Outcome 2 - Employment and economic security

We take pride in the meaningful paid and voluntary work we do, knowing that we are contributing to our families and whānau, communities and the country as a whole.

We are proportionately represented at all levels of employment, we are self-employed, we own businesses, and we are employers, managers and employees. Career progression is an important part of our working life.

Employers are confident and willing to employ us in meaningful jobs that utilise our strengths and make the best use of what we have to offer. They also have access to on-going support, guidance and tools to help support them in their role as a fair and equitable employer. When we apply for jobs, we do not face any barriers in the application process.

We are treated with respect and dignity by our non-disabled peers and we feel that the work we do is meaningful, valued and real.

Those of us who need specialised supports and services have ready access to them to secure and sustain employment. Reasonable accommodation is understood and provided by our employers. We will have the same opportunities to progress our careers as our non-disabled peers. The additional costs of disability are met, so that we are able to enjoy the same standard of living as other workers.

We have an adequate standard of living that enables us to fully participate in society, where necessary through the provision of income support which takes into account the additional cost of disability. This applies to everyone, including those of us who are not able to work, are retired, are unable to work full-time, or work full-time yet are still unable to afford and maintain an adequate standard of living.

What this means:

• Disabled people are consulted on and actively involved in the development and implementation of legislation and policies concerning employment and income support.
• Access to mainstream employment and income support services is barrier-free and inclusive.
• Services that are specific to disabled people are high quality, available and accessible.
• All frontline workers, including case managers and employers, treat disabled people with dignity and respect.
• Decision-making on issues regarding employment and income support of disabled people is informed by robust data and evidence.

 

 

The action outlined below will help achieve this outcome. This work was started under the existing Disability Action Plan.

1. Priority: Increase the number of disabled people who transition from school and from tertiary education into employment

1 A: Improve transitions.

On this page

Update on progress

Scope of action

1. Proposed scope
2. Lead
3. Project governance and structure
4. Engagement plan
5. Reporting key milestones
6. Evidence base
7. Related work
8. Risks 

Update on progress (September 2018)

Status: On track - Green

In sum: The Transitions Working Group has identified options to increase the number of disabled youth transitioning into employment. Targeted engagement with disabled youth and families will take place over the coming months to test these options, with the timing dependent on the availability of youth-oriented disability groups to host the engagement. The Transitions Steering Group, which has two DPO representatives, will meet for the first time on 25 October.

The engagement will include four focus groups, two of which are planned for Mana Whaikaha. There may be opportunities to trial some initiatives as part of Mana Whaikaha, based on the outcomes of the engagement.

The draft Disability and Learning Support Action Plan, currently out for engagement, also includes improvements to transitions. This includes identifying the additional supports required to enable young people with learning support needs to access secondary/tertiary programmes, careers advice and transition into further education.

Scope approved [complete]

• Scope approved at the 10 June 2016 meeting of the Chief Executives’ Group on Disability Issues and Disabled People’s Organisations (DPOs).

Project participation and governance structure confirmed June 2016 [complete]

• Cross agency working group meeting regularly.
• On 19 october 2017, when the Ministry of Education met with the DPO Coalition it was agreed that the DPOs would provide the names of one or two representatives to join the Working Group, and that a Steering Group would be established.

Detailed project plan and draft engagement plan (June 2016) [Phase 1 complete]

• The project plan and engagement plan for Phase 2 will be developed by the Working Group once DPO representation is established.

Literature review (December 2016) [complete]

• Initial review of literature completed

New timeframes agreed by DPOs (Timeframes TBC)

• The proposed arrangements to support Phase 2 of the project will be considered by the Working Group once DPO representation is confirmed.

Progress report and briefing to government (November 2017) [on track to meet agreed new timeframe]

• This is subject to agreement of proposed Phase 2 scope approach. Advice to government was intended to be provided by June 2018; this will be confirmed with the incoming Ministers.

Youth Panel (31 December 2017) [N/A]

• The proposed arrangements to support Phase 2 of the project will be considered by the Working Group by February 2018. 

Proposed work plan for Phase 2 (February 2018) [delayed]

• The proposed arrangements to support Phase 2 of the project were scheduled for consideration by the Working Group in February 2018. the working Group agreed to the development of an options paper; once this is tested as part of engagement, a work plan to support implementation of options will be developed for sign off by the Steering Group in the first quarter of 2019.

Lead: Ministry of Education

Others involved: Ministry of Social Development

DPOs contact: People First

Scope of action

1      Proposed scope

The purpose of the project is to increase the number of disabled people who transition from school and tertiary education into employment. The project will be guided by the UN Convention on the Rights of Persons with Disability, in particular Article 27: Work and Employment.

The project will define employment in its broadest sense, encompassing self-employment, micro-enterprise; and the more conventional employer-employee relationship through part-time and full-time paid work. Mechanisms for gaining employment, such as work experience, transition programmes and internships will also be considered.

Out of scope

The project will not look at structural or attitudinal barriers to the employment of disabled people as these are the focus of other Actions in the Disability Action Plan.

2      Lead

The lead agency is the Ministry of Education, it will be responsible for:

• ensuring a collaborative approach is taken across the project
• leading development and management of the work programme, and related engagement strategy
• coordinating meetings and undertaking related administration
• ensuring that all partied know what is expected of the, and that they deliver what they have agreed to
• coordinating the preparation of any working papers
• reporting progress through required mechanisms, in collaboration with other parties as appropriate
• ensuring participants are kept informed of any decisions made, or feedback provided, at the project management level and above that affect the project.

A working group consisting of (among others) the following will be established:

• Ministry of Social Development
• ACC
• Disability Employment Forum
• DPOs.

3      Project governance and structure

Project Governance

The project will be subject to the standard governance arrangements in place for all Disability Action Plan projects.

Steering Group

In addition, a project-specific Steering Group comprising Government, DPO and NGO representatives will be established to:

• provide advice and guidance to the project team
• ensure that the project is appropriately resourced to complete agreed work to a high quality and within agreed timeframes
• ensure the project delivers within its agreed parameters
• resolve strategic and directional issues between the programme, other projects, and business as usual work
• champion the programme with colleagues and external stakeholders, and feed back their perceptions to the Steering Group and project team.

Members of the Steering Group will discuss and provide guidance on the policy options being developed by the project team; and address any barriers the project might encounter that prevent it from performing effectively, and delivering against the agreed project work programme.

The Steering Group will meet at least every three months.

Project Reference Group

The Project Reference Group will inform and influence the project. This will be achieved by:

• sharing information and perspectives
• discussing and understanding underlying issues.

The following will be part of the reference group:

• disabled young people
• employers and or employers’ groups
• schools
• tertiary education providers
• disability support providers
• employers’ groups and individual employers
• parent groups.

A youth panel will be established to ensure that the voice of young people is heard strongly.

The following government agencies will also have some involvement:

• Ministry of Health
• Tertiary Education Commission
• Ministry of Business, Innovation and Employment
• Te Puni Kokiri
• Pacific Island Affairs.

Cost of DPO and NGO Participation

The Ministry of Education is committed to partnering with DPOs and NGOs in achieving shared outcomes. We understand that this will entail making reasonable accommodations to enable full participation. The Ministry will make every effort to schedule meetings, and provide any meeting materials, well in advance of meetings.

Where participation is not a core function of the participants paid role, a contribution towards the costs of participation may be made, in accordance with State Services Commission guidelines. This will be negotiated on a case by case basis and, where appropriate may include:

• taxis
• airfares
• accommodation (if necessary)
• lunch and refreshments
• costs of a support person if required.

4      Engagement Plan

The engagement plan will be developed in collaboration with the reference group and youth panel to ensure that there are opportunities for other interested parties to hear about, and contribute to the work of the project. It will use a range of mechanisms including meetings and written and digital communications.

5      Reporting Key Milestones

The project will take a three phased approach:

• Phase 1 will focus on:
  • identifying or clarifying what supports or impedes young disabled people getting work, and progressing toward, and achieving their employment aspirations
  •  an analysis of the supports that are currently available
  • initial testing of ideas and pathways
• Phase 2 will be informed by the results of Phase 1, and will focus on the development of options and pathways for improving employment outcomes for young disabled people (possible changes to funding, services and supports; including mainstream services and activities).
• Phase 3 will focus on overseeing the implementation of the agreed changes to ensure that the project results in improved outcomes for young disabled people.

Phase 1

Phase 1 will comprise a literature review to provide information on best practice, international evidence, and an analysis of existing supports and services.Part of the literature look at what works for disabled Maori and Pasifika. The literature review will build on and use previous literature reviews.

Structured interviews and focus groups involving disabled young people will be held, to explore what has helped or hindered their transition from school or tertiary education to employment. Interviews and focus groups will also be held with schools, mainstream and specialist service providers, and employers asking them similar questions from their perspectives.

This work will inform development of a draft project scope for Phase 2 of the project.

Phase 1: Timeframe and deliverables

• Proposed initial deliverable   Due date  
• Project participation and governance structure confirmed   June 2016  
• Detailed project plan   June 2016  
• Draft engagement plan   June 2016  
• Literature review   December 2016  
• Progress updates provided for discussion at senior officials and DPO meetings   As advised by ODI  
• Progress report and briefing to government   December 2016  
• Proposed work plan for phase 2   December 2016  

Success Indicators

The key indicators that the project has resulted in positive outcomes will include:

• increased numbers gaining employment (as defined above)
• increased numbers gain employment that is well-aligned with their capability, preferences and aspirations
• young people, their family members, other support providers and employers report increased optimism and perceived improvements to both process and outcomes.

Other positive outcome may include:

• young disabled people having an improved quality of life
• more efficient and effective use of resources targeted to supporting young disabled people into employment
• reduced reliance on income support by young disabled people.

6      Evidence base

The project will draw on a range of qualitative and quantitative information, such as operational information on services delivered (and employment outcomes where possible), and reports describing lived experience and recommending principles to support best practice, such as the 2008 Stocktake of Transition of Disabled Students in Canterbury (Wayne Francis Trust).

7      Related work

This action relates to several other priorities (and related actions) in the Disability Action Plan 2014-2018 2015 update, most particularly:

• Priority 2: Increasing the number of disabled people, including long-term unemployed disabled people, in paid employment and self-employment on an equal basis with others
• Priority 3: Increasing the numbers of employers who are confident in employing disabled people, with the public sector taking the lead.

There are a number of local initiatives, for example Enabling Good Lives and the internship model being implemented in Christchurch, that the project will engage with to ensure linkages and alignment.

The implications of the CYF EAP project will be monitored.

8      Risks

The key risks and mitigations are outlined below. This risk register will be updated as the project progresses.

• Risk: Issues complex, wide ranging and inter-connected. Mitigation: Good information base, collaborative approach Government cross agency / DPO approach  
• Risk: Current providers may feel destabilised. Migation: Provider representatives will be closely engaged in the project. A communications plan and engagement strategy will ensure all providers are well-informed and have the opportunity to contribute
• Risk: Government, DPOs and allied organisations working in partnership and achieving consensus may be difficult. Mitigation: A genuine commitment from the outset is a positive start. The escalation pathway provided through the Governance process provides for resolution of any issues  
• Risk: Work may not proceed fast enough to make a difference for disabled young people already in the system. Mitigation: Proposed phased approach enables rapid change and building over time  
• Risk: Implementation costs may not be affordable / acceptable to Government. Mitigation: Robust advice to Government will provide sufficient information for informed decision-making around scalable options  

2. Priority: Increase the number of disabled people, including long-term unemployed disabled people, in paid employment and self-employment on an equal basis with others.

2 A: Implement a long term work programme to improve employment outcomes for disabled people including the development of guidelines on reasonable accommodation.

On this page

Update on progress

Update on progress (September 2018)

Status: Action complete - Blue

Action Milestone

Improve employment supports and services for disabled people [complete]

• Developed a policy framework for specialist employment services.
• Trialled new ways of working: Young Supported Living Payment trial.

Implement an individualised approach to involve the client identifying their aspirations, skills and strengths to work, and the support they need to find and stay in work [complete]

• Changes to the assessment and introduction of new tools, e.g. self-assessment and Work Ability Assessment.
• Made more specialist and intensive case management more widely available – Work Focused Case Management has been extended to 20,000 health and disability clients.
• Work and Income has designed a single employment plan that is owned by the individual.
• Developed Reasonable Accommodation Guidelines - http://www.odi.govt.nz/what-we-do/making-it-easier-to-employ-disabled-people/index.html
• Developed Work and Income information about employment supports and services in accessible formats. All new information about employment supports and services will be made available in accessible formats.

Increase the capability of Work and Income staff to work with disabled people and people with health conditions [Complete]

• Training to support the expansion of Work Focused Case Management.
• Developed Disability Responsiveness Training, e.g. the empathy video “Lives Like Mine”.
• E-lodgement of medical certificates.
• Educate and train health practitioners about existing specialist employment supports and services and when to refer clients to these – on-going.

Lead: Ministry of Social Development

DPOs lead: Blind Citizens

The action outlined below will help achieve this outcome. This work was started under the existing Disability Action Plan.

2. Priority: Increase the number of disabled people, including long-term unemployed disabled people, in paid employment and self-employment on an equal basis with others

2 B: Building on work in action 2(a), identify better alternatives so that the minimum wage exemption process can be removed.

On this page

Update on progress

Scope of action

1. Lead
2. Context: brief background, what is this action intended to achieve?
3. Proposed scope
4. Contributors/partners with lead – who is involved in this action?
5. Reporting – key milestones/deliverables
6. Risks
7. Impact – what are we trying to achieve?
8. Evidence base
9. Related work

Update on progress (September 2018)

Status:  Orange - Minor risks to achieving milestones

Action is behind original timeframe, but progressing. Further work needs to be undertaken before coming back to Ministers later in the year.

Action on Milestones

Revised scope approved - March 2016 [Complete]

• Revised scope approved at the 11 March 2016 meeting of the Chief Executives’ Group on Disability Issues and Disabled People’s Organisations.

Drafting options for better alternatives – March 2016 [Complete]

Testing draft options with the disability sector – Late March/April 2016 [Complete]

• The reference group met twice in the period March to May 2016 and has identified some options to consult with the disability sector on.
• Officials also sought views from Business Enterprises at the Inclusive NZ Business Enterprise Forum in March 2016.

Options development – May 2016 [Complete]

• Developing preferred options/package and identifying what it will take to implement.

Report to Ministers  – August 2016 [Ongoing, delayed]

• Report to seek agreement to consult on preferred approach

Consultation with the wider sector – September 2016 [Unknown]

Decision by Ministers (and/or Cabinet) – December 2016 [Unknown]

• Officials have provided preliminary advice for Ministers.

Lead: Ministry of Social Development and Ministry of Business, Innovation and Employment

DPOs Lead: People First

Scope of action

Scope approved at the 11 March 2016 meeting of the Chief Executives' Group on Disability Issues and Disabled People's Organisations.

Action 2 b: Building on work in action 2(a), identify better alternatives so that the Minimum Wage Exemption (MWE) process can be removed.

1  Lead

Ministry of Social Development and Ministry of Business, Innovation and Employment

2  Context: brief background, what is this action intended to achieve?

The Minimum Wage Act 1983 was amended in 2007 to include the provision for MWEs. It followed the repeal of the Disabled Persons Employment Promotion Act (DPEP), which was done alongside the Government’s Pathways to Inclusion strategy for vocational services. The legislation enables employers to apply for exemptions in respect of some or all of their disabled employees (individually), which, if granted by a Labour Inspector, means that employers are able to pay those disabled employees below the minimum wage, at a rate that reflects their productivity for the work. There is an expectation that tools are used to determine individual productivity and wage rates, however, there is anecdotal evidence suggesting that the tools used are not consistent with one another, so there may be variation in the wage rates being approved across the country. Approximately 800 people have MWEs currently. A large majority of the MWEs in place apply to disabled employees working in business enterprises.

While the current system of MWEs has progressed from, and offers better protection for employees than the previous system of sheltered workshops and Under-Rate Worker’s Permits (URWPs)[1], it remains discriminatory to pay disabled people wages based on their individual productivity when this process is not used elsewhere in the New Zealand employment sector[2].

Further, the MWE process does not align with the UN Convention on the Rights of Persons with Disabilities, which recognises the right of disabled people to the “opportunity to gain a living by work freely chosen or accepted in a labour market and work environment that is open, inclusive and accessible to persons with disabilities.” New Zealand became a party to this Convention in 2008, and in doing so has committed to the progressive realisation of the principles in the Convention for all disabled people in New Zealand.

Action 2 b) in the Disability Action Plan will identify better alternatives to the Minimum Wage Exemption Process, giving consideration to both existing and new mechanisms, so the process can be removed. This will ensure that disabled people have the same employment rights as other New Zealanders.

3  Proposed scope

The purpose of this action is to identify better, and more equitable, ways to support disabled people who are working and receiving minimum wage exemptions, so that the Minimum wage Exemption Process can be removed. Options will be developed for consideration by Ministers.

The scope includes:

• Identifying what is meant by “better alternatives”
• In line with the agreed definition (4.2.1), identifying alternative options within existing legislation or policy that would support the removal of the Minimum Wage Exemption process
• In line with the agreed definition (4.2.1), identifying alternative options that sit outside existing legislation or policy settings, but which would support the removal of the Minimum Wage Exemption process
• Identifying a preferred approach for Ministers, which may include packaging of options
• Identifying what will be required to implement the preferred approach, including costs/savings.

The scope excludes:

• An evaluation of the current Minimum Wage Exemption system
• Changes to Support Funds (managed through a separate project)
• Changes to the settings for Supported Living Payment
• Making legislative changes and implementing or evaluating any changes agreed to by Ministers and Cabinet (if agreed, this would become a separate project).

Timeframes for implementation:

• Drafting options for better alternatives – March 2016
• Testing draft options with the disability sector – Late March/April 2016
• Developing preferred options/package and identifying what it will take to implement – May 2016
• Report to Ministers seeking agreement to consult on preferred approach – June 2016
• Consultation with the wider sector – July-September 2016
• Decision by Ministers (and/or Cabinet) – December 2016.

What resources will the lead and partners contribute?

• DPOs and provider umbrella groups will nominate representatives to sit on a reference group to provide advice to officials to assist with the development of options
• MSD will cover costs for the reference group meetings, including reasonable accommodations for accessibility, venue hire and travel as needed
• Once draft options are developed, DPOs and provider umbrella groups will assist with disseminating the options amongst their groups for testing and feedback to support the identification of a preferred approach.

What governance arrangements are in place for this project?

• A reference group comprising representatives from Disabled Persons’ Organisations and the provider umbrella groups will provide advice to officials
• Existing governance structures in MSD and MBIE will be used, and decisions directed to the Disability Action Plan governance: DPOs and Senior Officials Group, and the DPOs and Chief Executives’ Group on Disability Issues.

4  Contributors/partners with lead – who is involved in this action?

A reference group has been established comprising representatives from:

• People First NZ
• Blind Citizens NZ
• Inclusive NZ
• NZ Disability Support Network.

People First NZ has assisted in the development of this scoping document.

DPOs and providers likely to be impacted by any proposed changes will be consulted on the draft options during the testing phase.

5  Reporting – key milestones/deliverables

The lead agency is responsible for reporting every 3 months to the Office for Disability Issues.

Milestones include:

• Decision by Ministers (and/or Cabinet) – December 2016]
• Drafting options for better alternatives – March 2016
• Testing draft options with the disability sector – Late March/April 2016
• Developing preferred options/package and identifying what it will take to implement – May 2016
• Report to Ministers seeking agreement to consult on preferred approach – August 2016
• Consultation with the wider sector – September 2016
• Decision by Ministers (and/or Cabinet) – December 2016

6  Risks

• Risk: Delays in approving the project scope might delay the progress of the project. Mitigation: Seek approval of this scope at the March meeting rather than the May meeting.  

• Risk: Development of options may exceed the desired timeframe. Mitigation: Ensure everyone involved is aware of the timeframes in advance, and when they will be expected to contribute  

7  Impact – what are we trying to achieve?

The outcome of this action is the development of advice for ministers on better alternatives to Minimum Wage Exemptions to enable the process to be removed.

This will be measured through feedback from Ministers on the advice received.

8  Evidence base

A reference paper is being developed which will act as a background document for the reference group. It will be updated throughout the project if further relevant information is identified.

9  Related work

This project has links with:

• Better Public Services target areas, particularly area 1 around reducing long term welfare dependence
• The support funds project
• NZ's obligations and reporting under the United Nations Convention on the Rights of Persons with Disabilities.

Footnotes

[1] which were in place under the DPEP Act and which provided for all disabled people to be paid under the minimum wage as a blanket rule

[2] The starting-out wage is lower than the adult minimum wage, but this is not based on individual productivty or any assessment., and is considerably higher than the MWE permits in place for disabled people.

The action outlined below will help achieve this outcome. This work was started under the existing Disability Action Plan. 

3: Priority: Increase the number of employers who are confident in employing disabled people, with the public sector taking a lead

3 A: Government to take a lead in employing disabled people and providing paid internships.

On this page

Update on progress

Scope of action

1. Contributors/partners with lead – who is involved in this action?
2. Implementation plan
3. What is included in the scope of this action?
4. What is excluded from the scope of this action?
5. What are the timeframes for implementation?
6. What resources will the lead and partners contribute?
7. Impact – what are we trying to achieve?
8. Evidence base
9. Related work

Update on progress (September 2018)

 

Status: On track - Green

Actions on Milestones

Toolkit and other resourced [Complete]

• Revised and published in October 2017
• Published material on Interviewing Disabled People and Summer Internships.
• Reasonable accommodation resources at final sign off.
• First assition of Anne's Update published and second edition being developed.
• Master class with CEs held on 15 February 2018 and Master Class for GMs HR held on 1 March 2018.

Paid internships. [Ongoing]

• Developing material for State sector on attracting graduates

Improving the collection, monitoring and reporting of data about the employment of disabled people in the public sector. [In progress]

• Working with SSC and Statistics NZ to develop guidelines for recording disability and any reasonable accommodations required. Work to be completed by the end of December 2018.

Recognition and awards explored. [Complete]

• MSD agreed to sponsor the IPANZ Award on Diversity and Inclusion for 2018.

Development of the 30-month Work Programme – this was developed in conjunction with SSC [Complete]

• Work plan from June 2018 in development.
• Quarterly report to the Minister has been revised.

Lead: Ministry of Social Development

DPOs contact: People First

Scope of action

This scope of this action was approved by the governance meeting of the Chief Executives' Group on Disability Issues and Disabled People's Organisations on 4 September 2015.

Lead: Ministry of Social Development

1  Contributors/partners with lead – who is involved in this action?

Stakeholders will include:

• Disabled People’s Organisations
• State Services Commission
• Ministry of Social Development
• Ministry of Health
• Ministry of Business, Innovation and Employment
• Ministry of Pacific Island Affairs
• ACC
• Inland Revenue
• Te Puni Kökiri
• Other government agencies as necessary.

2  Implementation plan

What is the purpose of this action and how will it be implemented?

To improve employment outcomes for disabled people in the public sector, including by increasing the number of disabled people employed in the public sector and providing work experience through paid internships.

3  What is included in the scope of this action?

The Minister for Disability Issues has advised that she wants to see initiatives that are practical, able to be implemented over the next two years and where possible make use of existing mechanisms

Efforts will be focused on agencies with the 29 Government Departments generally referred to as the Public Sector.

Initiatives will fall within the four broad categories:

1. How to” toolkit for employing disabled people that provides a range of information and resources to support government agencies to employ more disabled people.
2. Paid internships to provide work experience for disabled people in the public sector. This will focus on including disabled people in mainstream internship programmes.
3. Improving the collection, monitoring and reporting of data about the employment of disabled people in the public sector. The Ministry of Social Development will develop an internal survey to identify the prevalence of disability. The Office for Disability Issues and Statistics New Zealand data working group will contribute to this initiative. The State Services Commission (SSC) is also exploring ways to improve the collection and reporting of disability data across government.
4. Recognition and awards to model and reward inclusive behaviours and good practice across government agencies to encourage leader’s commitment to employing more disabled people.

4  What is excluded from the scope of this action?

Wider state sector agencies, local government, private and not-for-profit employers are out of scope of this project, however public sector initiatives may be transferrable to these sectors.

5  What are the timeframes for implementation?

The following indicative timeframes for each of the initiatives are as follows:

• How to” toolkit for employing disabled people. The first edition of the toolkit will be introduced in November 2015.
• Paid internships. Applications are still open for the State Services Commission internship programme 2015/2016 round. Any enhancements to increase participation of disabled people could be considered for 2016/2017.
• Improving the collection, monitoring and reporting of data about the employment of disabled people in the public sector. The Ministry of Social Development will complete an internal survey by February 2016. The work of the Office for Disability Issues and Statistics New Zealand data working group and SSC’s work will occur over the longer term.
• Recognition and awards. The Office for Disability Issues will identify opportunities to recognise and promote best practice of employment of disabled people in the public sector by January 2016.

6  What resources will the lead and partners contribute?

The Ministry of Social Development will provide the resource to undertake this project.

Other government agencies will provide input and advice and where appropriate assume responsibility for initiatives as they are implemented.

Disabled People’s Organisations will provide input and advice into the project.

What governance arrangements are in place for this project?

The following governance arrangements are in place:

• Minister for Disability Issues
• Ministerial Committee on Disability Issues
• Chief Executive’s Group on Disability Issues
• A reference group comprising DPO, PSA and government agency representatives will be established

7  Impact – what are we trying to achieve?

What are indicators of the action’s intended result/outcomes desired?

An increase in the percentage of disabled employees across the public sector (% to be identified and agreed) and increases in the number of disabled people participating in paid internships.

How will these indicators be measured or evaluated?

Mechanisms to measure and evaluate the indicators will be identified in conjunction with the Office for Disability Issues and Statistics New Zealand data working group.

8  Evidence base

Is there any research or information (whether qualitative or quantitative) informing this action?

There is limited information and data available on the employment of disabled people in the public sector but the Disability Survey 2013 and other Statistics New Zealand data may help to inform this work. The survey to be developed by the Ministry of Social will inform this work.

Evidence from international jurisdictions will also inform this work, e.g. Australian Public Service Commission’s State of Service report 2013/14 and As One Strategy.

9  Related work

Is there any other work in the Disability Action Plan 2014-2018 that this action relates to or which contributes to this action?

The Office for Disability Issues and Statistics New Zealand working group

Is there any other work (outside of the Disability Action Plan) that this action connects with or which contributes to this action?

Health and Disability Long Term Work Programme – Confident Employer Strategy

State Services Commission work to improve the collection and reporting of disability data across government.

 

The action outlined below will help achieve this outcome. This work was started under the existing Disability Action Plan. 

3. Priority: Increase the number of employers who are confident in employing disabled people, with the public sector taking a lead

3 B: Work with private sector partners to progress employment of disabled people in the private sector.

Update on progress (September 2018)

Status: On track - Green

 

In sum: Members of the DEF have met with the Minister and briefed her about this research project. The DEF has advocated for the development of an employment strategy for disabled people which includes specific strategies for employers to resolve issues highlighted in the research project.

Action on Milestones

Develop and agree communications plan (March – April 2016) [Complete]

Process to select research provider (March – May 2016) [Complete]

• Malatest International chosen and the research completed.

Research project (June – August 2016) [Completed]

• The research project key findings were:
• There are a number of employers who are already committed to employing disabled people.
• There are many willing employers who are unaware of the employment potential of disabled people, and the supports available.
• Employers are not disinterested but are unlikely to take action alone without support from Supported Employment Services.
• Increasing employment for disabled people requires systemic change: Actions are required from all parts of the system.
• There are tensions between objectives focused on exit from benefit and objectives focused on sustainable employment.
• We need to reduce the plethora of different documents providing information and advice to employers.
• We need to align our efforts from the NGO and Government sector to work with employers and their organisations to proide easier access to information and practical support from employers.

Report to be delivered by the end of November 2016 [Complete]

• We have used the research findings to draft a consistent set of messages to employers to distribute across employer networks (eg. A3 Sheet, etc).

Pilot actions or approaches (TBC) following research phase (December 2017) [On-going]

• Development of a White Paper which highlights the current issues facing employers in increasing the employment of disabled people and the necessity to develop a co-designed mechanism based on an Employment Strategy for all New Zealanders including disabled people.

Develop proposals for new funding (TBC) [Unknown]

• Date TBC following delivery of above actions.

 

Lead: Ministry of Social Development

DPOs contact: Deaf Aotearoa

Others: Blind Citizens

Inequality

 

2.1 Disabled people and their whānau have economic security.

• Median income has increased steadily for disabled people from $342 per week in 2017, to $400 in 2020. However, inequality remains with non-disabled people earning $724 per week in 2020 (Household Labour force Survey).

2.2 Disabled people have equitable access to employment.

• 26% of disabled people were employed compared to 70% of non-disabled people. In comparison, 43% of disabled people aged 15-64 were employed, in comparison to 79% of non-disabled counterparts.
• Labour force participation rate was at 28% for disabled people compared to 73% for non-disabled people.
• Unemployment rate was at 10% for disabled people compared to 4% for non-disabled (Household Labour force Survey)

2.3 Disabled people are satisfied with their employment situation.

• Underemployment rate was at 6% for disabled people compared to 4% for non-disabled people (Household Labour force Survey, 2021).
• 20% of disabled people were underutilised compared to 10% of non-disabled people (Household Labour force Survey, 2021).
• 64% of disabled people reported feeling satisfied with their job in the last 4 weeks, compared to 77% of non-disabled people (General Social Survey, 2018).

 2.4 Disabled people have equitable levels of income.

• Disabled children were worse off across all child poverty measures. For example, twice as many disabled children lived in material hardship for the financial year, compared to non-disabled children (Household Economic Survey, 2021)

Progress

2.1 Disabled people and their whānau have economic security.

• Median income has increased steadily for disabled people from $342 per week in 2017, to $400 in 2020.
• This shadows progress for non-disabled people, which has increased from $665 per week in 2017, to $724 in 2020.

2.2 Disabled people have equitable access to employment.

Since 2018:

• Employment rate has remained steady for disabled people at 23%, with a sudden increase to 26% in 2021. Comparatively, for non-disabled people, employment rate has remained steady at approximately 70%.
• Labour force participation rate has increased for disabled people, from 25% in 2018 to 28% in 2021. Whereas among non-disabled people, labour force participation has remained steady at 73%.
• Unemployment rate has decreased for non-disabled people from 11% to 8% in 2021. Among non-disabled people, unemployment rate has also dropped, but at a smaller rate, from 5% to 4%.

(Household Labour force Survey, 2021)

2.3 Disabled people are satisfied with their employment situation.

• Underemployment rate has remained steady at 6% for disabled people, and 4% for non-disabled people.
• Underutilisation rate for disabled people has reduced from 25% in 2018 to 22% in 2021. It follows a similar reduction of underutilisation among non-disabled people, from 12% to 10%.

(Household Labour force Survey, 2021)

2.4 Disabled people have equitable levels of income.

• 56% of disabled people aged 18+ reported having adequate income to meet everyday needs (enough money/more than enough money), compared to 48% of disabled people in 2016. Comparatively, for non-disabled people, an increase can also be seen with 71% reporting having enough/more than enough money in 2020, compared to 66% in 2016.

Other resources

• Access a clickable dashboard that demonstrates progress in employment outcomes for disabled people.