The APS should represent the community it serves. The APS works to identify and remove any workplace barriers impacting employees’ efforts to achieve their full potential. Reasonable workplace adjustments for employees with disability can maximise participation and contribution in the workplace. Over the last two years there has been a small increase in the percentage of ongoing APS employees with disability. This increase, from 3.2% in 2013 to 3.5% in 2015, has followed a decade long decline.
Ongoing employees reporting disability
Learn more about this chart: view data and full question set for Figure 1.
The principles of employment are the same for people with disability as those without disability. The main focus is on the skills, talents and capabilities a person with disability brings to the workplace. The employment of people with disability can also bring new insights and perspectives to an agency. Being inclusive is important for individual agencies as well as the broader APS. An employee base that includes people with disability provides the APS with different perspectives that can help deliver more effective services to citizens. It also increases the likelihood of identifying unmet needs and challenging traditional processes and practices.
- “Over half of all APS agencies have an SES champion for employees with disability”
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Although there is a mandate for the collection of HR data in respect of employees with disability, it is likely the actual proportion of people with disability in the APS is under-represented in the current data.
APS agencies continue to develop workplace cultures that support and empower individuals with disability. More than 50% of agencies have an SES sponsor to act as a senior level champion for employees with disability. This year over 40% of agencies reported having a formal whole-of-agency strategy in place to support the employment of people with disability.
Over a quarter of APS employees with disability are employed at the APS 4 classification and over one fifth at the APS 6 classification. The proportion of employees with disability declines steadily at the EL and SES classifications.
Ongoing employees reporting disability by classification
Learn more about this chart: view data and full question set for Figure 2.
Employees with disability have an older age profile when compared to the rest of the APS. They represent over 20% of employees in the 50-54 age group. The average age of APS employees with disability is 47.2 years. The average age of the rest of the APS is 43.4 years. Given the challenges posed by an ageing population and the increased competition for talent, the APS needs to ensure that workforce management strategies support the contribution and retention of people with disability in the workplace.
Ongoing employees reporting disability by age group
Learn more about this chart: view data and full question set for Figure 3.
Employees with disability generally have a greater length of service compared to the rest of the APS. At 30 June 2015, the average length of service for employees with disability was 16 years, compared to 12.7 years for the rest of the APS.
Ongoing employees reporting disability by length of service
Learn more about this chart: view data and full question set for Figure 4.
Length of Service (years)
Employee engagement for people with disability has improved since 2012. Although the 2015 results for job and team engagement are slightly lower than last year, the drop is not significant. Similar to results previously discussed for all APS employees (APS employee engagement post), employee engagement for people with disability has remained relatively stable over recent years.
Employee engagement—all employees reporting disability
Learn more about this chart: view data and full question set for Figure 5.
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Read the State of the Service Report 2014–15 on the APSC website.