FaHCSIA Disability Action Plan 2006-2009

Purpose

Actions to be taken

Responsibilities

Timelines

Disability Discrimination Act (1992) Compliant Language and Alternative Formats

All documents relating to employee attraction, recruitment, retention, and support (guidelines, advertisements, position descriptions, interviewing forms, competency tests, feedback forms, etc) are developed and subsequently reviewed (and if necessary, revised) to ensure that language and content are compliant with the Disability Discrimination Act (1992) but also consciously inclusive of people with disability.

• Provide employees in People Branch with 'Better Information and Communication Practices' (available on the CDS website).
• Provide employees in People Branch with 'Factsheet 5 Inclusive Language Tips' (available on the CDS website).

People Branch

August 2007

All documents relating to employee attraction, recruitment, retention, and support (guidelines, advertisements, position descriptions, interviewing forms, competency tests, feedback forms, etc) are promptly made available on request.

• Ensure all relevant employees have copies of 'Factsheet 4 Making information about your programs and services accessible to all Australians' (available on the CDS website).
• All relevant employees and the DAC have access to 'Register of providers of information in accessible formats' (available on the CDS website).

People Branch

August 2007

Purpose

Actions to be taken

Responsibilities

Timelines

Recruitment Information

Recruitment information contains details about inherent requirements and reasonable adjustment.

• Put information about inherent requirements and about reasonable adjustment in the 'People with Disability Recruitment and Retention Strategy' and in all recruitment materials.
• Put contact information for DAC in recruitment information.

People Branch

June 2007

Selection Processes

Selection processes are compliant with the Disability Discrimination Act (1992) and inclusive of people with disability.

• Give training about reasonable adjustments to testing centre employees.
• Selection panels are provided with a fact sheet explaining reasonable adjustment principles.

People Branch

August 2007

Position Descriptions

Individuals responsible for writing position descriptions are informed about the concepts of inherent requirements and discrimination.

• Managers who are developing position descriptions are alerted to 'Factsheet 5 - inclusive language tips' (currently on CDS website).

People Branch

August 2007

Advertisements and Application Materials

Vacancy advertisements and application materials are written using inclusive language and include statements about relevant inclusion policies/procedures (e.g. Equal Opportunity Employer, reasonable adjustments available). Program areas are required to ensure accessibility of advertisements.

• Establish links with universities through their Disability Access Coordinators to make graduates with disability aware of opportunities in FaHCSIA
• Include DAC contact number on all vacancy advertisements.
• Vacancy advertisements include a statement that highlights FaHCSIA's commitment to employing people with disability and being an Equal Opportunity Employer.

People Branch

Ongoing

Interviewer Awareness

All employees involved in employment interviewing have access to disability awareness resources and are familiar with reasonable adjustments that can be provided during the interview process.

• Managers' Intranet site has section about interviews.
• Managers' training includes information on non-discriminatory practices and reasonable adjustments for interviews.
• Selection panels are provided with a fact sheet explaining reasonable adjustment principles and inherent requirements each time a selection panel is developed.

People Branch

August  2007

Induction Processes

Information about disability resources, policies and procedures are provided and explained to all new employees as part of the induction process.

• All employees receive information sheet/brochure about disability resources.

People Branch

October 2007

A clear process for disclosure of a disability is explained to all employees at induction.

• Presentation about disability and disclosure process and benefits of disclosure given at induction to all employees.
• Induction package that is currently sent to people’s home prior to commencement has information sheet about available services, disclosure and reasonable adjustment request forms.

People Branch

Ongoing

Reasonable Adjustment Processes

FaHCSIA has a reasonable adjustment policy.

• Develop a reasonable adjustment policy and information sheet about process

People Branch

Ongoing

Information about and applications for reasonable adjustments are accessible to all employees that ensures their privacy and confidentiality.

• Explanation of reasonable adjustment included on intranet.
• Forms for requesting adjustments located on intranet.
• Procedure for requesting reasonable adjustment is explained at induction and posted on intranet.
• List number of DAC in phone book.

People Branch

August 2007

FaHCSIA ensures acceptable timeframes for the approval and supply of reasonable adjustments.

• Develop a protocol for requesting reasonable adjustments.  Protocol should include estimates of expected time frames for meeting requests.
• Communicate protocols to all employees via intranet, at disability awareness training and when a reasonable adjustment is requested.

People Branch

June 2007

Monitoring and evaluation of adjustments is ongoing, if appropriate.

• Develop database that lists all accommodations purchased by FaHCSIA for employees.  Track these accommodations when employees leave FaHCSIA so that accommodations can be re-used, where appropriate.

People Branch

Ongoing

Purpose

Actions to be taken

Responsibilities

Timelines

Learning and Development

All learning and development programs are promoted so as to ensure that people with disability are informed of their eligibility and access to such programs.

• Information about how to access reasonable adjustments for training are included in promotional materials for Learning and Development training and programs.
• The DAC's phone number included on all application materials for learning and development.
• Application forms have a question asking whether the participant has any access requirements.

People Branch

June 2007

The design and delivery of learning and development programs takes into account the accessibility needs of employees with a disability.

• Accessibility is considered when selecting a venue for training.

People Branch

August 2007

Feedback, Grievance and Dispute Resolution Procedures

Feedback and complaints regarding disability issues, and responses to them, are recorded and annually reviewed for continuous improvement of procedures.

• Develop a system for recording feedback and complaints regarding disability issues.

People Branch

August 2007

Data Collection and Monitoring

Exit interviews with all employees solicit feedback and suggestions for possible improvements to employment policies and practices as they relate to people with disability.

• Review existing exit interview process to include questions relating to the inclusion of people with disability in FaHCSIA.

People Branch

August 2007

FaHCSIA records the numbers of people with a disclosed disability participating in the following areas to ensure proportional representation:
- Engagement
- Promotions
/Transfers
- Separations
- Training Participation and
Completion Classification
- Length of service.

• Develop a data collection process for the areas listed in this indicator.

People Branch

June 2007