Labour shortage in disability sector

There is an evident workforce shortage in the disability sector. The reasons for this, in theory, may be many, but if we are to look at it pragmatically we may soon come to see that this shortage has not been realistically faced. That pragmatic realism is what I wish to encourage with this brief exploration.

This shortage will very soon reach a crisis point and the problem needs to be looked at, and cured, from a pragmatic standpoint, rather than merely remaining satisfied with policies that are captive to a remote theoretical overview. And if we can indeed overcome this person-power shortage the flow-on will be to all those in society who are indirectly and directly related to disability.

I have pondered for some time whether guidance to the disability workforce can be found from what I have referred to in some of my writings as the "synergistic" outcomes that result from the interaction of people with disabilities and their support workers 

These effective working relationships should be given the respect that is their due for their rightful contribution to models of leadership. Why are these highly successful working relationships so often below the radar when it comes to forming social welfare policies for the disabled? Could it be that these highly efficient working relationships are simply out of sight and out of mind. Is that why they seem to attract such a lowly status when it comes to the common ideas that are assumed to be relevant to making improvements in the disability workforce? Maybe we need to look again at the manuals that are written for workers and develop a distinctively new theory of management. Why not?

The synergistic approach I advocate might best be seen as a "bottom up" approach to the management and organisation of the disability workforce. It will demonstrate public confidence in the abilities of the people who are served to exercise control over their own lives.

Let me try and explain this "synergistic" model of work-place leadership in more detail. In order to make sure that this kind of model is flexible enough to allow change, even if complete change does not take place, the aim is to avoid an approach which sees the disabled person as a problem and instead reckon with such a person as a "problem-solver", just like anyone else, and just like the support worker as well. In this a "synergistc" model develops a distinctive understanding of societal inclusion.

This quote is part of what I presented in a speech for an NDS conference in Hobart .

The synergistic outcomes that can flow from this form of flexible support can be demonstrated through my own (unpaid) work output. Synergy is a term that is popular in most Human Resource Management departments, and simply defined it means that the whole is greater than the sum of its parts, i.e., 1+1=3 or in my case the synergistic partnership created between me, the person with my specific abilities and my support worker, allows me to flourish in my role as a disability activist [researching as an Honorary Fellow at the University of Melbourne]. For example, the synergy that is provided to me through the intervention of flexible disability support, provides me with the means to achieve many of my goals in life. This synergistic provision through personal care provides me with a more cohesive and flexible human approach, which is needed to manage the complexities of infinitely varied human behaviours and provides for a sustainable future in relation to my own desires and plans and the same is true for many others as well who have abilities different from mine. This is done through assistance that helps me attain my full human potential whenand where my bodily abilities are lacking. For example, myprogressive illness creates a deterioration of motor skills, which leaves all my physical attributes severely disabled. However, I am still able to perform research and write articles at a significant rate beyond that of many paid workers in the disability sector. Basically my performance is created through the synergy gained mainly through the work of my support worker……

This form of synergy is capable of helping to explain the transformation in people with such different abilities and their support workers. This, therefore, becomes a fundamentally conscious event, which motivates, transforms and unifies all of life with a concerted and organised combination of such people of different abilities with support workers - this then in my view is the path to unify and enhance the disability sector.

In this context Synergy for the disability workforce is a way to provide the correct form of guidance for people with different abilities and support workers. To have a bottom up approach is about life chances and the creation of opportunities. Therefore, by initiating a bottom up approach we confront the support worker who sometimes sees him/herself as a person languishing at the lowest, grass roots level who then needs the disability sector for employment. We need to turn this around. In my view a synergistic approach to the disability sector is not just about better help for the disabled person - it is about raising the status of all involved, and ascribing due respect.

The disability sector should also look favourably at enhancing the talents of such people and encourage them with a future within the disability sector by establishing a workable bottom up approach.

Among the many workers in the disability sector, there are some that offer great support and some that offer inadequate support. As the population of support workers is currently small, it is evident that we need to increase the number of support workers in order to bring about a change and thus meet crisis in the over-stretched workforce. Also, it is quite apparent that we need an inducement to boost and maintain worker morale.

The disability sector needs a root and branch overhaul in its workforce also that from its more practical grassroots level it will meet the sometimes overwhelming needs that cry out for attention.

If regulated properly a bottom-up approach within the disability sector can help build ways to share and disseminate information and stories, so that people can gain inspiration and correction where they need to be put right. In this way community-based peer relationships can develop in both formal and informal ways. When people are truly supporting each other and aware that they indeed need each other's support then this leads to greater independence and perhaps even a trimming of the hard edges of the work-load. Those working in the sector must suffer stress and yet a "synergistic" approach which understands how the person served can also be stressed by the support worker's stress, may well be inclined to develop a more realistic approach for all involved.

Of course we need to increase the practicality of the state disability plan so that people with disabilities are more fully able to publicly acknowledge the vital assistance they receive from support workers. For example, the implementation of disability support worker awards, will also help DHS to get a handle on the quality of work and the workers and learn to assess the skills that are of greatest use in the sector tby ta0king a lead from the people who know - the people who are served and who can see with their own eyes the great support that is rendered.

This kind of morale-boosting reward system would have a positive impact on the disability work force, boosting the work carried out by the support workers. The sector needs to find ways to support its best workers and to encourage those who don't know how to offer what is truly needed.

However, each individual support worker should be judged on his or her merits. But this innovation may have teething problems - but that is to be expected. It may be true that workers also need further education - for example in skills, legal aspects and other matters. But in many cases support workers have demonstrated their capacity of compassionate and wise support before they go on courses and they have thereby shown that they are already good workers within Disability Services. The key idea for is this: don't forget to ask the person who knows, the one who is on the receiving end of the support that is offered!