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What is induction?

The purpose of induction is to gradually introduce a new or existing employee who has acquired a disability, to their new work environment. Induction involves gaining insight into:



the reality of a new job, i.e., the specific aspects of the work (how it is performed), the expectations of the employer and initial on- the- job training;
how an organisation works i.e. the role of the new employee within the overall work environment and how that employee interacts with and relates to supervisors, team leaders and other work colleagues.



A range of factors will determine whether or not an organisation or company provides an induction process for new staff. While in some circumstances a new employee may be thrown in at the deep end, this is not good practice and most companies or organisations will provide some form of induction, either informally (sit and watch) or through more formal procedures.

Induction is a process, which may take place irrespective of whether or not there is an official probationary period. It is usually led by a supervisor and involves the collaboration of work colleagues.

For people with disabilities who have successfully come through the interview process, effective induction is critical. Many leave their new jobs at an early stage due to the lack of or ineffective induction.

Depending on the nature and severity of the disability, it is at this stage that initial physical, communication, attitudinal and other barriers manifest themselves, requiring an appropriate response. It should be remembered that for employers, people with disabilities and co- workers, the initial response can often be experimental or temporary. The induction process should be regarded as the initial phase of an integration programme, which identifies particular needs and provides appropriate accommodations and ongoing support, as necessary.

It is equally important to remember that a new employee with a disability got the job on the basis that they are capable of undertaking the work, with (or often without) some form of accommodation or assistance. The induction process is about how to do the job and what forms of assistance are required to realise that capacity, not whether or not the job can be done. The induction period, depending on the complexity of the work environment or tasks involved, is usually quite short, but more time may be necessary when the new employee has a disability, depending on the nature and severity of that disability.

For employers, co- workers and people with disabilities, the induction process can be, to varying degrees, both a stressful and apprehensive time. The management of the work environment, appropriate assistance, education and training, collaboration of management, work colleagues and people with disabilities require sensitive consideration and appropriate action. If relevant and appropriate a job coach will work with the employer and new employee during the induction process. As the process continues, where barriers are addressed effectively, it can be a confidence- building time, where an employee with a disability can enjoy the benefits of working life and the workforce and employer can benefit from their contribution.

[Example: An employee with a learning disability is undergoing induction and on- the- job training at a company. He has been hired to deliver messages. It is noticed during his training that he often mixes up messages for ‘R. Naughton’ and ‘T. Naughton’. The supervisor knows about his disability, suspects that the performance problem is linked to it, and knows that this particular employee may be unable to ask for a reasonable accommodation because of his disability. The supervisor asks the trainee about mixing up the two names and asks if it would be helpful to spell the first name of each person. When the trainee says that would be easier, the supervisor instructs the receptionist to write the full first name when messages are left for one of the Naughtons].