The Disability Action Plan 2016-2019 sets out the following four key outcomes: Our workplace culture is inclusive and values the employment of people with disability. . . We monitor and report p Each outcome is supported by goals and actions and progress in their implementation will be monitored by the People Committee through an annual report. This report will be shared with all employees through the intranet. In addition to monitoring progress against and activities, a key measure of success will be increasing the representation of ongoing employees with disability in the Department’s workforce. As at 30 June 2015 people with disability represented 2.1 per cent of the Department’s ongoing workforce and the aim is to increase this representation to 2.5 per cent by 2018. Achieving this target is likely to be affected by the low disclosure rates which continue to be an issue for the Department and across the APS. Not all people are confident in identifying as a person with disability, particularly if that disability is not obvious. While there is no obligation for a person to identify with disability, comprehensive and accurate diversity information allows the Department to: Understand the nature of our workforce. Provide more targeted training, advice and support. Identify and implement initiatives that assist in attracting, recruiting and retaining employees. Make sure we are building and sustaining a diverse workforce now and into the future. Provide greater focus on improving workplace culture and social inclusion. The following performance measures will be used to assess progress in achieving the Plan’s outcomes. Representation of people with declared disability has increased to 2.5 per cent by December 2018. The proportion of employees who choose to inform the Department on their disability status has increased to 100 per cent by 2018. People with disability record comparable positive responses as other departmental employees on questions in the APS Employee Census relating to the Department’s support for diversity, respect and support in the workplace, and access to learning development opportunities. People with disability are satisfied that support for reasonable adjustment has been provided in a timely and comprehensive manner. A comprehensive evaluation of the extent to which outcomes were achieved will be undertaken by the Disability Coordinator at the expiry of the term of the Plan.
opportunities through targeted initiatives Trial the ‘Stepping Into’ internship programme in 2016 through the Australian Network for Disability (AND). Disability Coordinator Work with disability employment agencies to explore options for recruiting people with disability. Workforce Planning and Recruitment/Disability Coordinator People with disability have access to appropriate development opportunities to perform their role and pursue career goals. People with disability are given the opportunity to establish a mentoring relationship to support career development. Capability and Performance Section/ Managers Training for people with disability is provided in accessible formats and venues. Line responsible for delivery of training Establish an annual Development Award to support an employee with disability to participate in a development opportunity that enhances their leadership/management skills Disability Coordinator Our premises and work environments are accessible to and supportive of people with disability Goal Actions Lead Responsibility Premises are accessible to people with disability The Department complies with the mandatory Disability (Access to Premises – Buildings) Standards 2010 in all future work designs, workplace restructures and office refurbishments. Accommodation and Facilities/Managers Ensure accessibility when required where Department functions are held outside usual premises. Line areas responsible for the function Ensure people with disability are consulted prior to fit out or refurbishing of premises to ensure accessibility issues are addressed. Accommodation and Facilities Support participation and inclusion of people with disability by facilitating access to flexible working arrangements within operational requirements. Managers and supervisors
Report on progress achieved in implementing Disability Action Plan 2016-2019 Include update in departmental annual report on key achievements. Disability Coordinator Report annually to the Disability Sponsor and People Committee following the annual State of the Service reporting on disability issues and employment in the Department. Disability Coordinator Report to the People Committee annually on progress achieved and performance measures and promote outcomes on intranet and through Latest News. Disability Coordinator