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Thank you for the considered response. It sounds like you have considered pretty much the whole gamut of challengers! You definitely have a well positions ed senior leadership and middle management team. Finding the right staff for training positions is potentially your greatest challenge, as such individuals needs a lot of passion and volition to persist in the face of significant functional and psychosocial barriers. I hope your onboarding and induction / continuous development program is as robust as the other aspects of your proposal. Wishing you all the best - bahvioural and culture change is always the toughest but most rewarding! Good luck Adisa!

Innovation is all about the right application for an existing concept!

A commendable goal, uspkilling and empowering people with disability, to secure employment. Some 'food for thought', which hasn't been elaborated on as yet although you may well have considered and addressed these offline:
-qualifications and skills of the trainer / counsellors / placement officers?
-intake and triage for potential client and allocation to a more customised stream of services
-individual or group based coaching and job seeking sessions (group sessions can be quite positive for many reasons, including social exposure, normalisation of someone with a disability actively seeking employment, and time efficiencies which is a real concern as well when resources are stretched but you don't want to sacrifice quality)
-coaching methods most applicable, such as motivational interviewing (and what is culturally efffective)
-pride and shame considerations, along with poor confidence, and how to address this to ensure appropriate disability disclosure during interviews and applications
-work experience / host employer networks to build skills and confidence
-utilising allied health professionals to liaise with with doctor and other treaters, to drive recovery in support of obtaining employment (work experience can play a factor in this)
-employer engagement strategy isn't clear, and there are no explicitly stated incentives for employers states (be they tangible or intangible)
-would government consider tax breaks or other financial incentives for those hiring people with a disability
-how are you measuring a drop in stigmatization of 80%? What's your baseline?
These are just a few thoughts. Australia has a number of good providers of this type of service, and whilst their are cultural considerations, these will provide a good framework on which to build. Look into Disability Employment Services (DES) in Australia, it's a federal government supported scheme. All the best with this endeavor!