Disability Action Plan 2016-19
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The Australian Public Service Commission (the Commission) aims to improve the working life of people with disability by expanding employment opportunities, developing the
capability of employees with disability, increasing the representation rates and fostering an inclusive culture for people with disability. The Commission aims to create a safe
environment in which employees and potential employees feel safe to share information about their disability status. 1
1. Expand the range of employment opportunities for people with disability
Action
Description
Responsible
Implementation
timeframe
Measure success
A
All vacancies in the Commission to be
advertised as being available under the
RecruitAbility Scheme.
RecruitAbility is a scheme which
encourages the employment of people
with disability.
Corporate
By end September 2016.
All vacancies are advertised under
the RecruitAbility scheme.
B
Continue to partner with Disability
Employment Service providers or other
approved providers to develop and redesign
jobs and employment opportunities for
people with disability.
Ensure people with disability are
appropriately utilised and challenged to
perform at their best and be highly
productive.
Corporate,
Group
managers
Continuing.
Numbers of people with disability
employed and jobs redesigned in
consultation with providers each
year.
C
Continue to implement Stepping Into
Summer and Winter Internships through the
Australian Network on Disability (AND).
Provide university students with
disability a career enhancing
opportunity to experience working in the
Commission.
Corporate,
Group
managers
Continuing.
Two Stepping Into interns employed
each year.
D
All members of selection panels to have
completed the disability awareness and
disability confidence eLearning modules
(Learnhub modules).
Reduce unconscious bias and increase
disability confidence so candidates with
disability are given an equal chance
during recruitment.
Corporate,
Group
managers
At least one member in
every panel has completed
by end June 2016.
All members have
completed by end
December 2016.
Every employee on a selection panel
has completed Disability Awareness
and Disability Confidence modules.
Appropriate adjustments are
provided to applicants during the
recruitment process.
1
Note: Out of all APS agencies at end December 2015, the Commission has the third highest proportion of people who have shared the presence of their disability at 9.8 per cent.
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2. Invest in developing the capability of employees with disability
Action
Description
Responsible
Implementation
timeframe
Measure success
Implement the Reasonable Adjustment
Passport policy. Collect data on what
reasonable adjustments are requested and
implemented within the Commission.
A mechanism for employees with
disability to communicate and not have
to renegotiate reasonable adjustments
and flexible working
arrangements/timeframes, and an
escalation point for unresolved
requests.
Corporate
Policy is complete and
implemented by end
September 2016.
Number of employees who make
use of the Reasonable Adjustment
Passport. Timeframe for reasonable
adjustments to be implemented.
Continue to improve the provision of flexible
working arrangements and reasonable
adjustments for employees.
Ensure people with disability are able to
perform at their best. Ensure flexible
working arrangements and reasonable
adjustments are implemented in a
timely manner.
Corporate,
C
Establish new role of a contact person who
can assist with advice on how to access
reasonable adjustments.
Establish Disability and Carer Contact
Person role to assist with information
and advice.
D
Disability Champion to continue to hold One
plus One drop in sessions.
E
F
A
B
Data collection is
continuous.
Continuing.
Waiting times for implementation of
reasonable adjustments as soon as
possible but no more than 10
working days, subject to provision of
equipment from third party suppliers.
Corporate,
Disability and
Carer
Support
Network
Establish contact role by
end June 2016.
Role established and found useful
by employees seeking information
and assistance.
Opportunity for employees with
disability and those with caring
responsibilities to meet and discuss
issues affecting them directly with the
Disability Champion.
Commission
Disability
Champion
Continuing.
Disability Champion holds monthly
sessions.
Commission employees provide career
advice to job seekers and students through
the Australian Network on Disability’s
Positive Action towards Career Engagement
(PACE) mentoring program.
Commission employees share career
knowledge and experiences with people
with disability.
Disability and
Carers
Support
Network to
coordinate
Continuing.
Interested employees registered with
Australian Network on Disability as
mentors for the PACE program.
Implement reverse mentoring program (one
plus one relationship program) connecting
managers and employees with disability.
Help managers understand what it is
like to be an employee with disability
and what accommodations might be
needed. Employees with disability are
provided with exposure to other areas
of the Commission.
Corporate,
Disability and
Carers
Support
Network.
By end June 2017
Managers have increased
understanding of experiences of
people with disability, increased
manager capability and increased
disability awareness.
Line
managers
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3. Increase the representation of employees with disability in senior roles
Action
Description
Responsible
Implementation
timeframe
Measure success
A
Continue to monitor the percentage of
Commission employees with disability.
Monitor how the Commission is
performing towards inclusion of people
with disability.
Corporate
Continuing.
Monitor changes in representation of
people with disability in the
Commission.
B
Provide opportunities for employees with
disability to be involved in training and
development relevant to both their role and
their personal professional development
which could help lead to promotion.
Employees with disability are provided
with fair access to career and
professional development opportunities
and reasonable adjustments are
provided if needed.
Corporate,
Continuing.
Numbers of employees with disability
offered career and professional
development opportunities is on par
with other employees. Measure through
annual Pulse survey. Monitor number of
employees with disability applying for
and gaining promotions or higher
duties.
Continuing
Continued monitoring of disclosure
rates in HR systems compared to
alternative benchmarks such as the
employee census and ABS figures.
Group
managers,
Line managers
C
Continue to put in place measures to ensure
the Commission is an environment where
employees, including senior employees, feel
safe to share information about their disability
status.
Improvements in the rates of sharing
information about disability states should
flow from several other initiatives in this
action plan, especially disability
awareness and confidence training. The
Disability and Carers Support Network
will develop/ consolidate information
about having conversations about
disability.
Corporate,
Group
managers,
Line managers,
Disability and
Carer Support
Network
4. Foster inclusive cultures in the workplace
Action
Description
Responsible
Implementation
timeframe
Measure success
A
Implementation of the SES Changing
Mindsets initiative is continued.
All Commission SES undertake activities
that provide exposure to people with
disability.
Corporate
Continuing.
All Commission SES undertake the
initiative and find the experience a
useful learning experience.
B
Training for all employees, especially
managers, to be more disability aware and
confident.
Reduce unconscious bias and increase
disability confidence so people with
disability are given an equal chance in
day to day operations.
Corporate,
At least 50% of
managers to have
completed by June
2017.
All employees complete eLearning
Disability Awareness and Confidence
online modules, and other training
which becomes available (e.g. Mental
Health First Aid and Indigenous Mental
Health First Aid).
Group
managers
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C
Action
Description
Responsible
Implementation
timeframe
Measure success
Teams create action plan using Heads Up
and review it biannually.
Teams create action plan to ensure they
are and they remain mentally healthy.
Group
managers,
December 2017
Number of teams with action plan and
number of six monthly reviews.
Line managers
D
Disability and Carers Support Network
continues to hold regular meetings and
reviews and supports Commission disability
initiatives.
Provides employees with disability and
caring responsibilities with a supportive
community and opportunity to influence
Commission policy and practice.
Disability and
Carers Support
Network
members
Continuing.
Promote membership, attendance at
monthly meetings and active
involvement in network activities.
E
Communicate and acknowledge successes
in disability inclusion within the Commission.
Publish successes in Disability Matters
newsletter; annual awards celebrating
people’s contribution to disability
improvements in the Commission.
Corporate,
Continuing.
Awards
implemented by
October 2016.
Newsletters regularly issued and
person(s) nominated for awards as part
of International Day of People with
Disability each year.
Commission celebrates International Day of
People with Disability and World Mental
Health Day / Week.
These days operate to build awareness
and celebrate achievements of people
with disability, by celebrating these
events the Commission demonstrates
support and inclusion.
Corporate,
Continuing.
Events held on 10 Oct and 3 Dec to
celebrate people with disability each
year.
F
Disability and
Carers Support
Network.
Disability and
Carers Support
Network.
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