EMPLOYMENT AND OUR PEOPLE We are committed to increasing the number of people with disability employed by LWB. This will be achieved through the development of an accessible recruitment process, and making necessary workplace adjustments. We also commit to ensuring all of our employees are well informed and able to communicate on the issues of living with disability. AIM ACTION TIMEFRAME RESPONSIBILITY MEASURES OUTCOMES 1. LWB has a barrier free recruitment process 1.1 Review all policies and procedures related to recruitment to include accessibility considerations December 2016 People, Safety and Culture Policies and procedures include accessibility considerations and are available on intranet LWB is recognised as a competent and confident employer of people with disabilities. LWB possesses competent and managers that practice and support our recruitment process the implements the principles of access and inclusion. LWB possesses competent and managers that practice and support our recruitment process 1.2 Complete an accessibility audit of LWB recruitment processes to identify and rectify any unintended barriers for people with disability and remove as necessary June 2017 People, Safety and Culture Hiring Manager Guide to employing people with disabilities in the workplace accessible on intranet 10% of hiring managers to complete the training aware aware
underpinned by our Principles of Access and Inclusion 1.3 LWB employees to develop and implement training guidelines for selection panels and hiring managers to facilitate the development of a more inclusive and accessible recruitment process December 2017 People, Safety and Culture 1.4 Participate in the Disability Confident Recruiter Program June 2017 2017 People, Safety and Culture Achieve the Australian Network on Disability (AND) – Disability Confident Recruiter Badge
3. Programs and strategies are in place to increase the employment of people with disability within LWB 3.1 Participate in the “Stepping Into” paid internship program for undergraduates March 2017 People, Safety and Culture At least 3 interns who participate in the program to be based in Newcastle Interns are provided with an opportunity to apply studies to work environments ”Stepping Into” Program is used as a test case for a national intern program 3.2 Participate in the NSW High Growth Jobs, Talented Candidates (HGJTC) program to identify growth roles and fill with people with disability June 2017 People, Safety and Culture The number of candidates presented to and employed by LWB continues to grow over the life of the HGJTC program LWB is recognised as a competent and confident employer of people with disability. Each year, the number of people employed with disability continues to grow 3.3 A recruitment target for people with disability December 2017 (end of year 1) December 2018 (end of year 2) People, Safety and Culture 4% of new appointments are people with disability 10% of new appointments are people with disability
4. Workplace adjustments will include a Personal Emergency 4.1 Review the current PEEP template and inform managers March 2017 Corporate Services PEEP Plan template is available on intranet Managers are adequately skilled to provide assistance and information on the standards and processes relating to PEEP 4.2 Incorporate the updated PEEP into corporate induction March 2017 People, Safety and Culture PEEP is included in induction process 100% of new employees complete induction LWB satisfies and meets the Australian Standard 3754 – Planning for emergencies in facilities guidelines 5. Learning and Development 5.1 Develop and implement Disability Awareness content into the corporate induction December 2016 People, Safety and Culture Disability Reform Disability Awareness section included in Induction processes Disability awareness content is accessible for existing employees All new employees are Disability Aware
5.2 Develop and implement Disability Awareness training for all LWB employees December 2018 People, Safety and Culture 80% employees access and complete training Development of training modules – available to all employees 6. Our employees provide feedback and contribute to developing an inclusive workplace 6.1 Develop an employee body that represents people with disability within the workplace, to regularly meet to discuss and mitigate accessibility and inclusion issues June 2017 People, Safety and Culture Disability Reform Employee body established and functioning. Meetings occur periodically Feedback is sought, received and integrated back into policy and procedure
6.2 Ensure LWB Employee Engagement Survey includes questions on access and inclusion December 2017 People, Safety and Culture Access and inclusion and adjustment questions incorporated into LWB Employee Engagement Survey (2017) Survey response indicate that at least 70% of employees are of LWB principles for access and inclusion LWB employees with disability feel included and welcome LWB employees are aware of and implement our principles of access and inclusion
ACCESSIBILITY AND OUR SERVICES LWB is committed to ensuring our premises, digital platforms, and vehicles are accessible to all people with disability. In addition, LWB has pledged to ensure that throughout the procurement process, people with disability are considered and included. AIM ACTION TIMEFRAME RESPONSIBILITY MEASURES OUTCOMES 7. LWB premises are accessible to customers, employees and visitors 7.1 Develop a set of criteria that LWB can implement to ensure that all future premises are accessible December 2016 Corporate Services Building Accessibility Criteria / Audit available on intranet LWB adheres to the Disability (Access to premises-buildings) standards 100% of all new premises assessed against criteria All customers, employees and visitors can access LWB premises 7.2 As required, complete and develop an Improvement Plan for specific premises to remove barriers to access and inclusion Period of the plan Corporate Services Improvement Plans created and actioned as required – based on results of Building Accessibility criteria / audit All customers, employees and visitors can access LWB premises
8.4 Develop materials to assist in the creation of documentation in alternate formats, including Easy English June 2017 Strategy and Engagement Request for accessible (format) documents available on intranet Establish location on intranet where ‘accessible’ version of documents can be accessed Accessible documents are available and meet industry standards for accessible information 9. LWB digital platforms are accessible 9.1 Undertake a Digital Accessibility and Maturity Assessment (DAMA) to identify any barriers in digital accessibility December 2016 Strategy and Engagement LWB undertakes DAMA LWB has completed the DAMA 9.2 Develop a policy and guidelines for accessibility requirements for website and intranet content developers December 2016 Strategy and Engagement Policy Guideline and procedures are available on intranet Our website shares content in a number of accessible formats
9.3 Plan and implement recommendations derived from the DAMA June 2017 Strategy and Engagement Recommendations are developed and implemented, as per agreed timeframes LWB’s digital framework upholds the values and guidelines stipulated in DAMA LWB complies with the digital accessibility standards 9.4 Maintain WCAG 2.0 AA standard on the website July 2017 Strategy and Engagement Complete bi-annual accessibility checks LWB sustains WCAG “AA” standard 10. Services across LWB are accessible and inclusive 10.1 Design and implement a framework which identifies training required by specific roles across the business, to better deliver inclusive and accessible services for people with disability June 2018 People, Safety and Culture Disability Reform This framework is identified for roles across all of our services (e.g. Child and family services, immigration, aged care) Employees in program areas are confident and competent to work with customers with disability in their service
10.2 Develop and implement training solutions for specific roles December 2018 People, Safety and Culture Disability Reform Training solutions are available and accessible to relevant employees 70% of employees in specific roles have completed training 11. Accessibility is considered in procurement policy and decisions 11.1 LWB prefers to engage with suppliers that support people with disability, where appropriate December 2016 Corporate Services Include on preferred suppliers list – suppliers that support people with disability LWB supports suppliers that support people with disability
11.2 Develop a best practice guide for employees to ensure that accessibility is considered in procurement decisions including hardware and software, and assistive technology across the business March 2017 Corporate Services Guide for Procurement (Accessibility & Inclusion) available on intranet Guidelines for purchase of Assistive technology is available on the intranet Employees and managers are aware of and use guidelines for procurement related decisions 12. Our fleet is accessible to employees and customers 12.1 Implement a process to request adjustments for employees and customers using fleet vehicles December 2016 Corporate Services Guidelines and process to request vehicle adjustments available on intranet As required, LWB vehicles are adjusted to meet the accessibility and inclusion needs of our employees and customers Vehicles are adjusted to be accessible for employees with disability
AIM ACTION TIMEFRAME RESPONSIBILITY MEASURES OUTCOMES 13. LWB is led by our Principles for Access and Inclusion which demonstrate our commitment to promote the abilities, strengths and diversity of people with disability 13.1 Develop guiding principles to set the framework for communication and messaging both internally and externally March 2017 Strategy and Engagement Guidelines available on Intranet Principles are implemented 13.2 Communicate and raise awareness across LWB to celebrate and acknowledge the achievements of people with disability Ongoing Strategy and Engagement Continuous communication of achievements across all parts of the organisation. Customer stories used, as appropriate, to promote good practice Awareness of access and inclusion is raised Where possible, integrate promotion of achievements into existing awards or activities 14. LWB is a leader in the disability sector, driving innovation and public policy to benefit people with disability 14.1 Develop and articulate a position for contributing to public policy on employment and economic participation through conferences, submissions, research and our practice Commence 2017 Social Innovation & Strategy & Engagement Prepare for and /or deliver at least 2 research submissions or conference presentations, per year Feedback is openly received by submissions, research and conferences LWB position contributes to public policy
14.2 Conduct ‘Ideas Without Barriers’ roundtables for partners and key stakeholders to engage discussion and thought leadership Bi-annually Strategy and Engagement & Social Innovation Conduct bi-annually At least ‘10’ partners / stakeholders (excluding LWB) attend roundtables Up to 25% of participants in attendance at the roundtable events are people with disability Roundtables: actively address, discuss and mitigate issues of concern increase participation and awareness agree and develop actionable outcomes from each meeting 15. Develop, and maintain strong partnerships to further social capital 15.1 Develop a strategy for local and corporate partnerships that increase economic participation for customers December 2017 Strategy and Engagement Strategy established LWB ready to engage potential partners locally and nationally 16. Co-design and seek feedback and advice from customers and others about access and inclusion 16.1 Establish a approach with customers, disability groups and other stakeholders for our policies and services July 2017 Disability Reform People with disability and other groups participate in a comprehensive approach Policy and programs are redeveloped to meet the needs and satisfaction of people with disability
16.2 Undertake annual research with our customers to understand our effectiveness in achieving positive outcomes Annually Disability Reform & Customer Experience By July 2018, minimum of 2 5% of our customers have participated in the research LWB can demonstrate that it uses feedback on customer outcomes to review/enhance the provision of disability support