Disability Workforce Action Plan - 2011-2015

Page last updated: 26 September 2011

A - Attract, Recruit and Retain Staff with Disability

Action

Responsibility

Timeline

Actively encourage staff to update their disability status on SAP ESS.
SAP Data will remain confidential.
People Branch
STO HR Teams
Staff with Disability Network
Ongoing
Address reasonable adjustment needs during all recruitment and selection phases.People Branch
STO HR Teams
Recruitment Panels
SES Advisor
Quarterly
Partner with organisations specialising in placing people with disability in employment.People Branch
STO HR Teams
Ongoing
Launch and promote policies and guidelines allowing the recruitment of people with disability using special measures (for example APSC Circular 2010/2).People Branch
STO HR Teams
August 2011
Suitable non-ongoing staff with disability whose disability prevents them from competing in merit-based selection processes are considered for ongoing employment using special measures.People Branch
STO HR Teams
Work area managers
August 2011
Quarterly
Recognise the special contributions made by a staff member with disability and recognise the support of managers and/or colleagues of staff with disability.Staff with Disability Network
Disability Champion
People Branch
STO HR Teams
Annually

B - Develop and Support Staff with Disability

Action

Responsibility

Timeline

Identify an SES officer to act as a disability champion, acknowledging these duties in advocate’s PDS Agreement.
Promote the activities of the Disability Champion internally and externally.
Departmental ExecutiveOngoing
Promote, fund and support the work of the Staff with Disability NetworkPeople Branch
Communications
STO HR Teams
Staff with Disability Network
Ongoing
Maintain and promote an intranet site that will provide information and links to:
    departmental and Staff with Disability Network activities,
    internal policies and guidelines for recruiting, developing and supporting staff with disability, and
    links to internal and external resources and events.
People Branch
STO HR Teams
Staff with Disability Network
Online, Services and External Relations Branch
Quarterly
Development opportunities are accessible to staff with disability; for example:
    design and delivery requirements;
    reasonable adjustment and accessibility of content and venue; and
    flexibility within Studybank policy.
People Branch
STO HR Teams
Staff with Disability Network
Property Services
Ongoing
Implement a mentoring program for staff with disability and train new mentors in Canberra and STOs twice per year. Staff with Disability Network
People Branch
September 2011 then twice annually
Identify the key common development needs or challenges for staff with disability. Develop a targeted development program where gaps in the delivery of training exist. People Branch
Staff with Disability Network
October 2011 then annually
Ensure disability needs are taken into account in work design, workplace restructures and office refurbishments/property moves.Property Services
Managers of Staff with Disability
Staff with Disability Network
Ongoing
Develop and promote a policy to support work areas to hire Auslan Interpreters for seminars, meetings, and presentations, using the Employment Assistance Fund.People BranchJanuary 2012
Encourage staff with disability to consider applying for designated positions, including Workplace Harassment Contact Officers, First Aid Officers, Fire Wardens, etc.People Branch
STO HR Teams
Ongoing, as required

C - Support Managers and Colleagues to support Staff with Disability

Action

Responsibility

Timeline

Offer disability confidence training to all HR practitioners (including People Branch staff, STO HR Teams and BMU representatives) to allow them to identify and act appropriately to disability workforce issues.People Branch
STO HR Teams
Workplace Diversity Advisers
Business Managers
September 2011, with annual refresher
Provide managers with access to a service (such as AND, Employee Assistance Program, or Disability Employment Service Provider) to assist them in developing and implementing an individualised program to facilitate employment retention of staff with disability.People Branch
STO HR Teams
Ongoing
Host disability confidence training and information sessions provided by external providers, including NSW Deaf Society, Beyond Blue and Australian Network on Disability. People BranchQuarterly
Promote the use of Workplace Harassment Contact Officers to staff with disability and their managers, for support and advice.People Branch
STO HR Teams
Workplace Harassment Contact Officers
Online, Services and External Relations Branch
Ongoing
Recognise participation in Disability Confidence Training Courses and Mental Health First Aid training on participants’ PDS through the Learning Portal.People Branch
STO HR Teams
By August 2011, Ongoing
Promote access to support services (such as EAP) and information for supervisors of staff with disability, to assist them in developing skills and strategies to appropriately support and manage staff with disability.People Branch
STO HR Teams
Workplace Harassment Contact Officers
Ongoing
Develop and promote a Disability Workforce site that will include links to policies and guidelines to assist managers to recruit and support staff with disability.People Branch
STO HR Teams
Quarterly

D - Developing and Promoting Disability Confidence

Action

Responsibility

Timeline

In all relevant publications, web pages and advertisements, promote the department’s commitment to recruiting and retaining people with disability.People Branch
STO HR Teams
Online, Services and External Relations Branch
Ongoing
Maintain and promote the department’s Gold Membership with the Australian Network on Disability (AND).People BranchAnnually
Consult with Staff with Disability Network and Diversity team on Business Process Review activities to ensure disability confidence.BPR TeamAs required
Continue to provide access to, fund and promote reasonable adjustment in line with APS best practise, including conducting a review of:
Departmental reasonable adjustment funding model to reflect APS best practise.
Department’s Reasonable Adjustment policy and procedures to ensure they are clear, complete and current.
People Branch
STO HR Teams
Staff with Disability Network
Business Management Units
People and Corporate Support Committee
Ongoing
Consistently use the definition of disability provided by the Disability Discrimination Act and the Australian Human Rights Commission.People Branch
STO HR Teams
As required
If they choose, Staff with Disability Network members’ role in the network is formally recognised in their PDS Agreement. Staff with Disability Network
Managers
In line with the PDS cycle
Improved Staff Survey results for staff who identify with disability; including improved job satisfaction, and decreased incidences of bullying and harassment.All StaffAnnually with Staff Survey
The first screen of the online PDS confirms the department’s commitment to support staff with disability, their managers and colleagues.People Branch
Online, Services and External Relations Branch
August 2011