DISABILITY ACTION PLAN 2014 2017 <INSERT APPROPRIATE STOCK IMAGE> The LIV is committed to providing access to resources and services to meet the needs of a diverse community. Should you require information or resources in a different format please contact the LIV on (03) 9607 9365 or via email on diversity@liv.asn.au
Foreword LIV president Geoff Bowyer Diversity Taskforce chair Stuart Webb Welcome to the LIV s revised Disability Action Plan Since the launch of the Disability Action Plan (DAP) in 2011, the LIV is pleased to report on the various activities it has undertaken to achieve its objectives. On reflection it is evident that we have more work to do to reach best practice standards. However, the LIV is engaged in an evolving process that continually strives to implement plans that improve our practices, services, products and facilities that present potential barriers to people with disabilities. There is an ongoing need to update these plans to make sure the process of improvement continues over time. To assist with the implementation of the DAP the LIV established the Lawyers with disabilities Committee in 2010, which is now working with the LIV Diversity Taskforce. We thank this Committee for keeping us focused on the necessary improvements at the LIV. We would also like to thank our working group of managers, from across all departments, who reviewed the accessibility of our facilities, products and services and recommended actions. The LIV encourages legal firms to create their own DAPs and to share their own experiences with us. It s early days. But read on to see how we are tracking. We welcome all feedback and any ideas for improvement. You can contact us on president@liv.asn.au. DISABILITY ACTION PLAN 3
The LIV Disability Action Plan (DAP) aims to: provide equal opportunity for people with disabilities to participate in and contribute to the full range of activities of the LIV; promote awareness and facilitate a culture of support for people who experience disability, especially among our members, employees and customers; ensure that the LIV meets its obligations under the Disability Discrimination Act 1992 (Cth) and the Equal Opportunity Act 2010 (Vic). set standards in the legal profession for social inclusion, diversity, respect, equality and fairness; fulfil the LIV s commitment to corporate social responsibility (CSR); and ensure that the LIV truly represents its diverse membership base. 4 DISABILITY ACTION PLAN
What is a Disability Action Plan? A DAP is a strategy for identifying LIV practices, services, products and facilities that present potential barriers to persons experiencing disability, and a tool to develop a plan to address those barriers. DAPs were introduced under the Disability Discrimination Act 1992 (Cth) (DDA). The objects of the DDA include eliminating discrimination against persons on the ground of disability in a number of contexts, including employment, access to premises and provision of goods, services and facilities. The LIV aims to meet the requirements for a DAP set out in the DDA, which under section 61 must include provisions relating to: (a) policies and programs to achieve the objects of the DDA; (b) internal communication of these policies and programs; (c) review of practices to identify any discriminatory practices; (d) setting goals and targets to measure success in meeting the objects of the DDA; (e) evaluation plan to assess impact of policies and programs; and (f) appointment of persons to implement the plan. DAPs are common and well accepted across industry, government and many professional organisations, including Vision Australia, the University of Melbourne and Victoria Legal Aid. There is a continual need to update a DAP, which is intended to be a process of improvement that develops over time, with progress reporting on a periodical basis, and inbuilt reviews. The Disability Act 2006 (Vic) now requires Victorian public sector bodies to prepare a DAP. The DAP will assist the LIV to meet its obligations under the Equal Opportunity Act 2010 (Vic), including the duty to eliminate discrimination under section 15. DISABILITY ACTION PLAN 5
Who will the Disability Action Plan affect? LIV has many stakeholders. However, for the purposes of the LIV DAP, our six objectives focus on the following key stakeholders: Employees Members Customers Legal Services Board Council and Leadership Group Customers include lawyers and members of the public who access LIV products and services, such as the LIV website, Legal Referral Service, Bookshop, CPD activities and events. How do we monitor and report on the Disability Action Plan? Each department prepares an implementation plan. Department representatives report on the progress of implementation at 6 month intervals to the LIV s internal DAP Working Group, Diversity Taskforce and Council. We will publish annual report cards on our progress in the Law Institute Journal. 6 DISABILITY ACTION PLAN
Why does the LIV promote a Disability Action Plan? 1. As the peak body for the legal profession in Victoria, the LIV needs to truly represent its diverse membership Statistics suggest that many of our members have experienced or will experience disability at some time in their lives. The DAP will assist the LIV to develop policies and procedures that embrace respect, diversity, equal opportunity, fairness and inclusion for all our members, including those who experience disability. We also recognise that mental health issues are a form of disability, and that lawyers experience these problems at a higher rate than other professionals. As a membership body with the goal of advocating justice for all, the LIV aims to provide inclusive accessibility to services, products and facilities for our members and the community. The 2012 Survey of Disability, Ageing and Carers (SDAC) estimated that 4.2 million Australians, or 18.5% of the population, had a disability. SDAC defines disability as any limitation, restriction or impairment which restricts everyday activities and has lasted, or is likely to last, for at least six months. Australian Bureau of Statistics Survey of Disability, Ageing and Carers: Summary of Findings (2012) 2. It makes good business sense At 18.5% of the population, people with a disability make up a significant part of our customer base, including members and non-members who use our facilities, products and services. By embracing a DAP, the LIV is endorsing equality of access to our services and acknowledging and addressing the barriers that currently exist. Treating persons experiencing disability with respect and equality makes good business sense. In the United Kingdom 83 per cent of people with disability had avoided a business after being unable or unwilling to make a purchase due to accessibility issues. Walk Away Pound Survey, Employers Forum on Disability and Royal Association for Disability and Rehabilitation (UK), (2006) DISABILITY ACTION PLAN 7
3. We are an equal opportunity employer As an employer, the LIV needs to afford equality and fairness to those who have a disability. The LIV should aim to provide the same opportunities and access to services to all potential and current employees. The DAP will help to facilitate a culture of support and understanding for employees with disabilities, encouraging people to disclose and seek assistance. This will improve employee performance and promote the LIV as a workplace of choice. Disability can impact on a person s opportunities to participate in the labour force. People aged between 15 and 64 years with disability have both lower participation (53%) and higher unemployment rates (9.4%) than people without disability (83% and 4.9% respectively). Australian Bureau of Statistics Survey of Disability, Ageing and Carers: Summary of Findings (2012) 4. Leading by example The LIV DAP demonstrates our leadership in this area and aims to provide a model for best practice across the profession. It will provide a platform for the LIV to advocate for change in practice by leading the profession and encouraging and assisting firms to implement their own DAP. 5. Discrimination is against the law In developing the DAP, the LIV is addressing its legal responsibilities under disability legislation and complying with service contracts. This can be viewed both as socially and ethically responsible policy, as well as responsible risk management. The Disability Discrimination Act 1992 (Cth) prohibits discrimination on the basis of disability in most areas of life, including in employment, education and access to premises, goods, services and accommodation. 6. Fitting in with the broader government policy on disability The LIV DAP has been developed within the broader framework of the Commonwealth Disability Strategy. The LIV believes that addressing systemic disability discrimination needs to be a collaborative approach across society to effect substantive and fundamental change in attitudes and behaviour. 8 DISABILITY ACTION PLAN
Disability Action Plan 2011 2013 successes Since the launch of our first DAP in 2011 the LIV has implemented a number of changes which have increased the accessibility of LIV services, products and facilities. The LIV is proud to continue to build on the successes of the previous DAP and continue to promote inclusion through its practices. Key Successes Objective One: To improve access to LIV products, services and information for people who experience disability Disability Action Plan Pursuant to the first DAP the LIV undertook an audit of the LIV website. The LIV website meets W3C Standards and the ability to resize text is available across all pages of the website. The LIV launched LIVable which is available on the LIV website in the diversity resources section. Disability Action Plan The LIV has developed a policy which will be observed in all Continuing Professional Development (CPD), Events and Accredited Specialisation programs. A policy for reasonable adjustments within the Accredited 370_LPP_DAP_brochure_d10.indd 1 Specialisation program has also been developed and has been incorporated into a special assistance policy. 370_LPP_DAP_brochure_d10.indd 1 11/7/2011 11:43:28 AM 11/7/2011 11:43:28 AM Sweeping changes have been made to the LIV Library with ZoomText software purchased and screen readers installed. Library staff members have undergone training on how to use the software. Keyboard stickers with large font size have been placed in the library training room and an audit of forms and communications has been completed. DISABILITY ACTION PLAN 9
Objective Two: To improve access to LIV facilities for people who experience disability The LIV commissioned a physical access audit. Whilst the LIV building is compliant with the Disability (Access to Premises Buildings) Standards, a number of recommendations for change have been made. A timeline for the implementation of the recommendations made in the audit is in development and will span the next three years. The LIV has also updated its emergency procedures to ensure that mobility impaired persons can be safely evacuated from the LIV. Objective Three: Reduce barriers to obtaining and maintaining employment at the LIV for people who experience disability The LIV has developed a process that incorporates the communication of disability discrimination obligations during induction and all staff are required to undertake Equal Opportunity training which encompasses disability discrimination. A number of educational seminars have been developed and delivered over the course of the previous DAP. Objective Four: Ensure ongoing consultation and review of the Disability Action Plan with key stakeholders The LIV undertook consultation with the Institute of Access Training Australia (IATA) on the previous DAP. IATA has made a number of recommendations which are reflected in the new DAP. Objective Five: Promote a culture of inclusion and participation of people who experience disability Over the course of the previous DAP the LIV has engaged in raising awareness and advocacy. The LIV has advocated strongly for changes to disclosure requirements regarding mental health and admission to the legal profession, and in 2013 a Diversity Roundtable was established to develop strategies to promote diversity in the legal profession. The LIV has also held a disability employment series of events which have focused on creating a disability friendly workplace culture and a safe disclosure environment. In addition, the LIV is offering a series of compliance courses suitable for practitioners and support staff which includes equal employment opportunity. 10 DISABILITY ACTION PLAN
Our commitment Disability Action Plan 2014 2017 Actions & Responsibilities In order to achieve our objectives a list of actions against indicative timeframes have been developed. KEY Maintain Action item achieved in previous DAP but will be maintained in new DAP Continue Action item commenced in previous DAP but not achieved and will be maintained in new DAP Revised Action items that have been revised New New action item Objective One: To improve access to LIV products, services and information for people who experience disability Action Owner Delivered by Key Communication review of the accessibility of all LIV communication including print and e-marketing and develop strategies to provide materials in alternative formats where feasible and appropriate. Website To further develop the LIV website. Membership & Marketing Membership & Marketing to establish a system where a member can request a document in non-pdf format or braille. Membership & Marketing to develop an accessible publications policy. Membership & Marketing Development of an access section which provides information such as: where a person with a disability should park; whether there is a platform lift; where the closest train/tram stop is; and anything else that will make a journey to the LIV easier. Further develop the LIV website compatibility with the use of screen reader software. 2015 2015 2015 DISABILITY ACTION PLAN 11
Action Owner Delivered by Key Requests for special assistance Membership & Marketing 2016 Develop a standard policy for responding to individual requests for assistance. Telephone information services Membership & Marketing 2017 Review and implement a uniform approach to accessibility of LIV telephone information services, including: Practice Support Inquiry Line; Membership; Legal Costing Service; Human Resources Inquiry Line; Ethics Inquiry Line; Legal Referral Service; Practising Certificates; and Library. Library Review of library signage, library website and services with respect to the Physical Access Audit commissioned by the LIV. Library 2015 Maintaining privacy and confidentiality Ensure confidentiality provisions under the Legal Profession Uniform Law Act 2014 (Vic) are adhered to and disclosure is restricted accordingly. Professional Standards Complaints Develop a complaint management system. Membership & Marketing 2017 12 DISABILITY ACTION PLAN
Objective Two: Improve access to LIV facilities for people who experience disability Action Owner Delivered by Key Premises Three year staged plan to be developed regarding the implementation of the Physical Access Audit commissioned by the LIV. Premises Development of a Personal Emergency Evacuation Plan (PEEP) for person/s with vision/hearing impairments. Facilities 2015 Facilities 2015 DISABILITY ACTION PLAN 13
Objective Three: Reduce barriers to people who experience disability obtaining and maintaining employment at the LIV Action Owner Delivered by Key Human Resources Continue to communicate disability discrimination legislation obligations during: The recruitment processes; The induction of new staff members; Department meetings; and training. Human Resources Leadership Group Human Resources Develop disability policies which address: Providing reasonable adjustments in the workplace; and Review the need for separate policies. Human Resources Continued delivery of: The equal opportunity and disability discrimination training; and Reasonable adjustment training. Human Resources 2015 Human Resources 2016 Human Resources Continued delivery of LIV internal education sessions on discrimination and general wellbeing. Present the revised Disability Action Plan at a Managers Meeting to discuss: What is disability and what is the disability Action Plan; How the Disability Action Plan affects LIV staff; and How the Disability Action Plan affects Managers and recruitment procedures. Compliance review of service level agreements with external parties to monitor compliance obligations relating to disability discrimination. Legal Policy & Practice Human Resources Professional Standards Liaison 14 DISABILITY ACTION PLAN
Objective Four: Ensure ongoing consultation and review of Disability Action Plan with key stakeholders Action Owner Delivered by Key Implementation plans Continued use of departmental implementation plans for the DAP. Continued incorporation of DAP related KPIs in performance reviews. Leadership Group Communication plan Communicate disability-related information to: LIV employees; and Members. Membership & Marketing to communicate DAP report card. Monitoring and reporting Disability Action Plan Working Group to: Receive departmental reports on a 6-monthly basis; Monitor the ongoing implementation of the Plan; Provide an update to the Diversity Taskforce and Council on a 6-monthly basis; and Provide an annual report card on the Plan for the LIJ and LIV Annual Report. Monitoring and reporting Engage external disability consultant to undertake evaluation of the implementation of the Disability Action Plan 3 months prior to expiry. Membership & Marketing Disability Action Plan Working Group Diversity Taskforce Leadership Group Legal Policy & Practice 2017 DISABILITY ACTION PLAN 15
Objective Five: Promote a culture of inclusion and participation of people who experience disability Action Owner Delivered by Key Staff training Provide disability awareness training for all LIV staff: General training on disability; and Educate LIV staff on assisting people who experience disability to access LIV products, services and information. Central contact person Re-appointment of central contact person to manage communication to LIV members and the public regarding: Complaint management protocol; Information on disability services provided by the LIV; and Feedback. Advocacy Pursue law and policy reform on issues affecting the rights of people who experience disability. Raising awareness about disability Continue to host a series of events to raise awareness about disability rights and mental health and wellbeing. Human Resources Legal Policy & Practice Legal Policy & Practice Events Raising awareness about disability Recognise staff members for community service e.g. in the area of disability. Human Resources 16 DISABILITY ACTION PLAN
Action Owner Delivered by Key Improving employment opportunities for law graduates who experience disability Review and communicate strategies developed under the previous DAP, e.g. the Reducing Barriers to Employment Strategy. Education activities (CPD) Continue to deliver practice management and support workshops to assist law firms in developing and implementing disability action plans. Legal Policy & Practice Professional Development DISABILITY ACTION PLAN 17
Disability Action Plans The LIV encourages all organisations to create their own Disability Action Plan to demonstrate their commitment to changing business practices which might unknowingly result in discrimination against people who experience disability. For more information on how to create a DAP visit www.liv.asn.au/createdap 18 DISABILITY ACTION PLAN
Law Institute of Victoria 470 Bourke Street, Melbourne VIC 3000 DX 350 Melbourne GPO Box 263, Melbourne VIC 3001 P 03 9607 9365 E diversity@liv.asn.au www.liv.asn.au Authorised and published by the Law Institute of Victoria, November 2014. 2014 The Law Institute of Victoria Ltd. ABN 32 075 475 731 The Law Institute of Victoria (LIV) has used its best endeavours to ensure that material contained in this publication was correct at the time of printing. The LIV gives no warranty and accepts no responsibility for the accuracy or completeness of information and the LIV reserves the right to make changes. <INSERT COVER IMAGE>