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Disability Inclusion Action Plan 2015 - 2017
Contents
Introduction
3
Liveable Communities
4
Systems and Processes
6
Employment
9
Attitudes and Behaviours
11
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Introduction
The Disability Inclusion Action Plan of NSW Department of Premier and Cabinet has been developed around the four key areas supporting the NSW Disability
Inclusion Plan:
Build more liveable and accessible communities
1.
DPC will provide an accessible and inclusive environment to employees and visitors.
Improve systems and processes to remove barriers and make it easier for people with disability to get information about the services and help they
need
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
Access and inclusion is integrated into procurement of goods and services.
Develop and implement a website accessibility policy based on clear principles for new and updated web content.
All employees who author information on the intranet and internet are trained to create accessible and inclusive documents and publications.
Visual and audio materials are accessible and inclusive through captioning and visual descriptions.
Employees and visitors who require assistance with evacuation have a Personal Emergency and Evacuation Plan (PEEP).
E-learning materials are accessible.
There is a mechanism to consult with assistive technology users.
When purchasing IT we specify accessibility and compatibility with assistive technology.
Provide regular updates and progress on the DIAP across DPC.
The Workplace Adjustment Procedure encourages candidates and employees to request adjustments in a timely way.
To develop a process for systematically reviewing and incorporating access and inclusion into the policy development process.
Meet DIAP aims and plan objectives.
Maximise the opportunities for people with disability to gain employment and retain jobs
14.
15.
16.
17.
18.
Unintended barriers in mainstream recruitment processes are removed.
Managers and supervisors effectively manage and support employees with disability.
The views and perspectives of employees with disability are considered by DPC management, the People Committee and other DPC employee representative forums.
Programs are in place to increase the employment of people with disability.
Support retention and career development of employees with disability.
Identify ways to build positive attitudes and inclusive behaviours towards people with disability
19. Engender a positive attitude toward the inclusion of people with disability as employees and stakeholders.
20. To integrate the inclusion of people with disability into the broader diversity strategy.
NSW Premier & Cabinet Disability Action Plan
April 2015
3
Build more liveable and accessible communities:
Aim
Action
Timing
Responsibility
1.
Year 1
Corporate &
Operational
Services
DPC will provide an
accessible and inclusive
environment to
employees and visitors.
DPC will conduct an audit of the DPC tenancy to
assess the accessibility of the workplace
environment.
Corporate
Services with
Access Team
DPC will survey all staff to obtain individual
feedback on the personal user experience of the
workplace environment.
Year 1
DPC will develop a protocol and procedure for
people visiting the DPC workspace to enable
them to specify any access requirement prior to
arrival.
Year 1
MaCs - Facilities
Performance Indicator or Outcome
Recommendations from the audit are prioritised in
order of risk, barriers and equity.
Timeframe for improvement and remediation is
developed and implemented.
Recommendations from the employee survey are
prioritised in order of risk, barriers and equity.
Timeframe for improvement is developed and
implemented.
MaCs – Facilities
with Access Team
Managers and employees are aware of and able to
access the adjustment/requirements process for
visitors. Those needs are met on time.
Visitors are able to specify access requirements and
these requests are appropriately managed.
Access arrangements for visitors are implemented on
time.
This process is available as part of the visitor registration
process.
Include access features of event locations into all
speeches.
NSW Premier & Cabinet Disability Action Plan
Year 1
Strategic
Communications
& Events
April 2015
Number of speeches where access features are
appropriately integrated into speeches.
4
Facilitating accessible events
DPC’s Event Access and Inclusion Unit make events accessible for people with disability at events like Vivid, New Year’s Eve Fireworks and Sydney Mardi Gras.
NSW Premier & Cabinet Disability Action Plan
April 2015
5
Improve systems and processes to remove barriers and make it easier for people with disability to get information about the services and help they
need
Aim
Action
Timing
Responsibility
Performance Indicator or Outcome
2.
Access and inclusion is
integrated into
procurement of goods and
services.
Identify and prioritise key procurement
contracts (e.g. IT and recruitment) which
adversely impact on the experience and
participation of employees with disability.
Year 1
Corporate &
Operational
Services
Reduction in individual adjustments as the environment
becomes increasingly barrier free.
Clarify with contractors/providers of goods and
services whether it is essential or desirable.
Year 1
Corporate &
Operational
Services
A record is kept of key contracts identified, when the
suppliers were contacted and what the timeframe is for
compliance.
Of those key contracts already identified, DPC
will contact those suppliers to advise
timeframe for achieving compliance.
Suppliers will mirror DPC’s commitment to access and
inclusion.
DPC will purchase and provide accessible services and
environments.
3.
Develop and implement a
website accessibility
policy based on clear
principles for new and
updated web content.
Evaluate current website accessibility policy
and identify any gaps against WCAG 2.0 AA.
Year 1
Strategic
Communications
& Events
All website pages are accessible against WCAG 2.0 AA
Standards.
Promote and disseminate to other agencies
information on the standards (WCAG 2.0).
Year 1
Strategic
Communications
& Events
A record is kept of who and which agencies the
information has been shared with.
Develop and implement a system of responding
to requests for alternate formats.
Year 1
Strategic
Communications
& Events
The system indicates who is responsible and
accountable for managing the request, the timeframes
involved, budget and how to provide feedback on the
system.
Individuals with disability are able to access DPC’s key
information.
4.
All employees who author
information on the
intranet and internet are
trained to create
Develop and deliver training on how to create
accessible documents through intranet
resources and training sessions.
Year 1 and
Year 2
Strategic
Communications
& Events
Training programs scheduled and delivered.
Number of staff trained in the creation of accessible
Training module is added to DPC training suite.
NSW Premier & Cabinet Disability Action Plan
Training package developed.
April 2015
6
Aim
accessible and inclusive
documents and
publications.
Action
Timing
Responsibility
All staff who author information on intranet
and internet are required to complete the
course.
Review all current external DPC information for
accessibility.
Performance Indicator or Outcome
documents.
Staff trained to create accessible documents.
Year 1 and
Year 2
Develop and implement strategy for ensuring
that an individual with disability is able to
access externally facing DPC information.
Strategic
Communications
& Events
Number of documents reviewed and available in an
accessible format.
Individuals with disability are able to access all new
externally facing DPC information via an accessible
format.
There is an accessible notice to advise of the procedure
to access any externally facing scanned documents that
are not produced by DPC.
5.
Visual and audio materials
are accessible and
inclusive through
captioning and visual
descriptions.
An Auslan interpreter is present for all major
public speeches made at events by the Premier.
Ongoing
Strategic
Communications
& Events
All major public speeches are accessible to the Deaf
community.
Video material is captioned and described.
Ongoing
Strategic
Communications
& Events
People with disability have equitable access to audio
and visual materials produced within DPC.
Employees and visitors
who require assistance
with evacuation have a
Personal Emergency and
Evacuation Plan (PEEP).
Develop a policy and administrative systems
and processes to ensure that employees and
visitors with disability have a Personal
Emergency Evacuation Plan (PEEP).
Year 1
Corporate
Services – WHS,
MaCs – Facilities
& Visitor
Management
Systems are in place to ask staff and visitors about their
PEEP requirements.
7.
E-learning materials are
accessible.
Update the procedure for sending out a
statement of work for e-learning to include
accessibility requirements.
Year 2
People and
Culture
Any newly produced e-learning materials are accessible
to employees with disability.
8.
There is a mechanism to
consult with assistive
technology users.
Create a register of DPC users of assistive
technologies for consultation purposes during
software purchases and/or upgrades.
Year 1
NSW DPC IT
All technology updates and changes consult with users
of assistive technology.
9.
When purchasing IT we
specify accessibility and
compatibility with
assistive technology.
DPC to create and implement a process to
effectively communicate DPC’s accessibility
requirements and expectations to the external
Year 1
NSW DPC IT
New technology is compatible with assistive technology
being used at DPC.
6.
Develop a methodology for educating staff
about PEEPS for employees and for visitors.
NSW Premier & Cabinet Disability Action Plan
April 2015
All employees and visitors who request a PEEP have
their needs accommodated.
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Aim
Action
Timing
Responsibility
Performance Indicator or Outcome
shared service providers when purchasing IT.
10. The Workplace
Adjustment Procedure
encourages candidates
and employees to request
adjustments in a timely
way.
Revise and update the current workplace
adjustments policy and procedure in
collaboration with key stakeholders.
11. To develop a process for
systematically reviewing
and incorporating access
and inclusion into the
policy development
process.
To use the objectives of the Disability Inclusion
Act to explore how to influence and plan how
to use DPC’s oversight of Cabinet committees
to influence policy development and projects.
Year 1
People and
Culture
Workplace Adjustments Policy and procedures uploaded
to the intranet.
The process encourages requests to be made as
they are required.
NSW Premier & Cabinet Disability Action Plan
Workplace adjustments policy and procedures updated
and communicated to all staff.
Year 1;
commence
May 2015
Policy Groups
Access and inclusion will be evident in DPC plans for
policy development.
Access and inclusion will be evident in other agency’s
plans based on the policy that has been written by DPC.
April 2015
8
Maximise the opportunities for people with disability to gain employment and retain jobs
Aim
Action
Timing
Responsibility
12. Unintended barriers in
mainstream recruitment
processes are removed.
Utilising the completed audit of the
recruitment process, continue to remove
unintended barriers and action the
recommendations.
Year 1
People and
Culture
Performance Indicator or Outcome
Number of actions completed in line with the
proposed timing.
Barriers to the recruitment process removed.
Implementation plan created to
incorporate recommendations.
Education of hiring managers and senior
leaders via disability confidence and
awareness training and communication
and etiquette training.
Year 2
People and
Culture
Disability Awareness and etiquette training given to a
number of panel interviewers. Number of hiring
managers and managers trained.
All information on the website and
intranet relating to the recruitment
process and induction process is
captioned and described.
Year 1
People and
Culture
Video and audio materials relating to the recruitment
process and induction are captioned and described to
standard.
Recruitment methods, including interviews, are
equitable for people with disability.
Conduct a review of a sample of
recruitment videos and audio materials to
assess accessibility.
13. Managers and supervisors
effectively manage and
support employees with
disability.
Develop and source appropriate resources
for managers and staff to obtain guidance
on inclusion, and appropriate practices to
support employees with disability.
Year 2
People and
Culture
Managers and staff know where to access relevant
information and who to contact for support.
14. The views and perspectives of
employees with disability are
considered by DPC
management, the People
Committee and other DPC
employee representative
forums.
Ensure employees with disability are
represented by a DPC employee with
disability at the People Committee.
Year 1
People and
Culture
All committee discussions take into consideration the
views of employees with disability. This will lead to
better employee engagement and a greater
awareness of disability in the workplace.
NSW Premier & Cabinet Disability Action Plan
April 2015
9
Aim
15. Programs are in place to
increase the employment of
people with disability.
16. Support retention and career
development of employees
with disability.
Action
Timing
Establish an across Group working party
to identify sustainable programs to
increase employment opportunities which
may involve, customised roles,
traineeships, cadetships, internships,
mentoring programs and/or graduate
programs.
Year 2
Monitor and review career progression
and utilisation of learning and
development opportunities for employees
with disability.
Year 2
Responsibility
People and
Culture
Performance Indicator or Outcome
Group is established.
Programs are identified for people with disability.
People with disability participate in these programs.
People and
Culture
By sample, gain feedback on career planning and the
learning and development process at DPC.
Review any barriers experienced in applying for
learning and development opportunities and prioritise
those barriers to remove them.
Timeframe for improvement and remediation is
developed and implemented.
Report on the types of adjustments requested to
attend or participate in any learning and development
opportunities.
Participate in an external mentoring
program for students with disability.
NSW Premier & Cabinet Disability Action Plan
Year 2
People
Committee with
People and
Culture
facilitating
April 2015
Program is established.
Number of participants reported annually.
People with disability participate in this program.
10
Identify ways to build positive attitudes and inclusive behaviours towards people with disability
Aim
Action
Timing
Responsibility
17. Engender a positive attitude
toward the inclusion of people
with disability as employees and
stakeholders.
18. To integrate the inclusion of
people with disability into the
broader diversity objectives
across the sector.
Performance Indicator or Outcome
Secretary to outline the business, social and
ethical role for DPC to play in the inclusion of
people with disability.
Year 1
Secretary
Senior leadership commitment and support
reflected in communications.
Secretary to address agency leaders within the
NSW DPC cluster and request them to develop
individual agency plans focusing on Liveable
Communities, Employment, Systems and
Processes and Attitudes and Behaviours
Year 1
Secretary
All agencies within the NSW DPC cluster have
been addressed.
Create a communications strategy to keep
access and inclusion front of mind.
Year 1
Plan some events each year, including
International Day of People With Disability.
Individual agency plans are created.
Year 1 and
Year 2
Any celebration will be attended by a senior
leader within DPC and a diverse audience will
be targeted to attend.
Strategic
Communications &
Events
Measure the number of visitors to web pages
that relate to access and inclusion.
People and Culture
and People
Committee
Groups collaborate on events across the year.
Awareness increases within DPC of access and
inclusion.
List maintained of attendees.
Events held. Feedback requested on those
events.
Increased awareness of diversity at DPC.
19. Meet DIAP aims and objectives
and provide regular reporting
across DPC on progress of the
DIAP.
DPC will write to their major suppliers and
stakeholder groups and communicate goals of
DPC’s DIAP
Year 2
Each area / branch
Suppliers and partners will understand DPCs
commitment to good practice access and
inclusion.
DPC staff are aware of the progress and
successes of the DIAP and report progress of
the DIAP at quarterly meetings.
Year 1 and
Year 2
Corporate &
Operational
Services, Strategic
Communications &
Events and People
Committee
Progress and outcomes are communicated as
part of management reporting.
Progress is made in accordance with the plan
schedule and governance.
There is an increased awareness of access and
inclusion at DPC.
NSW Premier & Cabinet Disability Action Plan
April 2015
11