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Disability Inclusion
Action Plan
2015-18
Disability Inclusion Action Plan 2015-18 Page 2 of 31
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.
Translating and Interpreting Service
If you need an interpreter, ring 131 450 and ask the operator to ring 02 8688 6654
For alternative formats (audio tape, electronic or Braille versions) of this document call 02 8688 6654
Email: diversityservices@justice.nsw.gov.au Phone: 02 8688 6654 Fax: 02 8688 9626 TTY: 02 8688 7733 for people who have a speech or hearing impairment
Disability Inclusion Action Plan 2015-18 Page 3 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 9
6.2. Outcome 2 – Liveable communities 13
6.3. Outcome 3 – Employment 15
6.4. Outcome 4 – Systems and processes 24
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 4 of 31
1. Secretary’s message I am pleased to present the Department of Justice’s Disability Inclusion Action Plan 2015-2018.
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 5 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 6 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 7 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 8 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
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
Disability Inclusion Action Plan 2015-18 Page 10 of 31
DIAP Outcome 1 – Attitudes and behaviours No. Action Key Performance Indicators Responsibility Timeframe 1.1 Court Services staff complete ‘Disability &
Flexible Service Delivery’ e-learning module every twelve months
• 100% of staff complete training annually Court Services 30 June 2016 then annually
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
Court Services June 2016
1.3 All Registrars and Senior Registrars have an achievement plan that includes a key performance indicator related to engagement with local disability groups
• 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
Court Services June 2016
1.4 Communications on accessing AccessLink are prepared and presented to all Court Services staff
• Information is presented to Registrars via a telecommunications presentation
• Registrars present information on AccessLink to all staff
Court Services June 2016
1.5 Conduct disability awareness training for staff working with offenders in community
• Number of staff trained • Number of courses run
Corrective Services NSW
Ongoing
Disability Inclusion Action Plan 2015-18 Page 11 of 31
DIAP Outcome 1 – Attitudes and behaviours No. Action Key Performance Indicators Responsibility Timeframe
and custody 1.6 Promote a culture of disability inclusion
within the Department • Promotion of the benefits of disability
inclusion to Managers Diversity Services/ Strategic Human Resources
June 2016
1.7 Continue to provide Disability Awareness and Flexible Service Delivery training programs to all areas of the Department
• Disability Awareness and Flexible Service Delivery training is available and accessed across the Department
Diversity Services Ongoing
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 12 of 31
DIAP Outcome 1 – Attitudes and behaviours No. Action Key Performance Indicators Responsibility Timeframe
include: • The social model of disability • Flexible service delivery • How to make and receive a call using
the National Relay Service
December 2016; Refresher training in each year of 2017 and 2018
1.12 Frontline staff and management complete Flexible Service Delivery training
• 80% of Births, Deaths & Marriages staff complete Flexible Service Delivery training
Registry of Births, Deaths & Marriages
December 2016
Disability Inclusion Action Plan 2015-18 Page 13 of 31
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.
Asset Management Services
Ongoing
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
• New facilities comply with the Building 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
Asset Management Services
Ongoing
Disability Inclusion Action Plan 2015-18 Page 14 of 31
DIAP Outcome 2 – Liveable communities No. Action Key Performance Indicators Responsibility Timeframe 2.3 Roll out access improvements to jury
facilities where jurors regularly sit, as funding permits
• Accessible jury facilities will be provided at all trial courts where juries regularly sit
Asset Management Services
December 2018
The Department's Access Audits of leased premises will be included within the Asset Management access provision workplans
• Provide a list of accessible services and facilities by March 2018
Asset Management Services
Ongoing
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 Services
Ongoing
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 Services
Ongoing
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 June 2016
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 consultation with AMS & Diversity Services
Court Services Ongoing
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
Managers Ongoing
Disability Inclusion Action Plan 2015-18 Page 15 of 31
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 employment targets and strategies into workforce planning and business planning processes
Incorporate disability employment targets and strategies into all business plans
• Business plans and workforce planning processes include disability employment targets and strategies
Senior Executives June 2016
Develop disability employment metrics and analytics to identify under-performing areas within the Department and develop appropriate recruitment strategies to address any identified
• Disability employment metrics and analytics are developed
Strategic Human Resources
January 2016
Disability Inclusion Action Plan 2015-18 Page 16 of 31
DIAP Outcome 3 - Employment No. Strategy Action Key Performance Indicators Responsibility Timeframe
imbalances
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
• Increase in number of new staff completing the Workforce Diversity Data Collection Survey
Strategic Human Resources
Ongoing
3.2 Promote the Department as an inclusive organisation and an 'employer of choice' for people with disability
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 non-discriminatory
• Review of recruitment processes and selection materials is completed and any recommendations are implemented
Strategic Human Resources
January 2016
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
• Disability employment statements and information on reasonable adjustments are developed and used in job advertisements
Strategic Human Resources
January 2016
Develop and publish appropriate • Appropriate content is Strategic Human March 2016
Disability Inclusion Action Plan 2015-18 Page 17 of 31
DIAP Outcome 3 - Employment No. Strategy 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
Ongoing
Court Services review recruitment strategies to encourage people with disability to apply for positions
• Percentage of employees with a disability targets are met
Court Services Ongoing
3.3 Ensure recruitment processes are fair and accessible and do not disadvantage people with disability
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
Ensure all job advertisements, online application systems and recruitment assessments are accessible to people with disability.
• All job advertisements, information packs, online application systems and recruitment assessments are made accessible to people with disability
Strategic Human Resources
January 2016
Monitor and analyse the impact of new methods of recruitment assessments on the application
• Application rates and success rates are included in disability employment metrics and
Strategic Human Resources
Quarterly
Disability Inclusion Action Plan 2015-18 Page 18 of 31
DIAP Outcome 3 - Employment No. Strategy Action Key Performance Indicators Responsibility Timeframe
and success rates for people with disability
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
3.4 Develop new employment pathways for people with disability
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 19 of 31
DIAP Outcome 3 - Employment No. Strategy Action Key Performance Indicators Responsibility Timeframe
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
• Approval and implementation of pilot program
Strategic Human Resources
June 2016
Develop strategic partnerships with Disability Employment Service (DES) providers to utilise their expertise in sourcing and recruiting people with disability
• Partnerships with DES providers are established
Strategic Human Resources/ All Managers
Ongoing
Focus Area B: Retention and career development
3.5 Create a more inclusive and supportive workplace for staff with disability
Promote membership of the Department’s Staff with Disabilities Network to new and existing staff
• Number of staff participating in the Staff with Disabilities Network activities and events
Strategic Human Resources/ 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 cross-sector disability forums, conferences, working groups and external disability networks
• Staff with disability participate in external forums, conferences and networks
Strategic Human Resources
Ongoing
3.6 Promote reasonable adjustment
Develop an effective communications strategy to
• Reasonable Adjustment Guidelines are promoted and
Strategic Human Resources/
January 2016
Disability Inclusion Action Plan 2015-18 Page 20 of 31
DIAP Outcome 3 - Employment No. Strategy Action Key Performance Indicators Responsibility Timeframe
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
3.7 Provide capability and career development opportunities for staff with disability
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 21 of 31
DIAP Outcome 3 - Employment No. Strategy Action Key Performance Indicators Responsibility Timeframe
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
• Members of the network attend all Equity and Diversity Alliance meetings
Strategic Human Resources/ Staff with Disability Network
Ongoing
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 Resources/ Staff with Disability Network
Ongoing
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 Resources/ Staff with Disability Network
Ongoing
3.9 Ensure organisational restructures and change do not disproportionately affect staff with disability
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/ All Managers
Ongoing
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
• Existing staff induction and operational training programs are reviewed and updated where appropriate
Strategic Human Resources
March 2016
Disability Inclusion Action Plan 2015-18 Page 22 of 31
DIAP Outcome 3 - Employment No. Strategy Action Key Performance Indicators Responsibility Timeframe
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
• Disability inclusion/awareness training is developed and implemented
Strategic Human Resources/ Diversity Services
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 range of appropriate flexible working arrangements
Communicate availability of flexible working arrangements to all managers and staff
• Flexible working arrangement policies and procedures are available to all staff and managers
Strategic Human Resources/ All Managers
Ongoing
3.12 Improve disability employment
Analyse and report on information obtained from the Workforce
• Survey information is collated and analysed from different
Strategic Human Resources
June 2016
Disability Inclusion Action Plan 2015-18 Page 23 of 31
DIAP Outcome 3 - Employment No. Strategy Action Key Performance Indicators Responsibility Timeframe
information from quantitative and qualitative data sources
Diversity Data Collection Survey, Exit Survey and People Matter Survey to identify and address disability employment issues
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
Strategic Human Resources
June 2016
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
3.13 Ensure all human resources policies, guidelines and employment practices support disability inclusion
Review and develop human resources frameworks, policies, guidelines and practices that support disability inclusion and do not disadvantage people with disability
• Disability inclusion is considered in the development of all human resources policies, guidelines and practices
Strategic Human Resources
Ongoing
Disability Inclusion Action Plan 2015-18 Page 24 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 25 of 31
DIAP Outcome 4 – Systems and processes No. Action Key Performance Indicators Responsibility Timeframe
4.3 Include mediator capacity to provide inclusive services in mediator engagement criteria
• Inclusion indicators reflected in mediator engagement criteria
Alternative Dispute Resolution 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
4.6 Promote and demonstrate AccessLink, the Department’s Intranet Good Practice Guide on reasonable adjustments for people with disability
• AccessLink site is maintained and regularly updated
• AccessLink site is promoted to staff of the Department
Diversity Services Ongoing
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 26 of 31
DIAP Outcome 4 – Systems and processes No. Action Key Performance Indicators Responsibility Timeframe
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
• Service enhancement opportunities implemented where possible
LawAccess NSW Annually
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
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
• Actions targeting people with disability included in Communications Strategy 2016-2018
LawAccess NSW March 2016
Disability Inclusion Action Plan 2015-18 Page 27 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
• Number of reasonable adjustments made for people with disability preparing planning ahead documents
NSW Trustee & Guardian
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 the W3C Web Content Accessibility Guidelines 2.0 (WCAG 2.0) to Level AA standard
Strategic Communications
Ongoing
4.21 Provide guidelines for web content authors and developers, which include compliance requirements for WCAG 2.0 Level AA standards
• Online resources and tools are maintained for web content authors and 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
Strategic Communications
Ongoing
4.22 Ensure that accessibility requirements are considered when producing print communications
• Maintain online resources and tools that enable Department staff to deliver accessible print communications
Strategic Communications
Ongoing
Disability Inclusion Action Plan 2015-18 Page 28 of 31
DIAP Outcome 4 – Systems and processes No. Action Key Performance Indicators Responsibility Timeframe
• Continue to provide assistance to staff by answering all enquiries about accessibility of print communications
4.23 Provide advice and support on event management to enable Department staff to host an accessible event
• Maintain online resources and tools that enable Department staff to deliver accessible events
• Continue to provide assistance to staff by answering all enquiries about hosting an accessible event
Strategic Communications
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 with minimum accessibility standards
Strategic Human Resources/ 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 impact on people with disability develop an inclusive consultation strategy
Strategy & Policy Ongoing
4.26 Implement the Victims Services Disability Access Plan 2015-2017
• Plan is implemented Victims Services December 2018
Disability Inclusion Action Plan 2015-18 Page 29 of 31
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 30 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 31 of 31
8.2. Contributing divisions, branches and units of the department
• Alternative Dispute Resolution Directorate
• Asset Management Services
• Community Justice Centres
• 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
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