Describing Positions in the Organisation
When a person expresses interest in a position in your organisation and have disclosed they have a disability, the first step you can take to prepare for the interview is to review the position and decide what the inherent requirements are. These are the tasks that must be carried out to enable the job to be done. By reviewing these essential duties, you can then ask the applicant how they are able to achieve these tasks during the interview to determine if the applicant is suitable.
The applicant may be able to achieve these tasks using equipment or processes that you had not thought of before. Remember, the applicant is the best person to tell you how they are able to achieve things, and what technology can help. This ensures the applicant is not discriminated against, either directly or indirectly, because of their disability. The person does not have to complete the task in the same manner as a person who does not have a disability, as long as the person is able to achieve the end result.
Australian Employers Network on Disability says it is important to remember that not all tasks within a job description are inherent requirements. For example, making coffee may be an additional task required of a receptionist, but not the essential function of the role. When developing position descriptions, concentrate on what is to be achieved in the job rather than how it is to be achieved. This will allow applicants to demonstrate how they can complete the inherent requirements of the job. For example, when developing a position description instead of using "minimum typing speed," consider using "produce quality documents using a word processing package."
Below is a scenario of an applicant who has identified that they have a disability and want to volunteer at your organisation.
Position: Your organisation requires a volunteer administration assistant. Most of this position is computer based, and includes internet research and data entry. This position also involves taking phone calls if the receptionist is busy.
Person: The applicant has indicated that they are Deaf which prevents them from using the phone (due to difficulty in speaking and hearing) but they are able to use computer programs, touch type, and can also communicate with alternative methods such as email, texts messages or written notes to coworkers. They do not use sign language.
Outcome: After reviewing this position, you notice that the essential tasks are internet research and data entry. Taking calls is an additional duty, but not essential. In this case, you might be able to organise another person to take phone calls or request the phones to be switched to message bank on occasion.
During the interview, the applicant demonstrates that they are able to complete the essential tasks, but will require alternative methods to do so. For instance, any correspondence or daily tasks need to be emailed or written for the applicant so they can understand. The applicant may also appreciate a mobile phone contact so they can text if they are running late.