Staff with a disability

Training:

• Training in recognising stressors and developing coping strategies
• Time management skill development
• Training in cooperative problem and conflict solving
• Modified job instruction
• Extended training on the job

Flexibility:

• providing more flexible working schedules (e.g. flexible hours, flexible start times, enabling break-taking)
• change to a different job
• reduced work hours for more breaks or rest periods
• change from full-time work to part-time shifts
• quieter work place
• extra time to learn
• exchanging minor tasks with other employees
• work at home
• slowed work pace
• modified job duties
• job coach
• flexible/scheduling,
• reduced hours,
• modified training,
• modified supervision
• modified duties or job descriptions
• time off

Other support:

• Encourage social/peer group support
• Early identification of bullying
• Assistance through Employee Assistance Program
• Weekly meetings between supervisor and employee to help deal with problems before they become serious
• Seek clarity around your role, outputs and outcomes    

• Make conversations about wellbeing and mental health an everyday thing e.g. “How are you?”, “You don’t seem to be yourself lately, is anything up?”
• Link into the message of the Australian ‘RU OK? Campaign – numerous resources of assistance are available in those webpages, including suggestions around helpful language
• Ask all employees what will help them to do their best work – in regular catch-ups as well as at performance reviews
• Practice (or train in) good communication and listening skills, with ability to understand and be supportive
• Ensure you have (or train in) appropriate and respectful language – your language frames what you think and it can also impact on what the people you are talking about think about themselves:
  • Use language that is people first
  • Avoid the use of slang and idioms that perpetuate negative stereotypes and biases
  • The person or group that the language is about should determine what respectful and inclusive language for their group consists of – asking people what language they would like used is the recommended way forward

• Recognise that although someone may not use medical language to talk about problems affecting their mental health – don’t miss the opportunity to ask whether someone is okay and if something could be done to assist