Disability Inclusion
Action Plan
2015-18
Copyright: © State of New South Wales through the Department of Justice 2015. You may
freely deal with this work for any purpose, other than profit.
ISBN: 978-1-922257-29-1 (online docx)
Disclaimer: This document has been prepared by the Department for general information
purposes.
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Disability Inclusion Action Plan 2015-18
Page 2 of 31
Table of Contents
1.
Secretary’s message ........................................................................................................... 4
2.
Guiding principles ................................................................................................................ 5
3.
Policy and legislative context ............................................................................................... 6
4.
The Department of Justice and people with a disability ...................................................... 7
5.
Consultation process ........................................................................................................... 8
6.
Disability Inclusion Action Plan ............................................................................................ 9
6.1.
Outcome 1 – Attitudes and behaviours
6.2.
Outcome 2 – Liveable communities
13
6.3.
Outcome 3 – Employment
15
6.4.
Outcome 4 – Systems and processes
24
9
7.
Monitoring, evaluation and reporting ................................................................................. 29
8.
Appendices ........................................................................................................................ 30
8.1.
Disability principles
30
8.2.
Contributing divisions, branches and units of the department
31
Disability Inclusion Action Plan 2015-18
Page 3 of 31
1.
Secretary’s message
I am pleased to present the Department of Justice’s Disability Inclusion Action Plan 20152018.
Section 12 of the Disability Inclusion Act 2014 (NSW) requires each public authority to develop
a Disability Inclusion Action Plan (DIAP). This DIAP was developed to outline the steps the
Department will take to ensure people with disability are able to access the Department’s
services and fully participate in the community.
This DIAP supports the general principles of disability inclusion, as well as the approach to
inclusion contained in the NSW Disability Inclusion Plan. The Department recognises the
important rights that people with disability have, including the right to participate in society,
access information, be able to live free from violence and have their diverse needs respected.
All staff of the Department have a responsibility to support and promote inclusion of people
with disability.
The Department is involved in other areas of work affecting people with disability, including
addressing the overrepresentation of people with cognitive and/or mental health impairments
in the criminal justice system, In 2016, the Department will develop a new Disability Justice
Strategy, that builds on our work creating more inclusive mainstream services, and works
towards improving access to justice for people with disability.
The strategies in this DIAP have been developed in consultation with people with disability,
their advocates and our staff with disability. This collaboration has provided a clear direction
for our work, and we look forward to making our mainstream services truly inclusive of people
with disability.
Andrew Cappie-Wood
Secretary
NSW Department of Justice
Disability Inclusion Action Plan 2015-18
Page 4 of 31
2.
Guiding principles
The Department’s guiding principles commit us to work towards:

Providing mainstream services in an inclusive manner

Supporting and promoting the principles of flexible service delivery

Training our staff to understand the impacts of attitudinal barriers in the provision of
inclusive services

Ensuring that people with disability are aware of and can effectively access information in
accessible formats about the Department’s services

Building all new and renovated environments to comply with the Disability Discrimination
Act 1992 (Cwth) Access to Premises Standards

Consulting people with disability in the development of inclusive policies, programs and
services

Being an employer of choice for people with disability, where their skills and experiences
are valued
Disability Inclusion Action Plan 2015-18
Page 5 of 31
3.
Policy and legislative context
This Plan reflects the Department’s implementation of the principles of disability inclusion, in
the context of the following legislation and policy frameworks:

UN Convention of the Rights of Persons with Disabilities

Disability Inclusion Act 2014 (NSW)

Disability Discrimination Act 1992 (Cth)

Anti-Discrimination Act 1977 (NSW)

Government Sector Employment Act 2013 (NSW)

Victims Rights and Support Act 2013 (NSW)

Department of Justice Strategic Plan

National Disability Strategy

NSW Disability Inclusion Plan

National Disability Insurance Scheme reform
Disability Inclusion Action Plan 2015-18
Page 6 of 31
4.
The Department of Justice
and people with a disability
The Department of Justice delivers legal, court and supervision services to the people of NSW.
It does this by managing courts and justice services, implementing programs to reduce crime
and reoffending, managing custodial and community-based correctional centres and
programs, protecting rights and community standards and advising on law reform and legal
matters. In 2015, the Department had a full-time equivalent workforce of over 11,000.
The Department is made up of ten divisions:

Arts & Culture

Corrective Services NSW

Courts and Tribunal Services

Finance

Justice Strategy & Policy

Juvenile Justice

Liquor, Gaming & Emergency Management

NSW Trustee & Guardian

Office of the Secretary

Organisational Performance and Operations
The Department works within the diverse community of NSW. In the 2012 Survey of Disability,
Ageing and Carers, 18.5% of the population identified as having a disability. 1 This means that
approximately one in five people who come into contact with the NSW Justice system will have
a disability. There is significant evidence that people with disability are overrepresented in the
criminal justice system, as victims of crime and offenders. There are certain areas of the
Department that have large numbers of clients with disability (NSW Trustee & Guardian and
Public Guardian), or that have specialist support available for people with disability (Corrective
Services and Juvenile Justice). In 2014, 6.6% of the Department’s staff identified as having a
disability.2
1
Available at the Australian Bureau of Statistics website: http://www.abs.gov.au
2
Department of Police and Justice 2013-2014 Annual Report
Disability Inclusion Action Plan 2015-18
Page 7 of 31
5.
Consultation process
The Department held a community consultation on 30 September 2015, which brought
together people with disability and organisations from the disability sector, to seek their
feedback on priorities for the DIAP.
A separate consultation at Self Advocacy Sydney was held on 2 October 2015, to ensure the
voices of people with intellectual disability were heard. Board members of Self Advocacy
Sydney provided strong feedback in the focus areas of attitudes and behaviours and systems
and processes.
The Department’s Staff with Disability Network were consulted on 28 August 2015, and
provided valuable feedback on improving the outcomes for employees with disability.
The following priorities were identified from the consultation, and have been incorporated into
the actions within the plan:

Improved training for staff

Improved accessibility of buildings

Removing barriers to employment

Providing accessible information
Disability Inclusion Action Plan 2015-18
Page 8 of 31
6.
Disability Inclusion Action Plan
6.1.
Outcome 1 – Attitudes and behaviours
Aim and expected outcome

Increased awareness among Department of Justice staff of disability issues

Improved service provision to people with disability

Understanding across the Department of the importance of inclusion
Target population

Staff of the Department

People with disability
Resources

Courts and Tribunal Services operational training

Diversity Services – Flexible Service Delivery training

Strategic Human Resources – Leadership and Capability Development

CS/JJ training

LawAccess training
Disability Inclusion Action Plan 2015-18
Page 9 of 31
DIAP Outcome 1 – Attitudes and behaviours
No. Action
Key Performance Indicators
Responsibility
1.1
Court Services staff complete ‘Disability &

Flexible Service Delivery’ e-learning module
every twelve months
100% of staff complete training annually Court Services
1.2
Work with Courts and Tribunal Services

operational training to include the following
topics in the Court Staff and Client Service
Skills training:
 using 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
1.3
All Registrars and Senior Registrars have
an achievement plan that includes a key
performance indicator related to
engagement with local disability groups
1.4
Communications on accessing AccessLink 
are prepared and presented to all Court
Services staff

1.5
Conduct disability awareness training for
staff working with offenders in community
Disability Inclusion Action Plan 2015-18
30 June 2016
then annually
Court Services
June 2016
Court Services
June 2016
Information is presented to Registrars
via a telecommunications presentation
Registrars present information on
AccessLink to all staff
Court Services
June 2016
Number of staff trained
Number of courses run
Corrective Services Ongoing
NSW

100% of Registrar and Senior Registrar
Achievement plans include an
accountability to:
1. Engage with Disability
Advocacy/Service groups in their
communities
2. Invite Disability Advocacy/Service
groups to Court User Forums
3. Develop a Disability Inclusion Action
plan for their location
 Plans and progress are reported
quarterly in the standard business
reports


Timeframe
Page 10 of 31
DIAP Outcome 1 – Attitudes and behaviours
No. Action
Key Performance Indicators
Responsibility
Timeframe
Diversity Services/
Strategic Human
Resources
June 2016
and custody
1.6
Promote a culture of disability inclusion
within the Department

Promotion of the benefits of disability
inclusion to Managers
1.7
Continue to provide Disability Awareness
and Flexible Service Delivery training
programs to all areas of the Department

Diversity Services
Disability Awareness and Flexible
Service Delivery training is available and
accessed across the Department
1.8
Develop new training modules for staff on
issues for people with a cognitive and/or
mental health impairment, including:
 recognising a cognitive and/or mental
health impairment
 communication
 the impacts of trauma

New modules developed
Diversity Services
December
2016
1.9
Conduct ‘Working with people with
disability’ training for staff working with
children and young people in the
community and custody


Number of people trained
Number of courses run
Juvenile Justice
Ongoing
1.10 Induction of new frontline staff in the Legal
Information Group and Legal Advice
Group of LawAccess NSW will include:
 The social model of disability
 Flexible service delivery
 Effective communication with people
with a cognitive impairment
How to make and receive a call using the
National Relay Service

100% of new Legal Information Group
and Legal Advice Group staff trained
LawAccess NSW
Ongoing
1.11 Members of the Legal Information Group
and Legal Advice Group to undertake
enhanced disability awareness training
and refresher training thereafter that will

90% of Legal Information Group and
Legal Advice Group trained
LawAccess NSW
Enhanced
disability
awareness
training by 30
Disability Inclusion Action Plan 2015-18
Page 11 of 31
Ongoing
DIAP Outcome 1 – Attitudes and behaviours
No. Action
Key Performance Indicators
Responsibility
include:
 The social model of disability
 Flexible service delivery
 How to make and receive a call using
the National Relay Service
1.12 Frontline staff and management complete
Flexible Service Delivery training
Disability Inclusion Action Plan 2015-18
Timeframe
December
2016;
Refresher
training in
each year of
2017 and
2018

80% of Births, Deaths & Marriages staff
complete Flexible Service Delivery
training
Registry of Births,
Deaths &
Marriages
Page 12 of 31
December
2016
6.2.
Outcome 2 – Liveable communities
Aim and expected outcome

Increased awareness of the importance of inclusion

People with disability have equitable access to buildings and facilities
Target population

Staff of the Department

People with disability
Resources

Asset Management Services funding
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.
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
Asset Management Ongoing
New facilities comply with the Building
Services
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
Disability Inclusion Action Plan 2015-18
Asset Management Ongoing
Services
Page 13 of 31
DIAP Outcome 2 – Liveable communities
No. Action
Key Performance Indicators
2.3 Roll out access improvements to jury
facilities where jurors regularly sit, as
funding permits

Accessible jury facilities will be provided Asset Management December
2018
at all trial courts where juries regularly sit Services

Provide a list of accessible services and Asset Management Ongoing
Services
facilities by March 2018
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 Ongoing
Services
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
Asset Management Ongoing
Services
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
Court Services
The Department's Access Audits of leased
premises will be included within the Asset
Management access provision workplans
Responsibility
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 Court Services
consultation with AMS & Diversity
Services
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
Disability Inclusion Action Plan 2015-18
Managers
Page 14 of 31
Timeframe
June 2016
Ongoing
Ongoing
6.3.
Outcome 3 – Employment
Aim and expected outcome

Increased number of people with disability recruited across all divisions of the Department

Increased representation of staff 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

Strategic Human Resources expertise and support
DIAP Outcome 3 - Employment
No.
Strategy
Action
Key Performance Indicators
Responsibility
Timeframe
Focus Area A: Attraction and recruitment
3.1
Embed disability
Incorporate disability employment 
employment targets targets and strategies into all
and strategies into business plans
workforce planning
and business
planning processes
Develop disability employment

metrics and analytics to identify
under-performing areas within the
Department and develop
appropriate recruitment strategies
to address any identified
Disability Inclusion Action Plan 2015-18
Business plans and workforce Senior Executives
planning processes include
disability employment targets
and strategies
June 2016
Disability employment metrics Strategic Human
Resources
and analytics are developed
January 2016
Page 15 of 31
DIAP Outcome 3 - Employment
No.
Strategy
Action
Key Performance Indicators
Responsibility
Timeframe
Provide quarterly reports to the
Secretary, heads of divisions and
all business centre managers
showing disability employment
representation against
performance targets (by
division/branch/business unit) to
monitor progress

Quarterly disability
employment reports are
provided
Strategic Human
Resources
Quarterly
Improve the accuracy of disability
employment statistics by
developing methods which
encourage new staff to disclose
disability when completing the
Workforce Diversity Data
Collection Survey

Strategic Human
Increase in number of new
staff completing the Workforce Resources
Diversity Data Collection
Survey
Complete the review of current
recruitment processes, selection
materials and access points
available to job applicants with
disability to ensure that they
support inclusion and are nondiscriminatory

Review of recruitment
processes and selection
materials is completed and
any recommendations are
implemented
imbalances
3.2
Promote the
Department as an
inclusive
organisation and an
'employer of choice'
for people with
disability
Develop appropriate disability

statements to be used in job
advertisements encouraging
people with disability to apply for
roles. Provide clear information on
how to request a reasonable
adjustment during the selection
process
Develop and publish appropriate
Disability Inclusion Action Plan 2015-18

Ongoing
Strategic Human
Resources
January 2016
Strategic Human
Disability employment
statements and information on Resources
reasonable adjustments are
developed and used in job
advertisements
January 2016
Appropriate content is
Page 16 of 31
Strategic Human
March 2016
DIAP Outcome 3 - Employment
No.
3.3
Strategy
Ensure recruitment
processes are fair
and accessible and
do not disadvantage
people with
disability
Action
Key Performance Indicators
Responsibility
Timeframe
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
produced and published
Resources/
Strategic
Communications
Develop relationships with

Disability Employment Service
(DES) providers and other
external disability organisations to
promote awareness of
employment opportunities at the
Department
Relationships with DES
providers are established
Strategic Human
Resources/
Hiring Managers
Court Services review recruitment 
strategies to encourage people
with disability to apply for positions
Percentage of employees with Court Services
a disability targets are met
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
All job advertisements,
information packs, online
application systems and
recruitment assessments are
made accessible to people
with disability
Strategic Human
Resources
January 2016
Ensure all job advertisements,
online application systems and
recruitment assessments are
accessible to people with
disability.

Monitor and analyse the impact of 
new methods of recruitment
assessments on the application
Disability Inclusion Action Plan 2015-18
Application rates and success Strategic Human
rates are included in disability Resources
employment metrics and
Page 17 of 31
Ongoing
Ongoing
Quarterly
DIAP Outcome 3 - Employment
No.
Strategy
Action
Key Performance Indicators
and success rates for people with
disability
3.4
Develop new
employment
pathways for people
with disability
Responsibility
Timeframe
analysed 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
adjustments during the selection
process

Practical resources and
guidelines are developed and
disseminated to recruiters,
hiring managers and panel
members
Strategic Human
Resources/
Hiring Managers
March 2016
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
Develop and implement programs 
that support employment
pathways for young 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
Number of targeted roles
Strategic Human
Resources/
All Managers
Ongoing
Disability Inclusion Action Plan 2015-18
Page 18 of 31
DIAP Outcome 3 - Employment
No.
Strategy
Action
Key Performance Indicators
Responsibility
Timeframe
Approval and implementation
of pilot program
Strategic Human
Resources
June 2016

Partnerships with DES
providers are established
Strategic Human
Resources/
All Managers
Ongoing
Promote membership of the
Department’s Staff with
Disabilities Network to new and
existing staff

Number of staff participating in Strategic Human
Resources/
the Staff with Disabilities
Network activities and events 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 crosssector disability forums,
conferences, working groups and
external disability networks

Staff with disability participate
in external forums,
conferences and networks
Strategic Human
Resources
Ongoing

Reasonable Adjustment
Guidelines are promoted and
Strategic Human
Resources/
January 2016
entry points at various salary
levels
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
Develop strategic partnerships
with Disability Employment
Service (DES) providers to utilise
their expertise in sourcing and
recruiting people with disability
Focus Area B: Retention and career development
3.5
3.6
Create a more
inclusive and
supportive
workplace for staff
with disability
Promote reasonable Develop an effective
adjustment
communications strategy to
Disability Inclusion Action Plan 2015-18
Page 19 of 31
DIAP Outcome 3 - Employment
No.
3.7
Strategy
Action
information to all
staff and managers
and ensure
appropriate
reasonable
adjustments are
provided to staff
with disability
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
implemented
Strategic
Communications
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
Provide capability
and career
development
opportunities for
staff with disability
Key Performance Indicators
Responsibility
Timeframe
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 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
Disability Inclusion Action Plan 2015-18
Page 20 of 31
DIAP Outcome 3 - Employment
No.
Strategy
Action
Key Performance Indicators
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

3.9
Ensure
organisational
restructures and
change do not
disproportionately
affect staff with
disability
Responsibility
Timeframe
Strategic Human
Ongoing
Members of the network
attend all Equity and Diversity Resources/
Staff with Disability
Alliance meetings
Network
Encourage and facilitate Staff with 
Disabilities Network members to
contribute to the review and
development of departmental
policies and guidelines
Staff with Disabilities Network
members review and provide
feedback on departmental
policies, guidelines and
procedures
Strategic Human
Ongoing
Resources/
Staff with Disability
Network
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
Ongoing
Resources/
Staff with Disability
Network
Ensure all Change Management

Plans 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 where required
Senior Executives/ Ongoing
All Managers
Existing staff induction and
operational training programs
are reviewed and updated
where appropriate
Strategic Human
Resources
Focus Area C: Inclusive and supportive workplace
3.10 Promote a culture of
inclusion within the
Department that
supports staff with
Review and update disability

awareness training components of
existing staff induction and
operational training programs
Disability Inclusion Action Plan 2015-18
Page 21 of 31
March 2016
DIAP Outcome 3 - Employment
No.
Strategy
Action
Key Performance Indicators
disability and
highlights best
employment
practices
Research and develop an
appropriate disability
inclusion/awareness training
framework available to all staff
within the Department e.g. a
disability awareness e-learning
course supported by face-to-face
training where required

Responsibility
Disability inclusion/awareness Strategic Human
Resources/
training is developed and
Diversity Services
implemented
Timeframe
June 2016
Continue to enhance and promote 
the HR workforce diversity intranet
site as the primary resource for
disability information for managers 
and staff
The HR workforce diversity
intranet site is promoted to
staff
Number of visits to workforce
diversity disability intranet
pages
Strategic Human
Resources
Ongoing
Communicate good news stories 
demonstrating good practice in
disability employment within the
Department and externally to DES
providers and other disability
organisations.
Good news stories and case
studies are shared internally
and externally
Strategic Human
Resources/
Strategic
Communications
Ongoing
Recognise the achievements of
staff who have demonstrated
excellence in disability
employment in the Department's
Diversity and Accessibility
Excellence Award

Accessibility and Diversity
Excellence Award presented
annually
Strategic Human
Resources/
All Managers
Annually
3.11 Promote access to a Communicate availability of
range of appropriate flexible working arrangements to
flexible working
all managers and staff
arrangements

Flexible working arrangement
policies and procedures are
available to all staff and
managers
Strategic Human
Resources/
All Managers
Ongoing
Analyse and report on information 
obtained from the Workforce
Survey information is collated
and analysed from different
Strategic Human
Resources
June 2016
3.12 Improve disability
employment
Disability Inclusion Action Plan 2015-18
Page 22 of 31
DIAP Outcome 3 - Employment
No.
Strategy
Action
information from
quantitative and
qualitative data
sources
Diversity Data Collection Survey,
Exit Survey and People Matter
Survey to identify and address
disability employment issues
3.13 Ensure all human
resources policies,
guidelines and
employment
practices support
disability inclusion
Key Performance Indicators
Responsibility
Timeframe
Strategic Human
Resources
June 2016
sources
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
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
Review and develop human

resources frameworks, policies,
guidelines and practices that
support disability inclusion and do
not disadvantage people with
disability
Strategic Human
Disability inclusion is
considered in the development Resources
of all human resources
policies, guidelines and
practices
Ongoing
Disability Inclusion Action Plan 2015-18
Page 23 of 31
6.4.
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
Disability Inclusion Action Plan 2015-18
Page 24 of 31
DIAP Outcome 4 – Systems and processes
No.
Action
Key Performance Indicators
4.3
Include mediator capacity to provide
inclusive services in mediator engagement
criteria

Inclusion indicators reflected in mediator Alternative Dispute
Resolution
engagement criteria
Directorate/
Community Justice
Centres
December
2016
4.4
Include information and guidance to CJC
staff 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
4.5
Include information on Court Services
website about disability access to all court
locations

Access to disability access information
is available on the internet for all court
sites
Information is updated regularly
Court Services
June 2018
AccessLink site is maintained and
regularly updated
AccessLink site is promoted to staff of
the Department
Diversity Services
Ongoing

4.6
Promote and demonstrate AccessLink, the
Department’s Intranet Good Practice Guide
on reasonable adjustments for people with
disability


Responsibility
Timeframe
4.7
The design and selection of software

applications and interfaces will meet access
requirements, including WCAG 2.0 Level AA
standards, for people with disability, both
staff and clients
100% of websites meeting WCAG 2.0
Level AA standards
Information &
Technology/
Strategic
Communications
Ongoing
4.8
Develop information and offer staff training 
as required to ensure use and maintenance
of adaptive equipment for service provision
access (such as infra-red systems) and in
the workplace, as it is introduced into the
Department
Information developed and training
delivered
Information &
Technology
Annually
4.9
The protected witness audio-visual
equipment program will include infrared
100% of people requesting access to
hearing loop equipment have access
Information &
Technology
As per roll out
Disability Inclusion Action Plan 2015-18

Page 25 of 31
DIAP Outcome 4 – Systems and processes
No.
Action
Key Performance Indicators
Responsibility
Timeframe
Service enhancement opportunities
implemented where possible
LawAccess NSW
Annually
systems for people with hearing
impairments
4.10 Continue to obtain feedback and identify

opportunities to enhance access to service
through consultation with the Justice
Disability Advisory Council and take steps to
deliver service enhancement opportunities
4.11 Any Client Satisfaction Survey undertaken
by LawAccess NSW will include survey
questions to identify customers with
disability and their level of customer
satisfaction

Any actions required to increase
customer satisfaction of people with
disability implemented where possible
LawAccess NSW
2016-2018
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
Actions targeting people with disability
included in Communications Strategy
2016-2018
LawAccess NSW
March 2016
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
Disability Inclusion Action Plan 2015-18

Page 26 of 31
DIAP Outcome 4 – Systems and processes
No.
Action
Key Performance Indicators
Responsibility
Timeframe
Communications Strategy 2016-2018
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
4.19 Continue to make reasonable adjustments
for people with disability who are preparing
planning ahead documents through NSW
Trustee & Guardian

NSW Trustee &
Number of reasonable adjustments
made for people with disability preparing Guardian
planning ahead documents
Ongoing
4.20 Ensure new and existing internal and
external Department websites comply with
WCAG 2.0 Level AA standards

The Department's websites comply with Strategic
Communications
the W3C Web Content Accessibility
Guidelines 2.0 (WCAG 2.0) to Level AA
standard
Ongoing
4.21 Provide guidelines for web content authors
and developers, which include compliance
requirements for WCAG 2.0 Level AA
standards

Strategic
Online resources and tools are
maintained for web content authors and Communications
developers to ensure compliance with
W3C Content Accessibility Guidelines
2.0 (WCAG 2.0) to Level AA standard,
including Accessibility to Digital
Communications Policy, Accessibility
Handbook, Accessibility Checklist and
Accessibility Frequently Asked
Questions
Ongoing
4.22 Ensure that accessibility requirements are
considered when producing print
communications

Maintain online resources and tools that Strategic
Communications
enable Department staff to deliver
accessible print communications
Ongoing
Disability Inclusion Action Plan 2015-18
Page 27 of 31
DIAP Outcome 4 – Systems and processes
No.
Action
4.23 Provide advice and support on event
management to enable Department staff to
host an accessible event
Key Performance Indicators
Responsibility
Timeframe

Continue to provide assistance to staff
by answering all enquiries about
accessibility of print communications

Maintain online resources and tools that Strategic
Communications
enable Department staff to deliver
accessible events
Continue to provide assistance to staff
by answering all enquiries about hosting
an accessible event
Ongoing

4.24 Review all human resources online
documents and web pages to ensure that
they comply with minimum accessibility
standards or are made available in
additional accessible formats

All human resources documents comply Strategic Human
Resources/
with minimum accessibility standards
Strategic
Communications
Ongoing
4.25 Ensure the United Nations Convention on
the Rights of Persons with Disabilities and
the National Disability Strategy are
considered when reviewing, updating or
drafting NSW legislation and regulations.

All legislative reviews with a significant Strategy & Policy
impact on people with disability develop
an inclusive consultation strategy
Ongoing
4.26 Implement the Victims Services Disability
Access Plan 2015-2017

Plan is implemented
Disability Inclusion Action Plan 2015-18
Victims Services
Page 28 of 31
December
2018
7.
Monitoring, evaluation and reporting
The Department will establish the following measures to monitor and evaluate the
progress of the DIAP:

The Executive Sponsor for disability inclusion issues in the Department is the
Deputy Secretary, Justice Strategy & Policy, and the project manager for the DIAP
is the Manager Diversity Services.

Governance for the DIAP will be coordinated through the DIAP Steering
Committee, made up of senior officers from areas of the Department who have
contributed actions to the plan.

The Justice Disability Advisory Council (JDAC) will provide advice and oversight of
the implementation of the DIAP.

Contributing areas to the DIAP will provide quarterly reports on progress in
implementing their strategies.

A consolidated report of progress against the Plan will be published in the
Department’s Annual Report, and will be provided to the Disability Council of
NSW.

In 2018, Diversity Services will lead an evaluation of the DIAP.
Disability Inclusion Action Plan 2015-18
Page 29 of 31
8.
Appendices
8.1.
Disability principles
1.
People with disability have an inherent right to respect for their worth and dignity as individuals.
2.
People with disability have the right to participate in and contribute to social and economic life and
should be supported to develop and enhance their skills and experience.
3.
People with disability have the right to realise their physical, social, sexual, reproductive, emotional
and intellectual capacities.
4.
People with disability have the same rights as other members of the community to make decisions
that affect their lives (including decisions involving risk) to the full extent of their capacity to do so and
to be supported in making those decisions if they want or require support.
5.
People with disability have the right to respect for their cultural or linguistic diversity, age, gender,
sexual orientation and religious beliefs.
6.
The right to privacy and confidentiality for people with disability is to be respected.
7.
People with disability have the right to live free from neglect, abuse and exploitation.
8.
People with disability have the right to access information in a way that is appropriate for their
disability and cultural background, and enables them to make informed choices.
9.
People with disability have the same right as other members of the community to pursue complaints.
10. The crucial role of families, carers and other significant persons in the lives of people with disability,
and the importance of preserving relationships with families, carers and other significant persons, is
to be acknowledged and respected.
11. The needs of children with disability as they mature, and their rights as equal members of the
community are to be respected.
12. The changing abilities, strengths, goals and needs of people with disability as they age are to be
respected.3
3
Section 4, Disability Inclusion Act 2014 (NSW).
Disability Inclusion Action Plan 2015-18
Page 30 of 31
8.2.
Contributing divisions, branches and units of the department

Alternative Dispute Resolution Directorate /Community Justice Centres

Asset Management Services

Corrective Services NSW

Court Services

Diversity Services

Information & Technology

Juvenile Justice

LawAccess NSW

NCAT

NSW Trustee and Guardian

Public Guardian

Registry of Births, Deaths & Marriages

Strategic Communications

Strategic Human Resources

Strategy & Policy

Victims Services
Disability Inclusion Action Plan 2015-18
Page 31 of 31