00:00:41
S1: Pleased to welcome to the program Georgia Miller, who's the national manager for Job Access Georgia. First time we've spoken. Welcome and thanks so much for your time.
00:00:50
S2: Hi, Peter. Thanks so much for having me. It's good to be here.
00:00:53
S1: Now let's kind of do a bit of a Sound of Music. Start at the very beginning. Tell us a bit about who is job access and what do you do?
00:01:01
S2: Sure. So job access is the Australian government's hub for disability employment support that helps people with disability find, keep and grow in work. We also support employers and service providers with information, advice and practical support. So we're here to help people with disability, with financial support and access to services to help them at work.
00:01:27
S1: Okay. And when do you kind of come into the picture, if I can put it that way? Well, maybe before that can I, as a person with a disability looking for work, can I contact job access directly or do I have to go through a service provider or do I have to go through my NDIS? Uh, people. How does that all work?
00:01:45
S2: Sure, you can contact us directly. Or if you did have a service provider, you can do it through them as well. Or your employer. So there's, you know, it doesn't matter who contacts us. Um, it's what best suits your situation. And in regards to when to contact us, we connect with people at all stages of their employment journey. So whether sometimes someone's looking for work, their first job, or maybe if they're even returning to work after illness or injury, and also what they need in their current role at the time. So you might not exactly know when you need support or when it is that you need it, but we'll work it out with you.
00:02:22
S1: That's one of the things I was going to ask you, because of course, we're coming towards the end of the year. I guess a lot of people now thinking about next year, particularly maybe if they're leaving school or leaving university. So not necessarily just for first job hunters, though, if someone is, uh, in a type of employment, they think, oh, I'd like a change. Or maybe, you know, people are sort of getting a bit restless as far as the future goes with this organization. I might move on. Is that okay as well?
00:02:51
S2: It is. And I was just going to add to that. It might be that they're with an employer now, but their roles going to change and they might need some different help because it's a new task and a new function. And so even if you're at work in your same job, throughout your career progression, you can touch into job access if and when you need it.
00:03:10
S1: That's a really good point, isn't it? Because often jobs do change within the same organisation. And yeah, I guess if you can be assisted as far as adjusting and adapting to those changes go, that's kind of cool because I guess you know how to get to that particular employment place. So if you don't have to worry about finding a new route to work or indeed a new job, then that that can be a very comforting thing too.
00:03:31
S2: Yeah. Excellent.
00:03:32
S1: So how does it work then? Uh, I'll contact you and say I'm looking for a job. What? What do you do from there? Or what do we do from there? Because I guess it is a team effort.
00:03:42
S2: Yeah, sure. So we've got a one 800 number that you can give us a phone call on and we can talk about your situation, but where you're needing help for find funding for a workplace adjustment, you do that on our job access website, you go online and put an application on. And then what happens? Once you do that, you'll get a phone call from an allied health advisor who will talk to you over the phone and do like a little initial assessment to understand where your challenges are and how we can help you.
00:04:14
S1: All right. And then from there, I guess what, what happens from there? How does that kind of progress?
00:04:20
S2: Yeah, sure. So sometimes being a team of allied health professionals who manage the Employment Assistance fund, they have the expertise to understand a lot of the barriers and some solutions that can come up for people's barriers with all types of disability. And so sometimes we can solve it together over the phone, come up with some good solutions, and also liaise with the employer about what they could potentially be supporting with. But sometimes we do need to go into workplaces and do an initial assessment to really understand. It might be looking at the technology, the work environment, the physical work environment to see what some solutions could be for someone's challenges at work. And we use a panel of assessors who go out to workplaces for free all around Australia to do these assessments. Once they do an assessment in the workplace, they'll write a report with some recommendations. They'll send that back to job access, and then we can go from there on what we can potentially help funding with or what the employer can be funding for you as well.
00:05:26
S1: So George, those people that you're having that phone conversation with and maybe a follow up, etc., their experience, they kind of know the serious well. It's not, uh, you know, with due deference, a public servant or someone that wants to be helpful but maybe doesn't know the ropes or doesn't know all the, the intricacies of something like this. I think that's a really important point to make.
00:05:46
S2: It is that's a really good question. So the people that manage the Employment Assistance Fund and within the entire team of job access, 90% live with disability themselves. So you're speaking to someone normally with lived experience, but also with that practical expertise around workplace adjustments. So they come from backgrounds of occupational therapy, physiotherapy, psychology, because a lot of the conditions that we, you know, in our culture now also are around neurodivergent type conditions. So it's not just looking at those physical adjustments, it's looking at those psychosocial adjustments at work as well.
00:06:24
S1: So I've mentioned this on the program a few times, particularly in more recent years, Georgia, that kind of awareness of neurodivergence and how much more the communities are aware and be more accepting of it and able to work with it, that that's been a really good thing. That's kind of probably long overdue. But you know, we're finally getting there, I think.
00:06:43
S2: Yeah, I really agree with that.
00:06:45
S1: What about in terms of the types of disabilities? We kind of touched on a couple already, but how does that kind of play into this in terms of the the range of disabilities, I guess? I mean, how kind of inclusive if you like, are you?
00:06:59
S2: Yeah. So inclusive. So basically someone just has to have a condition or disability that impacts their function that's permanent or likely to last longer than two years. And so that's, that forms part of the eligibility. And if that you tick that box and you, we only ever ask for medical evidence of disability once in your lifetime with job access. So say, Peter, if you came to us and with a diagnosis that you were blind And then we gave you some funding for some workplace adjustments. And then in five years time, you come back to us. We wouldn't be asking you again because we know, Peter, you're in our system and we know that's what you need. So with the breadth of disability, it's very diverse. Some things can be really quick and easy. So it might be someone who's deaf needing some Auslan interpreting to go to a job interview that will fund, um, or it might be a farmer who's acquired an injury. They're, they're in a wheelchair, they're a wheelchair user now and we need to modify their tractor so it could be something really quick and easy. And sometimes it's really complex. So we have to spend a lot of time on identifying the right solutions for the workplace need.
00:08:14
S1: Georgia. I reckon I can hear many, many people cheering about the fact that, uh, you only have to give that information once because I'm sure people can identify with the fact that, you know, there's nothing like going through the same story over and over again with the different person. And, uh, you know, I can drive you batty.
00:08:31
S2: Yeah, I can. I can't even imagine. So we're you're speaking to someone with a disability. We understand that. And we're trying to reduce, you know, the red tape as much as possible. It is a federal government funded program, though. But we do our best to try and streamline it for everyone.
00:08:46
S1: George, you talked about the funding that's available. How does that kind of get arrived at? Is that part of the kind of process that, you know, to, uh, you know, make a tractor more usable for me after acquiring a disability? Is that kind of, uh, different funding than, I don't know, uh, you know, maybe needing a computer with a speech, uh, access on it or, uh, magnification software on it.
00:09:10
S2: Yeah. So the Employment Assistance Fund, the federal government has guidelines. So at the moment it's, it's around $70,000 per person per application for funding. So sometimes obviously, you know, vehicle modifications and things like that can be really expensive, but most of the time workplace adjustments are not so expensive. So, you know, they're the I'm, you know, giving you the biggest, you know, the most expensive case scenarios. But things like screen readers, speech to text software and things like that, they would always be able to be funded with someone's application.
00:09:48
S1: And without getting too much bogged down into the weeds, as it were, that 70,000 is that if that doesn't get all used up, then there's that kind of stay on your record for for maybe next time or is it like 70?
00:10:01
S2: Yeah, no it doesn't. So say, Peter, if you we funded you for a screen reader and some assistive tech in your workplace and five years later you come back, you'll start a brand new application with and have that, that cap up to. But it's, it's rarely that we get to the cap because as I mentioned before, a lot of workplace adjustments aren't that expensive. And it could workplace adjustments can be things like an employer changing your work hours, an employer moving your desk to a quieter area, an employer adjusting lighting so you can see it a bit better at work. So it's it's not so much just funding equipment. It's educating employers and sharing information on how to make workplaces more inclusive for people's needs.
00:10:45
S1: They're fairly subtle changes. You touched on there, George. I know they're just examples, but I mean, I guess that's where your team, if you like, can kind of come along and say to an employer and maybe the employer as well, have you thought about maybe moving to, as you say, a quieter area or have you thought about adjusting the lighting? I mean, as I say, there are subtle, but they can make a huge difference. So I guess that's part of the skills of the people that are part of the team, if I can put it, that are helping you.
00:11:12
S2: That's right.
00:11:12
S1: With your move forward.
00:11:13
S2: Yes. A lot of the time it's just that education piece and how we are educating employers on what their responsibilities are to support people with disability and workplaces. And a lot of the time that is cost free. It's just knowing the right, telling them how to provide the right support.
00:11:32
S1: Maybe a little bit of a tricky question, if you like. How receptive are employers? I guess they're all individuals. They're all different depending on how their companies are going at that particular point in time.
00:11:44
S2: Yeah. So it is still discrimination is still a problem in Australia for people with disabilities at work. Peter. But there is obviously so many wonderful examples of employers who are inclusive. And a lot of the time not being inclusive comes from they've got fear, they just don't know what to do. And that's why service like job access is here is to help them understand what to do. And once they, they can partner with us for free as well. So we have a function in job access that is the national disability recruitment team. And they are all about employer engagement. So they will go and partner with an employer for free for 12 months so that employer gets a free disability employment recruitment expert with disability who will go into their workplace and go through everything. So looking at how they're recruiting for someone with a disability, how they're supporting someone with a workplace adjustment, disability awareness training for all the team members. So we're trying not just so we're not sure what job access we can help that individual's scenario, but we can also help the broader culture of employers. So if anyone listening has an employer that they think might need some help and support in this space, they can contact job access and we can link in with that employer directly.
00:12:59
S1: I reckon you're checking a few boxes with some of your words, George. I mean, free because heaven knows businesses do it pretty tough. We all know that. Yeah. If they're thinking, well, yeah, look, I'd like to employ a person with a disability, but how much is it going to cost me? Or how much time is it going to take up? You know, I've got a lot of bills to pay. I've tried to make ends meet. That can sometimes be a disincentive, even with the best will in the world.
00:13:23
S2: Yeah. And I will give you some data now. So one of the biggest misconceptions we hear is that workplace adjustments are expensive or complicated. But in reality, employers see an average of $40 return for every $1 they invest in a workplace adjustment. Okay. So yeah, and since 2006, job access has managed 75,000 workplace adjustment applications and 91% of employees who receive those adjustments were still employed and reported to be more productive two years after. So workplace adjustments are, you know, a no brainer for employers.
00:14:03
S1: One of the key measures of businesses return on investment. And I guess when you're talking like that, that's, uh, pretty convincing, isn't it, George? What about in terms of how big a potential employer might be? Does that matter?
00:14:15
S2: Yeah. So we do mainly work with medium to larger employers, but we're happy, you know, with that with that employer engagement, 12 month partnership. However, if it's a small employer, call us and we can give you tailored advice and, and all our resources. We've got a wonderful website with amazing resources that we could also talk someone through as well.
00:14:35
S1: Now, obviously, we go around Australia on the Vision Australia Radio Network and the Reading Radio Network, and people can podcast and stream us from anywhere in Australia, anywhere in the world. Indeed. We're just talking about Australia at this particular point in time. But what about where people live in Australia? I mean, we're very city centric in many respects. What about people who aren't in the city areas?
00:14:55
S2: Yeah, we're all around Australia, so we will pay. We'll fly assessors in free to regional towns all around Australia. So it does not matter where you are. You could be on Kangaroo Island or down in Tassie. Um we will cover and support you.
00:15:10
S1: Now I guess a lot of people would know about you. A lot of people don't know about you. I guess talking to people like me, which is much appreciated. It's a great way to get the word out there. Do you think, you know, do you think that more people could know about you? Well, probably the answer to that is, of course, yes. But, you know. Do you think that, uh, you know, you're a bit of a well kept secret or too well kept secret?
00:15:31
S2: Uh, no, I don't. I wish we weren't a well kept secret. I wish more people knew about us. But we are. And so I you know, it's such a great thing that we're on a platform like this, Peter, because we want more and more people to know about us and use us. So please spread the word.
00:15:46
S1: All right. Just before you go, what about in terms of what an age person is? I mean, we talked about, you know, people are wanting to maybe change jobs or, uh, something's happening within their organization. They might need change. Does it matter if they're, well, let's say, you know, late 50s, early 60s and maybe sort of within sight of potentially retiring that does that matter?
00:16:06
S2: Not at all. Please. Any working age. So if you're starting the, you know, your first part time job to your last job, you know, in your 60s, we are here to help you. So if you're living with disability and have any questions about work. You don't need to figure it out on your own. Whether you're looking for work, starting a new role, or need support, we're here to help. Just give us a call.
00:16:27
S1: If we circle around to the beginning of our conversation, people can either do that directly or through a service provider. Either way, kind of gets the same result.
00:16:37
S2: Yes. Right.
00:16:38
S1: How can we find out more?
00:16:40
S2: So call us on 1800 464 800. Or visit the job access website at www.access.gov.au.
00:16:50
S1: Terrific. Georgia, I know we're going to chat in the future, so I appreciate that. But that's a wonderful starting point. And watch all those people who are looking for work or changing jobs. We wish you well. And to employers, take on a person with a disability. Sounds like it could be a really good investment.
00:17:05
S2: Absolutely.
00:17:06
S1: Thanks for your time, Georgia.
00:17:07
S2: Thank you. Peter.
00:17:08
S1: Georgia, the national manager for job access. I think that was quite enlightening. And, uh, what was I saying? You're in the market. You know, your next step.
S1: Pleased to welcome to the program Georgia Miller, who's the national manager for Job Access Georgia. First time we've spoken. Welcome and thanks so much for your time.
00:00:50
S2: Hi, Peter. Thanks so much for having me. It's good to be here.
00:00:53
S1: Now let's kind of do a bit of a Sound of Music. Start at the very beginning. Tell us a bit about who is job access and what do you do?
00:01:01
S2: Sure. So job access is the Australian government's hub for disability employment support that helps people with disability find, keep and grow in work. We also support employers and service providers with information, advice and practical support. So we're here to help people with disability, with financial support and access to services to help them at work.
00:01:27
S1: Okay. And when do you kind of come into the picture, if I can put it that way? Well, maybe before that can I, as a person with a disability looking for work, can I contact job access directly or do I have to go through a service provider or do I have to go through my NDIS? Uh, people. How does that all work?
00:01:45
S2: Sure, you can contact us directly. Or if you did have a service provider, you can do it through them as well. Or your employer. So there's, you know, it doesn't matter who contacts us. Um, it's what best suits your situation. And in regards to when to contact us, we connect with people at all stages of their employment journey. So whether sometimes someone's looking for work, their first job, or maybe if they're even returning to work after illness or injury, and also what they need in their current role at the time. So you might not exactly know when you need support or when it is that you need it, but we'll work it out with you.
00:02:22
S1: That's one of the things I was going to ask you, because of course, we're coming towards the end of the year. I guess a lot of people now thinking about next year, particularly maybe if they're leaving school or leaving university. So not necessarily just for first job hunters, though, if someone is, uh, in a type of employment, they think, oh, I'd like a change. Or maybe, you know, people are sort of getting a bit restless as far as the future goes with this organization. I might move on. Is that okay as well?
00:02:51
S2: It is. And I was just going to add to that. It might be that they're with an employer now, but their roles going to change and they might need some different help because it's a new task and a new function. And so even if you're at work in your same job, throughout your career progression, you can touch into job access if and when you need it.
00:03:10
S1: That's a really good point, isn't it? Because often jobs do change within the same organisation. And yeah, I guess if you can be assisted as far as adjusting and adapting to those changes go, that's kind of cool because I guess you know how to get to that particular employment place. So if you don't have to worry about finding a new route to work or indeed a new job, then that that can be a very comforting thing too.
00:03:31
S2: Yeah. Excellent.
00:03:32
S1: So how does it work then? Uh, I'll contact you and say I'm looking for a job. What? What do you do from there? Or what do we do from there? Because I guess it is a team effort.
00:03:42
S2: Yeah, sure. So we've got a one 800 number that you can give us a phone call on and we can talk about your situation, but where you're needing help for find funding for a workplace adjustment, you do that on our job access website, you go online and put an application on. And then what happens? Once you do that, you'll get a phone call from an allied health advisor who will talk to you over the phone and do like a little initial assessment to understand where your challenges are and how we can help you.
00:04:14
S1: All right. And then from there, I guess what, what happens from there? How does that kind of progress?
00:04:20
S2: Yeah, sure. So sometimes being a team of allied health professionals who manage the Employment Assistance fund, they have the expertise to understand a lot of the barriers and some solutions that can come up for people's barriers with all types of disability. And so sometimes we can solve it together over the phone, come up with some good solutions, and also liaise with the employer about what they could potentially be supporting with. But sometimes we do need to go into workplaces and do an initial assessment to really understand. It might be looking at the technology, the work environment, the physical work environment to see what some solutions could be for someone's challenges at work. And we use a panel of assessors who go out to workplaces for free all around Australia to do these assessments. Once they do an assessment in the workplace, they'll write a report with some recommendations. They'll send that back to job access, and then we can go from there on what we can potentially help funding with or what the employer can be funding for you as well.
00:05:26
S1: So George, those people that you're having that phone conversation with and maybe a follow up, etc., their experience, they kind of know the serious well. It's not, uh, you know, with due deference, a public servant or someone that wants to be helpful but maybe doesn't know the ropes or doesn't know all the, the intricacies of something like this. I think that's a really important point to make.
00:05:46
S2: It is that's a really good question. So the people that manage the Employment Assistance Fund and within the entire team of job access, 90% live with disability themselves. So you're speaking to someone normally with lived experience, but also with that practical expertise around workplace adjustments. So they come from backgrounds of occupational therapy, physiotherapy, psychology, because a lot of the conditions that we, you know, in our culture now also are around neurodivergent type conditions. So it's not just looking at those physical adjustments, it's looking at those psychosocial adjustments at work as well.
00:06:24
S1: So I've mentioned this on the program a few times, particularly in more recent years, Georgia, that kind of awareness of neurodivergence and how much more the communities are aware and be more accepting of it and able to work with it, that that's been a really good thing. That's kind of probably long overdue. But you know, we're finally getting there, I think.
00:06:43
S2: Yeah, I really agree with that.
00:06:45
S1: What about in terms of the types of disabilities? We kind of touched on a couple already, but how does that kind of play into this in terms of the the range of disabilities, I guess? I mean, how kind of inclusive if you like, are you?
00:06:59
S2: Yeah. So inclusive. So basically someone just has to have a condition or disability that impacts their function that's permanent or likely to last longer than two years. And so that's, that forms part of the eligibility. And if that you tick that box and you, we only ever ask for medical evidence of disability once in your lifetime with job access. So say, Peter, if you came to us and with a diagnosis that you were blind And then we gave you some funding for some workplace adjustments. And then in five years time, you come back to us. We wouldn't be asking you again because we know, Peter, you're in our system and we know that's what you need. So with the breadth of disability, it's very diverse. Some things can be really quick and easy. So it might be someone who's deaf needing some Auslan interpreting to go to a job interview that will fund, um, or it might be a farmer who's acquired an injury. They're, they're in a wheelchair, they're a wheelchair user now and we need to modify their tractor so it could be something really quick and easy. And sometimes it's really complex. So we have to spend a lot of time on identifying the right solutions for the workplace need.
00:08:14
S1: Georgia. I reckon I can hear many, many people cheering about the fact that, uh, you only have to give that information once because I'm sure people can identify with the fact that, you know, there's nothing like going through the same story over and over again with the different person. And, uh, you know, I can drive you batty.
00:08:31
S2: Yeah, I can. I can't even imagine. So we're you're speaking to someone with a disability. We understand that. And we're trying to reduce, you know, the red tape as much as possible. It is a federal government funded program, though. But we do our best to try and streamline it for everyone.
00:08:46
S1: George, you talked about the funding that's available. How does that kind of get arrived at? Is that part of the kind of process that, you know, to, uh, you know, make a tractor more usable for me after acquiring a disability? Is that kind of, uh, different funding than, I don't know, uh, you know, maybe needing a computer with a speech, uh, access on it or, uh, magnification software on it.
00:09:10
S2: Yeah. So the Employment Assistance Fund, the federal government has guidelines. So at the moment it's, it's around $70,000 per person per application for funding. So sometimes obviously, you know, vehicle modifications and things like that can be really expensive, but most of the time workplace adjustments are not so expensive. So, you know, they're the I'm, you know, giving you the biggest, you know, the most expensive case scenarios. But things like screen readers, speech to text software and things like that, they would always be able to be funded with someone's application.
00:09:48
S1: And without getting too much bogged down into the weeds, as it were, that 70,000 is that if that doesn't get all used up, then there's that kind of stay on your record for for maybe next time or is it like 70?
00:10:01
S2: Yeah, no it doesn't. So say, Peter, if you we funded you for a screen reader and some assistive tech in your workplace and five years later you come back, you'll start a brand new application with and have that, that cap up to. But it's, it's rarely that we get to the cap because as I mentioned before, a lot of workplace adjustments aren't that expensive. And it could workplace adjustments can be things like an employer changing your work hours, an employer moving your desk to a quieter area, an employer adjusting lighting so you can see it a bit better at work. So it's it's not so much just funding equipment. It's educating employers and sharing information on how to make workplaces more inclusive for people's needs.
00:10:45
S1: They're fairly subtle changes. You touched on there, George. I know they're just examples, but I mean, I guess that's where your team, if you like, can kind of come along and say to an employer and maybe the employer as well, have you thought about maybe moving to, as you say, a quieter area or have you thought about adjusting the lighting? I mean, as I say, there are subtle, but they can make a huge difference. So I guess that's part of the skills of the people that are part of the team, if I can put it, that are helping you.
00:11:12
S2: That's right.
00:11:12
S1: With your move forward.
00:11:13
S2: Yes. A lot of the time it's just that education piece and how we are educating employers on what their responsibilities are to support people with disability and workplaces. And a lot of the time that is cost free. It's just knowing the right, telling them how to provide the right support.
00:11:32
S1: Maybe a little bit of a tricky question, if you like. How receptive are employers? I guess they're all individuals. They're all different depending on how their companies are going at that particular point in time.
00:11:44
S2: Yeah. So it is still discrimination is still a problem in Australia for people with disabilities at work. Peter. But there is obviously so many wonderful examples of employers who are inclusive. And a lot of the time not being inclusive comes from they've got fear, they just don't know what to do. And that's why service like job access is here is to help them understand what to do. And once they, they can partner with us for free as well. So we have a function in job access that is the national disability recruitment team. And they are all about employer engagement. So they will go and partner with an employer for free for 12 months so that employer gets a free disability employment recruitment expert with disability who will go into their workplace and go through everything. So looking at how they're recruiting for someone with a disability, how they're supporting someone with a workplace adjustment, disability awareness training for all the team members. So we're trying not just so we're not sure what job access we can help that individual's scenario, but we can also help the broader culture of employers. So if anyone listening has an employer that they think might need some help and support in this space, they can contact job access and we can link in with that employer directly.
00:12:59
S1: I reckon you're checking a few boxes with some of your words, George. I mean, free because heaven knows businesses do it pretty tough. We all know that. Yeah. If they're thinking, well, yeah, look, I'd like to employ a person with a disability, but how much is it going to cost me? Or how much time is it going to take up? You know, I've got a lot of bills to pay. I've tried to make ends meet. That can sometimes be a disincentive, even with the best will in the world.
00:13:23
S2: Yeah. And I will give you some data now. So one of the biggest misconceptions we hear is that workplace adjustments are expensive or complicated. But in reality, employers see an average of $40 return for every $1 they invest in a workplace adjustment. Okay. So yeah, and since 2006, job access has managed 75,000 workplace adjustment applications and 91% of employees who receive those adjustments were still employed and reported to be more productive two years after. So workplace adjustments are, you know, a no brainer for employers.
00:14:03
S1: One of the key measures of businesses return on investment. And I guess when you're talking like that, that's, uh, pretty convincing, isn't it, George? What about in terms of how big a potential employer might be? Does that matter?
00:14:15
S2: Yeah. So we do mainly work with medium to larger employers, but we're happy, you know, with that with that employer engagement, 12 month partnership. However, if it's a small employer, call us and we can give you tailored advice and, and all our resources. We've got a wonderful website with amazing resources that we could also talk someone through as well.
00:14:35
S1: Now, obviously, we go around Australia on the Vision Australia Radio Network and the Reading Radio Network, and people can podcast and stream us from anywhere in Australia, anywhere in the world. Indeed. We're just talking about Australia at this particular point in time. But what about where people live in Australia? I mean, we're very city centric in many respects. What about people who aren't in the city areas?
00:14:55
S2: Yeah, we're all around Australia, so we will pay. We'll fly assessors in free to regional towns all around Australia. So it does not matter where you are. You could be on Kangaroo Island or down in Tassie. Um we will cover and support you.
00:15:10
S1: Now I guess a lot of people would know about you. A lot of people don't know about you. I guess talking to people like me, which is much appreciated. It's a great way to get the word out there. Do you think, you know, do you think that more people could know about you? Well, probably the answer to that is, of course, yes. But, you know. Do you think that, uh, you know, you're a bit of a well kept secret or too well kept secret?
00:15:31
S2: Uh, no, I don't. I wish we weren't a well kept secret. I wish more people knew about us. But we are. And so I you know, it's such a great thing that we're on a platform like this, Peter, because we want more and more people to know about us and use us. So please spread the word.
00:15:46
S1: All right. Just before you go, what about in terms of what an age person is? I mean, we talked about, you know, people are wanting to maybe change jobs or, uh, something's happening within their organization. They might need change. Does it matter if they're, well, let's say, you know, late 50s, early 60s and maybe sort of within sight of potentially retiring that does that matter?
00:16:06
S2: Not at all. Please. Any working age. So if you're starting the, you know, your first part time job to your last job, you know, in your 60s, we are here to help you. So if you're living with disability and have any questions about work. You don't need to figure it out on your own. Whether you're looking for work, starting a new role, or need support, we're here to help. Just give us a call.
00:16:27
S1: If we circle around to the beginning of our conversation, people can either do that directly or through a service provider. Either way, kind of gets the same result.
00:16:37
S2: Yes. Right.
00:16:38
S1: How can we find out more?
00:16:40
S2: So call us on 1800 464 800. Or visit the job access website at www.access.gov.au.
00:16:50
S1: Terrific. Georgia, I know we're going to chat in the future, so I appreciate that. But that's a wonderful starting point. And watch all those people who are looking for work or changing jobs. We wish you well. And to employers, take on a person with a disability. Sounds like it could be a really good investment.
00:17:05
S2: Absolutely.
00:17:06
S1: Thanks for your time, Georgia.
00:17:07
S2: Thank you. Peter.
00:17:08
S1: Georgia, the national manager for job access. I think that was quite enlightening. And, uh, what was I saying? You're in the market. You know, your next step.
