Action on Disability Outcome 2: Reducing barriers to women with a disability obtaining and maintaining employment with WDVCS Method/ Outcome Performance measure Time Responsibility frame Ensure WDVCS Review and update recruitment June CEO recruitment and selection procedures and associated 2013 policies do not processes, including job discriminate and comply advertisements, to ensure relevant with the Disability information is captured and is Discrimination Act and the Equal Opportunity Act Produce and implement a Employees with a disability receive June reasonable adjustment the appropriate support and 2013 policy which allows an modifications to work at WDVCS. employee with a disability to carry out the tasks for which she was hired Adopt an innovative WDVCS investigate the possibility Sept 2013 CEO, Leadership approach to recruitment of adopting affirmative action Team and retainment of employment policy. employees with a disability Outcome documented and share with all employees Ensure Leadership Team Required workplace modifications ongoing CEO is aware of reasonable are not seen as a barrier to adjustment policy and attracting potential employees with workplace modifications a disability. All Leadership Team Coordinator - Quality and Training ongoing Coordinator - have expertise in equal to attend regular training in equal Quality and employment and employment and anti-discrimination Training policy and policy and legislation to help legislation support organisations understanding of obligations prior to conducting interviews. Support employees with a Workplace modification required by ongoing CEO disability staff member is provided promptly and monitored for appropriateness. Induction program meets access and other needs of staff with a disability.
Action on Disability Outcome 2: Reducing barriers to women with a disability obtaining and maintaining employment with WDVCS Method/ Outcome Performance measure Time frame Responsibility Ensure WDVCS recruitment and selection policies do not discriminate and comply with the Disability Discrimination Act and the Equal Opportunity Act Review and update recruitment procedures and associated processes, including job advertisements, to ensure relevant information is captured and is June 2013 CEO Produce and implement a reasonable adjustment policy which allows an employee with a disability to carry out the tasks for which she was hired Employees with a disability receive the appropriate support and modifications to work at WDVCS. June 2013 Adopt an innovative approach to recruitment and retainment of employees with a disability WDVCS investigate the possibility of adopting affirmative action employment policy. Outcome documented and share with all employees Sept 2013 CEO, Leadership Team Ensure Leadership Team is aware of reasonable adjustment policy and workplace modifications Required workplace modifications are not seen as a barrier to attracting potential employees with a disability. ongoing CEO All Leadership Team have expertise in equal employment and policy and legislation Coordinator - Quality and Training to attend regular training in equal employment and anti-discrimination policy and legislation to help support organisations understanding of obligations prior to conducting interviews. ongoing Coordinator - Quality and Training Support employees with a disability Workplace modification required by staff member is provided promptly and monitored for appropriateness. Induction program meets access and other needs of staff with a disability. ongoing CEO
WDVCS%20Disability%20Action%20Plan%202013-2016.docx