Accessibility Action Plan
2016-2019
Review History
Version
1.0
1.1
Authorisation Date
September 2016
September 2016
Authorisation Position
Director, Employee Relations
PVCC
1.2
October 1016
Executive Committee
Approved/Revision Type
Final
Final incorporating minor
edits
Final incorporating minor
edits
Page 2 of 22
Table of Contents
Acknowledgement of Country ......................................................................................................... 4
Secretary’s introduction .................................................................................................................. 4
Acknowledgements ......................................................................................................................... 4
Setting the Scene ............................................................................................................................. 4
Our goals, and how we are going to achieve them ......................................................................... 5
Governance ...................................................................................................................................... 5
Evaluation ........................................................................................................................................ 5
LEADERSHIP.......................................................................................................................................... 7
Increase the representation of employees with disability in senior and network roles. ................ 7
INCLUSIVITY.......................................................................................................................................... 8
Foster inclusive cultures in the workplace. ..................................................................................... 8
OPPORTUNITIES ................................................................................................................................. 12
Expand the range of employment opportunities for people with disability. ................................ 12
INVESTING IN CAPABILITY .................................................................................................................. 14
Invest in developing the capability of employees with disability. ................................................. 14
Training needs................................................................................................................................ 18
APPENDIX A ........................................................................................................................................ 20
Definition of disability .................................................................................................................... 20
What is disability? .......................................................................................................................... 20
Who are employees with disability? ............................................................................................. 20
Disability groups............................................................................................................................. 20
Discrimination ................................................................................................................................ 21
Legal framework ............................................................................................................................ 22
Page 3 of 22
Acknowledgement of Country
The Department of Health acknowledges the Traditional Owners and Custodians of country throughout Australia
and their continuing connection to land, waters and community. We pay our respect to elders past, present and
future.
Secretary’s introduction
The Accessibility Action Plan sets out how we will work together to build and strengthen our departmental
culture, and is another step towards our goal to make Health an employer of choice for people with disability
and those who care for people with disability.
Disability on its own should not limit participation in the workplace. Health’s vision is to ensure that barriers to
employment for people with disability are minimised, and that we foster an environment that enables people
with disability to maximise their productivity and their potential. We aim to be an inclusive organisation that
values fairness, equity and diversity consistent with the APS Values and Code of Conduct. The department will
respect and value the diversity of its workforce, provide support and education to prevent and eliminate
harassment, bullying and discrimination on the basis of race, colour, sex, sexual orientation, gender identity,
age, physical or mental disability, marital status, family responsibilities, pregnancy, religion, political opinion,
nation of origin and social origin, in accordance with our obligations under section 351 of the
Fair Work Act 2009.
The Plan embeds that the rights of people with disability are considered in the delivery of all of our corporate
services including our physical premises (refurbishments and relocations) and how we attract, recruit and retain
our employees. The objectives outline how we will invest in the capability of all employees.
The Plan aligns with the Department’s Strategic Intent 2016 – 2020 that outlines the department’s five year
approach to attracting, retaining, building capability and motivating our people to deliver outstanding
performance, and reporting and evaluating our success to continually improve. We will build leadership at all
levels, think strategically, make evidence based choices, strengthen our key relationships, embed innovation in
our work, and manage cost and invest in long term sustainability.
In line with these statements, the department is committed to expanding employment opportunities and
significantly encouraging, enabling and empowering our employees with disability and those with a carer role to
achieve their full potential, ensuring all employees have equal access to professional development, career
progression, representation and support within an inclusive culture. Diversity is our strength.
Martin Bowles, PSM
Acknowledgements
The Department would like to thank the following groups for their assistance in developing this Plan:
 Health’s Disability and Carers Network and Committee
 Accessibility Action Plan Working Group
 Disability and Carer Champions
 Australian Network on Disability (AND)
The Department is a Gold member of and an active supporter of AND and has been working with them on
accessibility projects since 2007.
Setting the Scene
Disability awareness and confidence needs to be increased throughout the department if we are to ensure that
we are an attractive workplace for people with disability and that bias against people with disability, conscious
or not, is addressed at all levels.
Page 4 of 22
There needs to be support for employees with disability and their managers, and clear and accessible policy and
training that helps facilitate reasonable adjustment. We need to create an inclusive workplace that embraces
diversity in Health.
There also needs to be an understanding of the rights and responsibilities of both the department and
employees when it comes to the Actions outlined in the Plan. There are mutual obligations in relation to
workplace adjustment, flexible working arrangements, training and increasing the representation of staff with
disability and carers of people with disability. A mutual understanding is essential to progress and to achieving
success.
To achieve this, the objectives in the Plan have been developed to align with the four key action areas in the As
One: Making it Happen, APS Disability Employment Strategy 2016-2019 (the APS Strategy), (which also include a
focus on Indigenous people with disability). These key actions areas are:
 Foster inclusive cultures in the workplace
 Expand the range of employment opportunities for people with disability
 Invest in developing the capability of employees with disability
 Increase the representation of employees with disability in senior roles and the Regional Office network
There is a strong emphasis on the central role of leaders, as the objectives in the Plan can only be achieved with
support from all levels of leaders in the Department.
Our goals, and how we are going to achieve them
We will build a modern, capable and flexible department by recruiting the right people for the right jobs,
supporting and training employees and creating a workplace that is positive and challenging, diverse and
inclusive.
Governance
The ongoing implementation, monitoring and evaluation of the Plan will be the responsibility of a Corporate
Disability Forum, with oversight from the Disability Champions, and supported by a Secretariat in People Branch.
It is expected that the Forum will meet initially on a bi-monthly basis. The Forum will agree its detailed Terms of
Reference in conjunction with People Branch and the Champions. Forum membership will include relevant areas
of the Chief Operating Officer Group, representatives of the Disability and Carers Network (Disability and Carers
Network) committee, and representatives from each of the department’s business groups.
Evaluation
The Forum will be responsible for ensuring that action items in the Plan are progressing, and reporting on a sixmonthly basis to the Departmental Executive through the People, Values and Capability Committee (PVCC) on
progress and areas of concern. A final evaluation will be presented at the conclusion of the Plan, with
recommendations on areas for improvement in the following iteration.
Page 5 of 22
St Vincent de Paul Winter Appeal
The Staff with Disability Network Committee, in cooperation with People Branch and the other employee
diversity networks, continued to run their annual drive to support the St Vincent de Paul Winter Appeal.
The Committee was overwhelmed by the support shown by the department. The Secretary added to the
donations to show his support. It was estimated that around $1,500 worth of groceries and in excess of 200kg of
clothing and blankets were collected, which was a great result.
The best of our Health community was on full display with a collaborative effort that resulted in a contribution
that will make a real difference to the lives of many members of our local community.
L to R – Jenean Spencer (Disability Champion), Sam Milgate, Samir El-Sabagh, Danni Moulds, Jessica Fortune,
Luke Maynard (Chair), Peri Lloyd (Deputy Chair), Martin Bowles (Secretary), Amy Edwards
Front – Danny Ryding (Co-Deputy Chair, Health Pride Network)
Page 6 of 22
LEADERSHIP
Increase the representation of employees with disability in senior and network
roles.
At the heart of change is leadership at all levels. Our leaders are stewards of our values – they communicate
priorities and encourage and reward us to perform at our best. People with disability should be well
represented both at senior management and all levels within the department. We will:

Offer targeted development initiatives for high-performing middle managers with disability

Provide senior mentors across the APS for high potential employees with disability.
Action
1.
2.
Implement
experiential
activities for
managers which
involve a
positive
interaction with
people with
disability.
Promote
mentoring
opportunities
between SES
employees and
employees with
disability.
Implementation Outcome
How we will do
Implement the Changing Mindsets programme (experiential
this
activities for SES employees which involve a positive
interaction with people with disability).
Who is
Lead
responsible
People, Capability and Communication Division (PCCD)
What will
success look like
How we will
report on
success
How we will do
this
Supported by
Senior Executive Staff (SES)
Australian Public Service Commission (APSC)
SES participate in changing mindsets activities.
Who is
responsible
PCCD reports annually to People, Values and Capability
Committee (PVCC) on APSC and Health run initiatives and SES
involvement.
The opportunity for SES and employees with disability to form
mentoring relationships is embedded in the department’s
mentoring program.
Lead
PCCD
What will
success look like
Supported by
Disability and Carers Network
Increase in the number of SES employees who indicate that
they are willing to mentor a member of a diversity group.
How we will
report on
success
The number of employees in the mentoring programme
profile database who indicate that they would like to discuss
workforce diversity awareness increases each year.
PCCD reports annually to PVCC on the number of members of
diversity groups and SES employees who indicate they are
willing to engage in a mentor partnership.
Page 7 of 22
INCLUSIVITY
Foster inclusive cultures in the workplace.
Health will foster a workplace that facilitates genuine inclusion of people with disability. Everyone has a role
to play.

Highlight the value of Disability and Carers Champions as visible advocates for employees with
disability – and champions of change within agencies.
Action
3.
4.
Increase
representation
of employees
with disability in
the Rewards and
Recognition
policy.
To understand
the
demographics of
our employees
and enable
Health to create
a more inclusive
and flexible
working
environment,
actively
encourage
employees to
update their
Equity and
Diversity data in
Health’s HR
systems (SAP)
including their
disability status
and care/
responsibilities.
Implementation Outcome
How we will do Inclusion in the Secretary’s Reward and Recognition Policy,
this
for the Inclusion Award to be awarded to individual or groups
of employees who have:
 made a significant contribution to promoting an
inclusive, diverse and harmonious workplace; and/or
 overcome barriers or assisted with removing barriers to
an inclusive, diverse and harmonious workplace.
Who is
Lead
responsible
PCCD
What will
success look like
How we will
report on
success
How we will do
this
Who is
responsible
What will
success look like
Supported by
Disability Champions
Disability and Carers Network Committee
Recognition of employees through award process.
Not applicable.
Champions encourage employees to update and record their
disability status and carer/responsibility in the Equity and
Diversity data in SAP ESS through a targeted communications
strategy.
SAP is updated to match data collected for the APS census on
care/responsibility and the reasons explained why data is
captured.
Lead
SAP Team
PCCD and line managers
Supported by
Disability and Carers Network
SAP ESS reports indicate in upward trends in completed
Equity and Diversity Data.
Champions include in messaging a reminder to update and
record Equity and Diversity data in SAP at least twice a year.
Employees are informed of the reasons why data is collected
and who has access to the data.
Health can collect data and report on employees with
carer/responsibility.
Page 8 of 22
Action
Implementation
How we will
report on
success
How we will do
this
Outcome
PCCD reports quarterly to PVCC on Disability and
care/responsibility statistics.
Promote, support and fund the activities of The Disability and
Carers Network.
Leadership training is offered to all members of the Disability
and Carers Network Committee.
Chair of DCN provided one day per fortnight to work on
network business, regardless of role in health.
5.
Promote a strong
and effective
Disability and
Carers Network.
Who is
responsible
What will
success look like
How we will
report on
success
How we will do
this
Lead
Disability and Carers Network
Supported by
PCCD
Disability and Carers Network undertakes the
implementation of the annual work plan and associated
Network activities and events.
Leadership training is available for all Disability and Carers
Network Committee members.
Disability and Carers Network Committee reports annually to
PVCC through the Corporate Disability Forum.
PCCD reports annually to PVCC on leadership training uptake
of the Disability and Carers Network.
Employees with disability have equal access to health and
wellbeing services and resources.
Internal events are accessible to employees with disability.
6.
Increase
retention of
employees with
disability and
carers of people
with disability.
Who is
responsible
Employees with disability through the Disability and Carers
Network Committee are consulted in relation to change
management programmes.
Lead
Workplace Health and Safety (WH&S) and line managers
Disability and Carers Network
What will
success look like
Supported by
PCCD
National Staff Participation Forum (NSPF)
Decrease in complaints reported to People Branch from
employees with disability, citing discrimination.
Disability and Carers Network Committee is consulted
through the NSPF representative on change management
programmes.
Page 9 of 22
Action
Implementation
How we will
report on
success
Outcome
PCCD reports annually to PVCC on employee uptake of health
and wellbeing services, complaints relating to accessibility at
events and discrimination.
How we will do
this
Disability and Carers Network Committee representative
attends NSPF meeting and reports to other members of the
Committee.
Health surveys will be designed to provide ‘non-personalised’
results for employees with a disability that look at drivers for
satisfaction, a sense of inclusion, prospects for career
advancement and levels of discrimination, bullying and
harassment.
All survey results should consider employees with disability
as a key audience group for reporting purposes.
7.
Better
understand our
workforce to
enable us to
improve Health’s
workplace policy
and procedures.
Who is
responsible
What will
success look like
How we will
report on
success
Conduct research into reason behind survey results for
employees with disability.
Lead
PCCD
Supported by
Data and Metrics, PCCD
Decrease in employees with disability or carers of people
with disability exiting Health due to issues raised in exit
surveys.
Employee survey results improve for employees with
disability and/or carers of people with disability.
PCCD reports annually to PVCC on employee satisfaction
survey results.
Page 10 of 22
International Day of People with Disability (IDPwD)
Health celebrates International Day of People with Disability each year on 3 December. In 2015 guest
speakers Sue Salthouse and Wayne Herbert educated, moved and entertained us on the theme Inclusion
matters: access and empowerment for people of all abilities.
Sue spoke about her personal experience of acquiring a spinal cord injury in 1995 and how that experience
has shaped her advocacy for people with disability. Sue emphasised her particular concern about the
intersecting discriminations of gender and disability, which combine to lower the living standards, health and
wellbeing, and life expectancy of women with disability.
Wayne spoke about his work with Australian Public Service agencies on improving conditions for people with
disability and building a workforce that reflects our community in all its diversity. Wayne, who lives with
cerebral palsy, also offered personal insight into the issues facing people with disability and the small,
practical, achievable changes we can make that contribute to greatly improved conditions and experiences for
people with disability.
Front Row - Sue Salthouse, (Guest Speaker - 2015 ACT Citizen of the Year), Pauline Bazen (former Chair, Staff
with Disability Network), Stephanie McKenzie (Committee member Staff with Disability Network), Annette
Grace (Employee Relations), Tammy McLeod (Committee member Staff with Disability Network), Wayne
Herbert (Guest Speaker - LEAD Employment).
Back Row – Sam Milgate (Employee Relations), Luke Maynard (Deputy Chair, Staff with Disability Network),
Peri Lloyd (National Staff Participation Forum Representative), Richard Lockett, David Hopgood (Employee
Relations)
Page 11 of 22
OPPORTUNITIES
Expand the range of employment opportunities for people with disability.
To improve representation, Health will review and expand the opportunities we offer to people with
disability. Health will adopt a mix of contemporary recruitment approaches to increase the representation of
people with disability in our workforce. We will:

Expand pathways into APS employment, including through the use of internships

Partner with disability employment service providers, universities and disability peak bodies to
promote awareness of the range of jobs among job seekers with disability.
Action
8.
Health’s internet
and intranet
promote to
potential and
existing
employees with
disability and
carers of people
with disability,
tangible
employment
opportunities,
backed by
appropriate
policies and
practices.
Implementation Outcome
How we will do Internally:
this
Information and links to Disability and Carers Network
activities, internal policies and guidelines for recruiting,
developing and supporting employees with disability, links to
internal and external resources including AND, DES providers
and EAP and events are readily accessible to potential and
existing employees.
Externally:
All job application packs will include a brief summary of the
Action Plan and Health’s intentions to expand the range of
employment opportunities for all people with disability.
Who is
responsible
Advertise Health jobs through disability specific forums and
organisations.
Lead
Recruitment
Supported by
Online Publishing
IT Service Desk
What will
success look like
Supported by
Hiring managers
All employees on recruitment panels
An increase in numbers of people identifying through the
RecruitAbility1 scheme in the recruitment process.
Data shows an increase in the traffic to Diversity Intranet
pages.
How we will
report on
success
1
Health’s external Internet presence is kept updated to reflect
current policies and practices for potential employees.
PCCD reports quarterly to PVCC on the number of
applications from people identifying through the
RecruitAbility scheme.
*Under the RecruitAbility scheme, job applicants with disability who opt in to the scheme and meet the minimum
requirements of the job (e.g. Security clearances, qualifications etc.) are advanced to a further stage in the selection
process (usually an interview). Merit remains the basis for engagement and promotion and no person will be displaced
from a shortlist to make way for a person with disability applying under the scheme. –
(http://www.apsc.gov.au/publications-and-media/circulars-and-advices/2015/circular20151)
Page 12 of 22
Action
9.
Prospective
employees have
positive
experiences with
recruitment
process in
Health, through
mainstream
processes and/or
targeted
initiatives.
Implementation Outcome
How we will do All recruitment panels are provided with the Australian Public
this
Service Commission (APSC) guidelines for interviewing of
people with disability to panels, where an applicant indicates
through the application process that they have disability.
Who is
responsible
Health actively seek opportunities for people with disability
to join Health through partnerships with organisations
specialising in placing people with disability in employment,
using special measures (for example APSC Circular 2010/2).
Lead
PCCD
What will
success look like
Supported by
Hiring managers
All employees on recruitment panels
Panel members receive guidelines appropriate to specific
circumstances.
Percentage of people with disability engaged through
initiatives increases.
Suitable non-ongoing employees with disability whose
disability prevents them from competing in merit-based
selection processes are considered for ongoing employment
using special measures.
How we will
report on
success
How we will do
this
Complaints regarding onboarding processes from employees
with disability decrease.
PCCD reports annually to PVCC on numbers of employees
with disability recruited through specific initiatives, and on
complaints received from employees on recruitment
processes.
The recruitment process is reviewed and is accessible for
people with disability.
Selection panels / hiring managers are trained on making
adjustments to accommodate candidates with disability.
10. Health’s
recruitment
processes are
accessible and
aligned with best
practice.
Who is
responsible
What will
success look like
How we will
report on
success
AND will review Health’s recruitment processes to ensure
recruitment practices are aligned with best practice.
Lead
PCCD
AND
Supported by
Hiring managers
All employees on recruitment panels
Health to achieve the status of ‘Disability Confident
Recruiter’ through AND.
PCCD reports annually to PVCC on progress towards Disability
Confident Recruitment accreditation through AND.
Page 13 of 22
INVESTING IN CAPABILITY
Invest in developing the capability of employees with disability.
Employees with disability should be equipped to progress their careers at the same rate as others in the
workplace by having equal opportunity to demonstrate their suitability for promotion. We will:

Implement workplace adjustment quickly, including job design and flexible working arrangements, to
maximise productivity

Provide support for managers and colleagues of people with disability.
Action
Implementation Outcome
How we will do Procurement processes are in place to ensure ready access to
this
workplace adjustments.
A list of available Adaptive Technology (AT) is accessible to all
employees via the My Self-Service Portal.
11. Health has
effective
procurement
processes and
promotes new
accessible
technology to
ensure
appropriate
workplace
adjustments are
available to
employees with
disability and
those who
acquire disability
while at work.
Who is
responsible
Procurement policy and procedures documentation are
promoted within Health and aligned with workplace
adjustment policy.
Lead
PCCD
Supported by
Property Services
Information Technology Division (ITD)
IT Operations
Strategic Procurement Services
What will
Employees with disability report that they have a suitable
success look like working environment.
Workplace adjustments are implemented in a timely and
helpful way.
Available AT is published via the internal “My Self-Service
Portal”.
Procurement policy and procedures documentation is
available and accessible to all employees.
12. Embed the
workplace
adjustment
passports in
Health to ensure
that any
adjustments that
are required are
documented so
that if the line
How we will
report on
success
How we will do
this
ICT Support for AT users is clearly defined and available.
In collaboration with ITD, PCCD reports annually to PVCC on
the number of requests for AT and timeframes between
request to installation.
Workplace adjustment passports are created, centralised and
utilised by employees who choose to use them.
Who is
responsible
Privacy conditions relating to the workplace adjustment
passport are clear and accessible to all employees.
Lead
Line managers
Supported by
WH&S, PCCD
Page 14 of 22
Action
manager or job
role changes in
the future, the
information is
readily available.
Implementation Outcome
What will
Employees who choose to utilise the workplace adjustment
success look like passports are able to move seamlessly between buildings and
positions with similar inherent requirements, because
managers are well-informed of their purpose.
How we will
report on
success
How we will do
this
Managers maintain confidentiality and privacy considerations
relating to the workplace adjustment passport.
PCCD reports the number of workplace adjustments annually
to PVCC.
PCCD reports annually to PVCC on any reported breaches of
confidentiality relating to the workplace adjustment
passport.
Health continues to provide access to, fund and promote
workplace adjustment.
Health’s workplace adjustment policy and procedures are
clear, current and easily accessible.
Workplace adjustments are assessed and appropriately
actioned during on-boarding processes and when employees
acquire disability while at work.
13. Enable people
with disability
and carers of
people with
disability to work
at their most
productive
through the
support of
workplace
adjustment/s,
including onboarding
recruitment and
selection
processes, job
design, work
design,
workplace
restructures and
flexible working
arrangements.
Recruitment gives expert advice on workplace adjustment to
hiring managers during on-boarding processes.
Who is
responsible
A framework is developed for mangers to identify whether
employees returning to work after short or long term
absence may need adjustments to enable them to perform
effectively.
Lead
Line managers
Supported by
Hiring managers
WH&S, and Recruitment, PCCD
All Health Employees
What will
Relevant policies including disability car parking and
success look like workplace adjustment guidelines are kept up to date and
accessible from the Intranet.
Workplace adjustment processes are clear and promoted to
all employees.
Workplace Adjustment requests are appropriately addressed
during on-boarding, recruitment and selection processes.
Employees returning to work have adjustments in place to
enable them to perform effectively.
Page 15 of 22
Action
Implementation Outcome
How we will
PCCD reports annually to PVCC on the number of workplace
report on
adjustment requests.
success
Page 16 of 22
Disability and Carers Network Committee
The Committee met for its 2016 annual planning day on 11 May, focussing on adopting its 2016 work plan,
and setting a timetable for action. In addition to specific corporate objectives relating to disability, the work
plan includes engagement through major events such as Carer’s week and the International Day of People
with Disability, and efforts to support the St Vincent de Paul Winter Appeal.
In conjunction with People Branch, the Committee developed the Workplace Adjustment Passport, a
conversation tool for employees with disability to engage with their managers on workplace adjustment. This
includes changes to the physical environment as well as access to flexible working arrangements.
The committee fosters a strong relationship with the Disability and Carers Champions, to develop strategies to
raise the number of employees sharing their information about their disability across the department, and a
revised national network approach.
Front Row - Peri Lloyd (Deputy Chair), Louise Merkel, Luke Maynard (Chair), Rachel Starr, Richard Lockett,
Margot Chiverton (Regional Office Representative)
Back Row – Cathy Milner, (Assistant Director, Employee Relations), David Hopgood (Diversity Officer Disability), Tarran Backhus, (Diversity Officer -LGBTI)
Not pictured - Angelique Rosewood (NSPF Representative)
Page 17 of 22
Training needs

Offer training to improve disability awareness, and integrate disability awareness principles into
existing management development and orientation programmes.
Action
Implementation Outcome
How we will do
Disability confidence and disability awareness training is
this
available for all employees and actively promoted by senior
employees.
Develop and maintain a toolkit for all employees and for
managers of employees with disability and carers of people
with disability to outline the rights and responsibilities of the
department and the employee.
Accesses to resources to support employees are readily
available and promoted including those employees with
existing disability and those who acquire disability while at
work.
14. Increase the
capability of
managers and all
HR practitioners
to effectively
support
employees and
enable them to
identify and act
appropriately.
Who is
responsible
Targeted training to managers is developed and
implemented.
Lead
Leadership, Learning and Development (L,L&D)
Supported by
All managers
What will
success look like
AND
All SES and EL2 employees attend training during the life of
the Action Plan.
Employee attendance at and/or completion of Disability
Confidence and Disability Awareness training increases.
The rights and responsibilities of both the department and
employee are clear and promoted.
15. Mental Health
First Aid training
is available for
How we will
report on
success
How we will do
this
Suitable training programs and toolkits are identified and
assessed as appropriate and promoted to managers.
PCCD reports annually to PVCC on disability confidence and
awareness training attendance/completion by managers and
employees.
Actively promote attendance at Mental Health First Aid
training for senior managers and employees including the
Disability and Carers Network Committee.
Page 18 of 22
Action
all employees
and promoted
by senior
employees.
Implementation Outcome
Who is
Lead
responsible
Line managers
Supported by
L,L&D, PCCD
AND
What will
success look like
How we will
report on
success
How we will do
this
All employees
All employees and managers have access to training and are
encouraged to attend.
PCCD reports annually to PVCC on training attendance.
Needs analysis for targeted development programme/s for
employees with disability is conducted.
Targeted development training programme/s for employees
with disability are developed and implemented.
16. Improve career
development
opportunities for
employees with
disability and
carers of those
with disability
including access
to accessible
training courses,
acting
opportunities
and promotions.
Who is
responsible
Learning and Development courses are accessible and
scheduled to allow attendance by those who work under
flexible working arrangements.
Lead
Line managers
Supported by
Disability and Carers Network
What will
success look like
L,L&D, PCCD
Needs analysis for targeted development program/s for
employees with disability implemented.
Increase in employees with disability undertaking acting
arrangements and being promoted in the department.
How we will
report on
success
Workplace adjustments are included in training courses
provided to employees.
PCCD reports annually to PVCC on program attendance by
employees with disability and people working under flexible
working arrangements.
Page 19 of 22
APPENDIX A
Definition of disability
What is disability?
The Commonwealth Disability Discrimination Act (1992) defines disability as:
 total or partial loss of the person’s bodily or mental functions;
 total or partial loss of a part of the body;
 the presence in the body of organisms causing disease or illness;
 the malfunction, malformation or disfigurement of a part of the person’s body;
 a disorder or malfunction that results in the person learning differently from a person without the
disorder or malfunction
 a disorder, illness or disease that affects a person’s thought processes, perception of reality, emotions
or judgment, or that results in disturbed behaviour; and include a disability that:
 presently exists;
 previously existed but no longer exists;
 may exist in the future;
 is imputed to a person (meaning it is thought or implied that the person has disability but
does not).
To avoid doubt, a disability that is otherwise covered by this definition includes behaviour that is a symptom
or manifestation of the disability.
Who are employees with disability?
For data collection purposes, all APS agencies use the Australian Bureau of Statistics (ABS) Disability, Ageing
and Carers: Summary of Findings 2003 definition:
‘a person has a disability if they report that they have a limitation, restriction or impairment which has lasted,
or is likely to last, for at least six months and restricts everyday activities’.
(http://www.apsc.gov.au/publications-and-media/current-publications/recruitability-agencies-guide/attachment-b)
This includes:
 loss of sight (not corrected by glasses or contact lenses)
 loss of hearing where communication is restricted, or an aid to assist with, or substitute for, hearing is
used
 incomplete use of feet or legs
 nervous or emotional condition causing restriction
 restriction in physical activities or in doing physical work
 speech difficulties
 shortness of breath or breathing difficulties causing restriction
 disfigurement or deformity
 mental illness or condition requiring help or supervision
 chronic or recurrent pain or discomfort causing restriction
 blackouts, fits, or loss of consciousness
 long-term effects of head injury, stroke or other brain damage causing restriction
 difficulty learning or understanding
 incomplete use of arms or fingers
 difficulty gripping or holding things
 receiving treatment or medication for any other long-term conditions or ailments and still restricted
 any other long-term conditions resulting in a restriction.
Disability groups2
Disabilities can be broadly grouped depending on whether they relate to functioning of the mind or the
senses, or to anatomy or physiology. Each disability group may refer to a single disability or be composed of a
2
Disability, Ageing and Carers, Australia: Summary of Findings, 2012, Australian Bureau of Statistics
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number of broadly similar disabilities. The Survey of Disability, Ageing and Carers (SDAC) module relating to
disability groups was designed to identify five separate groups based on the particular type of disability
identified.
These groups are:
 Sensory
 loss of sight (not corrected by glasses or contact lenses)
 loss of hearing where communication is restricted, or an aid used
 speech difficulties, including loss
 Intellectual
 difficulty learning or understanding things.
 Physical
 shortness of breath or breathing difficulties that restrict everyday activities
 blackouts, seizures or loss of consciousness
 chronic or recurrent pain or discomfort that restricts everyday activities
 incomplete use of arms or fingers
 difficulty gripping or holding things
 incomplete use of feet or legs
 restriction in physical activities or in doing physical work
 disfigurement or deformity.
 Psychological
 nervous or emotional condition that restricts everyday activities
 mental illness or condition requiring help or supervision.
 Head injury, stroke or brain damage
 head injury, stroke or other brain damage, with long-term effects that restrict everyday activities.
Discrimination
Health upholds the values defined in the APS Code of Conduct and the Public Service Act 1999. The APS
provides a workplace that is free from discrimination and recognises and values the diversity of the
community it serves.
The Disability Discrimination Act 1992, Section 15(1) states:
‘It is unlawful for an employer or a person acting or purporting on behalf of an employer to discriminate
against a person on the grounds of the other person’s disability’.
The Disability Discrimination Act 1992 also identifies two types of discrimination in relation to people with
disability:
 Direct discrimination is when someone with disability receives less favourable treatment than a
person without disability in the same circumstances.

Indirect discrimination is when a policy, practice or requirement is applied equally but has a
discriminatory effect on people with disability.
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Legal framework
The Disability Discrimination Act 1992 (Cth), Public Service Act 1999 (Cth), Commonwealth Disability Strategy,
and relevant state and territory legislation makes it unlawful to discriminate in the provision of employment,
services or facilities against people on the basis they have, or may have, disability.
Subsection 6 (2) of the Disability Discrimination Act 1992 (Cth) requires the removal of unreasonable
requirements which disadvantage people with disability. Any adjustments or alterations which enable a
person to do the job must be made unless this imposes ‘unjustifiable hardship’.
The Fair Work Act 2009 (Cth) also outlaws any adverse action on a discriminatory ground, including disability.
The definition of adverse action includes:
• terminating an employee;
• injuring an employee in his/her employment;
• altering the position of the employee to the employee's prejudice;
• discriminating between the employee and other staff of the employer;
• refusing to employ a prospective employee, and
• discriminating against the prospective employee in the terms or conditions on which the employer offers to
employ them.
The discrimination provisions do not apply if an employee, because of the limitations of their disability, is
unable to comply with inherent requirements of the position. For example, if one of the inherent
requirements of a position is to lift 10kg boxes (which are unable to be divided into smaller or lighter
components), and there is no reasonable expectation or availability for hydraulic or mechanical lifting
assistance type measures, and an employee or potential employee is physically unable to lift this weight, the
discrimination provisions do not apply.
Carer Recognition Act 2010
The Carer Recognition Act 2010 defines a carer as an individual who provides personal care, support and
assistance to another individual who needs it because that other individual:
a. has a disability
b. has a medical condition (including a terminal or chronic illness)
c. has a mental illness
d. is frail and aged.
It also states that an individual is not a carer in respect of care, support and assistance he or she provides:
a. under a contract of service or a contract for the provision of services
b. in the course of doing voluntary work for a charitable, welfare or community organisation
c. as part of the requirements of a course of education or training.
Furthermore, an individual is not a carer merely because he or she:
a. is the spouse, de facto partner, parent, child or other relative of an individual, or is the guardian of an
individual
b. lives with an individual who requires care.
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