right role. When suitable roles are unavailable, staff negotiation skills become vital for creating new, tailored positions.
Building Sustainable Pathways
Preparation of both employers and clients is essential for building sustainable and inclusive pathways to employment. This involves collaborating with individuals, their networks, and employers to establish shared goals.
In some cases, staff intuitively develop methods to engage with employers and the labour market, while in other instances, they employ customised techniques such as informational interviewing to align objectives. However, staff often face resource constraints in carrying out this time-intensive work effectively.