Disability Inclusion
Action Plan
2015-18
Copyright: © State of New South Wales through the Department of Justice 2015. You may freely deal with this work for any purpose, other than profit.
ISBN: 978-1-922257-29-1 (online docx)
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Disability Inclusion Action Plan 2015-18 Page 2 of 31
Table of Contents1. Secretary’s message............................................................................................................4
2. Guiding principles.................................................................................................................5
3. Policy and legislative context...............................................................................................6
4. The Department of Justice and people with a disability......................................................7
5. Consultation process............................................................................................................8
6. Disability Inclusion Action Plan.............................................................................................9
6.1. Outcome 1 – Attitudes and behaviours 9
6.2. Outcome 2 – Liveable communities 13
6.3. Outcome 3 – Employment 15
6.4. Outcome 4 – Systems and processes 24
7. Monitoring, evaluation and reporting..................................................................................29
8. Appendices........................................................................................................................ 30
8.1. Disability principles 30
8.2. Contributing divisions, branches and units of the department 31
Disability Inclusion Action Plan 2015-18 Page 3 of 31
1. Secretary’s messageI am pleased to present the Department of Justice’s Disability Inclusion Action Plan 2015-2018.
Section 12 of the Disability Inclusion Act 2014 (NSW) requires each public authority to develop a Disability Inclusion Action Plan (DIAP). This DIAP was developed to outline the steps the Department will take to ensure people with disability are able to access the Department’s services and fully participate in the community.
This DIAP supports the general principles of disability inclusion, as well as the approach to inclusion contained in the NSW Disability Inclusion Plan. The Department recognises the important rights that people with disability have, including the right to participate in society, access information, be able to live free from violence and have their diverse needs respected. All staff of the Department have a responsibility to support and promote inclusion of people with disability.
The Department is involved in other areas of work affecting people with disability, including addressing the overrepresentation of people with cognitive and/or mental health impairments in the criminal justice system, In 2016, the Department will develop a new Disability Justice Strategy, that builds on our work creating more inclusive mainstream services, and works towards improving access to justice for people with disability.
The strategies in this DIAP have been developed in consultation with people with disability, their advocates and our staff with disability. This collaboration has provided a clear direction for our work, and we look forward to making our mainstream services truly inclusive of people with disability.
Andrew Cappie-WoodSecretaryNSW Department of Justice
Disability Inclusion Action Plan 2015-18 Page 4 of 31
2. Guiding principlesThe Department’s guiding principles commit us to work towards:
Providing mainstream services in an inclusive manner
Supporting and promoting the principles of flexible service delivery
Training our staff to understand the impacts of attitudinal barriers in the provision of
inclusive services
Ensuring that people with disability are aware of and can effectively access information in
accessible formats about the Department’s services
Building all new and renovated environments to comply with the Disability Discrimination
Act 1992 (Cwth) Access to Premises Standards
Consulting people with disability in the development of inclusive policies, programs and
services
Being an employer of choice for people with disability, where their skills and experiences
are valued
Disability Inclusion Action Plan 2015-18 Page 5 of 31
3. Policy and legislative contextThis Plan reflects the Department’s implementation of the principles of disability inclusion, in
the context of the following legislation and policy frameworks:
UN Convention of the Rights of Persons with Disabilities
Disability Inclusion Act 2014 (NSW)
Disability Discrimination Act 1992 (Cth)
Anti-Discrimination Act 1977 (NSW)
Government Sector Employment Act 2013 (NSW)
Victims Rights and Support Act 2013 (NSW)
Department of Justice Strategic Plan
National Disability Strategy
NSW Disability Inclusion Plan
National Disability Insurance Scheme reform
Disability Inclusion Action Plan 2015-18 Page 6 of 31
4. The Department of Justice and people with a disability
The Department of Justice delivers legal, court and supervision services to the people of NSW. It does this by managing courts and justice services, implementing programs to reduce crime and reoffending, managing custodial and community-based correctional centres and programs, protecting rights and community standards and advising on law reform and legal matters. In 2015, the Department had a full-time equivalent workforce of over 11,000.
The Department is made up of ten divisions:
Arts & Culture
Corrective Services NSW
Courts and Tribunal Services
Finance
Justice Strategy & Policy
Juvenile Justice
Liquor, Gaming & Emergency Management
NSW Trustee & Guardian
Office of the Secretary
Organisational Performance and Operations
The Department works within the diverse community of NSW. In the 2012 Survey of Disability, Ageing and Carers, 18.5% of the population identified as having a disability.1 This means that approximately one in five people who come into contact with the NSW Justice system will have a disability. There is significant evidence that people with disability are overrepresented in the criminal justice system, as victims of crime and offenders. There are certain areas of the Department that have large numbers of clients with disability (NSW Trustee & Guardian and Public Guardian), or that have specialist support available for people with disability (Corrective Services and Juvenile Justice). In 2014, 6.6% of the Department’s staff identified as having a disability.2
1 Available at the Australian Bureau of Statistics website: http://www.abs.gov.au
2 Department of Police and Justice 2013-2014 Annual Report
Disability Inclusion Action Plan 2015-18 Page 7 of 31
5. Consultation processThe Department held a community consultation on 30 September 2015, which brought together people with disability and organisations from the disability sector, to seek their feedback on priorities for the DIAP.
A separate consultation at Self Advocacy Sydney was held on 2 October 2015, to ensure the voices of people with intellectual disability were heard. Board members of Self Advocacy Sydney provided strong feedback in the focus areas of attitudes and behaviours and systems and processes.
The Department’s Staff with Disability Network were consulted on 28 August 2015, and provided valuable feedback on improving the outcomes for employees with disability.
The following priorities were identified from the consultation, and have been incorporated into the actions within the plan:
Improved training for staff
Improved accessibility of buildings
Removing barriers to employment
Providing accessible information
Disability Inclusion Action Plan 2015-18 Page 8 of 31
6. Disability Inclusion Action Plan
6.1. Outcome 1 – Attitudes and behaviours
Aim and expected outcome Increased awareness among Department of Justice staff of disability issues
Improved service provision to people with disability
Understanding across the Department of the importance of inclusion
Target population Staff of the Department
People with disability
Resources Courts and Tribunal Services operational training
Diversity Services – Flexible Service Delivery training
Strategic Human Resources – Leadership and Capability Development
CS/JJ training
LawAccess training
Disability Inclusion Action Plan 2015-18 Page 9 of 31
DIAP Outcome 1 – Attitudes and behavioursNo. Action Key Performance Indicators Responsibility Timeframe1.1 Court Services staff complete ‘Disability &
Flexible Service Delivery’ e-learning module every twelve months
100% of staff complete training annually Court Services 30 June 2016 then annually
1.2 Work with Courts and Tribunal Services operational training to include the following topics in the Court Staff and Client Service Skills training: using the infrared hearing assistance
kits understanding of using Auslan
interpreters service provision to clients who are blind
or who have a vision impairment
Updated Court staff and Client Service Skills Training
Court Services June 2016
1.3 All Registrars and Senior Registrars have an achievement plan that includes a key performance indicator related to engagement with local disability groups
100% of Registrar and Senior Registrar Achievement plans include an accountability to:1. Engage with Disability
Advocacy/Service groups in their communities
2. Invite Disability Advocacy/Service groups to Court User Forums
3. Develop a Disability Inclusion Action plan for their location
Plans and progress are reported quarterly in the standard business reports
Court Services June 2016
1.4 Communications on accessing AccessLink are prepared and presented to all Court Services staff
Information is presented to Registrars via a telecommunications presentation
Registrars present information on AccessLink to all staff
Court Services June 2016
1.5 Conduct disability awareness training for staff working with offenders in community
Number of staff trained Number of courses run
Corrective Services NSW
Ongoing
Disability Inclusion Action Plan 2015-18 Page 10 of 31
DIAP Outcome 1 – Attitudes and behavioursNo. Action Key Performance Indicators Responsibility Timeframe
and custody
1.6 Promote a culture of disability inclusion within the Department
Promotion of the benefits of disability inclusion to Managers
Diversity Services/ Strategic Human Resources
June 2016
1.7 Continue to provide Disability Awareness and Flexible Service Delivery training programs to all areas of the Department
Disability Awareness and Flexible Service Delivery training is available and accessed across the Department
Diversity Services Ongoing
1.8 Develop new training modules for staff on issues for people with a cognitive and/or mental health impairment, including: recognising a cognitive and/or mental
health impairment communication the impacts of trauma
New modules developed Diversity Services December 2016
1.9 Conduct ‘Working with people with disability’ training for staff working with children and young people in the community and custody
Number of people trained Number of courses run
Juvenile Justice Ongoing
1.10 Induction of new frontline staff in the Legal Information Group and Legal Advice Group of LawAccess NSW will include: The social model of disability Flexible service delivery Effective communication with people
with a cognitive impairmentHow to make and receive a call using the National Relay Service
100% of new Legal Information Group and Legal Advice Group staff trained
LawAccess NSW Ongoing
1.11 Members of the Legal Information Group and Legal Advice Group to undertake enhanced disability awareness training and refresher training thereafter that will
90% of Legal Information Group and Legal Advice Group trained
LawAccess NSW Enhanced disability awareness training by 30
Disability Inclusion Action Plan 2015-18 Page 11 of 31
DIAP Outcome 1 – Attitudes and behavioursNo. Action Key Performance Indicators Responsibility Timeframe
include: The social model of disability Flexible service delivery How to make and receive a call using
the National Relay Service
December 2016;Refresher training in each year of 2017 and 2018
1.12 Frontline staff and management complete Flexible Service Delivery training
80% of Births, Deaths & Marriages staff complete Flexible Service Delivery training
Registry of Births, Deaths & Marriages
December 2016
Disability Inclusion Action Plan 2015-18 Page 12 of 31
6.2. Outcome 2 – Liveable communities
Aim and expected outcome Increased awareness of the importance of inclusion
People with disability have equitable access to buildings and facilities
Target population Staff of the Department
People with disability
Resources Asset Management Services funding
DIAP Outcome 2 – Liveable communitiesNo. Action Key Performance Indicators Responsibility Timeframe2.1 Remain informed in relation to the
developing Disability Discrimination Act 1992 (Cth) ‘Access to Premises’ Standards and respond accordingly in our building specifications
New facilities comply with the Building Code of Australia (BCA) and the Disability Discrimination Act as far as possible.
Asset Management Services
Ongoing
2.2 Innovative solutions will be considered where heritage issues are potentially in conflict with access requirements, with an eye to addressing the access issues within the spirit of the Disability Discrimination Act 1992 (Cth) while maintaining the heritage listed elements of the building
New facilities comply with the Building Code of Australia (BCA) and the Disability Discrimination Act as far as possible
Priorities for access improvements of existing buildings are identified and integrated into the Asset Management Services’ Access Improvement Program
Asset Management Services
Ongoing
Disability Inclusion Action Plan 2015-18 Page 13 of 31
DIAP Outcome 2 – Liveable communitiesNo. Action Key Performance Indicators Responsibility Timeframe2.3 Roll out access improvements to jury
facilities where jurors regularly sit, as funding permits
Accessible jury facilities will be provided at all trial courts where juries regularly sit
Asset Management Services
December 2018
The Department's Access Audits of leased premises will be included within the Asset Management access provision workplans
Provide a list of accessible services and facilities by March 2018
Asset Management Services
Ongoing
2.4 Disability infrastructure planning will be identifiable within the Department's Total Asset Management (TAM) plan
Disability infrastructure planning is reflected in Total Asset Management (TAM) plans
Asset Management Services
Ongoing
2.5 Reinforce the importance of business continuity plans providing adequate accommodation and services for the ongoing needs of persons with a disability recognising that these are temporary arrangements and that alternative working arrangements including work from home may be required in the short term
Business Continuity Plans will be reviewed annually to ensure they address issues for people with disability
Asset Management Services
Ongoing
2.6 Registrars develop and include disability inclusion action plans in their annual business plans
100% of Registrar’s annual business plans include disability inclusion action plans for the location
Court Services June 2016
2.7 Registrars consult with Asset Management Branch and Diversity Services in building refurbishments to consider disability access requirements for courts
100% of all court refurbishments include consultation with AMS & Diversity Services
Court Services Ongoing
2.8 While waiting for physical modifications to buildings and facilities, managers will develop and implement alternative service provision procedures within Flexible Service Delivery principles
Alternative service provision provided where necessary
Managers Ongoing
Disability Inclusion Action Plan 2015-18 Page 14 of 31
6.3. Outcome 3 – Employment
Aim and expected outcome Increased number of people with disability recruited across all divisions of the Department
Increased representation of staff with disability within the Department
An inclusive workplace that supports and values the contributions of staff with disability
Target population Staff of the department
People with disability
Resources Strategic Human Resources expertise and support
DIAP Outcome 3 - EmploymentNo. Strategy Action Key Performance Indicators Responsibility Timeframe
Focus Area A: Attraction and recruitment
3.1 Embed disability employment targets and strategies into workforce planning and business
Incorporate disability employment targets and strategies into all business plans
Business plans and workforce planning processes include disability employment targets and strategies
Senior Executives June 2016
Disability Inclusion Action Plan 2015-18 Page 15 of 31
DIAP Outcome 3 - EmploymentNo. Strategy Action Key Performance Indicators Responsibility Timeframe
planning processes Develop disability employment metrics and analytics to identify under-performing areas within the Department and develop appropriate recruitment strategies to address any identified imbalances
Disability employment metrics and analytics are developed
Strategic Human Resources
January 2016
Provide quarterly reports to the Secretary, heads of divisions and all business centre managers showing disability employment representation against performance targets (by division/branch/business unit) to monitor progress
Quarterly disability employment reports are provided
Strategic Human Resources
Quarterly
Improve the accuracy of disability employment statistics by developing methods which encourage new staff to disclose disability when completing the Workforce Diversity Data Collection Survey
Increase in number of new staff completing the Workforce Diversity Data Collection Survey
Strategic Human Resources
Ongoing
3.2 Promote the Department as an inclusive organisation and an 'employer of choice' for people with disability
Complete the review of current recruitment processes, selection materials and access points available to job applicants with disability to ensure that they support inclusion and are non-discriminatory
Review of recruitment processes and selection materials is completed and any recommendations are implemented
Strategic Human Resources
January 2016
Develop appropriate disability statements to be used in job advertisements encouraging
Disability employment statements and information on reasonable adjustments are
Strategic Human Resources
January 2016
Disability Inclusion Action Plan 2015-18 Page 16 of 31
DIAP Outcome 3 - EmploymentNo. Strategy Action Key Performance Indicators Responsibility Timeframe
people with disability to apply for roles. Provide clear information on how to request a reasonable adjustment during the selection process
developed and used in job advertisements
Develop and publish appropriate content across different media which promotes disability inclusion and encourages people with disability to apply for roles e.g. Department of Justice career internet page, careers brochures and other promotional collateral
Appropriate content is produced and published
Strategic Human Resources/Strategic Communications
March 2016
Develop relationships with Disability Employment Service (DES) providers and other external disability organisations to promote awareness of employment opportunities at the Department
Relationships with DES providers are established
Strategic Human Resources/Hiring Managers
Ongoing
Court Services review recruitment strategies to encourage people with disability to apply for positions
Percentage of employees with a disability targets are met
Court Services Ongoing
3.3 Ensure recruitment processes are fair and accessible and do not disadvantage people with disability
Complete the review of recruitment processes to identify what support is currently available for people with disability and identify any remaining barriers or gaps
Review of recruitment processes is completed and recommendations are implemented
Strategic Human Resources
January 2016
Ensure all job advertisements, online application systems and recruitment assessments are
All job advertisements, information packs, online application systems and
Strategic Human Resources
January 2016
Disability Inclusion Action Plan 2015-18 Page 17 of 31
DIAP Outcome 3 - EmploymentNo. Strategy Action Key Performance Indicators Responsibility Timeframe
accessible to people with disability.
recruitment assessments are made accessible to people with disability
Monitor and analyse the impact of new methods of recruitment assessments on the application and success rates for people with disability
Application rates and success rates are included in disability employment metrics and analysed quarterly
Strategic Human Resources
Quarterly
Develop and promote practical resources and information to recruiters, hiring managers and selection panel members about best practice for attracting and employing people with disability including providing reasonable adjustments during the selection process
Practical resources and guidelines are developed and disseminated to recruiters, hiring managers and panel members
Strategic Human Resources/Hiring Managers
March 2016
Develop and integrate disability awareness into hiring manager training courses delivered to staff involved in recruitment aimed at building confidence in recruiting people with disability
Disability awareness is included in hiring manager training courses
Strategic Human Resources
March 2016
Ensure role descriptions are based on the inherent requirements of a job and do not inadvertently discriminate against people with disability
Role descriptions are created in conjunction with trained job design experts in Human Resources to ensure they do not disadvantage people with disability
Strategic Human Resources/All Managers
Ongoing
3.4 Develop new employment pathways for people
Develop and implement programs that support employment pathways for young people with
Number of traineeships, internships and work experience placements
Strategic Human Resources/All Managers
Ongoing
Disability Inclusion Action Plan 2015-18 Page 18 of 31
DIAP Outcome 3 - EmploymentNo. Strategy Action Key Performance Indicators Responsibility Timeframe
with disability disability such as school-based traineeships, work placement programs and internships
offered
Review and identify opportunities for targeted recruitment initiatives for people with disability, including entry points at various salary levels
Number of targeted roles Strategic Human Resources/All Managers
Ongoing
Develop a business case and seek approval for funding for a flagship initiative: e.g. a 3-year Pilot Program for the Employment of People with Disability
Approval and implementation of pilot program
Strategic Human Resources
June 2016
Develop strategic partnerships with Disability Employment Service (DES) providers to utilise their expertise in sourcing and recruiting people with disability
Partnerships with DES providers are established
Strategic Human Resources/All Managers
Ongoing
Focus Area B: Retention and career development
3.5 Create a more inclusive and supportive workplace for staff with disability
Promote membership of the Department’s Staff with Disabilities Network to new and existing staff
Number of staff participating in the Staff with Disabilities Network activities and events
Strategic Human Resources/All Managers
Ongoing
Promote awareness and participation in events that recognise International Day for People with a Disability and organise events that recognise other days of significance
Events to recognise International Day for People with Disability and other significant days are organised
Strategic Human Resources/Strategic Communications/Diversity Services
Ongoing
Engage and encourage members of the Staff with Disabilities
Staff with disability participate in external forums,
Strategic Human Resources
Ongoing
Disability Inclusion Action Plan 2015-18 Page 19 of 31
DIAP Outcome 3 - EmploymentNo. Strategy Action Key Performance Indicators Responsibility Timeframe
Network to participate at cross-sector disability forums, conferences, working groups and external disability networks
conferences and networks
3.6 Promote reasonable adjustment information to all staff and managers and ensure appropriate reasonable adjustments are provided to staff with disability
Develop an effective communications strategy to promote the new Reasonable Adjustment Guidelines to ensure that all managers and staff are made aware of their rights and responsibilities and how to apply and obtain reasonable adjustments at work
Reasonable Adjustment Guidelines are promoted and implemented
Strategic Human Resources/Strategic Communications
January 2016
Ensure all managers and staff are made aware of the procedures for applying for funding for reasonable adjustments through JobAccess and other programs.
Funding sources for reasonable adjustments are communicated to managers and staff on a regular basis through various mediums
Strategic Human Resources
Ongoing
Ensure all staff with disability have access to workplace assessments where appropriate
Staff advised of availability of workplace assessments
Strategic Human Resources
Ongoing
3.7 Provide capability and career development opportunities for staff with disability
Ensure staff with disability have access to appropriate reasonable adjustments to participate in training programs i.e. staff are notified that adjustments are available in enrolment advice and requests met on needs basis
All training programs offer reasonable adjustments
Strategic Human Resources
Ongoing
Ensure that all staff with disability utilise the 'myPerfomance' framework to identify career and capability development
All staff with disability have performance management and development plans
Strategic Human Resources/All staff
December 2017
Disability Inclusion Action Plan 2015-18 Page 20 of 31
DIAP Outcome 3 - EmploymentNo. Strategy Action Key Performance Indicators Responsibility Timeframe
opportunities
Encourage staff with disability to participate in both internal and external management and leadership programs
Number of staff with disability participating in leadership programs
Strategic Human Resources/All managers
Ongoing
3.8 Provide effective ways for staff with disability to influence and contribute to decision making
Ensure Staff with Disabilities Network members are represented at the Department's Equity and Diversity Alliance meetings so that the views of the network are represented
Members of the network attend all Equity and Diversity Alliance meetings
Strategic Human Resources/Staff with Disability Network
Ongoing
Encourage and facilitate Staff with Disabilities Network members to contribute to the review and development of departmental policies and guidelines
Staff with Disabilities Network members review and provide feedback on departmental policies, guidelines and procedures
Strategic Human Resources/Staff with Disability Network
Ongoing
Provide opportunities for Staff with Disabilities Network members to participate in corporate planning days
Number of network members participating at corporate planning days
Strategic Human Resources/Staff with Disability Network
Ongoing
3.9 Ensure organisational restructures and change do not disproportionately affect staff with disability
Ensure all Change Management Plans for Organisational Change take into account the impact on staff with disability, and additional support services are provided to these staff during transition to new structures or redeployment where necessary (as required in Sections 10 and 11 of the DPC Directive D2011_014 Agency Change Management Guidelines)
Change Management Plans include provisions relating to the impact on staff with disability
Additional support services are provided where required
Senior Executives/All Managers
Ongoing
Disability Inclusion Action Plan 2015-18 Page 21 of 31
DIAP Outcome 3 - EmploymentNo. Strategy Action Key Performance Indicators Responsibility Timeframe
Focus Area C: Inclusive and supportive workplace
3.10 Promote a culture of inclusion within the Department that supports staff with disability and highlights best employment practices
Review and update disability awareness training components of existing staff induction and operational training programs
Existing staff induction and operational training programs are reviewed and updated where appropriate
Strategic Human Resources
March 2016
Research and develop an appropriate disability inclusion/awareness training framework available to all staff within the Department e.g. a disability awareness e-learning course supported by face-to-face training where required
Disability inclusion/awareness training is developed and implemented
Strategic Human Resources/Diversity Services
June 2016
Continue to enhance and promote the HR workforce diversity intranet site as the primary resource for disability information for managers and staff
The HR workforce diversity intranet site is promoted to staff
Number of visits to workforce diversity disability intranet pages
Strategic Human Resources
Ongoing
Communicate good news stories demonstrating good practice in disability employment within the Department and externally to DES providers and other disability organisations.
Good news stories and case studies are shared internally and externally
Strategic Human Resources/Strategic Communications
Ongoing
Recognise the achievements of staff who have demonstrated excellence in disability employment in the Department's Diversity and Accessibility Excellence Award
Accessibility and Diversity Excellence Award presented annually
Strategic Human Resources/All Managers
Annually
Disability Inclusion Action Plan 2015-18 Page 22 of 31
DIAP Outcome 3 - EmploymentNo. Strategy Action Key Performance Indicators Responsibility Timeframe
3.11 Promote access to a range of appropriate flexible working arrangements
Communicate availability of flexible working arrangements to all managers and staff
Flexible working arrangement policies and procedures are available to all staff and managers
Strategic Human Resources/All Managers
Ongoing
3.12 Improve disability employment information from quantitative and qualitative data sources
Analyse and report on information obtained from the Workforce Diversity Data Collection Survey, Exit Survey and People Matter Survey to identify and address disability employment issues
Survey information is collated and analysed from different sources
Strategic Human Resources
June 2016
Research and develop an appropriate on-line survey to collect information from staff with disability about their experiences in the workplace, existing barriers and ideas for improvements
A new survey is developed and information is collected and analysed
Strategic Human Resources
June 2016
Re-survey all staff for their workforce diversity information to capture any changes in health circumstances and acquired disability
Staff are re-surveyed annually Strategic Human Resources
Annually
3.13 Ensure all human resources policies, guidelines and employment practices support disability inclusion
Review and develop human resources frameworks, policies, guidelines and practices that support disability inclusion and do not disadvantage people with disability
Disability inclusion is considered in the development of all human resources policies, guidelines and practices
Strategic Human Resources
Ongoing
Disability Inclusion Action Plan 2015-18 Page 23 of 31
6.4. Outcome 4 – Systems and processes
Aim and expected outcome Improved accessibility of the Department’s services
Accessible information for members of the public on the department’s buildings and services
Improved accessibility of software applications and interfaces
Target population Staff of the Department
People with disability
Resources Diversity Services expertise
Strategic Communications expertise
Information & Technology resources
DIAP Outcome 4 – Systems and processesNo. Action Key Performance Indicators Responsibility Timeframe
4.1 Consider disability inclusion issues as part of business planning for each Division, Branch and Unit
Business planning includes consideration of disability inclusion issues
Senior Executives Ongoing
4.2 Include information about accessibility in Community Justice Centres (CJC) venue policy
Accessibility information reflected in CJC venue policy
Alternative Dispute Resolution Directorate/Community Justice Centres
December 2016
Disability Inclusion Action Plan 2015-18 Page 24 of 31
DIAP Outcome 4 – Systems and processesNo. Action Key Performance Indicators Responsibility Timeframe
4.3 Include mediator capacity to provide inclusive services in mediator engagement criteria
Inclusion indicators reflected in mediator engagement criteria
Alternative Dispute Resolution Directorate/Community Justice Centres
December 2016
4.4 Include information and guidance to CJC staff and mediators about providing accessible services, including the use of support people
Information reflected in the revised mediator manual and revised intake manual
Alternative Dispute Resolution Directorate/Community Justice Centres
December 2017
4.5 Include information on Court Services website about disability access to all court locations
Access to disability access information is available on the internet for all court sites
Information is updated regularly
Court Services June 2018
4.6 Promote and demonstrate AccessLink, the Department’s Intranet Good Practice Guide on reasonable adjustments for people with disability
AccessLink site is maintained and regularly updated
AccessLink site is promoted to staff of the Department
Diversity Services Ongoing
4.7 The design and selection of software applications and interfaces will meet access requirements, including WCAG 2.0 Level AA standards, for people with disability, both staff and clients
100% of websites meeting WCAG 2.0 Level AA standards
Information & Technology/Strategic Communications
Ongoing
4.8 Develop information and offer staff training as required to ensure use and maintenance of adaptive equipment for service provision access (such as infra-red systems) and in the workplace, as it is introduced into the Department
Information developed and training delivered
Information & Technology
Annually
4.9 The protected witness audio-visual equipment program will include infrared
100% of people requesting access to hearing loop equipment have access
Information & Technology
As per roll out
Disability Inclusion Action Plan 2015-18 Page 25 of 31
DIAP Outcome 4 – Systems and processesNo. Action Key Performance Indicators Responsibility Timeframe
systems for people with hearing impairments
4.10
Continue to obtain feedback and identify opportunities to enhance access to service through consultation with the Justice Disability Advisory Council and take steps to deliver service enhancement opportunities
Service enhancement opportunities implemented where possible
LawAccess NSW Annually
4.11
Any Client Satisfaction Survey undertaken by LawAccess NSW will include survey questions to identify customers with disability and their level of customer satisfaction
Any actions required to increase customer satisfaction of people with disability implemented where possible
LawAccess NSW 2016-2018
4.12
Any functional upgrade or replacement of the existing LawAccess NSW Customer Referral Management System (CRM) will include ability to collect data on customers who identify as having a disability and requiring flexible service delivery
Where a functional upgrade to CRM occurs, percentage of customers with disability to be established with continuing monitoring
LawAccess NSW December 2018
4.13
People with disability will continue to have priority in receiving legal advice from LawAccess NSW
Where a functional upgrade to CRM occurs, percentage of customers with disability to be established with continuing monitoring
LawAccess NSW Ongoing
4.14
LawAccess NSW will continue to provide flexible service delivery to its customers including people with disability including the provision of legal advice through Internet Relay or Email
Where a functional upgrade to CRM occurs, percentage of customers with disability to be established with continuing monitoring
LawAccess NSW Ongoing
4.15
LawAccess NSW will build upon its Communications Strategy – people with disability 2012-2015 by including people with disability as a target group in its Communications Strategy 2016-2018
Actions targeting people with disability included in Communications Strategy 2016-2018
LawAccess NSW March 2016
Disability Inclusion Action Plan 2015-18 Page 26 of 31
DIAP Outcome 4 – Systems and processesNo. Action Key Performance Indicators Responsibility Timeframe
4.16
Review publicly available material, including websites and factsheets to ensure accessibility
Review of publicly available material completed
NCAT June 2016
4.17
Explore options for providing flexible service delivery to people with disability attending NCAT
Approach for flexible service delivery developed
NCAT December 2016
4.18
Ensure ‘Planning Ahead Tools’ website is accessible to people with disability
Planning Ahead Tools are accessible Public GuardianNSW Trustee & Guardian
Annually
4.19
Continue to make reasonable adjustments for people with disability who are preparing planning ahead documents through NSW Trustee & Guardian
Number of reasonable adjustments made for people with disability preparing planning ahead documents
NSW Trustee & Guardian
Ongoing
4.20
Ensure new and existing internal and external Department websites comply with WCAG 2.0 Level AA standards
The Department's websites comply with the W3C Web Content Accessibility Guidelines 2.0 (WCAG 2.0) to Level AA standard
Strategic Communications
Ongoing
4.21
Provide guidelines for web content authors and developers, which include compliance requirements for WCAG 2.0 Level AA standards
Online resources and tools are maintained for web content authors and developers to ensure compliance with W3C Content Accessibility Guidelines 2.0 (WCAG 2.0) to Level AA standard, including Accessibility to Digital Communications Policy, Accessibility Handbook, Accessibility Checklist and Accessibility Frequently Asked Questions
Strategic Communications
Ongoing
4.22
Ensure that accessibility requirements are considered when producing print communications
Maintain online resources and tools that enable Department staff to deliver accessible print communications
Continue to provide assistance to staff
Strategic Communications
Ongoing
Disability Inclusion Action Plan 2015-18 Page 27 of 31
DIAP Outcome 4 – Systems and processesNo. Action Key Performance Indicators Responsibility Timeframe
by answering all enquiries about accessibility of print communications
4.23
Provide advice and support on event management to enable Department staff to host an accessible event
Maintain online resources and tools that enable Department staff to deliver accessible events
Continue to provide assistance to staff by answering all enquiries about hosting an accessible event
Strategic Communications
Ongoing
4.24
Review all human resources online documents and web pages to ensure that they comply with minimum accessibility standards or are made available in additional accessible formats
All human resources documents comply with minimum accessibility standards
Strategic Human Resources/Strategic Communications
Ongoing
4.25
Ensure the United Nations Convention on the Rights of Persons with Disabilities and the National Disability Strategy are considered when reviewing, updating or drafting NSW legislation and regulations.
All legislative reviews with a significant impact on people with disability develop an inclusive consultation strategy
Strategy & Policy Ongoing
4.26
Implement the Victims Services Disability Access Plan 2015-2017
Plan is implemented Victims Services December 2018
Disability Inclusion Action Plan 2015-18 Page 28 of 31
7. Monitoring, evaluation and reportingThe Department will establish the following measures to monitor and evaluate the progress of the DIAP:
The Executive Sponsor for disability inclusion issues in the Department is the
Deputy Secretary, Justice Strategy & Policy, and the project manager for the DIAP
is the Manager Diversity Services.
Governance for the DIAP will be coordinated through the DIAP Steering
Committee, made up of senior officers from areas of the Department who have
contributed actions to the plan.
The Justice Disability Advisory Council (JDAC) will provide advice and oversight of
the implementation of the DIAP.
Contributing areas to the DIAP will provide quarterly reports on progress in
implementing their strategies.
A consolidated report of progress against the Plan will be published in the
Department’s Annual Report, and will be provided to the Disability Council of
NSW.
In 2018, Diversity Services will lead an evaluation of the DIAP.
Disability Inclusion Action Plan 2015-18 Page 29 of 31
8. Appendices
8.1. Disability principles1. People with disability have an inherent right to respect for their worth and dignity as individuals.
2. People with disability have the right to participate in and contribute to social and economic life and should be supported to develop and enhance their skills and experience.
3. People with disability have the right to realise their physical, social, sexual, reproductive, emotional and intellectual capacities.
4. People with disability have the same rights as other members of the community to make decisions that affect their lives (including decisions involving risk) to the full extent of their capacity to do so and to be supported in making those decisions if they want or require support.
5. People with disability have the right to respect for their cultural or linguistic diversity, age, gender, sexual orientation and religious beliefs.
6. The right to privacy and confidentiality for people with disability is to be respected.
7. People with disability have the right to live free from neglect, abuse and exploitation.
8. People with disability have the right to access information in a way that is appropriate for their disability and cultural background, and enables them to make informed choices.
9. People with disability have the same right as other members of the community to pursue complaints.
10. The crucial role of families, carers and other significant persons in the lives of people with disability, and the importance of preserving relationships with families, carers and other significant persons, is to be acknowledged and respected.
11. The needs of children with disability as they mature, and their rights as equal members of the community are to be respected.
12. The changing abilities, strengths, goals and needs of people with disability as they age are to be respected.3
3 Section 4, Disability Inclusion Act 2014 (NSW).
Disability Inclusion Action Plan 2015-18 Page 30 of 31
8.2. Contributing divisions, branches and units of the department
Alternative Dispute Resolution Directorate /Community Justice Centres
Asset Management Services
Corrective Services NSW
Court Services
Diversity Services
Information & Technology
Juvenile Justice
LawAccess NSW
NCAT
NSW Trustee and Guardian
Public Guardian
Registry of Births, Deaths & Marriages
Strategic Communications
Strategic Human Resources
Strategy & Policy
Victims Services
Disability Inclusion Action Plan 2015-18 Page 31 of 31