How does TURSA support employers?

TURSA supports employers by understanding their needs for specific roles and tailoring services to meet those needs. We engage with employers to identify requirements, provide training packages based on needs, offer support for workplace modifications, and assist in testing participant suitability through paid work trials. TURSA also collaborates with employers to address barriers and enhance service delivery.

Job Placement Services

• We connect participants with employment opportunities from our extensive database, ensuring alignment with job requirements.
• Employers can test participants’ skills in the workplace via job trials to verify suitability.

Pre-Employment Training

• We offer industry-specific training to equip participants with essential skills.
• We can organise Third-party training to enhance their readiness for employment.

Specialist Support for Employers

• Each TURSA participant has a dedicated Employment Adviser or Disability Employment Advocate that will support them from their first appointment until at least 6 months on the job. Providing you additional peace of mind.
• Our team includes Business Liaison Officers, Work Placement Officers, and Employment Advisers who cater to employers’ needs effectively and inline with business needs.

Community Links for Diverse Pathways

• We leverage local community connections to provide diverse employment pathways for participants, increasing their chances of successful employment.

Continuous Improvement

• We conduct annual labour market reviews, collaborate with employers, and utilise stakeholder feedback to drive positive outcomes.

TURSA: Championing Employment for Individuals with Barriers

TURSA, as a Job Services Provider, successfully supports employment for people living with barriers. TURSA understands the unique challenges and strengths of individuals with barriers and works closely with them to find suitable employment opportunities. TURSA also works closely with other community organisations, employers, and participants to ensure they have the tools, support, and modifications needed to achieve their goals.

Hiring Individuals with Barriers: A Guide for Employers

So, you’ve read a little about the facts and benefits of hiring people. Let’s delve into the practical steps to make this process successful. 

When hiring candidates with barriers, we keep the following points in mind:

• Rethink the Interview Process: There may be better approaches than traditional interviews. Instead, focus on observing and assessing candidates based on their abilities within your organization or team. Look beyond scripted answers and consider their practical skills and potential contributions.  
• Holistic People Processes: Consider the entire employee lifecycle, from hiring to onboarding. Ensure that your processes are inclusive and supportive. This includes adapting your career progression paths to accommodate diverse talents and strengths.
• Respect Differences: Embrace diversity by acknowledging and respecting individual differences. Autistic individuals bring unique perspectives and skills to the table.
• Mentorship: Provide mentorship programs to support neurodiverse thinkers. Mentorship goes beyond career planning—it helps navigate workplace nuances and fosters a sense of belonging. Speak with your Job Service Provide for more information.
• A guide for Employers CLICK HERE

Remember, every workplace can make a difference by adopting these changes, many of which are low-cost or cost-free.

Employing individuals with barriers is a win-win situation. It provides opportunities for a marginalised group while bringing unique skills and perspectives to the workplace.