Ensure internal training programs provided by the department DCSYW 2018-2020 The department’s internal training consider the requirements of with disability. (ongoing) programs incorporate the requirements of with disability. Employment Leading the way increasing opportunities in the Queensland public sector – Action Responsibility Timeframe Action Success Measure Implement strategies to reach the Queensland Government 2018–2020 Diversity strategies are included in target that, by 2022, eight per cent of the Queensland Public (ongoing) DCSYW Strategic Workforce Plan to Sector workforce will be people with disability, across (PSC lead) contribute to the proportion of people with attraction, recruitment, retention and career progression and disability employed in the Queensland development, for example flexible work practices and Public Sector workforce increase towards inclusion of people with disability in the government employer eight per cent by 2022. brand. Annually review the department’s attraction and retention, and DCSYW 2018-2020 The department’s attraction, retention, recruitment and selection policies, and make adjustments as (ongoing) recruitment and selection policies ensure required, to ensure equal opportunity for people with equal opportunity for people with disability. disability. Develop and implement employee support strategies to DCSYW 2018-2020 The department’s employee support include information on and federal services and the (ongoing) strategies are inclusive of people with Employee Assistance Program (EAP), to ensure department disability. staff with disability receive appropriate support. Provide services and advice to supervisors of employees with DCSYW 2018-2020 Services and advice provided to disability as required, to ensure reasonable adjustment in the (ongoing) supervisors of employees with disability, as department’s workplaces for employees with disability. required. Develop and implement communication strategies to raise DCSYW 2018-2020 Communication strategies developed and awareness of senior leaders and managers about the (ongoing) implemented. department’s in order to attract and Disability Service Plan retain people with disability.
Ensure internal training programs provided by the department consider the requirements of with disability. DCSYW 2018-2020 (ongoing) The department’s internal training programs incorporate the requirements of with disability. Employment Leading the way – increasing opportunities in the Queensland public sector Action Responsibility Timeframe Action Success Measure Implement strategies to reach the Queensland Government target that, by 2022, eight per cent of the Queensland Public Sector workforce will be people with disability, across attraction, recruitment, retention and career progression and development, for example flexible work practices and inclusion of people with disability in the government employer brand. (PSC lead) 2018–2020 (ongoing) Diversity strategies are included in DCSYW Strategic Workforce Plan to contribute to the proportion of people with disability employed in the Queensland Public Sector workforce increase towards eight per cent by 2022. Annually review the department’s attraction and retention, and recruitment and selection policies, and make adjustments as required, to ensure equal opportunity for people with disability. DCSYW 2018-2020 (ongoing) The department’s attraction, retention, recruitment and selection policies ensure equal opportunity for people with disability. Develop and implement employee support strategies to include information on and federal services and the Employee Assistance Program (EAP), to ensure department staff with disability receive appropriate support. DCSYW 2018-2020 (ongoing) The department’s employee support strategies are inclusive of people with disability. Provide services and advice to supervisors of employees with disability as required, to ensure reasonable adjustment in the department’s workplaces for employees with disability. DCSYW 2018-2020 (ongoing) Services and advice provided to supervisors of employees with disability, as required. Develop and implement communication strategies to raise awareness of senior leaders and managers about the department’s Disability Service Plan in order to attract and retain people with disability. DCSYW 2018-2020 (ongoing) Communication strategies developed and implemented.