Appendix 8 - Commonwealth Disability Strategy

Table of Contents

Indicator 1: Appropriate consultation with colleagues and stakeholders has taken place in respect to disability issues
Indicator 2: Impact of proposals on individuals with disabilities has been assessed
Indicator 3: Information is accessible to all individuals with disabilities
Indicator 4: Compliance with all relevant legislation
Indicator 5: Appropriate review mechanisms in place

In 2002-03, departmental businesses identified the Commonwealth Disability Strategy (CDS) roles that were appropriate to their function as follows:

The department is required to report against five performance indicators, which are aligned with its Workplace Diversity Strategy through its Performance through People (PtP) Plan. The department’s progress against each of those indicators is outlined below:

Indicator 1: Appropriate consultation with colleagues and stakeholders has taken place in respect to disability issues
The department’s operational requirements and service delivery obligations are a major consideration when establishing arrangements for colleagues and stakeholders. Recognition is given to the importance of personal needs and requirements.

The department is a member of both the Australian Public Service (APS) diversity and disability networks facilitated by the APS Commission. These networks allow the department to take a proactive role on the issues affecting people from diverse linguistic and cultural backgrounds, Indigenous Australians and people with disabilities across the APS. Strategies can be put in place to address issues where appropriate.

Indicator 2: Impact of proposals on individuals with disabilities has been assessed
The department recognises that its many programs, services and facilities have an impact on the lives of people with disabilities.

The department and the APS jointly celebrated the 2002 International Day of People with a Disability with a ‘Celebrating Ability’ function featuring several well-known people with disabilities. The event highlighted the issues people with disabilities face and the need for the department to ensure that its programs and services are not discriminatory.

The regular client surveys, the Client Service Charter and toll-free customer service line are avenues for stakeholders to provide feedback on the department’s programs, services and facilities. In support of the Client Service Charter and the APS Values, the department is developing protocols relating to staff contact and communication with external clients, especially as they relate to people with disabilities. For further information see the Client Service Charter section of this report.

The department’s rehabilitation policy plays a proactive role in return to work procedures for temporarily and permanently disabled staff. Qualified staff conduct individual assessments to match the employees’ skills and the types of work they are able to perform.

Indicator 3: Information is accessible to all individuals with disabilities
All businesses are aware of the need to present information in accessible formats. People can request to access publications in their preferred medium. For example, recruitment information for potential job applicants and quarantine information brochures are available in accessible formats on request. The department has adopted a telephone typewriter service for clients with a hearing or speech impairment. Applicants for the department’s graduate recruitment program can request application forms in Word format where online application processes create difficulties.

The department is committed to the Government Online Strategy, which requires the department’s Internet site to meet accessibility standards for people with disabilities. The department conducts regular reviews of its services to ensure the information displayed meets the standards. 

In holding events, such as conferences, meetings or launches, the department ensures that the venues have appropriate access for people with physical disabilities. The department provides information on the Internet on the location, style and capacity of venues for those interested parties.

The department undertakes regular surveys of stakeholders for comments on issues such as communication and accessibility. Feedback to date has been positive.

From a staff perspective, the department encourages employees to self identify any disabilities that they may have, so that it may provide any necessary equipment/services. All staff are asked to inform the training administrator if they require special equipment or support to attend training. As a general rule, training and development programs include information on disability issues where appropriate to allow staff to understand the importance of recognising barriers to access and develop appropriate means of ensuring non-discriminatory access to services and to communicate in an equitable and respectful way.

Indicator 4: Compliance with all relevant legislation
During the year all departmental businesses reported ongoing compliance with relevant legislation in the development of programs and policies. The department’s employment policies, procedures and practices comply with the requirements of the Disability Discrimination Act 1992. In addition, employees employed under the departmental Certified Agreement 2000-03 are also subject to the following Acts:

• Racial Discrimination Act 1975
• Sex Discrimination Act 1984
• Disability Discrimination Act 1992
• Human Rights and Equal Opportunity Act 1986
• Occupational Health and Safety (Commonwealth Employment) Act 1991
• Workplace Relations Act 1996
• Public Service Act 1999.

Indicator 5: Appropriate review mechanisms in place
The department has several complaints/grievance mechanisms to address any concerns raised about its conduct. Staff concerns are addressed through the procedures for resolving workplace issues outlined in the Certified Agreement 2000-03. The department has trained occupational health and safety, harassment and first aid officers to assist staff with concerns. If staff are dissatisfied with the action undertaken by the department, or the complaint fails to be resolved, the formal complaint resolution mechanisms under the Public Service Act 1999 remain available to them.

Any complaints/grievances from external sources can be raised through the client surveys, the Client Service Charter or a toll-free customer service line. These mechanisms are reviewed annually and all results and suggestions are distributed across the department for action where appropriate. Other complaint/grievance avenues also exist through anti-discrimination legislation.

Overall, the department has consolidated the practices and procedures reported under the CDS last year.

The department’s Disability Action Plan will be finalised and implemented in 2003-04.