Different experiences

People working in different parts of Victoria have different experiences and needs in relation to the NDIS, and it is important that these are considered. The needs of these key groups are outlined below.

Regional vs metropolitan workers

There were many areas where regional workers experienced their work and the NDIS differently to metropolitan workers. Key significant differences between regional and metropolitan workers included:

Metropolitan workers were more likely to agree that:

• there are possibilities for career progression in their sector
  • 47% for metropolitan
  • 38% for regional
• they have the freedom to decide how to do their work
  • 44% for metropolitan
  • 31% for regional
• they report being discriminated against for race or ethnicity
  • 9% for metropolitan
  • 2% for regional
• they will still be in the sector in five years' time
  • 50% for metropolitan
  • 41% for regional

Regional workers were more likely to:

• say that their job is more stressful than they had even imagined
  • 60% for regional
  • 52% for metropolitan
• agree that they are paid fairly for the things they do in their job
  • 47% for regional
  • 39% for metropolitan
• feel they are discriminated against for their family situation
  • 10% for regional
  • 5% for metropolitan

Workers at different stages of the NDIS rollout

Findings also varied by whether a worker was not yet working under the NDIS, was currently mid NDIS rollout, or was working in a region that had been rolled out for some time. Those classed as mid-rollout in this analysis were working with clients that had been under the NDIS from October 2017, while those classed as rolled out were working with clients in regions that had been under the NDIS since mid-2016 or earlier.

Those who were working under the NDIS (either rolled out or mid-rollout) were less positive about their work and the NDIS than those not yet working under the NDIS.

Those NOT rolled out were more likely to agree with the positive statements that:

• they felt very positive about their work
  • 26% not rolled out
  • 18% mid roll out
  • 13% rolled out
• there were possibilities for career change in their sector
  • 52% not rolled out
  • 41% mid roll out
  • 44% rolled out
• they get paid fairly for the things they do in their job
  • 51% not rolled out
  • 42% mid roll out
  • 40% rolled out

Those rolled out were more likely to agree with the more negative statements that:

• their job is more stressful than they had ever imagined
  • 41% not rolled out
  • 56% mid roll out
  • 59% rolled out
• the NDIS creates new frustrations for them in their workplace
  • 54% not rolled out
  • 66% mid roll out
  • 75% rolled out
• the NDIS means less time on what matters most
  • 29% not rolled out
  • 38% mid roll out
  • 45% rolled out
• the NDIS means less training in my job
  • 20% not rolled out
  • 31% mid roll out
  • 38% rolled out
• lack of time is a barrier to participating in training
  • 35% not rolled out
  • 52% mid roll out
  • 60% rolled out
• lack of funding is a barrier to participating in training
  • 39% not rolled out
  • 41% mid roll out
  • 53% rolled out