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WORKability I: Barriers noted that one of the main impediments to the employment of people with disability lies in employer concerns about increased exposure to legal and financial risks related to occupational health and safety, disability discrimination and unfair dismissal laws. [1]

As discussed in Chapter 2 of this report, WORKability I: Barriers highlighted two specific areas for ongoing consultation with the Department of Employment and Workplace Relations, namely:

A list of the 29 Second Round Submissions and electronic copies, where available, can be found at: www.humanrights.gov.au/disability_rights/employment_inquiry/subs2/index.htm

Review of the Employer Incentives Strategy: Department of Family and Community Services Improving Employment Opportunities for People with a Disability, Report of the Review of the Employer Incentives Strategy , March 2003

Australians with disability are much less likely to be employed than people without disability. They have a comparatively lower labour force participation rate (53.2% compared to 80.1%) and a higher unemployment rate (8.6% compared to 5%) than those without a disability.

Issues Paper 3, which was issued on the launch of the Inquiry, discussed the incentives and disincentives regarding employment of people with disability from the perspective of employers.

The issue of participation of people with disability in the open workforce has been the subject of much public debate in recent months. This is largely the result of the 'Welfare to Work' package announced in the May 2005 Commonwealth Budget. However, the issue is a longstanding one, as indicated in the submissions to the Inquiry.

No person can achieve a smooth transition and successful entry into the open workforce unless they are 'job ready', and this is especially the case for people with disability.

We can also investigate complaints about alleged breaches of human rights by the Commonwealth and its agencies, as well as discrimination in employment based on a person’s sexual preference, criminal record, trade union activity, political opinion, religion or social origin.

Australia operates bilateral human rights technical cooperation programs with the Governments of China and Vietnam. These programs are funded by AusAID and managed by the Commission on behalf of the Australian Government.

The Commission, as a legal entity, is constituted by the President and the Commissioners. The President is the senior member of the Commission. The Commission meets every six-to-eight weeks to make its decisions. All meetings are minuted.

We have developed key performance indicators which form the basis for ongoing assessment of the complaint service. These indicators, and our performance in 2010-11 in relation to these indicators, are summarised below. Timeliness. Our stated performance standard is for 80% of complaints to be finalised within 12 months of receipt. In 2010-11, we finalised 94% of matters within 12 months. The…

Appendices Appendix 1 – Total resources and expense for our outcome* Table 37: Resources for outcome Outcome 1 – An Australian society in which human rights are respected, protected and promoted through independent investigation and resolution of complaints, education and research to promote and eliminate discrimination, and monitoring, and reporting on human rights. Budget* 20109–11 $’000…

Appendices Appendix 2 – Complaint statistics Enquiries and complaints received In 2010-11 the Commission received 18 670 enquiries and 2 152 complaints which is similar to the average number of enquiries and complaints received over the past five years. • 38% of complaints were lodged under the Disability Discrimination Act • 21% of complaints were lodged under the Sex Discrimination Act •…

Appendices Appendix 3: Website statistics Table 37: Visitors to the Commission website Section Views of section home page Views of all pages in section Commission homepage 550 170 n/a www.humanrights.gov.au Aboriginal and Torres Strait Islander Social Justice 98 061 1 244 495 https://humanrights.gov.au/our-work/aboriginal-and-torres-strait-island… Age Discrimination 51 836 106 595

Appendices Appendix 4 – Staffing statistics Table 38: Commission staffing profile (as at 30 June 2011) Classification Male Female Full time Part time Total Ongoing Total Non-ongoing Total Statutory Office Holder 2 2 4 4 4 SES Band 2 1 1 1 1 SES Band 1 1 1 2 2 2 EL2 ($99,119 – $119,099) 9 13 17 5 20 2 22 EL1 ($85,941 – $94,243) 6 22 19 9 21 7 28 APS6 ($68,706 – $77,006) 9 25 29 5 26 8 34 APS5…

Appendices Appendix 5 – Consultancy services Table 39: Consultancy services Consultant name Description Contract price Selection process* Justification** Dr Paula Abood Education and training services $36 762 Direct Source B Australian National University Development of human rights-based immigration detention standards $49 500 Direct Source B Elena Campbell Technical writing $28 512 Direct…

Glossary A ACARA The Australian Curriculum, Assessment and Reporting Authority is the independent authority responsible for the development of a national curriculum, a national assessment program and a national data collection and reporting program. ADA Age Discrimination Act 2004 AHRCA Australian Human Rights Commission Act 1986 APF Asia Pacific Forum of National Human Rights Institutions –…

Established in 1986, the Australian Human Rights Commission is a statutory organisation that exercises functions under federal laws that govern age, disability, racial and sex discrimination and human rights and equal opportunity.

Gives effect to Australia’s obligations under the Convention on the Elimination of All Forms of Discrimination Against Women and certain aspects of the International Labour Organization (ILO) Convention 156.