SENSWIDE SERVICES DEVELOPING EMPLOYMENT OPPORTUNITIES FOR PEOPLE WHO ARE DEAFBLIND IN VICTORIA People who are Deafblind are amongst the most disadvantaged in the labour market. Often they have enormous support needs in order to interact with other members of the community, and are severely isolated in their day to day lives due to the impact of their disability on their ability to communicate and access the community. Deafblind people have not had sufficient access to open employment services in the past, because the low incidence of deafblindness and lack of awareness and specialised employment agencies. Given that this group is so disadvantaged, employment opportunities are vital to the deafblind community to ensure a healthy self-image and to make a contribution to society. In 1997, SensWide Services (Victoria) was successful in receiving growth funding to assist some of the most disadvantaged jobseekers access employment options. As a result, the employment services section of SensWide, named SensWorks was born. Operating with a strong background in skills and knowledge of the sensory field and the physical resources and equipment required to assist the client group. This paper will present the outcomes of this project and reinforce that with the right support, Deafblind people can achieve an enormous amount in both their professional and personal lives. It has potential to be used as a case study and a best practice model and has wide implications throughout Australia. This paper will also identify a great number of barriers that are preventing people with deafblindness from entering the workforce. SENSWIDE SERVICES SensWide is a specialist service that offers additional support to job seekers and workers who are deaf, hearing impaired, blind, vision impaired or deaf/blind. Vision: Specialist employment solutions for people with sensory needs. Mission: SensWide provides specialist information, advice and assistance regarding sensory loss and employment solutions for individuals, employers, employment services and the business community. SensWide does this by offering a range of quality services including: * consultancy * employment placement * workplace mobility and orientation * interpreting /facilitation * workplace assessments * facilitating access to specialist equipment and resources Staff: SensWide's staff are professionally trained in the field of sensory impairment. They are able to assist in the provision of resources, training, education and advice that will help to create positive employment outcomes. Most SensWide staff are fluent in alternative communication methods, including Auslan and Deafblind tactile signing, mobility training skills, assessment skills and a wide range of technology for assisting people with deafblindness. Successes: SensWide has assisted over 400people to gain increased access to Health and Family Services funded employment programs and currently has approximately 170 people with sensory impairments accessing the programs. BACKGROUND AND RESEARCH It is often regarded that in order for a person to be a productive member of society, they need to be employed. Although history is proof that most people with disabilities are segregated from all aspects of the community, including employment, the Disability Discrimination Act now makes it illegal to discriminate against disabled people at work. Sense (UK) has conducted some research in the area of employment, and have found that as few as 5 percent of deafblind people are in employment, as opposed to 68 percent of people who "have difficulty hearing" (Ellis, 1999). Compared to any other disability group, people with deafblindness have the lowest economic rate. In the 1990's, the idea of having a worthwhile job is of central importance for many people. Some individuals with deafblindness have been successful in obtaining and maintaining employment, especially people with Usher syndrome and acquired deafblindness (Everson, Burwell and Killam, 1995). Whilst other people, for example those with congenital rubella syndrome and other developmental and multiple disabilities, employment extends only as far as "workshops", which are limiting in both skill development for the individual and level of income (Hawkes, 1998). A person with Usher syndrome described their experience with work, and identified two issues: 1) "People with deafblindness are often under-employed or not being fully stretched at work. It can be difficult for people to progress in their careers, and sometimes people tend to stick at a job they know they can do rather than take a risk with a promotion or a different kind of work. 2) Many people are retiring themselves early when their sight creates difficulties. Sometimes it's just too much of a struggle to cope with both hearing and sight loss, especially in a fast-moving office environment, and sometimes the people don't get the support they need to cope with their sight loss." (Guest, 1998) THE PROGRAM In 1997, growth funding was made available from the Department of Family and Community Services to provide innovative employment solutions. The needs of people with deafblindness clearly fell into the Minister's target group, given that their disability affects their communication, mobility and ability to develop new skills. In relation to employment, people with deafblindness require intensive and long term support to gain and maintain employment, including communication support, support when there are changes in their degree of residual hearing or vision level, support when jobs or tasks are altered, and when there are changes in personnel. Without intensive support, Deafblind people would be unable to gain or maintain employment. It was identified that the employment needs of a person who is deafblind includes: 1. Travel. Deafblind people generally rely on public transport and are often not confident using public transport during the busiest times (ie peak hour) or during dusk or night time due to their reduced ability to see. 2. Limited range of tasks that Deafblind people are able to perform. Due to the loss of both hearing and vision, there are many tasks a person with deafblindness is unable to perform. For example, in an office environment, they are unable to answer the phone or greet visitors, use computer technology without the appropriate modifications, or communicate with co-workers without an interpreter. Therefore to obtain a position in an office, a Deafblind person requires an understanding employer and co-workers, communication support such as interpreters, specialised equipment, such as Braille input word processors, part time or flexible hours, and a workplace which is accessible by public transport. 3. Training issues. Deafblind people are able to learn new skills, but require very individualised and specialised training to do so. The skills taught are often specifically related to the task and may involve the use of computers. One to one training is often crucial however and very time intensive and therefore costly. 4. Communicating with co-workers. People with deafblindness have a variety of communication needs, as a result co-workers at the worksite require education and training regarding the most effective communication method to use. 5. Changing visual and audiological needs. It is not unusual for the sensory impairment to deteriorate or alter according to environmental conditions (eg lighting), health and tiredness of the individual. All people who access SensWide have an Individual Employment Plan developed, which emphasises their individual skills, abilities and aspirations. Strategies are developed which document concrete means for overcoming barriers to employment in order to meet individual goals. These may include communication strategies, orientation and mobility, specialised equipment, training and skill development required prior to commencing employment. All Deafblind people are involved in the following basic program, tailored to their individual needs and preferences, in order to obtain and maintain open employment: 1. Full assessment. Including clinical functional vision and hearing, communication, technology, mobility and social factors, by the case manager and other professionals as necessary. 2. Intensive skills development. Including development of work specific skills, (ie computer skills, manual skills etc), and orientation and mobility training. 3. Development of marketing plan. Each individual marketing plan highlights the person's employment skills, strategies to overcome barriers caused by their Deafblindness, identification of suitable jobs and suitable employers. The case manager in conjunction with the individual job seeker develops the marketing plan. 4. Implementation of marketing plan. This involves contacting employers, keeping skill base and motivation high, one to one interviews with employers, assessment of potential workplaces for suitability, negotiation of terms and conditions, modifications, job modification, equipment etc. 5. Commencement of job. This includes intensive on site training and support in suitable vision/hearing specific equipment, including to co-workers and employer, information session to coworkers regarding Deafblindness, development and implementation of communication strategies in the workplace, on site productivity assessment and monitoring. Interpreters are utilised where necessary, for example where a Deafblind person is required to communicate directly with coworkers. 6. Job monitoring and maintenance. There is regular follow up both in the workplace and at home for minimum of 12 months after job placement. Such support might include on site support including equipment monitoring, installation of new equipment, training and so on. EMPLOYMENT OUTCOMES In the submission, it was aimed that the project would achieve significant outcomes for the both Commonwealth and for people with deafblindness, including: 1. Six people with significant disabilities achieving employment of at least 8 hours per week for at least 3 months in the first year. 2. Ten Deafblind consumers assisted in the first year with pre employment skill development and vocational counselling. 3. The employers and co-workers of Deafblind employees receiving formalised training and education about Deafblindness At the time of the submission, SensWide had a number of people with Deafblindness registered on the program, as indicated in Table 1. These clients we not officially "Job Seeking" with SensWide, but SensWide was providing support in conjunction with the client's local employment agency, to address their sensory needs. Table 1 Category totals of Deafblind People registered with SensWide Services, as of 15th May 1997 Job Seekers Inactive Workers/Independent Workers DSP/Blind Pension Recipients Sheltered Employment 8 12 8 22 7 Table 2 lists more detailed information about the clients, their support status, referral source, income, additional disabilities and employment or training status: Table 2 Deafblind People registered with SensWide Services, as of 15th May 1997 Status Referral Source Income Other Disability Employment Training Status Inactive VDS Blind Pension No Nil Inactive Sheltered Employment DSP Speech Sheltered employment Inactive Other Blind Pension No TAFE Inactive Other Blind Pension No Sheltered Employment Inactive CEPT/ISJ Blind Pension ID / Learning CEPT/ISJ program Inactive Sheltered Employment Blind Pension Supported Employment Inactive Sheltered Employment Blind Pension ID / Learning Sheltered Employment Inactive CEPT DSP No Open Employment Inactive VDS Paid Employ No Open Employment Inactive Community Network Blind Pension No Open Employment Inactive CEPT Blind Pension No Skillshare Inactive Self DSP No Other Job Seeker Family member Blind Pension Physical Sheltered Employment Job Seeker VDS DSP Psychiatric Skillshare program Job Seeker Self DSP No Other Job Seeker Advocacy service Blind Pension No Open Employment Job Seeker CEPT DSP ID / Learning Sheltered Employment Job Seeker Self Blind Pension No Other Job Seeker CEPT Blind Pension No Sheltered Employment Job Seeker School DSP No Jobnet Worker CEPT Paid Employ No Open Employment Worker Other Paid Employ No Skillshare Worker VDS Blind Pension No CEPT Worker Self DSP No Open Employment Independent Worker CEPT Paid Employ No Open Employment Independent Worker CEPT Paid Employ No Open Employment Independent Worker Self Blind Pension Speech Open Employment Independent Worker CEPT Paid Employ No Open Employment Since the development of SensWorks, 86 people have been referred and received some level of support to access employment. Of these 86 referrals, 28 have been people with deafblindness. Within these 28 deafblind clients, 5 have been placed in employment, 9 are currently job seeking, whilst 14 people are inactive. It is interesting to note that many of the "Inactive" clients are working in sheltered employment services, and are not "job ready" or interested in seeking open employment. Other clients become inactive because they have found getting a job and maintaining the hours expected of them is too difficult and exhausting, especially if their vision or hearing is deteriorating. In many cases, these clients have chosen to investigate other interests, and as a result live very active lives participating in hobbies (ie sport, recreation, wood work, crafts) or volunteer work in numerous capacities. For those clients who are listed as "workers", even though they have been successful in obtaining a job, they still may receive ongoing, long-term support, as a result on deteriorating vision and/or hearing, or changing needs. CONCLUSION - BARRIERS TO EMPLOYMENT The funding for the SensWorks program is continuing into the future. However, the program now takes on an additional focus, supporting people with 'dual disability' in terms of having a single sensory impairment and additional factors that might put an individual at risk of obtaining employment. This may include a second sensory disability, psychiatric or intellectual disability, non-English speaking background, and so on. As a result of delivering a more intensive program to support people with deafblindness, several barriers to employment were obvious, including: * People with a dual sensory loss need more assistance to gain access to the job market. Many people do not know what they can offer or what types of skill employers are expecting. Deafblind people cannot necessarily read adverts in newspapers and Job Centres, therefore information about job vacancies needs to be more accessible. * Employment agencies (CEPTs) require greater awareness of the effects of dual sensory loss, in order to provide a more effective service. There is a common lack in understanding of communication, access and equipment needs. * There is a need for more employment options for people with deafblindness. Many people want to work, however a full-time position in the mainstream job market can be too demanding. Some people may also require some retraining if their vision or hearing deteriorates. It would be ideal if deafblind people could choose a mix between supported and open employment, full time and part time hours and flexible workplaces. * Attitudinal barriers, including the assumption from parents and professionals that the person is unemployable often impact their freedom to select employment. The problem is not that people who are deafblind cannot work, but that more often than not, the system that is supported to support them is just not providing them with the flexibility, the choice and the resources they need (Gothelf & Petroff 1998). "The outcomes of an effective education are to learn skills that increase independence in everyday life, develop and maintain social relationships, and leave school with a valued adult role. Should it be any different for young adults who are deafblind?" (Gothelf & Petroff 1998) Deafblind people represent one of the most disadvantaged groups in our community, even amongst people with disabilities. They are a very small community, they have very high and specialised support needs, and they are enormously isolated in their everyday lives. For many, employment offers an opportunity to reach their potential and enjoy a full and active life. The SensWide program is the first time an employment service has specifically targeted the needs of Deafblind people in Australia. It represents a step in the right direction for Deafblind people in Victoria, and with support and many changes, it could be used as an avenue of growth for the deafblind community in the future. BIBLIOGRAPHY Ellis, C (1998). Removing the Barriers to Work. Talking Sense: London Everson, J.M., Burwell, J. & Susan, G.K. (1995), Working and contributing to one's community. In J.M. Everson (Ed.), Supporting Young Adults Who Are Deaf-Blind in Their Communities. Maryland: Paul H. Brooks. Gothelf, C.R. & Petroff, J.G. (1998) Let's go to work. Talking Sense: London Guest, M (1998), Getting to Work with Usher Syndrome. Talking Sense: London Hawkes, R (1998), Working Together Across Europe. Talking Sense: London