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Chapter 1: Why this Inquiry is important Research also indicates that over 90% of employers who had recently employed a person with disability said they would be happy to continue to employ people with disability; and 78% of employers described the match between their employee with disability and the job as good. 148 The Diversity Council Australia argues that there is a competitive advantage to employing people with disability: With approximately 20% of the Australian population having one or more disability, a similar percentage of most organisations’ customers and clients are also likely to have one or more disability. Having a workforce that reflects the diversity in age and ability of an organisation’s customer base, and the community in which it operates, can significantly enhance customer satisfaction and loyalty, and offers access to a depth of knowledge and experience in relation to clients, customers and stakeholders, giving organisations a competitive advantage. 149 [A]pproximately four million people with disability have a combined disposable annual income of around $54 million. One in three Australians either has disability, or is close to someone who does. With our ageing population, this figure is only set to increase. Despite the size and spending power of this group, many mainstream businesses still fail to recognise people with disability as an emerging market. Employing people with disability and developing accessible products and services for people with disability, is still more often than not thought of as [an] optional thing rather than just good business, and many organisations fail to see the link with improved business performance. 150 Research has shown consumers recognise and respond positively towards businesses that hire people with disability. In a survey of more than 800 consumers 87% said they would prefer to give their business to companies that hired people with disability. 151 (c) Concluding comments The case for reform is clear. The benefits of increased employment participation for older workers and workers with disability extend to not only the individual workers involved, but also employers and the national economy. 152 Increasing employment of older people and people with a disability creates a more diverse workforce. Diversity is a key driver of innovation. 153 Diverse groups offer a performance advantage because they tend to have more information, a richer range of perspectives and means of addressing problems, and a wider repertoire of problem-solving approaches. 154 Proactively seeking a diverse pool of candidates increases the likelihood of finding employees with the most suitable skills and experiences (the best person for the job). Australia must address employment discrimination in order to increase labour force participation so that individuals, employers and our economy can reap the benefits of broader participation, greater productivity and diverse skills sets and perspectives. 50
Chapter 1: Endnotes 1 Australian Bureau of Statistics, 2015, Labour Force, Detailed – Electronic Delivery, November 2015, cat. no. 6291.0.55.001. At http://www.abs.gov.au/AUSSTATS/abs@.nsf/allprimarymainfeatures/1D694808E42534D3CA257F40000EB2C1?opendocum ent (viewed 28 April 2016). 2 Australian Bureau of Statistics, 2015, Disability, Ageing and Carers, Australia: First Results, cat. no. 4430.0.10.001. At http://www.abs.gov.au/ausstats/abs@.nsf/mf/4430.0.10.001. 3 Labour force participation rates of people in disability were at 54.9% in 1993, compared with 52.8% in 2012. Australian Bureau of Statistics, 2012, Disability and Labour Force Participation, cat. no. 4433.0.55.006. At http://www.abs.gov.au/ausstats/abs@. nsf/mf/4433.0.55.006 (viewed 17 March 2016). 4 Grattan Institute, Game-Changers: Economic reform priorities for Australia, Grattan Institute Report No. 2012-5, June, 2012, 50-52. At http://grattan.edu.au/wp-content/uploads/2014/04/Game_Changers_Web.pdf (viewed 26 April 2016). 5 PricewaterhouseCoopers, Disability expectations: Investing in a better life, a stronger Australia (2011), 26. 6 Confidential Submission 35 to the Australian Human Rights Commission, Willing to Work: National Inquiry into Employment Discrimination Against Older Australians and Australians with Disability. 7 Committee on Economic, Social and Cultural Rights, General Comment No. 18, Article 6: the equal right of men and women to the enjoyment of all economic, social and cultural rights (Thirty-fifth session, 2006), U.N. Doc. E/C.12/GC/18 (2006), para 1. 8 United Nations International Covenant on Civil and Political Rights, 1966, articles 2 and 25(c); United Nations International Covenant on Economic, Social and Cultural Rights, 1966, articles 2, 6, and 7. See also, the United Nations Convention on the Elimination of All forms of Discrimination against Women, 1979 articles 2 and 11; and International Labour Organization, Discrimination (Employment and Occupation) Convention, 1958 (ILO 111), article 1. ILO111 does not specifically include age as a ground for discrimination but provides for possible additions to the list of grounds. The International Labour Organization, Older Workers Recommendation, 1980 (No.162) directly addresses older workers (but is not a convention). 9 United Nations International Covenant on Economic, Social and Cultural Rights (ICESCR), Article 6. 10 United Nations International Covenant on Economic, Social and Cultural Rights (ICESCR), Article 7. 11 United Nations International Covenant on Economic, Social and Cultural Rights (ICESCR), Articles 11 and 12. 12 United Nations International Covenant on Economic, Social and Cultural Rights (ICESCR), Article 2, International Covenant on Civil and Political Rights (ICCPR), Article 2. 13 United Nations Principles for Older Persons, adopted by the United Nations General Assembly in 1991, A/RES/46/91 (1991). 14 United Nations Principles for Older Persons, adopted by the United Nations General Assembly in 1991, A/RES/46/91 (1991), Principle 2. 15 United Nations Principles for Older Persons, adopted by the United Nations General Assembly in 1991, A/RES/46/91 (1991), Principle 3. 16 United Nations Principles for Older Persons, adopted by the United Nations General Assembly in 1991, A/RES/46/91 (1991), Principle 7. 17 United Nations Principles for Older Persons, adopted by the United Nations General Assembly in 1991, A/RES/46/91 (1991), Principle 15. 18 Age Discrimination Act 2004 (Cth), Part 4, Divisions 2 and 3. 19 Age Discrimination Act 2004 (Cth), s 18. 20 Australian Government, Intergenerational Report (2015), 1. At http://www.treasury.gov.au/PublicationsAndMedia/ Publications/2015/2015-Intergenerational-Report (viewed 26 April 2016). 21 Australian Bureau of Statistics, 2015, Labour Force, Detailed – Electronic Delivery, November 2015, cat. no. 6291.0.55.001. At http://www.abs.gov.au/AUSSTATS/abs@.nsf/allprimarymainfeatures/1D694808E42534D3CA257F40000EB2C1?opendocum ent (viewed 28 April 2016). 22 Australian Bureau of Statistics, 2015, Labour Force, Detailed – Electronic Delivery, November 2015, cat. no. 6291.0.55.001. At http://www.abs.gov.au/AUSSTATS/abs@.nsf/allprimarymainfeatures/1D694808E42534D3CA257F40000EB2C1?opendocum ent (viewed 28 April 2016). 23 Australian Bureau of Statistics, 2015, Labour Force, Detailed – Electronic Delivery, November 2015, cat. no. 6291.0.55.001. At http://www.abs.gov.au/AUSSTATS/abs@.nsf/allprimarymainfeatures/1D694808E42534D3CA257F40000EB2C1?opendocum ent (viewed 28 April 2016). 24 Australian Bureau of Statistics, 2015, Labour Force, Detailed – Electronic Delivery, November 2015, cat. no. 6291.0.55.001. At http://www.abs.gov.au/AUSSTATS/abs@.nsf/allprimarymainfeatures/1D694808E42534D3CA257F40000EB2C1?opendocum ent (viewed 28 April 2016). 25 Australian Bureau of Statistics, 2015, Labour Force, Detailed – Electronic Delivery, November 2015, cat. no. 6291.0.55.001. At http://www.abs.gov.au/AUSSTATS/abs@.nsf/allprimarymainfeatures/1D694808E42534D3CA257F40000EB2C1?opendocum ent (viewed 28 April 2016). 26 Australian Bureau of Statistics, 2015, Labour Force, Detailed – Electronic Delivery, November 2015, cat. no. 6291.0.55.001. At http://www.abs.gov.au/AUSSTATS/abs@.nsf/allprimarymainfeatures/1D694808E42534D3CA257F40000EB2C1?opendocum ent (viewed 28 April 2016). 27 Australian Bureau of Statistics, 2015, Labour Force, Detailed – Electronic Delivery, November 2015, cat. no. 6291.0.55.001. At http://www.abs.gov.au/AUSSTATS/abs@.nsf/allprimarymainfeatures/1D694808E42534D3CA257F40000EB2C1?opendocum ent (viewed 28 April 2016). 28 RBA, ‘Employment Outcomes of the Economically Disadvantaged’, Bulletin March Quarter 2014. At http://www.rba.gov.au/ publications/bulletin/2014/mar/3.html (viewed 26 April 2016). Willing to Work National Inquiry • 51
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Page 6 and 7: Contents Commissioner’s Foreword
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Page 10 and 11: Commissioner’s Foreword The Austr
Page 12 and 13: National Children’s Commissioner
Page 14 and 15: Executive Summary In 2015, the Atto
Page 16 and 17: Executive Summary In 2014-15 the Au
Page 18 and 19: Executive Summary To ensure whole o
Page 20 and 21: Executive Summary In relation to pe
Page 22 and 23: Executive Summary • Australian Go
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Page 26 and 27: Executive Summary 3. What business
Page 28 and 29: Methodology Inquiry approach In rec
Page 30 and 31: Methodology Approach taken to inter
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Page 34 and 35: Methodology The 2015 SDAC introduce
Page 36 and 37: Endnotes 1 In 2009-10, there were a
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Appendix 13: International examples
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492 Australian Human Rights Commiss
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