FaHCSIA Disability Action Plan 2006-2009
Aspirations and Indicators
2. Inclusional Cultural Goals
"Our culture is openly inclusive"
FaHCSIA will be a consultative organisation in which employees and service-recipients with disability participate on an equitable basis with others, and where all employees have the resources, support, confidence, and competence to respect, appreciate and value an inclusive culture within FaHCSIA.
Purpose |
Actions to be taken |
Responsibilities |
Timelines |
Awareness of Initiatives |
Employees are aware of FaHCSIA's specific initiatives regarding the increased inclusion of people with disability (such as the Disability Action Plan 2006-09). |
- Informational brochures about specific disability initiatives (e.g., this Disability Action Plan, the Reasonable Adjustment Policy, and the Managing Disability Fact sheets) are disseminated and placed on Intranet site.
- Include specific disability initiatives on Diversity Intranet Site.
- Provide an overview of disability initiatives during induction of new employees.
|
People Branch |
Ongoing
November 2007 |
Accessibility of Resources |
Disability relevant resources are easily accessible to employees. |
- Identify existing materials available to FaHCSIA related to disability (for example, materials from theCDS and JobAble website, etc).
- Allocate responsibility to one individual to conduct this search for resources.
- Develop centralised disability intranet portal for all information related to disability.
- Provide employees with training or information sessions regarding the appropriate use of existing materials, and details on how they can access materials related to disability.
- Develop an information sheet/brochure about all available disability resources and organise its posting in all tea rooms and on noticeboards within FaHCSIA offices.
|
People Branch |
December 2007 |
Manager Resources |
Managers have access to disability relevant resources catering to their specific needs. |
- Develop managing disability fact sheets including reasonable adjustment and recruitment and retention policy related to people with disability
- Notify managers of DAC's role and what assistance they offer.
|
People Branch |
Ongoing
August 2007 |
Knowledge and Competence in Inclusive Practice |
All employees have the knowledge, confidence, and competency to be inclusive of people with disability. |
- Develop a timeframe for producing a computer based disability awareness training package for the use of all employees
- Ensure issues of mental health and non-visible disabilities are included in training content.
|
People Branch |
Ongoing |
Disclosure |
All employees are informed about the purposes and processes for disclosing a disability. |
- Develop a disclosure process.
- Create a disclosure form for optional use.
- Create an information sheet about disclosure benefits and resources.
- Include this sheet on the FaHCSIA Disability intranet portal.
|
People Branch |
Ongoing |
Accountability |
Employees are accountable for inclusive practices. |
- List the inclusion of and consideration of the needs of people with disability (both service users and employees) as a leadership capability for all managers (regardless of whether they are currently supervising a person with disability).
|
People Branch |
Ongoing |
Mental Health |
People with mental health issues are explicitly included in FaHCSIA disability initiatives. |
- Ensure all FaHCSIA disability initiatives and resources mention mental health issues.
- Include section on mental health in Managers' Toolkit.
- Include a section addressing mental health issues in all Disability Awareness training.
|
People Branch |
June 2007
|
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Aspirations and Indicators - 1. Access Goals
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Aspirations and Indicators - 3. Organisational Environment / System Goals
