Disability Action Plan from here to DIVERSITY

Transcription

1 Disability Action Plan from here to DIVERSITY

2 Commonwealth of Australia 2013 All material with the exception of images and third party content presented in this publication is provided under a Creative Commons Attribution 3.0 Australia licence ( For the avoidance of doubt, this means this licence only applies to material as set out in this document. The details of the relevant licence conditions are available on the Creative Commons website (accessible using the links provided) as is the full legal code for the CC BY 3.0 AU licence ( Use of the Coat of Arms The terms under which the Coat of Arms can be used are detailed on the It's an Honour website ( Contact us Enquiries regarding the licence and any use of this document are welcome at: National Communications Branch Department of Immigration and Citizenship PO Box 25 BELCONNEN ACT 2616 Phone: (02) comms@immi.gov.au Website: HTML and PDF versions of the Disability Action Plan are available on the department s website at ISBN: (print) ISBN: (online) Version control Version # Date Author Summary of activities Final, version 1.0

3 Secretary s foreword I am pleased to present the Department of Immigration and Border Protection s Disability Action Plan We all share human rights. We all have the right to enjoy them and we all have the responsibility to respect and protect the rights of others. It is these basic rights that guide the department s relationships with our clients, our stakeholders and our employees, and are integral to the business we undertake. In 2008 Australia ratified the United Nations Convention for the Rights of People with Disability. As a nation we made a commitment to ensure that people with disability can equally participate in all aspects of life. At the department this means a commitment to support and engage with our employees with disability and to those with a carer role. We are working towards a culture where our disability confidence and knowledge, combined with our technology and innovation, mean that all employees are able to participate fully, knowing their efforts are recognised, appreciated and rewarded. This plan is one step of many which will help us foster this culture. It will contribute to embedding the principles of diversity, inclusion and equality in the day-to-day practices with all clients, employees and stakeholders. It has been developed in consultation with our employees and a range of external stakeholders. It outlines achievable and meaningful targets by which we will measure our success and identify areas where work is still to be done. I commend the Disability Action Plan to you, and ask you all to think about and discuss what you can do to support and contribute to a workplace culture that values diversity and equity, and promotes participation for all. Martin Bowles PSM Secretary Disability Action Plan

4 4 Department of Immigration and Border Protection

5 I have a condition called Usher s Syndrome which includes a hearing loss and a degenerative eye condition Retinitis Pigmentosa. My disability has never been an issue at work. Headsets and amplifiers were ordered to improve my phone communications with clients. I have a Seeing Eye Dog, Vollie, who has been made welcome and become a team member herself. I was given additional leave when I received her to gain full advantage of the training provided. In my seven years working with this department I have been well supported and have always been a fully participating team member. Narrelle McPhail Border Operations Centre Disability Action Plan

6 Our vision for disability confidence Disability confidence means considering the requirements of people with disability when designing products and services, and when creating employment opportunities. The Department of Immigration and Border Protection (DIBP) aspires to be an organisation where all employees and clients have equal access to professional development, career progression and services. We aim to significantly encourage, enable and empower our employees with disability and those with a carer role to achieve their full potential. Our Disability Action Plan Our Disability Action Plan (DAP) has been developed as a working document with an emphasis on continual review to improve our performance and remove barriers to participation for people with disability and those with a carer role. It has been developed in consultation with our employees, community groups and organisations dedicated to enriching the lives of people with disability. The department s DAP sets out the specific and measurable steps that the department will take to assist people with disability to interact with the department. It focuses on four key priorities: 1. Relationships: Create a culture and workplace that is inclusive, understands the needs of employees with disability and values their contribution 2. Opportunities: Enhance employment opportunities for people with disability 3. Accessibility: Provide accessible information, services and facilities for our employees and clients with disability 4. Reporting: Review, report and track our progress For the purpose of the DAP, our clients are anyone to whom we provide a service, who works with us in delivering results or who has a vested interest in our business. The proportion of people with disability in the Australian Public Service (APS) fell slightly to 2.9 per cent of all ongoing employees as at 30 June 2012 compared to 3.0 per cent in the previous year (recorded through formal self-identification processes). In July 2013, the proportion of people with disability at the department was 2.56 per cent. However, in the 2012 APS anonymous employee survey, 7 per cent of respondents identified as having some form of disability. The department s staff survey results have indicated the need to increase engagement and dialogue with the department s employees with disability. Our DAP is a response to this identified need and is the first of many steps towards creating a department which is responsive and supportive of all its employees. 6 Department of Immigration and Border Protection

7 Our business Since its establishment in 1945, the department has managed the arrival and settlement in Australia of more than 7.2 million migrants from over 200 countries, including more than refugees under the Humanitarian Programme. The department is committed to ensuring that it is open and accountable, deals fairly and reasonably with clients, and has staff who are well developed and supported. The department s operational theme is people our business. The Disability Discrimination Act 1992 The aim of the Disability Discrimination Act 1992 (the Act) is to: eliminate, as far as possible, discrimination against a person on the ground of disability in the areas of: work, accommodation, education, access to premises, clubs and sport the provision of goods, facilities, services and land existing laws the administration of Commonwealth laws and programmes ensure, as far as practicable, that people with disability have the same rights to equality before the law as the rest of the community promote recognition and acceptance within the community of the principle that people with disability have the same fundamental rights as the rest of the community. The Act encourages organisations to develop action plans to eliminate discriminatory behaviours by changing business practices which might result in discrimination against people with disability. The Australian Human Rights Commission (AHRC) recommends that an action plan should: eliminate discrimination in an active way improve services to existing consumers or customers enhance organisational image reduce the likelihood of complaints being made increase the likelihood of being able to successfully defend complaints increase the likelihood of avoiding costly legal action allow for a planned and managed change in business or services open up new markets and attract new consumers. Disability Action Plan

8 The Carer Recognition Act 2010 The Carer Recognition Act 2010 defines a carer as an individual who provides personal care, support and assistance to another individual who needs it because that other individual: a. has a disability b. has a medical condition (including a terminal or chronic illness) c. has a mental illness d. is frail and aged. It also states that an individual is not a carer in respect of care, support and assistance he or she provides: a. under a contract of service or a contract for the provision of services b. in the course of doing voluntary work for a charitable, welfare or community organisation c. as part of the requirements of a course of education or training. Furthermore, an individual is not a carer merely because he or she: a. is the spouse, de facto partner, parent, child or other relative of an individual, or is the guardian of an individual b. lives with an individual who requires care. Definitions Who are employees with disability? For data collection purposes, all APS agencies use the Australian Bureau of Statistics (ABS) Disability, Ageing and Carers: Summary of Findings 2003 definition: a person has a disability if they report that they have a limitation, restriction or impairment which has lasted, or is likely to last, for at least six months and restricts everyday activities. 1 This includes: loss of sight (not corrected by glasses or contact lenses) loss of hearing where communication is restricted, or an aid to assist with, or substitute for, hearing is used incomplete use of feet or legs nervous or emotional condition causing restriction restriction in physical activities or in doing physical work speech difficulties shortness of breath or breathing difficulties causing restriction disfigurement or deformity 1. Australian Bureau of Statistics Disability, Ageing and Carers: Summary of Findings 2003: 8 Department of Immigration and Border Protection

9 mental illness or condition requiring help or supervision chronic or recurrent pain or discomfort causing restriction blackouts, fits, or loss of consciousness long-term effects of head injury, stroke or other brain damage causing restriction difficulty learning or understanding incomplete use of arms or fingers difficulty gripping or holding things receiving treatment or medication for any other long-term conditions or ailments and still restricted any other long-term conditions resulting in a restriction. The ABS definition differs from that of the Disability Discrimination Act 1992, although both are referred to in certain circumstances. It should also be noted that eligibility for reimbursement from the employment assistance fund differs from the department s definition of disability. To be eligible to access the employment assistance fund the employee must have an ongoing disability that (among other things) has lasted, or is likely to last, for at least two years. What is disability? The Disability Discrimination Act 1992 defines disability in the following terms: total or partial loss of the person's bodily or mental functions total or partial loss of a part of the body the presence in the body of organisms causing, or capable of causing, disease or illness the malfunction, malformation or disfigurement of a part of the person's body a disorder or malfunction that results in the person learning differently from a person without the disorder or malfunction a disorder, illness or disease that affects a person's thought processes, perception of reality, emotions or judgment or that results in disturbed behaviour, and includes a disability that: presently exists previously existed but no longer exists may exist in the future (including because of a genetic predisposition to that disability) is imputed to a person. To avoid doubt, a disability that is otherwise covered by this definition includes behaviour that is a symptom or manifestation of the disability. The Act also makes it unlawful to discriminate against a person because they are a relative, carer, or friend of, or have a business, sporting or recreational relationship with, a person with disability. Disability Action Plan

10 Acknowledgements The department would like to thank the following groups for their assistance in developing this plan: DIBP Disability Support Network Australian Network on Disability. The department is an active supporter of the Australian Network on Disability and has been a member since The department acknowledges the traditional owners upon whose ancestral lands the department s activities are conducted. We pay our respects to their elders both past and present and extend that respect to all other Aboriginal and Torres Strait Islander peoples. 10 Department of Immigration and Border Protection

11 Disability Action Plan

12 1. Relationships Create a culture and workplace that is inclusive, understands the needs of employees with disability and values their contribution. Action Measurable Target Responsibility Timeline 1.1 Garner SES officer sponsorship to promote the department s DAP and provide high level support for the department s disability initiatives 1.2 Establish working relationships with peak disability organisations to gain accurate information and advocacy advice on disability issues 1.3 Foster disability awareness in the department through training and information sessions supported by promotional campaigns An SES officer represents the department at all Australian Network on Disability APS Disability Champion forums. A minimum of three communications (for example, s) are issued annually to all staff from SES officers in support of the department s DAP and disability initiatives. The department is a member of the Australian Network on Disability. The department is a member of the Diversity Council of Australia. The department participates in appropriate external working groups and seminars such as the Australian Network on Disability s APS roundtable, and the Diversity in the Public Sector Network hosted by the Diversity Council of Australia. Four disability awareness information sessions are offered each year to all staff. Secretary and SES Officers Secretary and SES Officers DIBP Disability Support Network Health and Safety Health and Safety Role Specific and Ongoing from 2013 Annually from January Ongoing from July 2013 Ongoing from July 2013 Ongoing from July 2013 Quarterly from January 12 Department of Immigration and Border Protection

13 Action Measurable Target Responsibility Timeline 1.3 Foster disability awareness in the department through training and information sessions supported by promotional campaigns Four targeted training sessions are provided annually for HR professionals, managers and colleagues of employees with disability. The Reasonable Adjustment Policy is finalised, promoted, and actively used. Four external disability awareness elearning opportunities are made available annually and promoted to all staff. The Disability Action Plan is promoted to all employees four times per year. International Day of People with Disability is supported nationally by the department through a varied range of activities and events. Health and Safety Role Specific and Health and Safety National Communications Branch Role Specific and Health and Safety DIBP Disability Forum Business Services Managers DIBP Disability Support Network State and Territory Directors From July November 2013 Quarterly from July Quarterly from 2013 Annually Disability Action Plan

14 Action Measurable Target Responsibility Timeline 1.4 Strengthen the voice of employees with disability across the department 1.5 Harness knowledge across the department to provide expert advice on disability initiatives and Disability Discrimination Act 1992 compliance 1.6 Encourage employees to contribute to removing barriers and improving outcomes for employees with disability DIBP Disability Support Network representatives from each state and territory are elected to form the DIBP Disability Forum (DDF) and are consulted on strategies, plans and initiatives that may impact employees with disability. An advisory group of department representatives is established and meets quarterly, to consider and address issues including, but not limited to, human resources (recruitment, organisational design, health and safety and workplace diversity), property and information technology. The call for candidates for the Enterprise Agreement negotiation process includes encouragement for nominations from employees with lived experience of disability. A recognition award is established to highlight the valuable contribution people with disability make to the workplace. The award will be formally presented by an SES sponsor and will be available to an individual or group of individuals who make an outstanding contribution to progressing the disability agenda within the department. DIBP Disability Support Network DIBP Disability Forum Workplace Relations, Performance and Conduct People Business Partners HR Services and Systems People Business Partners Business Services Managers Ongoing from 2013 May Annually from Department of Immigration and Border Protection

15 In 2008 I recruited a diverse group of staff for a project, including a woman with total vision loss. She had a graduate degree and training in office administration, and was well qualified for the position. With a bit more support and some minor adjustments, such as a computer that read everything on the screen through headphones which the department provided and creating tip sheets with words rather than pictures for training, she could undertake her work easily and to the standard required. She fitted in well with the team and became one of the most productive and dedicated workers with a 100 per cent attendance record the investment definitely paid off. It s definitely worth considering if there is a place in your team for someone with disability. Lauren Brand DIBP Disability Support Network member Disability Action Plan

16 16 Department of Immigration and Border Protection

17 I moved to the department upon the recommendation of a former colleague. I quickly discovered that I had no need to be concerned about accessibility and flexibility as my supervisor and a member of the health and safety team had everything under control. Before I had even started a number of adjustments were made including installation of an automated door, a new desk, computer peripherals and a headset for my phone. It was a completely stress-free time. Renée Heaton, HR strategist Disability Action Plan

18 2. Opportunities Enhance employment opportunities for people with disability. Action Measurable Target Responsibility Timeline 2.1 Provide recruitment Internal and external recruitment processes and Recruitment systems and practices systems are accessible to people with disability. ourpeople Working that are accessible for Group all potential applicants 2.2 Enable employees with disability to have equal access to learning and development opportunities Information regarding vacancies, contact people and recruitment processes is available in an accessible format. All departmental online learning resources are available in an accessible format. All internal training is delivered in an accessible format. External training providers are required to provide their learning materials in an accessible format. Recruitment Local HR Managers IT Infrastructure Service Delivery Role Specific and Role Specific and Leadership and Professional Role Specific and Leadership and Professional Panel and Contracts Department of Immigration and Border Protection

19 Action Measurable Target Responsibility Timeline 2.3 Promote career pathways to tertiary students and job seekers with disability 2.4 Support job applicants with disability throughout the recruitment process Reasonable adjustments (for example, Auslan interpreters, live captioning, hearing loops, ipads/ laptops) are provided to employees with disability when participating in face-to-face training, teleconferences, or virtual classrooms/webinars. The department mentors eight participants annually in the Australian Network on Disability PACE mentoring programme. The department annually supports one internship placement with the Australian Network on Disability Stepping Into programme. External applicants with disability are provided with the opportunity to compete for vacancies using the RecruitAbility Scheme (formerly the Guaranteed Interview Scheme). Internal human resources processes are reviewed to explore ways in which development pathways for employees with disability can be established. Health and Safety Role Specific and Recruitment Health and Safety Independent Committee Members People Business Partners ourpeople Working Group Recruitment Role Specific and Leadership and Professional DIBP Disability Forum Annually from February Annually from February 2015 July March 2015 Disability Action Plan

20 Action Measurable Target Responsibility Timeline 2.5 Implement initiatives to increase departmental workforce representation of people with disability 2.6 Establish career development and support programmes that enable employees with disability to better manage their career direction Recruitment account managers ensure that selection panels are aware of the need to accommodate reasonable adjustments for applicants. Productive relationships are established between the department and four Disability Employment Service (DES) providers. A traineeship programme for people with disability is developed and piloted with three trainees. Support materials are developed to assist managers who supervise employees with disability. A formal buddy programme is implemented for new recruits with disability, with a 75 per cent participation rate. The actively seek to match employees with disability with suitable mentors. Recruitment Recruitment Local HR Managers Recruitment Business Services Managers People Business Partners HR Services and Systems Recruitment Role Specific and 2013 May 2015 July September 20 Department of Immigration and Border Protection

21 3. Accessibility Provide accessible information, services and facilities for our employees and clients with disability. Action Measurable Target Responsibility Timeline 3.1 Provide facilities, information and services in a manner which is accessible for all clients and employees The department complies with the government mandated Web Content Accessibility Guidelines (WCAG) version 2.0 to level AA (medium level), for all relevant web systems. 1 Accessibility training sessions targeted at officers responsible for the development of course and web content are developed and delivered (at least four sessions per annum). Information presented at onshore client service counters, including phone and computer kiosks, is accessible to all clients. The DIBP Immigration Detention Standards (currently in draft format) reflect the need to provide accessible facilities, information and services for clients identified with special care needs. All existing building leases are examined at their nominated review date to identify and implement measures that will enhance the building s compliance level with the current (at that point in time) iteration of the Disability (Access to Premises Buildings) Standards User Centred Design Competency Centre User Centred Design Competency Centre Web Operations and Governance Role Specific and Client Services Group Detention Policy, Detention and Services Policy Branch Property Strategy Quarterly from July 2013 July Ongoing from January 1. DIBP has developed an Accessibility Implementation Plan (AIP) internal reference ADD2013/ to support the transition to WCAG 2.0 for all systems and to embed accessibility in all web based system development. The AIP is a policy document with associated policy instructions which help the department manage the upgrade of in-scope web systems to WCAG 2.0 in the most effective and efficient manner possible, as defined though obligations set in the National Transition Strategy. Disability Action Plan

22 Action Measurable Target Responsibility Timeline 3.2 Provide appropriate care in the event of safety or evacuation procedures for all employees and clients with disability 3.3 Provide advice to business areas to ensure that events and meetings run by the department are accessible to all clients and employees Two training sessions are offered annually to frontline emergency personnel for managing emergency situations for people with disability. Emergency evacuation plans in every department site make provision for people with disability. Employees with disability are encouraged to consider establishing a personal employee evacuation plan if appropriate (minimum four times per annum). Requests by people with disability for modifications to emergency alert infrastructure are considered positively. This may include (but is not limited to), flashing emergency lights or brightly coloured emergency exits. Guidelines for planning accessible meetings and events are promoted to all employees twice per year and business areas provided with advice when required. Health and Safety Property Operations Health and Safety Property Operations Health and Safety Property Operations All staff National Communications Branch Bi-annually from July June From April From Department of Immigration and Border Protection

23 4. Reporting Review, report and track our progress. Action Measurable Target Responsibility Timeline 4.1 Provide all departmental employees with information regarding the implementation of disability initiatives 4.2 Monitor web accessibility in the department to track progress 4.3 Provide information regarding the employment of people with disability at DIBP to the public 4.4 Review and refresh the Disability Action Plan in consultation with the DIBP Disability Forum Annual reports are published on the intranet and promoted. Bi-annual web accessibility reports are provided to the and DIBP Disability Support Network. Information regarding disability employment is included in the department s annual report. An annual report outlining performance against each measure is provided to the People and Values Committee, the National Staff Consultative Forum and the DIBP Disability Forum. Lessons learnt are reviewed annually with the DIBP Disability Forum. A refreshed Disability Action Plan is approved and replaces the existing plan. National Communications Branch User Centred Design Competency Centre DIBP Disability Forum DIBP Disability Forum Ongoing from October Ongoing from July Ongoing from July 2013 Annually Annually from Disability Action Plan