The Disability Action Plan 2016-2019 sets out the following four key outcomes: Our workplace culture is inclusive and values the employment of people with disability. . . We monitor and report p Each outcome is supported by goals and actions and progress in their implementation will be monitored by the People Committee through an annual report. This report will be shared with all employees through the intranet. In addition to monitoring progress against and activities, a key measure of success will be increasing the representation of ongoing employees with disability in the Department’s workforce. As at 30 June 2015 people with disability represented 2.1 per cent of the Department’s ongoing workforce and the aim is to increase this representation to 2.5 per cent by 2018. Achieving this target is likely to be affected by the low disclosure rates which continue to be an issue for the Department and across the APS. Not all people are confident in identifying as a person with disability, particularly if that disability is not obvious. While there is no obligation for a person to identify with disability, comprehensive and accurate diversity information allows the Department to: Understand the nature of our workforce. Provide more targeted training, advice and support. Identify and implement initiatives that assist in attracting, recruiting and retaining employees. Make sure we are building and sustaining a diverse workforce now and into the future. Provide greater focus on improving workplace culture and social inclusion. The following performance measures will be used to assess progress in achieving the Plan’s outcomes. Representation of people with declared disability has increased to 2.5 per cent by December 2018. The proportion of employees who choose to inform the Department on their disability status has increased to 100 per cent by 2018. People with disability record comparable positive responses as other departmental employees on questions in the APS Employee Census relating to the Department’s support for diversity, respect and support in the workplace, and access to learning development opportunities. People with disability are satisfied that support for reasonable adjustment has been provided in a timely and comprehensive manner. A comprehensive evaluation of the extent to which outcomes were achieved will be undertaken by the Disability Coordinator at the expiry of the term of the Plan.
The Disability Action Plan 2016-2019 sets out the following four key outcomes: Our workplace culture is inclusive and values the employment of people with disability. . . We monitor and report p Each outcome is supported by goals and actions and progress in their implementation will be monitored by the People Committee through an annual report. This report will be shared with all employees through the intranet. In addition to monitoring progress against and activities, a key measure of success will be increasing the representation of ongoing employees with disability in the Department’s workforce. As at 30 June 2015 people with disability represented 2.1 per cent of the Department’s ongoing workforce and the aim is to increase this representation to 2.5 per cent by 2018. Achieving this target is likely to be affected by the low disclosure rates which continue to be an issue for the Department and across the APS. Not all people are confident in identifying as a person with disability, particularly if that disability is not obvious. While there is no obligation for a person to identify with disability, comprehensive and accurate diversity information allows the Department to: Understand the nature of our workforce. Provide more targeted training, advice and support. Identify and implement initiatives that assist in attracting, recruiting and retaining employees. Make sure we are building and sustaining a diverse workforce now and into the future. Provide greater focus on improving workplace culture and social inclusion. The following performance measures will be used to assess progress in achieving the Plan’s outcomes. Representation of people with declared disability has increased to 2.5 per cent by December 2018. The proportion of employees who choose to inform the Department on their disability status has increased to 100 per cent by 2018. People with disability record comparable positive responses as other departmental employees on questions in the APS Employee Census relating to the Department’s support for diversity, respect and support in the workplace, and access to learning development opportunities. People with disability are satisfied that support for reasonable adjustment has been provided in a timely and comprehensive manner. A comprehensive evaluation of the extent to which outcomes were achieved will be undertaken by the Disability Coordinator at the expiry of the term of the Plan.
disability-action-plan-2016-2019.docx