You, me, everyone
Our Disability Action Plan 2009 - 2012
with a focus on Year 1 actions
Department of
Human Services
About this document:
Published by the Victorian Government Department of
Human Services,
September 2009
© Copyright State of Victoria 2009.
This publication is copyright, no part may be
reproduced by any process except in accordance with the provisions of the
Copyright Act 1968.
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Authorised by the State Government of Victoria,
Printed by Department of Human Services, 2009.
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The work
of the Department of Human Services is guided by an aspiration that all
Victorians should have the opportunity and support they need to live with
dignity, independence, and a strong feeling of wellbeing.
We know
that we do good work, but we can do more to reduce the barriers people with a
disability face when working in the department or accessing services provided
by the department. We can learn to be more inclusive.
Over the
last three years we have reviewed our policies and procedures, to make sure
that we are an accessible and supportive employer, and made changes to
facilities and the way we do our work.
In this
three-year plan, You, me, everyone:
Our Disability Action Plan 2009-2012, we affirm our commitment to an inclusive
workplace, and strengthen our focus on the services we deliver.
This plan
sets out our goals for the next three years and actions for the first year.
Actions will be developed on a year-by-year basis to ensure they remain relevant
to our changing society and the work we do.
Responsibility
for the cultural change required to reach our aspiration belongs to You, me, everyone.
Gill
Callister
Secretary
Legislation and Disability
Action Plans
Whole of Victorian
Government Outcomes Reporting
The Department of Human
Services
You, me, everyone – Our Disability
Action Plan
D. Communication & Information
F. Implementation, Monitoring & Review
Appendix 1:
Methodology & References
Appendix 2:
Governance Structure
Appendix 3:
Ongoing Commitment to Actions from 2005-2008
This
Disability Action Plan 2009-2012 aims to continue the development of a workplace
and service delivery culture where VPS values and inclusive behaviour come
naturally, where people don’t have to stop and think about how to interact with
a client or a colleague with a disability, and where they have the leadership,
tools and resources available to guide and support access and inclusion.
Establishing a culture of
inclusion
The
Department of Human Services’ three-year Disability Action Plan for the period
July 2009 to June 2012 builds on the actions undertaken over the past three
years to reduce barriers and enhance opportunities for people with a disability.
The 2005-2008
Plan of the former Department of Human Services focussed on the development,
review and promotion of whole-of-department policies and procedures that underpin
our work, and improved approaches for our own employees or potential employees.
Key
achievements during 2005-2008 included:
- Development
and review of policies and procedures to ensure they are inclusive of
people with a disability
- Work
to improve the employment, support and retention of staff with a
disability
- Access
audits of front end service delivery sites
- Development
and implementation of accessible communication standards and products
- Strong
efforts to raise awareness of approaches, policies, procedures and
practical resources across the department.
The
department’s first Disability Action Plan 2005-2008 resulted in strong
foundations being laid for You, me,
everyone: Our Disability Action Plan 2009-2012. Over the next three years, we
will continue to build on those foundations and broaden our focus to explore
ways to improve how our clients experience our services.
The people
of
We will
also promote the objectives set out in this document as part of our ongoing
working relationship with the community sector. For example, the Partnership in
Practice Memorandum of Understanding 2009-2012 between the department and the
independent health, housing and community services sector, and the associated
Human Services Partnership Implementation Committee, provides proven mechanisms
to initiate collaborative approaches with our community sector partners to
support sustainable change.
Several
references were consulted in developing the Plan (see Appendix 1). All
divisions and regions of the former Department of Human Services were also asked
to send representatives to attend a Disability Action Plan and Service Delivery
workshop. These workshops provided an opportunity for discussion about the work
the department does well and to identify actions to take to improve access to
services. The outcomes of these workshops informed the development of the Plan.
A Disability Action Plan Project Group comprised of representatives of each
division and region met separately to formalise actions, determine timing and
assign responsibility for Year 1 actions.
While no
formal processes were in place to ensure people with a disability commented on
the actions in this Plan, general interest was sought throughout the department
and individuals participated in the drafting stage of the Plan. It is an action
of Year 1 to formalise consultation methods so that we develop future Year 2
and Year 3 action plans in consultation with a broader reference group.
Some key
actions in Year 1 of the 2009-2012 Plan seek to:
- identify
innovation in participatory practice and promote it for wider adoption and
public recognition
- identify
Plan ‘champions’ across divisions and the regions
- establish
a departmental disability reference group with clients and staff to
provide input to the further development, implementation and monitoring of
the Plan.
Who is this document
for? You, me, everyone!
All staff,
and the department as a whole, have a responsibility to ensure the goals and
strategies of the department’s Disability Action Plan are incorporated into the
way we work. Leaders such as members of the Executive, Directors and Managers
have a direct responsibility to ensure they drive change in the department by
committing to actions in this Plan and leading by example. Each staff member
has a direct responsibility to ensure they are aware of disability issues and that
their practices are non-discriminatory.
Figure
1. Driving cultural change – who is
responsible?
You, me, everyone
Be Aware: Learn – use training & resources.
Include: Ask yourself: Am I truly
being inclusive in my work? - Is my workplace accessible?
Promote: Work with others. Share your ideas and experience.
Participate: Be involved in driving
cultural change.
Leadership
Drive: Show your commitment to seeing positive
change in your division and region.
Act: Commit time and effort to enhancing your
own approach and completing actions set out in this Action Plan.
Model: Lead by example, guiding others to more
inclusive practice.
∆ Look out for this symbol in
the following Action Plan. This symbol means that you have a responsibility to
take action!
Context
Disability
is defined in the Commonwealth Disability
Discrimination Act (1992) as:
·
total or
partial loss of the person’s bodily or mental functions; or
·
total or
partial loss of a part of the body; or
·
the presence
in the body of organisms causing (or capable of causing) disease or illness; or
·
the
malfunction, malformation or disfigurement of a part of the person’s body; or
·
a disorder or
malfunction that results in the person learning differently from a person
without the disorder or malfunction; or
·
a disorder,
illness or disease that affects a person’s thought processes, perception of
reality, emotions or judgment or that results in disturbed behaviour and
includes a disability that:
- presently exists;
or
- previously
existed but no longer exists; or
- may exist in the
future; or
- is imputed to a
person.
Our Ability at Work Guide 2008 explains
that ‘Disability is part of human diversity. In fact one in five Australians have
one or more disabilities (ABS, 2003) and this proportion is expected to increase
with the ageing of the population. Disability can result from accident,
illness, congenital and genetic disorders or the ageing process. It may be
visible or hidden, permanent or temporary, and may have minimal or substantial
impact on a person’s mobility, cognitive, sensory and interpersonal functions.’
The
number of people with a disability has increased over time, as has the
proportion of the Australian population with disability. The reasons for the
increase include:
·
People are
generally living longer and acquiring disabilities as they age; as the
population ages, the number of people with a disability is expected to rise.
·
People who
already have a disability are living longer.
·
As community
attitudes become more accepting of people with a disability, people may be more
willing to identify as having a disability.
Legislation and Disability Action Plans
Disability
Action Plans support the principles articulated in the United Nations Convention on the Rights of Persons with Disability,
the Disability Act 2006 and the Victorian Charter of Human Rights and Responsibilities
Act 2006. They further support the Commonwealth Disability Discrimination Act
1992 and the Victorian Equal Opportunity Act 1995.
Departmental staff have an obligation under the
Charter of Human Rights and Responsibilities to:
·
Actively
promote human rights
·
Act compatibly
with human rights
·
Take human
rights into account when making decisions
·
Apply other
laws you work with in a manner that is consistent with human rights.
Legislation
makes it unlawful to discriminate against a person because they have a
disability, had a disability in the past, or another person assumes they have a
disability and discriminates against them for that reason. People who are
relatives, friends and carers of people with a disability are also protected
from discrimination by these laws.
Discrimination
laws apply to public behaviour, not to private conduct. Discrimination laws
require that people with a disability be given equal opportunity to participate
in and contribute to the full range of life activities. This includes access to
goods, services and facilities provided by government departments.
The
department’s
Disability Action Plan:
·
improve
education opportunities and help people into work; and
·
improve health
and wellbeing and reduce health inequalities.
It
is a legislative requirement (section 38 of the Disability Act 2006) that a public sector body prepares and
implements a Disability Action Plan. The development of action plans is a key
strategy for government to address discrimination and barriers to
participation.
Whole of Victorian Government Outcomes Reporting
The
government is committed to providing information across departments to ensure
learning and good practice examples are shared and built upon. This is
demonstrated by the department’s participation in drafting a Whole of Victorian
Government Disability Action Plan Outcomes Reporting Framework and our participation
in network meetings. The Whole of Victorian Government (WoVG) Disability Action
Plan Outcomes Reporting will measure the overall effectiveness of disability
action plans and enable the sharing of good practice across government
departments.
The Department of Human Services
The
Department of Human Services is one of
You, me, everyone – Our Disability Action Plan
Given
the size and range of functions of the department You, me, everyone: Our Disability Action Plan 2009-2012 takes a
staged, strategic approach over several years. This approach will enable the
department to systematically identify and address barriers to people with a
disability across all divisions and regions.
The Disability Action Plan 2005-2008 for the former Department of Human
Services addressed the key areas of employment, information and communication,
consultation and decision making, physical access to buildings and facilities,
staff awareness and understanding of the needs of people with a disability. You, me, everyone: Our Disability Action
Plan 2009-2012 continues and expands this focus to include the department’s direct
service delivery functions. Key considerations will be:
·
maximising
learning from the 2005-2008 Disability Action Plan development and
implementation
·
ensuring a
strong emphasis on achieving a cultural shift
·
ensuring that actions
are meaningful and achievable
·
exploring and
implementing mechanisms for involving people with a disability in the further development,
implementation and monitoring of the Plan.
You, me, everyone: Our Disability Action Plan 2009-2012 adopts the
broad definition of disability used in the Disability
Discrimination Act (1992).
You, me, everyone: Our Disability Action
Plan 2009-2012 is supported by a governance structure (see Appendix 2) that
will guide and monitor the implementation of the plan over the next three
years.
A Project Group is responsible for the development,
implementation and review of the Action Plan and comprises representative
management and staff from the department’s regions and divisions. The Project
Group will form working parties as required to address key requirements of You, me,
everyone: Our Disability Action
Plan 2009-2012.
The Disability Action Plan Project Group reports to
the Disability Action Plan Steering Committee whose members include Regional
Directors and Directors across the Department. The Steering Committee is responsible
for setting the overall vision and direction for the next three years,
endorsing and monitoring progress, overseeing the implementation and review of You, me,
everyone: Our Disability Action
Plan 2009-2012, and providing updates to the DHS Executive on the progress of the
Plan.
You, me, everyone: Our Disability Action Plan 2009-2012 maintains the six
key priorities and seven goals determined in the former Department of Human
Services Plan (2005-2008). To achieve these goals we continue to explore and
implement changes internally. Many of these changes have impact on the services
we provide. Ongoing actions from 2005-2008 are outlined in Appendix 3.
Several
Year 1 actions still address the key areas of employment, information and
communication, consultation and decision making, physical access to buildings and
facilities, staff awareness and understanding of the needs of people with a
disability, as well as moving towards an increased emphasis on the department’s direct service delivery
functions.
In
Year 2 and Year 3 of the Plan the focus will shift to actions that have a more
direct impact on service delivery.
Our seven goals over the
next three years are:
Employment
Goal 1: The department will provide opportunities for
people with a disability to obtain and retain employment.
Participation
Goal 2: The department will be consultative and provide
opportunities for people with a disability to participate in decision-making
processes.
Awareness
Goal 3: Departmental staff will have
opportunities to develop confidence, knowledge and skills to create a workplace
and service culture inclusive of people with a disability.
Communication
& Information
Goal 4: Department
of Human Services’ internal and external communications will take account of
the specific information and communication needs of people with a disability.
Access
Goal 5: Departmental service
delivery arrangements will be inclusive, responsive and flexible in meeting the
needs of people with a disability.
Goal 6: All
departmental workplaces and service sites will be safe and access-friendly for
people with a disability.
Implementation,
Monitoring & Review
Goal 7: You, me, everyone: Our Disability
Action Plan will demonstrate improved access and increased participation for
people with a disability through the implementation, monitoring and review of
the plan.
You, me, everyone: Our Disability Action Plan 2009-2012 takes an
incremental and sequential approach with some of our Year 1 actions
implementing or consolidating the achievements over the last three years.
Some
of the work undertaken in the 2005-2008 Disability Action Plan will continue
where it requires further work to make it part of ongoing practice. These
ongoing activities are noted in Appendix 3.
The
following section sets out actions and expected outcomes in Year 1. Actions
will be developed and reported on annually.
A. Employment
Goal 1: The department will provide opportunities for people with a disability to obtain and retain employment.
Strategy: Increase employment and retention of people with a
disability in the department.
Action Year 1
1: Explore opportunities to enhance professional development for people
with a disability.
Outcome Measure
Options
presented to Steering Committee for consideration for Year 2 action.
Lead Responsibility
Human
Resources Branch
Disability
Action Plan Reference Group
∆ All DHS
managers
Action Year 1
2: Work actively with the whole-of-government Disability Employment
Advisory Service to support managers, Human Resources practitioners and current
and potential employees to support the recruitment and retention of staff with
a disability.
Outcome Measure
An
increased number of staff with a disability and their managers are provided
with support by the Disability Employment Advisory Service.
Lead Responsibility
Human
Resources Branch
Human
Resources practitioners
∆ All DHS
managers
B. Participation
Goal 2: The department will be consultative and provide opportunities for people with a disability to participate in decision-making processes.
Strategy: Ensure there are opportunities for people with a disability to participate in consultation and decision-making processes
Action Year 1
1: Establish a departmental Disability Action Plan reference group to provide people with a disability (staff and clients) with the opportunity to provide feedback on the implementation, monitoring and review of You, me, everyone: Our Disability Action Plan 2009-2012.
Outcome Measure
Terms of Reference for a Disability Action Plan reference group developed.
Sufficient expressions of interest from staff and clients to participate on the reference group received and group established.
Disability
Action Plan Year 2 actions developed in consultation with the Disability Action
Plan reference group.
Lead Responsibility
Disability Action Plan Project Leader
Disability
Action Plan Project Group
Action Year 1
2: Report on participation and consultation practices at the department.
Outcome Measure
A report that:
· Assesses and identifies current methods used by the department to promote participation of people with a disability in consultation forums or mechanisms.
· Reflects on inclusive practice and good practice examples.
· Identifies opportunities for improvement.
· Provides recommendations for ‘Participation’ actions for Year 2.
WoVG
reporting requirements met.
Lead Responsibility
Disability Action Plan Project Leader
Disability
Action Plan Project Group
Action Year 1
3: Share and promote good practice examples of participation of service users with disability in the design and review of the departmental programs, services, initiative and projects.
Outcome Measure
Examples
of good practice promoted via the Disability Action Plan website and
disseminated in accordance with the Disability Action Plan communications
strategy.
Lead Responsibility
Disability Action Plan Project Leader
∆All
DHS employees
C. Awareness
Goal 3: Departmental staff will have opportunities to develop confidence, knowledge and skills to create a workplace and service culture inclusive of people with a disability
Strategy: Improve staff awareness and understanding of the needs of people with a disability
Action Year 1
1: Incorporate disability awareness into current departmental training, forums, and department-wide initiatives.
Outcome Measure
Opportunities for including disability awareness in existing training sessions are identified and actioned where appropriate e.g. Program or region specific training, Human Rights, Fair Treatment Policy.
Lead Responsibility
Disability Action Plan Project Leader
Human Resources Branch
∆ All Divisions and Regions
Action Year 1
2: Identify Disability Action Plan champions in each division and region and provide supporting training and resources.
Outcome Measure
A role statement for Disability Action Plan champions is developed and available via the Disability Action Plan website.
Disability Action Plan champions identified in each division and region are trained to have a good understanding of where and how to locate resources and are able to link staff to these resources.
Disability Action Plan champions are involved in Disability Action Plan working parties and reference groups as relevant.
Disability Action Plan Champion and Project Group QuickPlace developed to provide resources and discussion forums for shared ideas and comments.
Lead Responsibility
Disability Action Plan Project Leader
∆ All Divisions and Regions
Action Year 1
3: Hold the department-wide Celebration for International Day of People with a Disability in December.
Outcome Measure
All divisions and regions report on their celebration for International Day of People with a Disability.
Events scheduled in the department’s calendar.
The Secretary launches celebrations at central office location.
Lead Responsibility
Disability Action Plan Project Leader
Corporate Communications
∆ All Divisions and Regions
Action Year 1
4: Update DHS events
calendar with relevant National and State disability related events.
Outcome
Measure
Calendar depicts dates of events.
Lead
Responsibility
Corporate Communications
D. Communication & Information
Goal 4: Department of Human Services’ internal and external communications will take account of the specific information and communication needs of people with a disability.
Strategy: Provide accessible information and communication processes
Action Year 1
1: Develop a Disability Action Plan communications strategy to promote
resources, and increase awareness to internal and external stakeholders.
Outcome
Measure
Communications
strategy developed.
Lead
Responsibility
Corporate Communications
Action Year 1
2: E-forms: investigate accessibility issues related to use of e-forms
and determine if more appropriate platforms are required. Implement changes.
Outcome
Measure
E-forms are
accessible, or a new (accessible) platform replaces e-forms.
Lead
Responsibility
IM&T Corporate
Action Year 1
3: Advise Stream (printing resource) of the need to include the
department’s accessible publication tagline
on all printed documentation.
Outcome
Measure
All new
published documents include the accessible publication tagline.
Lead
Responsibility
Corporate Communications
Action Year 1
4: Review, update
and promote key communications resources:
- communications guides
- community events sponsorship guidelines
- style guidelines
- corporate image bank (to ensure positive depiction of
people with a disability).
Outcome
Measure
Communications guides & guidelines
updated with new, relevant information.
Staff are aware of these resources and
there is an increase in online access to these resources.
Lead
Responsibility
Corporate Communications
Action Year 1
5: Collect data on
the number of departmental web pages that meet the web standards AA or AAA.
Outcome
Measure
Number of web
pages that meet the web standards (as a percentage) is collected for baseline
data. To be assessed annually to determine progress.
Lead
Responsibility
Web Domain Group
E. Access
Improved access
to programs and services
Goal 5: Departmental service delivery arrangements will be inclusive, responsive and flexible in meeting the needs of people with a disability.
Strategy: Improve access to programs and services
Action Year 1
1: Processes and protocols for service delivery and program design, related to working with clients with a disability, are available to all staff.
Outcome
Measure
Relevant documents are available from the Disability Action Plan website for staff reference.
Lead
Responsibility
Disability Action Plan Project Leader
Disability Action Plan Project Group
∆ All DHS employees
Action Year 1
2: Share and promote good practice examples of access to departmental programs and services.
Outcome
Measure
Examples of good practice are available via the Disability Action Plan website.
Lead
Responsibility
Disability Action Plan Project Group
Action Year 1
3: Directions and information on accessible parking and access to departmental facilities are available internally and externally.
Outcome
Measure
Directions and information on accessible parking and accessible pathways to departmental facilities are detailed on the department’s website.
Lead
Responsibility
Disability Action Plan Project Leader
Regional Corporate Services Managers
Improved physical access to buildings and facilities
Goal 6: All departmental workplaces and service sites will be safe and
access-friendly for people with a disability.
Strategy: Improve physical access to buildings and facilities.
Action Year 1
4: Conduct access audits of current departmental office stock for comparison against 2006 self-assessments to determine status of identified access issues and any remodeling work that may have occurred since.
Outcome
Measure
Report developed on:
· accessibility status
· work undertaken to improve accessibility
· proposals for actioning outstanding compliance issues for all current departmental office stock.
Lead
Responsibility
Financial & Corporate Services Division (Finance & Business Services Branch)
Corporate Services Managers
Action Year 1
5: Explore and determine the best method for consistent and periodic access auditing of departmental facilities.
Outcome
Measure
Method developed for auditing accessibility status of departmental facilities, to be implemented in Year 2.
Lead
Responsibility
Financial & Corporate Services Division (Capital Management Branch, Finance & Business Services Branch)
Housing and
Youth Justice Custodial Services
Corporate Services Managers
F. Implementation, Monitoring & Review
Goal
7: You,
me, everyone: Our Disability Action Plan
will demonstrate improved access and increased participation for people with a
disability through the implementation, monitoring and review of the plan.
Strategy: Implement, monitor and review the Disability Action Plan.
Action Year 1
1: Lodge You, me, everyone: Our Disability Action Plan 2009-2012 with the Australian Human Rights Commission (AHRC).
Outcome
Measure
Sign-off by the department’s Executive and Secretary.
Plan lodged with AHRC.
Lead
Responsibility
Disability Action Plan Steering Committee
Action Year 1
2: Disability Action Plan Steering Committee and Project Group monitor implementation and review of Disability Action Plan Year 1 actions.
Outcome
Measure
Monitoring undertaken and documented at Disability Action Plan Steering Committee and Project Group meetings.
Appropriate and timely reporting to Disability Action Plan governance bodies and DHS Executive.
A representative of the Disability Action Plan reference group is invited to attend Project Group meetings and to provide feedback on the review and development of the Disability Action Plan.
Lead
Responsibility
Disability Action Plan Steering Committee
Disability Action Plan Project Group
Corporate Communications
∆ All DHS managers
Action Year 1
3: Staff are informed regularly through updates to the Disability Action Plan website, through Spotlight articles, a yearly progress statement and through other channels as detailed in the Disability Action Plan Communications Strategy.
Progress is reported in the department’s
Annual Report.
WoVG reporting undertaken.
Outcome
Measure
Staff are informed regularly through updates to the Disability Action Plan website, through Spotlight articles, a yearly progress statement and through other channels as detailed in the Disability Action Plan Communications Strategy.
Progress is reported in the department’s Annual Report.
WoVG reporting undertaken.
Lead
Responsibility
Disability Action Plan Project Leader
Disability Action Plan Project Group
Disability Action Plan Reference Group
∆ All DHS managers
Action Year 1
4: Develop Year 2 actions based on consolidation of 2005-2008 Plan, emerging issues and opportunities, and outcomes of Year 1 actions.
Outcome
Measure
Continuing and new actions for Year 2 are developed in consultation with
a Disability Action Plan reference group.
Proposed Disability Action Plan Year 2 actions are documented and
endorsed by July 2010.
A supplementary document is provided to
the Australian Human Rights Commission summarising Year 2 actions.
Lead
Responsibility
Disability Action Plan Steering Committee
Disability Action Plan Project Group
Disability Action Plan Reference Group
Appendix 1: Methodology & References
Actions for
You, me, everyone: Our Disability
Action Plan 2009-2012 were developed with particular reference to the following
documents:
·
DHS Disability Action Plan 2005-2008 Final Report
(achievements and ongoing challenges), 2009
·
DHS Disability Action Plan & Direct Service
Delivery Workshop Outcomes Report, June 2009
·
DHS Disability Action Plan 2005-2008
·
DHS Disability Action Plan Staff Awareness Survey
findings, 2008
·
Whole of Victorian Government Disability Action Plan
Outcomes Reporting Framework draft, 2009
A
Disability Action Plan is developed, implemented and reported on to support
existing legislation and policy that makes it unlawful and unconscionable to
discriminate against a person on the basis of their disability.
·
UN Convention on the
Rights of Persons with Disability 2006
·
Commonwealth Disability
Discrimination Act 1992
·
Victorian Disability Act
2006
·
Victorian Charter of
Human Rights and Responsibilities Act 2006
·
Victorian Equal
Opportunity Act 1995
·
The
·
Growing
·
A Fairer
These policies and legislation require that people with a disability
be given equal opportunity to participate in and contribute to all aspects of
everyday life. This includes access to goods, services and facilities
provided by government departments.
Consultation with
departmental staff
The former department’s Disability Action Plan & Direct Service
Delivery workshops, held in June 2009, were designed to bring together
departmental staff from across the state from a range of roles, but
particularly those involved in direct service delivery. The groups were asked
to discuss current practice, identifying good practice and areas for
improvement. A series of actions and priorities were set in two separate
workshops and have been used by the Disability Action Plan Project Group to
inform actions for Year 1 implementation.
Client and community
consultation
Client and community consultation will be undertaken to inform actions
for Year 2 of the Disability Action Plan.
Disability Action Plan
Reference Group
Expressions of interest are being gathered internally for a reference
group to contribute to You, me, everyone:
Our Disability Action Plan 2009-2012. It is proposed that
this group will meet during Year 1 of the plan and will be directly involved in
the further development, monitoring and feedback on You, me, everyone: Our Disability Action Plan 2009-2012.
Actions in Year 1 will determine appropriate role and
membership of this group of clients and/or community representatives.
The Executive of the department was briefed on the development of You, me, everyone: Our Disability Action
Plan 2009-2012 and endorsed the Plan at a meeting on 1
September, 2009.