DIAP Outcome 1 – Attitudes and behaviours No. Action Key Performance Indicators Responsibility Timeframe 1.1 Court Services staff complete ‘Disability & Flexible Service Delivery’ e-learning module every twelve months 100% of staff complete training annually Court Services 30 June 2016 then annually 1.2 Work with Courts and Tribunal Services operational training to include the following topics in the Court Staff and Client Service Skills training: the infrared hearing assistance kits understanding of using Auslan interpreters service provision to clients who are blind or who have a vision impairment Updated Court staff and Client Service Skills Training Court Services June 2016 1.3 All Registrars and Senior Registrars have an achievement plan that includes a key performance indicator related to engagement with local disability groups 100% of Registrar and Senior Registrar Achievement include an accountability to: Engage with Disability Advocacy/Service groups in their communities Invite Disability Advocacy/Service groups to Court User Forums Develop a Disability Inclusion Action plan for their location and progress are reported quarterly in the standard business reports Court Services June 2016 1.4 Communications on accessing AccessLink are prepared and presented to all Court Services staff Information is presented to Registrars via a telecommunications presentation Registrars present information on AccessLink to all staff Court Services June 2016 1.5 Conduct disability awareness training for staff working with offenders in community and custody Number of staff trained Number of courses run Corrective Services NSW Ongoing
2.1 Remain informed in relation to the developing Disability Discrimination Act 1992 (Cth) ‘Access to Premises’ Standards and respond accordingly in our building specifications New facilities comply with the Building Code of Australia (BCA) and the Disability Discrimination Act as far as possible. Management Services Ongoing 2.2 Innovative solutions will be considered where heritage issues are potentially in conflict with access requirements, with an eye to addressing the access issues within the spirit of the Disability Discrimination Act 1992 (Cth) while maintaining the heritage listed elements of the building New facilities comply with the Building Code of Australia (BCA) and the Disability Discrimination Act as far as possible Priorities for access improvements of existing buildings are identified and integrated into the Asset Management Services’ Access Improvement Program Asset Management Services Ongoing 2.3 Roll out access improvements to jury facilities where jurors regularly sit, as funding permits Accessible jury facilities will be provided at all courts where juries regularly sit Management Services December 2018 The Department's Access Audits of leased premises will be included within the Asset Management access provision workplans Provide a list of accessible services and facilities by March 2018 Asset Management Services Ongoing 2.4 Disability infrastructure planning will be identifiable within the Department's Total Asset Management (TAM) plan Disability infrastructure planning is reflected in Asset Management (TAM) plans Asset Management Services Ongoing 2.5 Reinforce the importance of business continuity plans providing adequate accommodation and services for the ongoing needs of persons with a disability recognising that these are temporary arrangements and that alternative working arrangements including work from home may be required in the short term Business Continuity Plans will be reviewed annually to ensure they address issues for people with disability Management Services Ongoing
2.6 Registrars develop and include disability inclusion action plans in their annual business plans 100% of Registrar’s annual business plans include disability inclusion action plans for the location Services June 2016 2.7 Registrars consult with Asset Management Branch and Diversity Services in building refurbishments to consider disability access requirements for courts 100% of all court refurbishments include consultation with AMS & Diversity Services Services Ongoing 2.8 While waiting for physical modifications to buildings and facilities, managers will develop and implement alternative service provision procedures within Flexible Service Delivery principles Alternative service provision provided where necessary Managers Ongoing Outcome 3 – Employment Aim and expected outcome Increased number of people with disability recruited across all divisions of the Department Increased representation of with disability within the Department An inclusive workplace that supports and values the contributions of staff with disability Target population Staff of the department People with disability Resources
materials and access points available to job applicants with disability to ensure that they support inclusion and are materials is completed and any recommendations are implemented Develop appropriate disability statements to be used in job advertisements encouraging people with disability to for roles. Provide clear information on how to request a reasonable adjustment during the selection process Disability employment statements and information on reasonable adjustments are developed and used in job advertisements Strategic Resources January 2016 Develop and publish appropriate content across different media which promotes disability inclusion and encourages people with disability to apply for roles e.g. Department of Justice career internet page, careers brochures and other promotional collateral Appropriate content is produced and published Strategic Human Resources/ Strategic Communications March 2016 Develop relationships with Disability Employment Service (DES) providers and external disability organisations to promote awareness of employment opportunities at the Department Relationships with DES providers are established Strategic Resources/ Hiring Managers Ongoing
Promote the Department as an inclusive organisation and an 'employer of choice' for people with disability Court Services review recruitment strategies to encourage people with disability to apply for positions Percentage of employees with a disability targets are met Services Ongoing 3.3 Ensure recruitment processes are fair and accessible and do not disadvantage people with disability Complete the review of recruitment processes to identify what support is currently available for people with disability and identify any remaining barriers or gaps Review of recruitment processes is completed and recommendations are implemented Strategic Resources January 2016 Ensure all job advertisements, online application systems and recruitment assessments are accessible to people with disability. All job advertisements, information packs, online application systems and recruitment assessments are made accessible to people with disability Strategic Resources January 2016 Monitor and analyse the impact of new methods of recruitment assessments on the application and success rates for people with disability Application rates and success rates are included in disability employment metrics and analysed quarterly Strategic Resources Quarterly Develop and promote practical resources and information to recruiters, hiring managers and selection panel members about best practice for attracting and employing people with disability including providing reasonable Practical resources and guidelines are developed and disseminated to recruiters, hiring managers and panel members Strategic Human Resources/ Hiring Managers March 2016
Develop strategic partnerships with Disability Employment Service (DES) providers to utilise their expertise in sourcing and recruiting people with disability Partnerships with DES providers are established Strategic Human Resources/ All Managers Ongoing Focus Area B: Retention and career development 3.5 Create a more inclusive and supportive workplace for staff with disability Promote membership of the Department’s Staff with Disabilities Network to new and existing staff Number of participating in the Staff with Disabilities Network activities and events Strategic Resources/ All Managers Ongoing Promote awareness and participation in events that recognise International Day for People with a Disability and organise events that recognise other days of significance Events to recognise International Day for People with Disability and other significant days are organised Strategic Human Resources/ Strategic Communications/ Diversity Services Ongoing Engage and encourage members of the Staff with Disabilities Network to participate at disability forums, conferences, working groups and external disability networks Staff with disability participate in external forums, conferences and networks Strategic Resources Ongoing 3.6 Promote reasonable adjustment information to all staff and managers and ensure appropriate reasonable adjustments are Develop an effective communications strategy to promote the new Reasonable Adjustment Guidelines to ensure that all managers and staff are made aware of their rights and responsibilities and how to apply and obtain reasonable adjustments at work Reasonable Adjustment Guidelines are promoted and implemented Strategic Resources/ Strategic Communications January 2016
provided to staff with disability Ensure all managers and staff are made aware of the procedures for applying for funding for reasonable adjustments through JobAccess and other programs. Funding sources for reasonable adjustments are communicated to managers and staff on a regular basis through various mediums Strategic Human Resources Ongoing Ensure all staff with disability have access to workplace assessments where appropriate Staff advised of availability of workplace assessments Strategic Human Resources Ongoing 3.7 Provide capability and career development opportunities for staff with disability Ensure staff with disability have access to appropriate reasonable adjustments to participate in training programs i.e. staff are notified that adjustments are available in enrolment advice and requests met on needs basis All training programs offer reasonable adjustments Strategic Human Resources Ongoing Ensure that all staff with disability utilise the 'myPerfomance' framework to identify career and capability development opportunities All staff with disability have performance management and development plans Strategic Resources/ All staff December 2017 Encourage staff with disability to participate in both internal and external management and leadership programs Number of staff with disability participating in leadership programs Strategic Human Resources/ All managers Ongoing 3.8 Provide effective ways for with disability to influence and contribute to decision making Ensure Staff with Disabilities Network members are represented at the Department's Equity and Diversity Alliance meetings so that the views of the network are represented Members of the network attend all Equity and Diversity Alliance meetings Strategic Human Resources/ with Disability Network Ongoing
Encourage and facilitate Staff with Disabilities Network members to contribute to the review and development of departmental policies and guidelines with Disabilities Network members review and provide feedback on departmental policies, guidelines and procedures Strategic Human Resources/ Staff with Disability Network Ongoing Provide opportunities for Staff with Disabilities Network members to participate in corporate planning days Number of network members participating at corporate planning days Strategic Human Resources/ with Disability Network Ongoing 3.9 Ensure organisational restructures and change do not disproportionately affect staff with disability Ensure all Change Management for Organisational Change take into account the impact on staff with disability, and additional support services are provided to these staff during transition to new structures or redeployment where necessary (as required in Sections 10 and 11 of the DPC Directive D2011_014 Agency Change Management Guidelines) Change Management Plans include provisions relating to the impact on staff with disability Additional support services are provided required Senior Executives/ All Managers Ongoing Focus Area C: Inclusive and supportive workplace Promote a culture of inclusion within the Department that supports staff with disability and highlights best employment practices Review and update disability awareness training components of existing staff induction and operational training programs Existing staff induction and operational training programs are reviewed and updated where appropriate Strategic Human Resources March 2016 Research and develop an appropriate disability inclusion/awareness training framework available to all staff within the Department e.g. a disability awareness e-learning Disability inclusion/awareness training is developed and implemented Strategic Human Resources/ Diversity Services June 2016
Research and develop an appropriate on-line survey to collect information from staff with disability about their experiences in the workplace, existing barriers and ideas for improvements A new survey is developed and information is collected and analysed Strategic Human Resources June 2016 Re-survey all staff for their workforce diversity information to capture any changes in health circumstances and acquired disability Staff are re-surveyed annually Strategic Human Resources Annually 3.13 Ensure all human resources policies, guidelines and employment practices support disability inclusion Review and develop human resources frameworks, policies, guidelines and practices that support disability inclusion and do not disadvantage people with disability Disability inclusion is considered in the development of all human resources policies, guidelines and practices Strategic Resources Ongoing Outcome 4 – Systems and processes Aim and expected outcome Improved accessibility of the Department’s services Accessible information for members of the public on the department’s buildings and services Improved accessibility of software applications and interfaces Target population
Staff of the Department People with disability Resources Diversity Services expertise Strategic Communications expertise Information & Technology resources DIAP Outcome 4 – Systems and processes No. Action Key Performance Indicators Responsibility Timeframe 4.1 Consider disability inclusion issues as part of business planning for each Division, Branch and Unit Business planning includes consideration of disability inclusion issues Senior Executives Ongoing 4.2 Include information about accessibility in Community Justice Centres (CJC) venue policy Accessibility information reflected in CJC venue policy Alternative Dispute Resolution Directorate/ Community Justice Centres December 2016 4.3 Include mediator capacity to provide inclusive services in mediator engagement criteria Inclusion indicators reflected in mediator engagement criteria Alternative Dispute Resolution Directorate/ Community Justice Centres December 2016 4.4 Include information and guidance to CJC and mediators about providing accessible services, including the use of support people Information reflected in the revised mediator manual and revised intake manual Alternative Dispute Resolution Directorate/ Community Justice Centres December 2017
disability and level of customer satisfaction 4.12 Any functional upgrade or replacement of the existing LawAccess NSW Customer Referral Management System (CRM) will include ability to collect data on customers who identify as having a disability and requiring flexible service delivery a functional upgrade to CRM occurs, percentage of customers with disability to be established with continuing monitoring LawAccess NSW December 2018 4.13 People with disability will continue to have priority in receiving advice from LawAccess NSW Where a functional upgrade to CRM occurs, percentage of customers with disability to be established with continuing monitoring LawAccess NSW Ongoing 4.14 LawAccess NSW will continue to provide flexible service delivery to its customers including people with disability including the provision of legal advice through Internet Relay or Email Where a functional upgrade to CRM occurs, percentage of customers with disability to be established with continuing monitoring LawAccess NSW Ongoing 4.15 LawAccess NSW will upon its Communications Strategy – people with disability 2012-2015 by including people with disability as a target group in its Communications Strategy 2016-2018 Actions targeting people with disability included in Communications Strategy 2016-2018 LawAccess NSW March 2016 4.16 Review publicly available material, including websites and factsheets to ensure accessibility Review of publicly available material completed NCAT June 2016 4.17 Explore options for providing flexible service delivery to people with disability attending NCAT Approach for flexible service delivery developed NCAT December 2016 4.18 Ensure ‘Planning Ahead Tools’ website is accessible to people with disability Planning Ahead Tools are accessible Public Guardian NSW Trustee & Guardian Annually