In a recent blog I talked about Duty of Care and Dignity of Risk, where duty of care refers to ensuring that the most vulnerable people in society are protected from harm while at the same time being challenged to achieve their potential.

Since then I’ve wondered, ‘What if we framed the conversation in reverse?’

A new Disability Employment Service (DES) contract has arrived, which will run until 2023.

There are new players and new rules. There’s also a new demerit system. It’s supposed to ensure job seekers meet their obligations. If they don’t, they risk losing their disability support benefits.

The new contract will not improve the number or quality of outcomes achieved by the DES network. I am actually fairly confident that results will either remain in a slump or go backwards. Here is why: 

The business case for inclusion has long been established. The social capital stemming from inclusion is strong.

But it’s all very well to aim to become an inclusive workplace. Implementing can be daunting and restricted by initial push back from staff who may not want to change. To ensure inclusion actually happens, take the following five steps:

1.     Devise a well-documented plan