DIAP Outcome 2 – Liveable communities No. Action Key Performance Indicators Responsibility Timeframe 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. Asset 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 Asset 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 Total Asset Management (TAM) plans Asset Management Services Ongoing 2.5 Reinforce the importance of business continuity 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 Asset Management Services 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 Court 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 Human 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 Human 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
adjustments during the selection process Develop and integrate disability awareness into hiring manager training courses delivered to staff involved in recruitment aimed at building confidence in recruiting people with disability Disability awareness is included in hiring manager training courses Strategic Human Resources March 2016 Ensure role descriptions are based on the inherent requirements of a job and do not inadvertently discriminate against people with disability Role descriptions are created in conjunction with trained job design experts in Human Resources to ensure they do not disadvantage people with disability Strategic Human Resources/ All Managers Ongoing 3.4 Develop new employment pathways for people with disability Develop and implement programs that support employment pathways for people with disability such as school-based traineeships, work placement programs and internships Number of traineeships, internships and work experience placements offered Strategic Human Resources/ All Managers Ongoing Review and identify opportunities for targeted recruitment initiatives for people with disability, including entry points at various salary levels Number of targeted roles Strategic Resources/ All Managers Ongoing Develop a business case and seek approval for funding for a flagship initiative: e.g. a 3-year Pilot Program for the Employment of People with Disability Approval and implementation of pilot program Strategic Human Resources June 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 staff participating in the Staff with Disabilities Network activities and events Strategic Human 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 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 Human 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 Human 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 Human Resources/ All 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 staff 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 Resources/ Staff with Disability Network Ongoing
disability and their 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 Where 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 legal 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 build 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