buildings with accessible facilities if catered, make allowance for special dietary needs materials appropriate audio-visual material appropriate hard-copy material trained & aware staff made to improving universal access to our consultation processes. Specific Issue materials location/accessibility facilities 1.4 Accessing Our Website Current Status Ensure our website is accessible to as many users as is practical through utilising appropriate design standards. accessible layout simple intuitive good search function accessible design appropriate colour schemes scalable fonts/images reader compatible downloads suitable document sizes readable formats access to alternatives link to access address Updating the website itself will be undertaken progressively to ensure appropriate accessibility. This will involve four main areas: Look & feel of the website itself; Inclusion of tailoring (e.g. font resizing) capabilities within the site; Ensure compatibility with screen reader technology Updated advice regarding accessing MPA material via the web, including retaining link to ; Ensuring material made available for downloading is accessible (see 1.4) through management of file types and formats June 2016 June 2016 June 2016 June 2016 June 2016 Community Engagement Advisor Community Engagement Advisor Community Engagement Advisor Community Engagement Advisor Community Engagement Advisor Website is only partially compliant with visual accessibility standards. Website does include a link to accessibility information, including a link to the email account that allows those with accessibility issues to seek information in suitable formats. Specific accessible layout & design 1.5 Accessing Our Documents Current Status Ensure all documents prepared by or for the MPA are accessible through ensuring appropriate design standards are utilised. Electronic Documents accessible language suitable to the audience/subject accessible design according to standards file alternative formats in readable format As part of a more & feel of MPA consistency and quality will be paid to ensuring accessibility guidance. Development accessible statutory (including urban maps) Most material is at least somewhat accessible, however full compliance with accessibility guidance, including provisions of alternative formats, is not yet universal. Specific issue
100% of consultant reports in accessible format Hard Copy Documents accessible language suitable to the audience/subject accessible design according to standards 100% of consultant reports in accessible format Development and confirmation of standard accessible look & feel, formats, colours, layouts, etc. for non-statutory MPA documents in Adobe pdf format Development and confirmation of standard text-to-speech reader compatible Microsoft Word templates for use as alternatives to Adobe pdf format downloads Managing Adobe pdf file sizes through splitting documents to generally meet guidance along with the provision of readable documents Inclusion of alternative text for diagrams, maps and tables in all publicly available documents Provide awareness and use training as required to ensure uptake of the revised approaches Develop and arrange a training program for staff who author publicly accessible documents in writing in plain English (see Organisational Implementation Plan) Ensure standard RFQ templates specifically include appropriate requirements of contractors that will be providing reports that are to be publicly available to ensure they are appropriately accessible May require some external advice or review to ensure full compliance. May require some external advice or review to ensure full compliance. NA NA Organisational communication schedule Included in staff development NA June 2016 June 2016 Ongoing June 2015 COMPLETE Ongoing Ongoing June 2015 COMPLETE Graphic & Design Specialist Graphic & Design Specialist Graphic & Design Specialist Graphic & Design Specialist Resources Coordinator Resources Coordinator Director Technical Services accessible design file size printed versions alternatives Outcome Area 2: Reducing barriers to persons with a disability obtaining and maintaining employment S 38 (1) (b) Area of work Current Status Action Implementation Resources Required Timeline Responsible Person 2.1 Emergency Policies around disability Fire wardens are verbally trained in what to do when are physically unable to evacuate the premises. Document and train relevant personal in the event of an emergency evacuation for individuals with a disability. Create procedure. Organisational communication schedule February 2015 COMPLETED Human Resources Coordinator Specific Issue Currently no documented procedure for evacuating individuals with a disability in an emergency. 2.2 Staff Wellness initiatives (targeted towards persons with a disability) Current Status Source Information on fitness programs for staff in order to increase their physical activity and stay healthy. Explore option for adjustable desks to decrease sedentary activity and to cater for employees with specific requirements. Continuously investigate ideas and opportunities to be healthy and options. The MPA currently provides the following services to all staff; Annual Flu shots Employee Assistance Program Work health checks Ergonomic Assessments
3.4 Consideration of Disability inclusion at project inception stage to assist with whole of MPA cross- organisational buy in and awareness There is an opportunity during project scoping to think about how disability inclusion could be considered within projects. Awareness raising - have guest speakers raise awareness about living/working with disabilities. Ask staff for their interest in learning about disability types eg what would staff like to hear from people with different disabilities. Endorse one Director to workshop with all Directors a process to ensure that Disability inclusion is included at project scoping This could be included in MPA’s project management framework. Develop a program of speakers over the coming years to talk with staff about living and working with disabilities. NA Ongoing Ongoing Director Technical Services Human Resources Coordinator Currently the DAP is being over seen by a committed working group. This does not mean there is whole of organisation buy-in. No formal process currently exists at Director to ensure consideration of disability inclusion is considered at project inception stage Specific Issue Nominate Director Technical Services to work with MPA executive to ensure that staff think through disability inclusion at project inception stage Outcome Area 4: Achieving tangible changes in attitudes and practices which discriminate against persons with a disability S 38 (1) (d) Area of work Current Status Action Implementation Resources Required Timeline Responsible Person 4.1 Current Staff Attitudes The MPA currently has the following policies - Equity, Anti Discrimination and Diversity Policy Anti Bullying Policy Charter of Human Rights training Consult with the Office for Disability to provide a survey to current employees to gauge current standard of understanding and attitudes towards persons with a disability in order to identify formal training needs Engage external organisation to provide advice and guidance on the content of the survey and how the results will be meaningful to the MPA Conduct another survey 12 months later to measure the effectiveness of the DAP actions $TBC January 2016 January 2017 Accounts Officer Specific Issue Need to gauge level of awareness and understanding of current staff when it comes to disability 4.2 Training Needs Current Status
Using the results from the above survey identify which specific areas require training (refer also 3.4 above). Investigate and run a small interactive training sessions and also provide routine updates regarding the DAP at staff meetings. Organise and schedule training sessions where required for staff Accounts Officer/ Resources Coordinator No formal training program for staff about disability Specific Issue All need to be aware of the MPA’s policies and their responsibilities when dealing with persons both internally and externally with a disability 4.3 Inclusivity Initiatives Current Status Set up a Staff Social Group which will be responsible for continuing with organising staff activities to continue to encourage participation of all staff ensuring a culture of inclusion. Ask staff to volunteer to participate in the Staff Social Group. Devise Terms of Reference for the committee with CEO approval. NA January 2016 Accounts Officer/ Human Resources Coordinator Social activities are run and arranged through HR Specific Issue Increasing the number of individuals involved will help improve the quantity and diversity of the activities to be attainable to persons with a disability 4.4 Staff Interaction and participation Current Status At any identified training sessions feedback will be elucidated from attendees and recommendations to management will be prepared were appropriate. Develop feedback forms to distribute to staff at conclusion of training. Create template for report feedback to management. NA February 2016 Accounts Officer/ Human Resources Coordinator may have great ideas about initiatives for disability but we are not facilitating the capture of these organisationally Specific Issue No formal/informal processes in place which encourages and allows employees express their ideas and initiatives for disability.
January 2016 Disability awareness training - Conduct small training sessions and commence invited speaker program based on the results of the organisation Disability Awareness survey MPA All Staff January 2016 Communicate revised approaches to document accessibility MPA All March 2016 6 Review – Report progress to staff Communicate updated consultation processes to staff Staff Meeting All Staff June 2016 Report in Annual Report MPA NA January 2017 Annual Disability awareness training Staff Meeting All Staff January 2018 Annual Disability awareness training Staff Meeting All Staff