Appendix 1 Our Detailed Action Plan Liveable Communities Aim: To increase participation of people with disability in all aspects of community life, through targeted approaches to address barriers in housing, learning, transport, health and well-being. Strategy Action Timing Team Responsible Evaluation Method Progress / Outcomes Premises are barrier and hazard free for people with disability 1.1 Undertake an audit of access features and barriers of major tenancies. 2016 Government Property NSW Asset Owners Feasibility study of audit complete. Access features and barriers identified. Review the documentation. Unaudited buildings identified. Audits complete on identified buildings. Plan developed to remove identified barriers. 1.2 Develop an Implementation Plan to address issues identified as part of the audit. 2017 Government Property NSW Asset Owners Plan developed and modifications are costed, funding approved and made. All identified barriers are removed / actioned. 1.3 Create checklists / processes to ensure all new buildings, refurbished spaces are compliant with the National Construction Code standards, including disability requirements. 2016 Government Property NSW Checklists / process rolled out and completed for new builds/ refurbishments. A review of the checklists is conducted against standards for new buildings / refurbishments. All new build or refurbishment is accessible.
External training and event venues are accessible to people with disability. 2.1 Updated list of NSW Government training and conference facilities is uploaded on the intranet/FASTRAC and promoted as preferred across DFSI. Within six months People & Culture to follow up with owner of list (Public Service Commission). Confirm list of government sponsored external venues available. All external events or training venues meet the needs of all attendees. 2.2 Liaise with suppliers of external training to ensure employees can request adjustments if required and confirm the process to do so. Within six months and ongoing People & Culture, All Divisions Information prepared and distributed. All external training venues are accessible to employees with disability and have a known process to request adjustments. Service delivery is adjusted to accommodate the of customers with disability 3.1 Customers with disability can easily request accessible services. 2016 – ongoing Service Reform Service NSW Divisions with customer facing employees Review a sample of materials and methods used to request accessible services. A ‘mystery shopper’ experience is evaluated. Accessible services can be easily requested. Employees receive education in appropriate etiquette and communication when working with 4.1 Ensure resources such as ‘Welcoming Customers with Disability’ are available and promoted across businesses with customer facing employees. 2016 Divisions with customer facing employees Audit to confirm that all customer contact divisions are aware and can access their resources and appropriate education has been delivered. educated and equipped to provide services to customer with disability.
people with disability. 4.2 Promote services such as National Relay Service (NRS) across DFSI for employees with hearing impairment. Within 12 months All Divisions with customer contact profile NRS promoted across the department. Customer contact employees are aware of and confident to use the NRS. The impact of new services on customers with disability is considered during development. 5.1 Develop and implement guidelines, process and a checklist to review impact of new service on customers, clients and service users with disability when commencing the process to develop new services. Within 24 months Services & Digital Innovation Corporate Services Service impact review process, checklist and guidelines created. Review an example of assessment of the impact of a new service on customers or service user with disability. Feedback is evaluated and analysed by each division and incorporated into any project plans / design for new services. Attitudes and Behaviours Aim: To build community awareness of the rights and abilities of people with disability, and to support the development of positive attitudes and behaviour towards people with disability. Strategy Action Timing Team Responsible Evaluation Method Progress / Outcomes Senior Leadership commitment to creating an 6.1 Diversity and Inclusion Council to implementation of DIAP. 2016 Executive Team supported by People & Culture Confirm Council established. Council established.
inclusive and accessible workplace. 6.1 Diversity and Inclusion Council to drive implementation of DIAP. 2016 Executive Team supported by People & Culture Confirm Council established. Council established. 6.2 Diversity and Inclusion Council to include a Disability Inclusion Champion nominated by the Disability Inclusion Committee. 2016 Disability Inclusion Committee Promoted through various internal channels including newsletter via FASTRAC. Employees are aware of name and role of Disability Inclusion Champion. 6.3 Disability Inclusion Committee drives the implementation of the DIAP across the cluster. 2016 – ongoing Disability Inclusion Committee Confirm quarterly meetings occur and evaluation of progress. DIAP Committee established. Progress and outcomes of the plan are communicated. 7.1 Create and implement communications plan for the DIAP; its journey, progress and successes, including Senior Leadership communications. 2016 – ongoing Corporate Affairs People & Culture All Divisions Review the adequacy of the communications plan and confirm incorporation of Senior Leadership commitment. Senior leadership commitment and support reflected in DIAP communications. Communication of disability related information across department. 8.1 Refresh FASTRAC Disability Inclusion page with information, calendar of disability-related events, resources and stories. 2016 People & Culture All Divisions Confirm Disability Inclusion page on FASTRAC. Divisions collaborate on stories and events across the year.
8.2 Include images and stories of people with disability within internal and external communications. 2016 – ongoing Corporate Affairs Review newsletters and communications. Images and stories represent the and the customers. Staff with disability feel valued. Building capability in and raising awareness of disability inclusion, etiquette and communication. 9.1 Build awareness and capability in disability inclusion, etiquette and communication through FASTRAC and integration in induction and training programs Within 24 months People & Culture All Divisions Confirm learning on disability awareness, etiquette and communication added to induction and training programs. Increased awareness, added confidence to communicate with staff and customers with disability. Awareness of and early response to assist people experiencing mental illness in the workplace. 10.1 Provide resources and training to staff and managers on mental health in the workplace. 2016 – ongoing People, Safety & Wellbeing Confirm adequacy of resources and training provided to all employees. An increased awareness of mental health in the workplace. 10.2 Promote support available from organisations such as Beyond Blue and the Black Dog Institute. 2016 – ongoing People, Safety & Wellbeing Confirm information rolled out. Employees have an awareness of and have access to these services. Employment Aim: To increase the number of people with disability in meaningful employment, thereby enabling people with disability to plan for their future and exercise choice and control as a result of economic security Strategy Action Timing Team Responsible Evaluation Method Progress / Outcomes
Unintended barriers in mainstream recruitment processes are removed. 11.1 Review recruitment process from an applicant’s perspective to identify any unintended barriers. 2016 – ongoing People & Culture, Recruitment Teams Confirm adequate recruitment review conducted and an implementation plan to incorporate recommendations has been carried out. Barriers to recruitment process removed. Attract and recruit from talent pool. 11.2 Ensure reasonable adjustments process is embedded into end to end recruitment process (from sourcing to onboarding). 2016 – ongoing People & Culture Recruitment Teams People, Safety & Wellbeing Confirm process is embedded Reasonable adjustments are made as required Selection panel trained to interview candidates with disability. 12.1 Selection Panels and hiring managers are trained to interview people with disability and to make reasonable adjustments for the recruitment process. 2016 – ongoing People & Culture Recruitment Teams Confirm Disability Awareness training specifically addressing interviewing and reasonable adjustments is provided to all panel members. All interviews are equitable for people with disability. Recruit from wider talent pool. Develop a strategy for targeted entry level positions for people with disability. 13.1 People & Culture to work with divisions to identify employment opportunities such as traineeships or apprenticeships. 2016 – ongoing People & Culture Confirm model created and operating. Increased number of trainees and apprentices recruited and retained.
13.2 Establish linkages with providers to attract candidates with disability. 2016 – ongoing People & Culture Recruitment Team Procurement Linkages developed and operating. Number of applications from people with disability is tracked and measured. Learning and development opportunities are accessible to people with disability. 14.1 Promote that employees have an opportunity to request adjustments when registering for training. 2016 – ongoing People & Culture Confirm this is available as part of the registration process. Accessible training available. People Managers are aware of how to effectively manage and support staff with disability through training. 15.1 Managers of staff with disability are aware of resources available e.g. ‘Managers Guide’ and ‘Beyond Recruitment’ guide. 2016 – ongoing People & Culture Confirm managers’ access the resources. Managers and supervisors feel supported, know who to contact for additional support. 15.2 Managers, trainers and staff are aware of resources and adjustments available during training sessions and the process to request them 2016 People & Culture Confirm that information relating to resources and adjustments is accessible. Managers, trainers and staff access resources and adjustments. All staff requiring reasonable adjustment have their request fulfilled in a timely manner. 16.1 Ensure all new and current managers and employees are aware of and able to access, a Reasonable Adjustment process that is timely and effective. 2016 – ongoing People & Culture Safety & Wellbeing, Recruitment All Divisions Confirm from a sample of reasonable adjustments that they were delivered in a timely and efficient manner. Review Manager Induction Managers and employees are aware of and able to access the Reasonable Adjustment process. Those
Checklist for Reasonable Adjustment information. needs are met on time. Accessibility Network is relaunched. 17.1 Accessibility Network is relaunched and membership increased 10% by 2017 2016 Disability Inclusion Committee members People & Culture Corporate Affairs All Divisions Confirm Network is functioning effectively with a 10% increase in membership by 2017. Network with established aims and objectives assists Committee in the implementation of DIAP. Systems and Processes Aim: To ensure that people with disability are able to make informed decisions about available services and to easily and efficiently access mainstream government services and other opportunities in the community. Strategy Action Timing Team Responsible Evaluation Method Progress / Outcomes Website is barrier free for people with disability. 18.1 Website content managers trained to create accessible documents, publication, media, communications including captioned videos ,and marketing 2016 Corporate Affairs All Divisions with website presence Confirm training developed and delivered. Sample of materials created is reviewed Accessibility and inclusion is built into all marketing and communications materials.
and provide guidance for content owners and accessibility reported. 18.2 Ensure quarterly updates on progress on Web Content Accessibility Guidelines (WCAG) 2.0 AA level compliance across all external and internal web sites are in line with national transition strategies 2016 Corporate ICT Corporate Affairs Divisions with an ICT function Confirm external and internal websites are WCAG 2.0 AA compliant. Reports are reviewed. AA compliance. 18.3 Independent / test in 2016/17 of AA compliance. 2016/17 Corporate ICT Divisions with an ICT function Confirm independent audit of AA compliance tested. Take any necessary action to ensure AA compliance. 18.4 Evaluate policy for purchased IT accessibility against WCAG 2.0 standards. 2016 NSW Procurement Corporate ICT Divisions with an ICT function Confirm policy has been reviewed. Any gaps against WCAG 2.0. All purchased IT is accessible against WCAG 2.0 standards. Reasonable adjustments relating to ICT are provided upon request. 19.1 Ensure that employees are aware of the process to request reasonable adjustments relating to ICT and that requests are addressed in a timely manner. 2016 – ongoing People & Culture, Safety & Wellbeing, Recruitment Corporate ICT Divisions with an ICT function Feedback sought from employees following technical adjustments. Review process and confirm record of requests and All technical adjustments are delivered in a timely way.
Personal Emergency and Evacuation Plan (PEEP). People & Culture, Safety & Wellbeing Confirm process is highlighted in Fire Warden training. Annual review of the PEEPs is conducted. Information about PEEPs included in the induction process. needs are accommodated. Accessibility is considered in procurement decisions such as IT, premises, furniture and engaging consultants. 24.1 Identify procurement contracts impact on employment and customer inclusion of people with disability. 2017 – ongoing NSW Procurement Corporate Services Confirm key contracts identified and published on procurepoint. Ability to target key suppliers to work towards enabling DFSI to meet its commitment to disability. 24.2 Identify a “top ten” list of suppliers with accessible goods and services 2017 – ongoing NSW Procurement Corporate Services A best method for suppliers to commit to accessibility is evaluated and rolled out. Review examples of how the department considers disability competence when selecting or managing Suppliers will mirror DFSI’s commitment to disability best practice. DFSI will be able to purchase and provide accessible services and environments.
outsourced recruitment suppliers. 24.3 All future procurement decisions consider accessibility. This is incorporated into policy (eg via a checklist) and decision makers are held accountable. Within 24 months People & Culture NSW Procurement Corporate Services Confirm the procurement policy is updated to include accessibility. The procurement process is randomly checked to ensure accessibility has been considered. Accessibility is always considered in all procurement decisions.