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

Where’s the balance between duty of care and dignity of risk for the most vulnerable in our society?

It takes great courage for carers of people with disability to entrust others to equip the adults in their care for the world of work. Essentially, Disability Employment Services (DES) staff say to carers: ‘It’s going to be OK. All you have to do is take this huge leap of faith and we’ll catch you and your kin. You’ve got to believe me and also live with the consequences of our actions.’