Employment Action Timeframe Person Responsible Aim Recruitment Review and update the recruitment and The recruitment process is 2016–17 selection process (including assessment accessible. Unintended processes) to ensure it is accessible for barriers to the mainstream people with disability. Seek feedback and recruitment processes are consultation from the Disability Employee removed. Network and review best practice. Organisational Develop and implement a talent strategy. Strategies are in place to 2016–19 Development and Include actions to: increase the employment of Culture Branch people with disability. attract candidates with disability engage hiring managers to source candidates with disability. Recruitment Establish linkages with providers to source 2016–17 candidates with disability for suitable roles. Organisational Establish a working group across the portfolio 2016–19 Development and to identify sustainable programs to increase Culture employment opportunities which may involve: customised roles traineeships cadetships internships volunteer/work experience mentoring programs and/or graduate programs. EPA Offer training for people with disabilities to 2016–19 help them in the workplace Work Health and Safety Develop and promote a policy that includes: Robust workplace adjustment 2016–17 Employee Relations a workplace adjustments procedure policy and process is in place. (including toolkit/resources to assist managers and employees) to remove
Employment Aim Action Timeframe Person Responsible The recruitment process is accessible. Unintended barriers to the mainstream recruitment processes are removed. Review and update the recruitment and selection process (including assessment processes) to ensure it is accessible for people with disability. Seek feedback and consultation from the Disability Employee Network and review best practice. 2016–17 Recruitment Strategies are in place to increase the employment of people with disability. Develop and implement a talent strategy. Include actions to: attract candidates with disability engage hiring managers to source candidates with disability. 2016–19 Organisational Development and Culture Branch Establish linkages with providers to source candidates with disability for suitable roles. 2016–17 Recruitment Establish a working group across the portfolio to identify sustainable programs to increase employment opportunities which may involve: customised roles traineeships cadetships internships volunteer/work experience mentoring programs and/or graduate programs. 2016–19 Organisational Development and Culture Offer training for people with disabilities to help them in the workplace 2016–19 EPA Robust workplace adjustment policy and process is in place. Develop and promote a policy that includes: a workplace adjustments procedure (including toolkit/resources to assist managers and employees) to remove 2016–17 Work Health and Safety Employee Relations