A seamless Workplace Adjustment Program is a pivotal piece in facilitating an inclusive workplace.
After attending the Australian Network on Disability Conference there were several questions on whether a workplace adjustment program should be a centralised business function or part of the employee-supervisor relationship.
Whilst every organisation has unique challenges influencing their approach to workplace adjustment management, adopting an approach that is centralised with business-management support can drive better experiences and outcomes for your people.
The case for a centralised workplace adjustment program:
- Provides consistency and equity
- Is independent providing clarity and empowerment
- Improves access to specialised support as needs evolve or technology advances.
- Reduces time and costs to implement. (See a case study here)
- Provides a safe alternative for an individual to share their needs
- Enables continuous workforce monitoring of outcomes, trends and diversity targets
The case for supervisor/manager involvement (where the individual provides consent):
- Provides subject matter expertise on job design.
- Reinforces an inclusive culture through championing the role and process of workplace adjustments.
- Creates opportunities for stronger relationships and two-way learning.
The business case for supporting people with disability to thrive at work is a no brainer, though the implementation of systems for many organisations is relatively new. The ingredients of a well-run workplace adjustment program is through quality internal systems, person-centered support and a culture where all levels of the business are advocates. If you are looking to develop or review your workplace adjustment program check out our article which highlights factors that may be influencing its success.