Key outcome areas and actions: Attitudes and behaviours Aim Action Timeframe Person Responsible Senior management sponsor and champion commitment to access and inclusion. Disability awareness and confidence/competence training is provided for executive teams and boards. 2016 Executive Teams Senior leaders raise the profile of access and inclusion in their communication by promoting the implementation of the Disability and Inclusion Action Plan in their teams. Ongoing for duration of the plan Executive Teams A Disability Champion is appointed and communicated across the Environment and Heritage Portfolio. 2016 and ongoing for the duration of the plan. Executive Teams Secure Disability Inclusion Action Plan implementation budget from Office of Environment and Heritage Strategic Initiatives Pool. 2016–17 budget cycle Executive Director Finance Procurement Performance and Services Governance and accountability arrangements are clear and progress is communicated. Progress will be monitored, reviewed and reported quarterly and annually by the steering committee. Ongoing for duration of the plan Corporate Planning and Reporting Organisational Development and Culture A progress report will be provided to the OEH Executive at the 3rd quarter of each financial year for the duration of the plan. Ongoing for duration of the plan Organisational Development and Culture Communication plan is created and implemented to share updates and success stories with the workforce and community. 2016 and ongoing annually. Organisational Development and Culture
Portfolio Communication and Marketing teams Employees develop increasing awareness of accessibility and inclusion issues and the needs of people with disability. Conduct annual awareness events across the Portfolio for International Day of People with Disability, R U OK? Day. Annually Organisational Development and Culture Disability awareness information to be included in all staff induction programs, including volunteers. 2016 and ongoing annually. Recruitment Disability awareness training is available and delivered to all staff and managers. From 2016 and over the life of the plan Workforce Capability Development Develop a dedicated intranet page for accessibility and inclusion information and resources, such as: managers’ toolkit effective communication with people with disability disability employee network information workplace adjustments policy links to external organisations. 2016–17 Organisational Development and Culture Work Health and Safety Investigate opportunities for customer service training for front line and service delivery staff (including volunteers) that includes best practice content on building confidence and competency in inclusive service provision practices. 2016–17 Portfolio Workforce Capability Development Customer Experience Division Contact centre and reception staff receive training and resources so that they can take 2016 Customer Experience Division
and make calls via the National Relay Service for deaf, hearing-impaired and speech-impaired customers. Communications feature people with disability. Review organisation communication plans and identify opportunities to include images, appropriate language and stories of people with disability in internal and external communications. Incorporate identified opportunities into communication plans. From 2016 and over the life of the plan Portfolio Communication and Marketing teams Liveable communities Aim Action Timeframe Person Responsible Service users provide input on the accessibility of services. Consult and engage with the community about accessibility and inclusion planning for park facilities, visitor facilities, visitor experiences, services, consultation and communication processes. Incorporate into existing consultation and feedback processes where possible. Explore feasibility of conducting a survey of community members as a feedback mechanism. 2016 and ongoing National Parks and Wildlife Service Regional Operations Group Taronga Conservation Society Australia Environment Protection Authority Botanic Gardens Sydney Living Museums Jenolan Caves Reserve Trust Western Sydney Parklands and Parramatta Park Science Division The physical environment is Review and enhance processes to ensure 2016 Facilities, Asset and
Employment Aim Action Timeframe Person Responsible The recruitment process is accessible. Unintended barriers to the mainstream recruitment processes are removed. Review and update the recruitment and selection process (including assessment processes) to ensure it is accessible for people with disability. Seek feedback and consultation from the Disability Employee Network and review best practice. 2016–17 Recruitment Strategies are in place to increase the employment of people with disability. Develop and implement a talent strategy. Include actions to: attract candidates with disability engage hiring managers to source candidates with disability. 2016–19 Organisational Development and Culture Branch Establish linkages with providers to source candidates with disability for suitable roles. 2016–17 Recruitment Establish a working group across the portfolio to identify sustainable programs to increase employment opportunities which may involve: customised roles traineeships cadetships internships volunteer/work experience mentoring programs and/or graduate programs. 2016–19 Organisational Development and Culture Offer training for people with disabilities to help them in the workplace 2016–19 EPA Robust workplace adjustment policy and process is in place. Develop and promote a policy that includes: a workplace adjustments procedure (including toolkit/resources to assist managers and employees) to remove 2016–17 Work Health and Safety Employee Relations
barriers to employment, internal mobility, promotion and to retain talent, seek feedback and consultation from the Disability Employee Network and review best practice. Provide training, coaching and resources for the recruitment team on inclusive recruitment and the workplace adjustments procedure. 2016 and ongoing Recruitment Work Health and Safety Provide coaching and resources for selection panels/hiring managers and managers on inclusive recruitment and the workplace adjustments procedure. 2017 Recruitment Work Health and Safety Learning and development opportunities are accessible and inclusive. Review and enhance learning and development programs and processes to ensure they are accessible and inclusive for people with disability. Seek feedback and consultation from the Disability Employee Network and review best practice. 2016–17 Portfolio Workforce Capability Development Ensure information about training and development opportunities is accessible and compliant with Web Content Accessibility Guidelines (WCAG 2.0 AA) standards. 2016 Portfolio Workforce Capability Development Ensure procurement process for new learning and development programs include accessibility criteria. Seek feedback and consultation from the Disability Employee Network where appropriate. 2017 Workforce Capability Development Finance, Procurement, Performance and Services Internal meetings and events are accessible and inclusive to employees and visitors with disability. Develop and promote an inclusive meetings checklist. 2016 Organisational Development and Culture
Support and advocacy for access and inclusion issues is available within the organisation. Set up an employee support group (Disability Employee Network) for people with disability, carers and other interested stakeholders to meet regularly to discuss and consult on access and inclusion. 2016 Organisational Development and Culture Flexible work practices are available for staff members with disability and/or caring responsibilities. Review flexible work practices. 2016–19 Employee Relations Organisational Development and Culture Systems and processes Aim Action Timeframe Person Responsible Complaints, feedback and consultation mechanisms are accessible to people with disability. Coordinate a review and update of internal and external complaints, feedback and consultation mechanisms to ensure accessibility against the Web Content Accessibility Guidelines (WCAG) 2.0 AA standards. 2016–17 People and Culture Portfolio Communication and Marketing teams Accessibility is considered in procurement decisions. Research and consult to develop a best practice guide for staff to ensure that accessibility is considered in procurement decisions. 2016 Finance, Procurement, Performance and Services Update Request for Quotes (RFQ) and Request for Tenders (RFT) process and templates to include a section for suppliers to address inclusion and dignified access. 2017 Finance, Procurement, Performance and Services Promote the focus on supply chains with socially responsible practices and encourage 2016 and ongoing Finance, Procurement, Performance and
the engagement of disability enterprise suppliers. Services Assistive technology and workplace adjustment needs of staff are met seamlessly. Review and enhance the procedure for providing workplace adjustments. A streamlined process would: remove possible cost barriers include a central point of contact for information and advice focus on timely delivery of outcomes include a feedback mechanism. 2016–17 Business Information Technology Procurement Work Health and Safety Finance Procurement Performance and Services Publications, media and website are barrier free. Provide guidance to employees authoring web pages to ensure new content complies with the WCAG 2.0 AA standards. 2016–17 Portfolio Communication and Marketing teams Coordinate content owners to conduct a review and update of all websites and intranet sites to ensure they meet WCAG 2.0 AA standards. 2016–17 Portfolio Communication and Marketing teams Review publication guidelines and update if required to ensure they allow for dignified access. 2016 Portfolio Communication and Marketing teams Review all corporate templates for internal and external use to ensure they are accessible. 2016–2017 Portfolio Communication and Marketing teams Review contact details on all websites and ensure that customers are referred to the National Relay Service and how to request accessible formats of documents. 2016 Portfolio Communication and Marketing teams Visual and audio materials are accessible through captioning and visual description. Ensure all video and audio materials are captioned to WCAG 2.0 AA standards by building internal capability. 2017 Portfolio Communication and Marketing teams Access and inclusion is Incorporate access and inclusion into the 2016–19 Regional Operations
incorporated into the policy development process. policy development process. Group Employee Relations PEEPs (Personal Emergency Evacuation Plans) are in place. Review PEEPs creation and management process to ensure all staff, contractors and volunteers have appropriate PEEPs in place at all times. 2016 Facilities Asset and Building Management Review and enhance communication about the emergency evacuation procedure to include clear instructions about PEEPs. 2016–17 Facilities Asset and Building Management Internal systems and processes are accessible for all employees. Review and enhance accessibility of internal systems and processes for employees. 2016–19 Business Information Services People and Culture Finance Procurement Performance and Services