Editorial - Winter 2024
By Sarah Paterson-Hamlin
My father was born in Glasgow, where his family had lived and worked for many generations. He had an impressive portfolio of Glasgow Street Songs that he would sing to us, and which I in turn would enjoy singing with friends and strangers alike in that magical, musical city when I lived there for three years. One of them had a chorus that went:
“Too ra loo ra loo ra loo
I’ll tell ye something awfa true
Ye wouldnae hae yer telly the noo
If it wasnae for the unions”
In other words – through many decades and centuries of using our collective power, working people have more rights than ever before. Or something along those lines. I found myself singing this to myself as I worked on this edition’s Easy Read on Employee Rights.
There is no “Union for Workers with Down Syndrome” – yet! – but it is my hope that in a decade or so, we will look back on the progress made for employment of people with Down syndrome and see how far we’ve come with the same sense of pride you hear in that song. Many of us believe that employment is the next big glass ceiling that people with Down syndrome are poised to break through. More and more we’re seeing organisations employ people with Down syndrome and realise the benefits of doing so. Some of these relationships may start out with an employer believing themselves to be doing their new worker a favour – perhaps they’re a family friend or are the kind of wonderful person who is always looking out for a way they can use their position to help people. But so often an employer quickly
Maritime workers strike in Auckland, 1890
realises the tremendous privilege of working with someone who rocks an extra chromosome. They find their workplace imbued with a new sense of joy, a growing customer base who love coming back in to say hi to their favourite employee, and they may find processes they never thought to review or look at differently, are now improving the output and the wellbeing of their other employees.
It was nearly a year ago now that Zandra, Dan, and I decided that we wanted to do an employmentfocused edition of CHAT 21 this year. To be honest, we didn’t anticipate that the climate for workers all across the motu would be as concerning as we find it coming into the winter of 2024. The discrimination people with Down syndrome and other disabilities have always found in the workforce is not likely to be diminished by a climate of rising unemployment. But perhaps that means this issue is particularly well-timed. The history of workers’ rights in Aotearoa and elsewhere, reminds us that the landscape of employment has never stood still. A hopeful message for those currently seeking better opportunity for employment, and better treatment once they get there.
In this issue, we delve into the often-confusing world of employment support for disabled people, and hopefully de-mystify some of the processes out there. We speak to the Ministry of Social Development, Workbridge, Project Employ, and Kindred, all of whom are tasked with making the road to employment easier for disabled people.
The STRIVErs give us insights into their dream jobs, and how prospective employers can create a more inclusive workplace. They also pay tribute to Sir Robert Martin.
Kua hinga te tōtara o Te Waonui a Tāne. The tōtara in the great forest of Tāne has fallen.
Vinnie tells us about his exciting new job, and we catch up with the Canterbury Down Syndrome Association and their fun activities.
We hope you enjoy these special features in this Employment Edition of CHAT 21, as well as all your favourite regular parts of your favourite magazine!
Mā te wā!
Sarah Paterson-Hamlin
Contents
employment
What is your dream job?
1. A researcher – Andrew
2. Facilitation Role - Erin
3. Real Estate agent and an Italian Food Photographer – Abigail
4. Actor – Mohit
5. Performing artist – Duncan
6. Working at the Koru Lounge - Vincenzo
7. Working as a stunt man or working as a photographer at a prestigious company like National Geographic - Carlos
8. To be a judge of a show or competition - Rochelle
What could an employer or manager do to make it easier for you to do your job?
• Help me to understand how to stop computer updates when I need to carry on with my job on the laptopAndrew
• Examples to follow instructions. Take my time doing my job as necessary - Erin
• I was scared so helping me feel comfortable. I fidget when I am scared or nervous – so having a sensory/ fidget object. Making sure I get the right instructionsAbigial
• Provide a script list of what to do - Mohit
• Provide Easy Read information - Duncan
• When I went for my interview they let me bring a whānau member with Mum. It made me feel more comfortable. They introduced me and showed me around it made me feel comfortable - Vincenzo
• Making sure you are ok to do the job and providing you with a manual, translator, or support when you need it - Carlos
• First show me how to do the job, then watch me and then let me do it alone. Help me when I need it. Always friendly and show me around Giving me different jobs. - Rochelle.
For your personally, Is it important to have a job?
Why or Why not?
Yes, it is very important to have a job because I need to get paid, go on holidays, to be supported for any Special Olympics competitions and get a retirement pension. It makes me feel happy to work. - Andrew Learn new things. To earn money to do things that I like. So I don’t get bored - Erin
• I want to work it is important to me - Abigail.
• It is good for my wellbeing - Mohit
• Yes, so I have a say of how I spend my time I want to earn money. I want my voice heard through performing arts. I want to use my performing skills to advocate for people with Down syndrome - Duncan
• I want to have a good job to earn a living and have a good lifestyle. I also like to have a job so I am able to buy flowers, coffee, and chocolates for my friends and family. I also like to buy presents for my wife - Vincenzo
• Yes, it is very important because that that will help you to become independent and having an excellent routine. Perhaps it will teach you to live in another countryCarlos
• Yes, I like to feel part of the team - Rochelle.
Around the World
Japan/USA
Chris Nikic has become the first person with Down syndrome to complete the six major world marathons when he completed the Tokyo Marathon in March. It became official in May when Guiness Book of World Records certified his achievement. This achievement is called the Six Star Medal, and it involves completing the Tokyo, Boston, Chicago, London, Berlin, and New York City Marathons. Wow! I’m tired just writing that!
Hong Kong
Last year, a fire broke out in an electronics warehouse, and tragically destroyed Love 21 Foundation - a Hong Kong community centre that catered for people with Down syndrome and autism. The city rallied around the organisation and raised millions of Hong Kong dollars to rebuild the centre into something bigger and better than before, which can now address the increased demand the centre was struggling to meet before the fire. They re-opened their doors in May.
USA
Zumba has officially welcomed their first ever instructor with Down syndrome. Yulissa Arescurenaga lives in San Francisco and has been taking part in Zumba since 2008. “Zumba isn’t just about movement — it’s about celebrating the uniqueness within each of us. Yulissa embodies the heart and soul of our community, proving that passion transcends barriers,” Zumba CMO, Carolina Moraes, says. “[Being on] the app — I feel so happy,” said Arescurenaga, whose classes are 30 minutes long and available on the official Zumba app.
On the Socials
Youtube - Raukatauri Music Therapy Centre
Not only do Raukatauri provide music therapy from Northland to Hawke’s Bay, they also provide accessible online content so you can experience some of the benefits of music therapy wherever you are in Aotearoa or the world! For example, music therapist Sam recently uploaded an awesome sing and drum-along to the Raukatauri YouTube page for all to enjoy.
Instagram – @chloeshayden
Have you been loving the Netflix reboot of Heartbreak High? Perhaps you remember the original Aussie teen drama from the 1990s? One of the show’s leads, Chloe Hayden, is an autistic actor and activist, and her Instagram is full of awesome disability advocacy content – as well as Heartbreak High updates of course! Check her out for some sparkle in your day.
TikTok - @anyundik
Looking for a bit of workout motivation? Look no further than Anya, a 21-year-old fitness guru with Down syndrome who also models for fitness brand Women’s Best. Her content radiates strength as well as love and forgiveness for our bodies.
STRIVE Tribute to Sir Robert Martin
We remember you coming to our Funshop and coming to talk to us. We heard you speak at conferences. We spent time with you at conferences. You taught us so many things about human rights and rights for all people with learning disabled people. You helped us to understand why advocacy is so important, why we have to speak up for ourselves and to speak up for others with learning disabilities. You supported us and you were our friend. You were also kind, understanding and encouraging. We appreciated you sharing more about your life and your experience of living in an institution. We know that it was not easy to go through your life but you never stopped advocating to make a difference for others. You were famous but we know that you became famous because you were a resilient warrior you persisted in life and you made a difference for so many people. You were our warrior and your advocacy meant that we can live a good life filled with love.
You were a champion for people with learning disabilities and Down syndrome. You did so many amazing things to make sure that people with learning disabilities could be included. You made sure that people knew about the rights of people with learning disability. You made us realise that people with Down syndrome have the right to be heard. You said it is important that the young ones know about their rights. You empowered us. We say thank you for all you have done we are where we are today because of the work you did for all people with learning disabilities. We say thank you for being a strong man standing up for people with disabilities. You have been the voice of many people.
Thank you Sir Robert, you inspired us and your life changed our lives.
Sir Robert you were a wonderful person and we will remember you forever.
STRIVE members
STEP-UP’s Tribute to Sir Robert Martin
Sir Robert Martin has been a great inspiration to me because I met you as a young man when I was in my twenties. Hearing about your experiences, your history and what it was like living your life in an institution. I think of all the self-advocacy work, charities, and campaigns that you were involved with and you have changed my life.
I really enjoyed meeting you at STRIVE Funshops. You have been a great and special friend to me. Your legacy will live on, may your soul rest in peace. I will always remember the greatest New Zealand List of Honour Award recipient.
I felt deeply devastated by your loss and my thoughts go out to your family, friends and the organisations you have supported.
New Zealand will greatly miss you. Sir Robert Martin lest we forget!
Andrew Oswin on behalf of STEP-UP
Sir Robert Martin and Vincenzo Vaccarino at the Inclusion International Conference in 2018.
Q & A with Ministry of Social Development (MSD)
Responses by Rebecca Brew Harper, General Manager, Service and Contracts Management
1. Could you please describe what the role of MSD is and what the kaupapa of the organisation is?
MSD exists to help New Zealanders to be safe, strong and independent. This includes a focus on employment, income support and superannuation services.
MSD understands that employment, for those able to work, can make a considerable difference to the wellbeing of everyone, including disabled people or people living with health conditions. Employment can increase a sense of purpose and self-esteem; financial security; community engagement and access to health and wellbeing supports and overall independence. For those people who are able to work, MSD offers support to clients to move towards sustainable employment.
2. As you will be aware, disabled people are around three times as likely to be unemployed than non-disabled people, and this is compounded for people with learning needs like those with Down syndrome. What are some of the reasons for this do you think?
We understand that gaining work can be harder for some and we provide a range of assistance to help people with specific needs into work. We have case managers, employment coordinators, and work brokers who assist clients in accessing training opportunities, employment, grants, and financial assistance.
Disabled people have access to these resources, along with additional services that recognise the challenges they may face in finding employment. We contract community-based organisations to provide specialist employment support for disabled people and people with health conditions. These programmes are tailored to the individual’s needs and goals.
It can often be harder to get a job if you are disabled or have a health condition and we want everyone to know that we are here to help and support them in achieving their employment goals.
3. How does MSD support employers who might want to employ someone with Down syndrome?
Mainstream Programme
Mainstream support helps to connect employers and disabled people and provide access to a range of wage subsidies to help disabled people gain paid work experience in their chosen field. This is paid directly to the employer to pass on to the disabled person.
Through the Mainstream Employment programme, MSD contracts Employment Service providers to support disabled people or people with health conditions to be placed into employment of up to one year.
Support Funds
MSD administers support funds to assist disabled people with the additional costs they have because of their disability that someone who is not disabled would not have when looking for a job. There are two parts of the Support Funds – Job Support and Training Support.
• Job Support helps people to meet disability costs when in employment or self-employment. Job Support includes grants to make modifications to the workplace.
• Training Support helps people to cover additional disability costs when they are in work-related training, work experience or education.
4. Does MSD ever proactively work with employers to encourage them to be more inclusive in their hiring?
MSD’s Employment Coordinators work with both employers and individuals to connect them in relation to jobs. Interested individuals can ask Work and Income to put you in touch with an Employment Coordinator.
MSD also contracts employment service providers who work with people to find work and support them while they are in work. Their service includes matching with and providing support for employers as they recruit and employ the disabled people they are supporting.
MSD helped the NZ Disability Employers’ Network to get started. This is a collective of NZ employers committed to improving disability inclusion and accessibility practices in their own organisations and across Aotearoa. This network works specifically with employers who are wanting to employ disabled people. You can learn more about the network here https://nzden.org.nz/
5. How can MSD help people with Down syndrome to seek employment or training opportunities?
MSD funds specialist employment providers to support disabled people and those with health conditions lasting longer than 6 months to find, secure, and sustain employment or further training opportunities.
These services provide employment support for disabled New Zealanders to identify employment opportunities, and to remove any barriers to potential employment for both the individual and the employer.
Specialised employment services for disabled people are provided through:
• Employment Service – supports disabled people who are work ready to gain paid employment and provides ongoing support while they are working. (See page 18)
• Employment Service in Schools (ESiS) – supports secondary school students who have a health condition, mental health condition, are disabled, or are neurodiverse, with support from their whānau and school, to plan for their future and explore job and career opportunities. This service was established in five regions as a pilot in 2020 and is available in those regions until June 2026.
• Mainstream support (see response to Q3.)
Local MSD regions in some cases also fund additional providers to deliver services to support disabled people with their employment aspirations. Disabled people are also eligible for our general subsidies, Flexi-wage and Mana in Mahi, which come with training and support funding and pastoral care. They are also eligible for the Training Incentive Allowance, to help pay for costs associated with training.
6. How does the relationship between MSD and providers like Workbridge function?
MSD funds specialist employment providers like Workbridge to support disabled people to find, secure and sustain employment or further training opportunities.
Once a contract is in place, MSD Relationship Managers based across the country work with our providers to support delivery of the services.
7. What kind of things should someone be looking for when choosing a provider?
Some providers specialise in working with people with different types of health condition or disability. Our advice is to look at all the ones in your area to find one that works for you. You can try different providers if the first doesn’t seem a good fit.
8. What would you recommend someone with Down syndrome do if they are looking to transition into employment?
1. Talk to a case manager at Work and Income. People on the Supported Living Payment benefit are not expected to look for work, but if a person wishes to work, they can complete a self-assessment and develop a plan with a case manager. The case manager might refer them to a Work and Income Employment Coordinator, or to a contracted employment service provider,
who will help with job preparation and looking for work.
2. If the person needs help to navigate our systems, they can ask for an advocate to help them, or appoint someone as an agent to act on their behalf. If they have special access needs related to their disability, they can ask for these to be provided, such as the use of plain language materials, asking for information to be provided in written form; use of an NZSL interpreter or to communicate with MSD by text or email via MSDs Deaf Services (who also support people with speech impediments). We want to make our communication accessible for all.
3. When they are getting a work capacity medical certificate from the GP, ask the GP to note on the certificate that they are keen to work, what work is suitable, the support they might need and the hours they could work. This will help Work and Income with their work plan.
4. Contact an employment service provider directly - Employment Service ProvidersWork and Income (information in Question 5)
Business Enterprises such as Aotearoa Disability Enterprises (ade.org.nz) can help provide employment, training and skill development in a sheltered setting.
9. Why is having a job important?
There is increasing evidence that employment can have positive effects on health and wellbeing for many people.
Although this will not be the case for everyone, for most people, work - whether full or part-time - can lead to more household income, increased financial security, better mental health, increased confidence and skills, increased independence, greater social connectedness and sense of purpose, and an increase in healthy life expectancy.
We recognise that often people with disabilities can have diverse challenges and support needs. Research shows that an integrated process, with healthcare and employment support services working together, is effective.
10.The new Government has set a target for MSD of reducing the number of people on Jobseeker support by 50,000. Does MSD acknowledge the discrimination in the workforce faced by disabled people? Is this factored in when MSD is working with disabled clients who wish to work but have found it impossible to find steady employment?
We understand many people with disabilities do want to work, but don’t always get the same opportunities as the wider population.
At MSD, we want to see the unemployment gap for disabled people closing, which is why we provide
dedicated financial support and services to disabled people and people with health conditions that are designed to create a more inclusive labour market. This support has been enhanced in recent years by funding to allow disabled young people access to MSD-funded employment support while they’re still at school (Employment Service in Schools).
We also work closely with many employers across Aotearoa and provide financial support through subsidies to help them drive the change needed in their organisations to increase the number of disabled people they employ.
11. Are you concerned that the new Government’s work obligations (sanctions) will unfairly impact disabled people, as they have when utilised in other countries such as the UK and Canada?
What people need to do regarding work obligations depends on what type of support they’re getting. People receiving Jobseeker Support have full-time work obligations.
Work obligations include being available and taking reasonable steps to get a suitable job; taking any offer of suitable work; attending job interviews if asked; and taking part in training or any other activities we refer them to.
These obligations may be deferred to either parttime or work preparation obligations if they are limited in their capacity to work because of a health condition, injury, or disability. This is determined on
the advice of their doctor. People in this situation can earn up to a certain amount without it affecting their benefit.
MSD would only initiate an obligation failure if they were satisfied that the person did not have a good and sufficient reason for failing to meet their work or work preparation obligations.
Supported Living Payment is for eligible people with a long-term, significant health condition or disability who can’t regularly work 15 hours or more a week. They do not have any work obligations, but they can choose to work some hours while on the benefit. They can earn up to a certain amount before it reduces their benefit, which means they can do parttime work and still have the security of a benefit income. We provide assistance and financial support to many tens of thousands of New Zealanders who are limited in their capacity to work because of their disability, injury or health condition.
12. Some of our members have had challenging experiences with MSD case workers not understanding their needs. What would you recommend clients do in those circumstances?
We are sorry to hear that has been the experience of some of your members. Everyone has the right to the support and understanding from our team. We acknowledge some clients find it stressful engaging with us. When seeking assistance, people are welcome and encouraged to have a support person to provide some additional support.
If there are any individual situations you would like us to look into, let us know. If people have had an experience they don’t feel was acceptable, we would encourage them to use our complaints process. We also have a ‘review of decision’ process, and anyone can make a complaint to a beneficiary advocacy review group in their area. They are independent of MSD.
13. Why do people with lifelong conditions such as Down syndrome have to prove to MSD every year or two that they still have their condition?
It is a common misconception that MSD is asking disabled people to confirm that they still have a lifelong condition.
We are not questioning the disability. Rather, each year we are wanting to know if the person’s work capacity has in some way changed and they may now be seeking additional support or now have an interest in employment. In order to confirm this, the GP will need to confirm the disability and its impact on the person’s work capacity.
This is an important process and it means that MSD continues to allow opportunities for disabled people to indicate that their work capacity may have changed and they are now able or keen to talk about employment opportunities.
In some cases, the impact of a person’s permanent health condition or disability may change over time, for example because their condition improves or
they become better at managing their condition, with the result that their capacity for work also improves.
If the advice from the health practitioner is that the impact of a person’s condition on their ability to work is long-term, permanent and severe – and that is recorded on their medical certificate – then there is no ongoing requirement to provide medical certificates. There is a set of criteria that needs to be met for this to occur.
You can find out more information about this on our website here: www.workandincome.govt.nz/map/ income-support/main-benefits/supported-livingpayment/changes-and-reviews-supported-livingpayment/review-of-clients-health-condition.html
Figuring out Employment Service Providers (EPS)
When it comes to looking for employment, there can be so many things to take into account. What kind of industry do I want to work in? What kind of workplace would be fulfilling or feel safe to me? Are there industries I really want to be involved with, or ones I really don’t?
We ask children from the moment they can speak what they want to be when they grow up, but the reality is that most of us have no idea well into adulthood – and that’s ok! So many people are in jobs they ended up in through a combination of accident, circumstance, and giving something new a go. Plenty of us are in jobs we never even knew existed when we were kids. Some of us are in jobs that didn’t exist when we were kids!
But as we all know, people with Down syndrome face more barriers than most when it comes to finding either the right job, or the right job for now.
Organisations like Workbridge exist to work through these barriers, and hopefully find sustainable employment for all kinds of New Zealanders who face barriers to employment.
“Our organisation is all about the empowerment of people into employment,” says Katy Hetherington, Regional Service Manager for Auckland at Workbridge. “It’s about sustainable employment
that is meaningful and purposeful to them [our customers].”
Workbridge is one of four nationwide Employment Service Providers who are contracted through the Ministry of Social Development (MSD) to help people find employment. “We’ve got service covered from the bottom of the South to the tippy top of the North Island,” Katy says.
The other three employment service providers working nationwide are Deaf Aotearoa, NZ Spinal Trust, and Stroke Foundation of NZ. However, there are dozens more who work within certain regions, including Autism NZ, Pou Whakaaro, EmployNZ and many more. A lionk to the full list by region is available at the bottom of this article.
Katy tells me that many people assume that you have to be on a Work and Income Benefit to be referred to their services, but in reality, that’s only where about one third of their referrals come from.
“The next largest group is friends and family,” Katy says.
“The criteria to qualify whether we can work with you is that you are 16-64, you are a NZ citizen or permanent resident, you are presenting with varying barriers to employment and have the capability to work in open employment – it is the initial stage
of testing eligibility to our services. Anybody that fits within that criteria is eligible to test whether we can work together. Access to our Employment Placement service, is also subject to a kōrero around how our service works, partnership and what their aspirations are”.
Katy explains that Workbridge provide services from employment preparation through to the end of the first full year’s employment, checking in with both employer and employee to ensure the relationship is working for everyone.
“We work on developing an employment plan… what are your challenges to employment? What are your barriers? And let’s figure through that and what we’ll do together to check them out; jump over them, go around them, whatever it is we need to do.” Then we work to match and place our Job Seekers into vacancies who are supporting our Workbridge employers (our customers) to fill.
There is no cost to access an EPS with Workbridge, either for Job Seekers or Employers.
“It’s fully funded. We’re in a funding model here that rewards us for different milestones that we achieve in partnership with our customer groups – bottom line, sustainable employment outcomes change lives and enables Workbridge to keep being an important
part in that outcome, for those we serve now, and into the future.”
Naturally, working with prospective employees is only part of the equation. Katy discussed the importance of supporting employers to “understand the value, and why it is good business, to consider those we work with. Education and providing the right person for the job creates equal opportunities for all. Our role is to ensure employer education when needed, is at the forefront of removing any misconceptions or risks associated with the employment of the Job Seekers we serve.”
“I think that employers are misinformed, or not informed at all. And so, there are assumptions, there are myths, there are ideas around stereotyping a particular person in the world. I think that that is a barrier, big time – we are changing that here at Workbridge.”
Katy references the mahi the CEO of Workbridge, Jonathan Mosen, within the Workbridge Foundation, and along with others, is doing to change how disabled people are viewed and treated including employment. Mahi that Katy says she hopes “will filter down into the work we do here at Workbridge and diversify our ability to work across employment related opportunities within our EPS.” “We want to take every opportunity to educate
employers as to why it makes sense to do this and go here, and I think we’ve got more work to do in this space, but there are only so many things that we can keep juggling. I’d just love to see additional funding in our space where we can help employers to better understand it’s just good business to do business with us - and that can come from employing people who we work with, that have the skills and experience to be a valued member of any team.
Part of that juggle is ensuring those we serve, to include whānau, business owners and key stakeholders are made well aware of the value Workbridge can offer up in achieving sustainable employment outcomes.
Often you hear across services, “I didn’t know they existed. We don’t want to be that organisation.”
To find out more about Workbridge, visit workbridge. co.nz or call 0508 858 858.
To find out what other Employment Service Providers are available in your area, visit https:// www.workandincome.govt.nz/work/find-jobs/howto-choose-the-right-job/employment-servicesprovider-list.html
The Rose Award Presented to: Mitre 10 in Cambridge
nominated by Victoria Dodds
Victoria said “I would like to nominate Mitre 10 in Cambridge for the NZDSA Rose Award because of their inclusive employment practice”. Victoria said “My son Michael has worked part time at Mitre 10 for 3 years and he loves it! The inclusion and support this company give him are incredible. He is included in all staff events and he is supported by his manager Mr Jan Storm. Jan originally worked in the South African diamond mines as a human resource employer and employed many with disabilities. Jan shared that he found disabled employees were loyal and trustworthy and they worked hard so he has continued to support people with disabilities in New Zealand.
In March the team supported World Down Syndrome Day and all the staff wore coloured socks on the 21st March and invited Michael to work that day so he could share it with them”.
The NZDSA would like to acknowledge the team at Mitre 10 for displaying a welcoming and inclusive working environment. We think you are amazing!
by Sarah Paterson-Hamlin
At the base of one of Takapuna’s most recognisable high-rises, next to Shore City mall and just a block or two away from the picturesque Takapuna Beach, you can visit Flourish Café. Here you can enjoy a coffee or cake prepared and served by a young person with a learning disability. You won’t have to choose your timing to make sure you run into this trainee – everyone at Flourish is a disabled young person, learning the skills they need to transition into employment.
Hannah Sykes is the Programme Lead at Flourish, and she describes it as a safe place for trainees to learn the ropes of working in a café.
“They can make mistakes, they can learn, they can ask questions. Everything they learn is based on communication, teamwork, how to turn up on time, all of those skills that underpin the training.”
Flourish Café opened its doors in 2022, under the umbrella of Project Employ, a charity that was established in November 2021 for the purpose of finding innovative ways for young learning-disabled people to train for work in the hospitality industry.
“The aim is to have training cafés all over New Zealand ultimately,” Hannah explains. “We’ve proven the model works here, now we want to expand it all over New Zealand.”
The model involves taking on anywhere from four to nine trainees at any one time, who work in rostered 4-hour shifts at Flourish over the course of six
months. There is no cost to be a trainee, and each one is guided at all times by a programme tailored to their needs and aspirations. It’s a kind of half-way between work experience and a tertiary qualification that has seen the majority of its graduates find either paid employment, or inspiration to try the next part of their journey.
For example, two of the programme’s graduates are young people with Down syndrome. One has achieved the rare distinction of continuing employment within Project Employ itself, something the organisation limits significantly, as a paid intern over at the recently opened Air New Zealand café.
The other graduate is using some of the skills gained during her training period to further a promising modelling and acting career.
“The ultimate aim is to get everyone involved so that everyone has the equal opportunity for employment,” Hannah explains. “In December last year, we opened our second café at Air New Zealand, so that’s opened up opportunities in different areas for both us and the young adults.”
As one would expect, the main barriers to further expansion beyond Auckland are not motivation or demand, but money, and support from either the private or the public sector.
“As a charity we’re not Government funded at the moment. We’re reliant on those local businesses and funders to help us do the day-to-day running of the café.
“To open a café somewhere else you’ve got to know that there’s a need and that it would be sustainable. Now we know the model works it’s about finding those gaps, having conversations with people, bringing it all together. Unfortunately though, money is the biggest barrier at the moment.”
Hannah has plenty of evidence that the model does indeed work. The vast majority of Flourish Café’s graduates have either gone on to permanent employment elsewhere, or found the confidence to pursue other passions and courses of study.
One of the benefits of being a private charity, is that Project Employ is currently free of some of the restrictions that can come with other models.
“We take on anyone that identifies with a learning difference or an intellectual disability. We’ve had people with Down syndrome of course, then also autism, global developmental delay, dyspraxia, high anxiety, severe depression – a full range of different things.”
“The only time they have to disclose their disability is when they do the interview. That’s because as Programme Lead, if I know where they’re at then I can fit strategies for each individual better.”
Hannah recommends that anyone looking to transition into employment get in touch and give the training a go if café work is something that interests them, but that if that’s not their thing, then that’s ok too.
“I would say to really look at what’s out there and what the young person wants. I think we get so caught up in what we think they want or what we want for them… At the end of the day, they’re not going to turn up and be part of the team if they don’t want to be there.”
“It’s got to be about them. That’s our biggest thing.”
Ultimately, the kaupapa of Project Employ is the dignity and freedom that employment can provide when the fit is right.
“It gives us freedom. It gives us independence, the ability to do what we want to do. We’re all the same – if we can’t work, we can’t have that independence. Unfortunately, the world revolves around money.
“One of our graduates told me the other day, ‘I got to take my Mum out, how cool is that, I could pay!’” If you’re reading this and you want to support Project Employ, there are a few ways to do so. If you’re close enough to Takapuna of course, head on over and grab a coffee.
“That interaction is probably the biggest thing for our trainees,” Hannah says. But if Takapuna is a bit of a hike, then don’t worry!
“If you’re further afield, shouting us out, letting people know about us. Donating and supporting us in that way is huge as well because the more opportunities we can provide the more our people can… I need to find a new word but… flourish!”
Resources from Kindred
The team at Kindred have teamed up with us at NZDSA to create two incredible resources for the Down syndrome community when it comes to employment. Their Employer resource kit provides employers with everything they need to start a successful employment relationship with someone with Down syndrome, including the benefits of hiring someone with Down syndrome, information about services that can help employers with information or funding, a guide to an inclusive workplace and loads more!
The second resource is for jobseekers with Down syndrome and their whānau. This book is made up of five sections:
1. Get to know yourself
2. Looking for a job
3. Applying for a job
4. Interviews
5. Starting a new job
It’s the ideal companion to figuring out the kind of career you might be interested in and how to take that to the next step.
Copies are available at the NZDSA website here: https://nzdsa.org.nz/resources/
To find out more about Kindred see their website: https://www.kindred.work
STRIVE’s Review of the Career Plan Workbook
If you want to find a job or if you want to apply for a job then you should read this resource. This book is for everyone not just people with Down syndrome. It has great ideas for anyone looking for a job.
This resource will help you to know how to present yourself at an interview.
It provides lots of helpful tips.
This book gives great ideas for people to get jobs. It has tips to create a CV. It has ideas on how to apply for a job. It gives you tips for the interview day. It has many helpful links to find more information.
You can find this resource on the NZDSA website - look for resources and then you will find the resource or you can use the search button to find the document.
We would give this resource a 5/5 star rating.
CDSA Hits The Bowling Green
Some of CDSA’s members hit the bowling green for Have another go at Lawn Bowls on a recent stunning Canterbury morning. We were hosted by Kevin Smith and his team at Riccarton Racecourse Bowling Club.
Me & My Job - Vinnie
I am very excited to work at the airport. I do everything like cleaning the dishes, sweeping the floors, wiping tables, wiping tables, making salads, and ordering the soft drinks for the buffet. I also wash the dishes and help in the kitchen.
I like talking to customers and my colleagues.
I was a bit nervous going for my interview but the interviewers were very kind and all my team members are so helpful. I was so excited to hear that I got the job and I love my job.
Thank you
Vinnie
NEO Notes
Whiria te tangata
– weaving the people together
National Volunteer Week was celebrated between the 16th and 22nd June 2024, providing an opportunity to celebrate, thank, and honour the volunteers who enrich the Down syndrome community in Aotearoa. This year’s theme was ‘Whiria te tangata – weaving the people together’. The NZDSA recognises that volunteering weaves us together and strengthens the fabric of the Down syndrome community in Aotearoa.
The New Zealand Down Syndrome Association was established by volunteers 43 years ago, and volunteers continue to play a crucial role in the development and evolution of the Down syndrome community. The NZDSA receives no government funding for delivering our information, support, education, and advocacy services so we continue to be sustained by the incredible mahi and aroha of volunteers across the motu. Volunteering is a powerful movement, and the time, skills, knowledge and energy volunteered continues to weave our community together. To all our volunteers, thank you for everything you do for the NZDSA.
The Rose Awards could be a wonderful way to recognise a volunteer in your community who facilitates the inclusion of people with Down syndrome or provides support or services to our community. Send me an email telling me why you are nominating someone for the Rose Award and I will send them a box of Rose’s chocolates and a certificate.
The NZDSA volunteers have been involved in systemic advocacy since its establishment. The NZDSA advocacy work may not always be visible, but we work tirelessly to inform policies so that the delivery of services and supports can meet the needs of our community.
The current Government’s continuous announcements of changes, along with the call for Government ministries and agencies to cut spending by 6.5 to 7.5 percent, and the ongoing
financial pressures on community organisations, will continue to have significant impacts on the disability sector. However, these challenges have also provided an opportunity for greater advocacy collaboration in the disability sector. The NZDSA is a member of various peak bodies, networks, alliances, and advisory groups which include Carers Alliance, the New Zealand Disability Support Network, Aotearoa Safeguarding Adults Alliance, Family Leadership Alliance, Parent/Whānau/Family Network, and Education For All. Additionally, we have representation on Enabling Good Lives, the Supported Decision Making Advisory Group, and Whaikaha’s Strategic Advisory Group. At times, engaging in systemic advocacy work requires working independently, and at other times, it is more effective to collaborate and work with allies to progress key advocacy messages and work towards our shared goals for the disability sector. In line with the theme of systemic advocacy, the NZDSA is aware of the needs of our community and the lack of support. However, this information is often based on personal accounts and may not be taken seriously by professionals and officials because it is not backed by evidence. I am pleased to note that this situation has recently changed with the release of two important documents. The first document is the newly published report by IHC, titled “From Data to Dignity: Health and Wellbeing Indicators of New Zealanders with Intellectual Disability.” This report provides a wealth of information across various areas about the population with learning disabilities in Aotearoa. The second document is the published article “Results of inaugural international Down Syndrome Societal Services and Supports survey.” This article assesses the specific support available for people with Down syndrome across different aspects of life such as healthcare, education, policy, independence, and community inclusion. The article revealed that overall, New Zealand ranked 14th out
of 50 countries, but it was not surprising to see that we ranked 28th in the education domain. These documents reinforce our advocacy message that the New Zealand Government is not fulfilling its obligations under the United Nations Convention on the Rights of Persons with Disabilities. The essence of the NZDSA is to accept, understand, and connect. I think the Kōrero and Kai series was a vehicle to demonstrate this essence. Meeting families in various regions across the motu once again highlighted how important it is to provide opportunities to connect our community and to provide the space for people to feel understood and accepted. I heard a parent say, “I don’t have to explain, I know that everyone gets it and they have useful information to share and are so supportive”. We hosted a Kōrero and Kai in Invercargill in April and another event in May in Dunedin. We rounded off this series in Havelock North at the end of May. I would like to extend my thanks to everyone who supported this event.
In closing, I would like to thank the volunteer members of the NZDSA National Committee for all their dedication and their contributions to our community. I would also like to remind you that this year is an election year for the NZDSA and we are calling for nominations. Please see our notice page for details.
Hei konei rā Zandra
Easy ReadEmployee Rights in New Zealand
Easy Read Guide to the rights of New Zealand employees (workers)
This article is about what employees are entitled to according to New Zealand law and how employees (workers) should expect to be treated by their employer (boss)
Introduction
Everyone employed to do a job in New Zealand has a minimum standard of rights they are entitled to (allowed). If employers do not give their workers these rights, they are breaking the law.
These are the MINIMUM requirements employers must follow. Many employers may choose to provide additional rights and benefits to their workers as well.
Pay
The Minimum Wage is the amount every employee must be paid for each hour they work. All workers in New Zealand over the age of 16 must be paid at least the minimum wage.
Employers can still apply to pay disabled workers less than the minimum wage at the moment, but that is changing very soon.
In New Zealand in May 2024, the Minimum Wage is $18.52 per hour for trainees (people learning to do a job who have just started), and $23.15 per hour for adult workers who are not trainees.
If you work for 15 hours a week for example, Minimum Wage will add up to $347.25. If you work a 40-hour week, the total will be $926.
These amounts are before tax, which means the amount you receive in your bank account will be less than this. How much less depends how much tax you need to pay.
Employees are also entitled to equal pay and equal rights under New Zealand law. This means that employees should not be treated or paid differently based on anything other than the work they do.
Breaks
Employers must pay for minimum rest breaks and provide unpaid meal breaks.
If you work for more than 2 hours you must be paid for one break lasting 10 minutes.
If you work more than 4 hours, you must be paid for one 10-minute break and be given a 30-minute unpaid meal break.
The breaks you are entitled to continue to increase the more hours you work in a row. Employers cannot ask you to work for longer than 16 hours in a row.
Leave and holidays
Once you have worked for your employer for more than 6 months, you are entitled to 10 days per year paid sick leave.
For every year that you have worked for an employer, you are able to take four weeks of holiday each year while still being paid as if you were at work.
After you have worked for an employer for six months, you can take a minimum of three days bereavement leave – this is leave you can take when someone close to you dies.
All workers can get a paid day off on public holidays such as Christmas Day, Matariki, or their region’s anniversary day, as long as they would normally work on that day. If they agree to work on a public holiday, they must be paid one-and-a-half times their normal pay. This is called being paid time and a half.
Health and safety
In New Zealand, workers must be given as much protection from things that could hurt them or be unsafe as possible.
A worker has the right to stop working or to not do some work if they think it is too dangerous for them or someone else. For example, if an employer asked their employees to go driving in a car with no seatbelts, they could say no to that, even though their boss has told them to do it.
Unions
A union is an organisation that stands up for workers as a group. A union might look after workers in a certain workplace, or they might cover a certain group of workers, for example the NZ Nurses Organisation or the NZ Professional Firefighters Union.
All employees have the right to join a union. They don’t have to if they don’t want to.
Your employer is not allowed to treat you differently because you are in a union. They also aren’t allowed to tell their employees that they can’t join a union.
Respect and reasonable accommodations
Employers and the people you work with are not allowed to treat you differently or unfairly because of who you are. That means, it is against the law to treat someone badly at work because of their age, skin colour, where they are from, sex or gender, religion, disability, or other things that make up who a person is.
In New Zealand, employers have to make what is called “reasonable accommodations” for disabled people they employ. This means they need to do what they can to make a workplace easier for the disabled people who work there.
Reasonable accommodations could be things like changing the hours of work, making sure certain areas are wheelchair-friendly and have ramps, or providing clear schedules for the day’s work.
Contact Directory
NZDSA Committee
Kim Porthouse President 0800 693 724 president@nzdsa.org.nz
Zone 3 Representative Whanganui, Manawatū, Gisborne & Hawke’s Bay 0800 693 724
Bev Smith
Zone 1 Representative Northland 0800 693 724 northland@nzdsa.org.nz
Zone 4 Representative Wellington & Wairarapa 0800 693 724
Maia Faulkner Zone 1 Representative Auckland 0800 693 724 auckland@nzdsa.org.nz
Angelique van der Velden Zone 5 Representative Ashburton & all areas above 0800 693 724 zone5@nzdsa.org.nz
Gwen Matchitt Vice President
Zone 2 Representative Waikato, BOP & Taranaki 0800 693 724 zone2@nzdsa.org.nz
Averill Glew
Zone 6 Representative All areas below Ashburton 0800 693 724 zone6@nzdsa.org.nz
Shelley Waters Treasurer treasurer@nzdsa.org.nz
NZDSA Staff
Zandra Vaccarino
National Executive Officer 0800 693 724 neo@nzdsa.org.nz
Jess Waters Social Media & Information Officer hello@nzdsa.org.nz
Regional Liaison Officers
Corrie Paice Taranaki Community Liaison Officer 0800 693 724 taranakidownsyndrome@gmail.com
NZDSA Socials
Averill Glew Self-Advocacy Portfolio averill@nzdsa.org.nz
Linda te Kaat National Administrator 0800 693 724 na@nzdsa.org.nz
Siobhan Vaccarino Administration Support Officer hello@nzdsa.org.nz
Sarah Paterson-Hamlin CHAT21 Editor editor@nzdsa.org.nz
Daniel te Kaat Graphic Designer 021 22 333 93 daniel@slaughterhaus.co.nz
Kathryn Sadgrove Northland Coordinator 0800 693 724 ksadgrove@xtra.co.nz
The NZDSA has a Facebook page that serves as a community forum and notice board for relevant issues, events and stories. facebook.com/NZDSA
Follow us on Instagram to see what our communities are up to at nz_down_syndrome
Check out the NZDSA’s website at nzdsa.org.nz
Paula Beguely Auckland Community Liaison Officer 0800 693 724 clo@adsa.org.nz
Pauline Marshall Canterbury Community Liaison Officer 0800 693 724 cdsainc@gmail.com
NZDSA Membership
Membership is now done online. For all details please go to www.nzdsa.org.nz or for any queries please ring 0800 693 724. If you have not received an email to update your membership online please call the number above.
Donations
The NZDSA receives no Government funding and relies solely on donations and grant applications to keep us running. If you can make a donation big or small, please go to www.nzdsa.org.nz or ring 0800 693 724.
success in school
for children who learn differently
Providing detailed information, practical guidance, and strategies for educating students with Down syndrome and other special learning needs.
Next workshop: 5 & 6 August 2024 - via zoom 8.45am - 2:30pm each day
The cost is $300 (incl GST) per person for professionals, and $100 for parents & whanau.
Our presenters
We have 11 fantastic presenters including adults with Down syndrome, and many professionals who work actively with our SENCO's, teachers, teacher aides, specialist staff, parents , and anyone involved in educating students with Down syndrome and other special learning needs.
Day 1 - Monday 5th August
STRIVE Self Advocacy Group - Abigail Knight
Universal Design for Learning - Dr Jude MacArthur
Learning Profile of students with Down syndrome - Paula Beguely
What school was like for me - Lily Mae Ivatt-Oakley
Supporting positive behaviour - Susan Fawcett
Friendship - Fehm Hussain
Day 2 - Tuesday 6th August
ADSA - How we can help you - Paula Beguely
Home & School Relationship - Paula Beguely
Numeracy and adapting the curriculum - Dr Rhonda Faragher
www.flyingkites.org.nz
“The online format was great. I honestly feel like I've hit the jackpot. The presenters are just a fantastic treasure trove of information. I would happily listen to them all again.”
This workshop can be attended by anyone in New Zealand
PAGE 14
Numeracy in Practice - Numicon - Catherine Huxford
hello@flyingkites.org.nz or 0225285543
Literacy - Dr Sally Clendon
Using visuals - Fiona Kenworthy
Collaboration for Success - IEPs - Andrea Smart
IHC
IHC Library
In this edition we are looking at library resources on employment.
From Data to Dignity
IHC’s research report
‘From Data to Dignity’ sheds light on the challenges faced by intellectually disabled people in accessing employment and financial stability. Shockingly, 57% of intellectually disabled adults lack qualifications, in contrast to the 12% in the general population. Only 21% of intellectually disabled people find paid employment, compared to 78% in the general population. Even more alarming is the fact that 39% of intellectually disabled youth aged 15–24 are not in Education, Employment, or Training (NEET), highlighting a systemic failure in transitioning intellectually disabled people to the workforce. With an average annual income of $30,000, intellectually disabled people grapple with economic hardship throughout their lives. As intellectually disabled people age, the income gap widens. For those aged 55–64, the disparity between the household income of intellectually disabled people and people in the general population skyrockets to over $20,000, further perpetuating financial disadvantage.
With more focus on inclusive employment practices, providing tailored education and training programs, and challenging societal perceptions, we can close the income gap and move towards a more equitable future.
Full and Easy-Read copies of the report and a link
to the app are available online. https://www.ihc.org. nz/publication-types/advocacy (Report) https:// ihcnewzealand.shinyapps.io/IDI_report/ (Web application)
Print copies of the report can be requested from the IHC Library
Talkabout transitions: from education to employment
By Chris McLoughlin and Alex Kelly
“This is a comprehensive programme of activities designed to support young people as they make the transition from education to employment.
Following the hugely successful Talkabout structure, the programme is broken down into topics and activities, each constructed to teach the skills necessary for further education or employment. Topics explore the various opportunities available to school leavers, offer guidance on the application and interview processes and consider the skills necessary to make employment a success. Exploring transition as a process of discovery, this programme takes the fear and uncertainty out of this time of change. The resource includes: Assessment and evaluation forms to help assess the needs of the individual and personalise the programme 40 engaging activities Fully photocopiable and “downloadable colour” resources to facilitate group sessions This book is an
invaluable resource for professionals working with teenagers and young adults with SEMH needs, autism spectrum disorders and intellectual disabilities. The programme would also benefit teenagers and young people daunted by change or struggling to find or remain in employment.” -- Provided by publisher.
M PLOY: a job readiness workbook
By Michael McManmon and with a foreword by Carol Gray
“This self-guided workbook is suitable for young adults aged 16-26, and includes activities designed to develop key skills for meaningful careers, so young people can enter employment with confidence. It provides everything you need as a parent, educator or professional to assist young adults with autism or learning differences to prepare for work.” - Provided by publisher.
Neurodevelopmental disabilities
and employment: Helping learners prepare for the social demands in the workplace
By Dorothy C. Leman
“This book provides a comprehensive curriculum on essential job-related social skills that will aid educators, job coaches, behavior specialists, behavior analysts, and other professionals to improve employment outcomes of individuals with autism spectrum disorder and other neurodevelopmental disabilities. The curriculum guides instructors through an objective behavioral assessment of critical, social, and problem-solving skills, and provides a framework for identifying individualized, effective teaching strategies using a response-tointervention approach. This book will present a
vocational social skills curriculum that is divided into two parts: The Vocational Social Skills Assessment Protocol (VSSA) and the VSS Intervention Protocol (VSSI). Chapters explore skills such as conducting the VSSA and VSSI, collecting data for the VSSA, and interpreting VSSA and VSSI results. With a focus on evidence-based interventions that may be practical for supervisors to implement on the job site, this curriculum is designed to foster positive relations in the workplace and promote long-term employment.” -- Provided by publisher.
Featured Journal Article
Barriers and facilitators to accommodations in the workplace for adults who use augmentative and alternative communication (AAC): a systematic review
By: Lackey, Stephanie. Contributor(s): Batorowicz, Beata | Davies, T. Claire | Li, Shuangxi | Pinder, Shane | van Engelen, Sydney | Watson Hyatt, Glenda.ABCD Series: Augmentative and Alternative Communication 39 (3) 181-197: 2023.
“Workplace accommodations can reduce barriers to employment for people who use augmentative and alternative communication (AAC), however, the lack of accommodations continues to challenge participation in employment. This systematic review identified and analysed barriers and facilitators to implementing workplace accommodations for adults (19 years and over) who use AAC. The findings of this review suggest that implementing workplace accommodations for adults who use AAC strategies is complex and further research is needed to advance practices and policies that support the implementation of workplace accommodations.”Provided by publisher.
Please contact the IHC library team (Phil, Ros and Michael) on 0800 442 442, email them at librarian@ihc.org.nz or visit the online catalogue at https://ihc.mykoha.co.nz/ You can watch their library video at https://www. youtube.com/watch?v=AunmBYTIZTM
Call for Nominations for the NZDSA National Committee
The current members of the NZDSA National Committee are all volunteer parents whom NZDSA members have elected within their respective zones.
The NZDSA invites nominations to the NZDSA National Committee for Zones 2, 3, 4, 6 and the President. Zone 1 Auckland, Maia Faulkner is seeking re-election for her next three-year term.
The Zones 1 (Northland) and 5 representatives as well as the Treasurer are continuing their term of office on the National Committee.
Shelley Waters, will continue with
The term for all positions will start at the AGM in October 2024.
The NZDSA will post all the information on our website or you can contact Linda na@nzdsa.org.nz and she will email you a nomination form and all the relevant information.
Please Note:
• Nominations must be received by Monday 19th August 2024
• Only financial NZDSA members may nominate, vote or be elected. Basic and Partner members are not eligible to nominate, vote or be elected.
• Prior to election or appointment, every nominee must consent in writing to be a Committee Member, complete a police check and certify in writing that they are not disqualified from being appointed or holding office as a Committee Member by the Rules, Election policy of the NZDSA, the Incorporated Societies Act and the Charities Commission requirements.
NZDSA AGM
The NZDSA AGM is on the 21st October 2024 at 7.30pm. We will share the zoom link via Enews, Facebook and the calendar on the NZDSA website.
Numicon Kits
We still have Numicon kits available if you are interested in loaning one for the school year. Numicon is a multi-sensory, structured maths programme. If you would like to know more about Numicon the website is http://www.numicon.co.nz/
• The NZDSA has 16 kits to loan to NZDSA members.
• These kits can be used at home or school.
• The loan period is from February/March to the end of November.
• The NZDSA does require you to pay a refundable bond of $60.00.
• The NZDSA will reimburse you the $60.00 bond if the kits are returned clean and complete.
• The only cost to you is the courier and handling fee which is $40.00 and the cost of returning the kit to the NZDSA. If you would like to borrow a kit please contact Linda te Kaat at na@nzdsa.org.nz or 0800 693 724.
Tell us your story!
We are looking for adults with Down syndrome to tell their life stories! We will either publish these stories in a book or include them in CHAT21 or on the NZDSA’s website. We will be looking at different aspects of life stories, for example education, work, friends, love, leisure time, spirituality, inclusion, and dreams for the future. If you are interested in being part of this project, please contact Zandra at neo@nzdsa.org.nz and we will send you a list of questions that you could have a look at. We will organise a Zoom meeting where you can tell us your life story. You are welcome to bring a support buddy or whānau member to this Zoom session. Hope to hear from you soon!
Thanks
Thanks to the following funders and sponsors who have made donations to the NZDSA this financial year:
• Lottery Grants Board
• COGS: Rodney/North Shore
• COGS: Hamilton
• COGS: Auckland City
• COGS: Coastal Otago
• COGS: Manukau
• COGS Southland
• COGS Manawatū/Horowhenua
• COGS Whangārei
• Grassroots Trust Central Ltd
• Holdsworth Charitable Trust
• Eastern & Central Community Trust
• Te Whatu Ora — Health NZ
• Ministry of Social Development
• Joyce Fisher Charitable Trust
• Pub Charity
• T G Macarthy Trust
• Lion Foundation
• Southern Stars
• Lindsay Foundation
