Disability Access and Inclusion Plans (DAIPS):
Outcome 7 information pack
Introduction
The Disability Services Act 1993 has been reviewed, resulting in a key change for
public authorities in Western Australia. The introduction of Outcome 7 in Disability
Access and Inclusion Plans (DAIPs) requires public authorities to include information
in their DAIPs on how they will improve employment opportunities for people with
disability and break down existing barriers.
Public authorities have until 1 July 2014 to amend their current DAIPs to include
Outcome 7.
The Disability Services Amendment Regulations 2013 also include a change of
procedure when carrying out public consultations. There is now a requirement to
advertise for submissions in print media and on the Internet, with draft copies of
advertisements included as attachments.
The reference to the word “disabilities” has also been amended to “disability” and the
correct terminology is “people with disability”. This is reflected throughout this
document, which includes information on:
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the correct wording for Outcome 7
strategy examples
resources
examples of how to incorporate Outcome 7 into a DAIP
examples of wording for advertising when carrying out consultations
a flow chart.
Outcome 7
People with disability have the same opportunities as other people to obtain
and maintain employment with a public authority.
Meaningful employment is essential to an individual’s economic security and is
important to achieving social inclusion and independence. Employment contributes
to physical and mental health, personal wellbeing and a sense of identity.
Finding employment is something many West Australians take for granted. For
people with disability, finding, securing and retaining employment can be
challenging. People with disability are often overlooked by employers for a variety of
reasons and are only half as likely to be employed as people without disability.
Some public authorities have incorporated Outcome 7 in their DAIPs and improved
employment opportunities through various ways:
Using inclusive recruitment practices
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Ensure printed job advertisements are written using a minimum font size of 12
point and produced in sans serif font such as Arial or Helvetica. Information
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about advertising is available in the Disability Employment Toolkit on the
Commission’s website (www.disability.wa.gov.au > Business and Government
> Employing people with disability > Disability Employment Toolkit). Best
practice guidelines to employing people with disability are available on the
Human Rights Commission website (www.humanrights.gov.au > Education >
For Business) and the State Government Access Guidelines for Information,
Services and Facilities are available on the Commission’s website
(www.disability.wa.gov.au > Business and Government > Disability Access
and Inclusion Plans > Implementing your DAIP).
Include an Equal Employment Opportunity statement in the advertisement.
For example “(Name of public authority) promotes a workplace that actively
seeks to include, welcome and value unique contributions of all people.
(Name of public authority) encourages people with disability, Aboriginal
Australians, young people and people from culturally diverse backgrounds to
apply for this job.”
Make sure the interview is held in an accessible venue (the Chairperson
usually checks this when inviting people to attend for an interview by asking if
the candidate requires any assistance).
Improving methods of attracting, recruiting and retaining people with
disability
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Being flexible with job descriptions
Breaking down the skills requirements and tasks needed for the job
Providing the flexibility to work from home and flexible work hours
Working with Disability Employment Service (DES) providers
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Promoting job vacancies through DES providers, which are employment
agencies that offer a free service to employers
Advising what constitutes reasonable adjustment
Providing initial assistance in the workplace if required
Giving information about financial incentives
Providing support and training for management staff
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There are training providers in the disability sector who are able to deliver
information sessions to management and staff.
DES providers can also provide training around recruitment and retention
practices.
Training providers are listed on the Commission’s website
(www.disability.wa.gov.au > Business and Government > Disability Access
and Inclusion Plans > Implementing your DAIP).
Appropriate training and access to information for new employees
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Availability of information in accessible formats (Braille, large format or screen
reader accessible)
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Nominating a workplace mentor
Requesting initial assistance from a DES provider
Making sure development opportunities are available
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Regular personal development planning
Access to development courses
Opportunities to learn new skills through job rotations
Ensuring policies and procedures are regularly reviewed
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Occupational health and safety
Workplace accessibility
Procedures relating to employment opportunities including casual, volunteer
or work experience
Information relating to traineeships or apprenticeships
Resources
Disability Employment Toolkit
The Disability Employment Toolkit is available on the Commission’s website
(www.disability.wa.gov.au > Business and Government > Employing people with
disability > Disability Employment Toolkit). The toolkit has been designed to
complement the WA Disability Employment Strategy (www.publicsector.wa.gov.au >
Workforce > Employment > Disability Employment Strategy) and contains the
following topics:
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Benefits of employing people with disability
What are my responsibilities?
Recruitment and selection
What are reasonable adjustments?
Is my workplace inclusive and accessible?
What financial support is available?
Retention of employees who acquire a disability
Frequently asked questions
Employment DVD
The Commission has produced a DVD called ‘Disability Access and Inclusion Plans:
Outcome 7 and other changes to legislation’. It contains a PowerPoint presentation
of information that was delivered to public authorities, and a video clip about how
employment can be incorporated within a public authority.
Copies are available by contacting the Access and Inclusion team on 9426 9200 or
[email protected] .
Examples of a DAIP incorporating Outcome 7
(These examples are for illustrative purposes only.)
Outcome 7
People with disability have the same opportunities as other people to obtain
and maintain employment with a public authority.
1. Use inclusive recruitment practices.
2. Improve methods of attracting, recruiting and retaining people with disability
3. Work with key disability employment support provider(s) to employ a person with
disability
Some public authorities also have an implementation plan that sits under the DAIP
which can be amended at any time without prior consultation. This is because when
the DAIP is lodged with the Commission, it becomes an official document and if
amendments are made to the DAIP public authorities are legislatively required to
follow consultation processes. It is not a legislative requirement to have an
implementation plan or to lodge this with the Commission.
Outcome 7
People with disability have the same opportunities as other people to obtain and
maintain employment with a public authority.
1. Use inclusive
Task and timeline
recruitment
1.1 Make sure job advertisements are in an accessible
practices.
format (font size of 12 point or 14 point, use Arial
font). End February 2014
1.2 Include Equal Employment Opportunity statement
in the advertisement. For example “(Name of public
authority) promotes a workplace that actively seeks
to include, welcome and value unique contributions
of all people. (Name of public authority) encourages
people with disability, Aboriginal Australians, young
people and people from culturally diverse
backgrounds to apply for this job”. End February
2014
1.3 Make sure the interview is held in an accessible
venue. End February 2014
2. Improve methods
2.1 Examine current methods of recruitment. End
of attracting,
February 2014
recruiting and
2.2 Assess current percentage of employees with
retaining people
disability. End June 2014
with disability.
2.3 Carry out survey to gain feedback to improve
methods listed above. End July 2014
3. Work with key
disability
employment
support
provider(s) to
employ a person
with disability.
3.1 Check Disability Employment Service providers
located within a 15 kilometre radius. End March
2014
3.2 Seek assistance to develop a flexible job
description. No timeline – as and when is
required
3.3 Seek assistance with advertising, interview, and
employment requirements including reasonable
adjustment. No timeline – as and when is
required
Strategies and tasks in the DAIP
Incorporating the above strategies and tasks into the amended DAIP will depend on
the size of the public authority. For example, a larger public authority will probably
have a Human Resources department, in which case a meeting would need to be
arranged to find out what methods are already in place. A smaller public authority
with fewer staff may choose to contact a DES provider for assistance when
vacancies become available because there is no cost to employers.
Changes to consultation
Due to additional changes to the Disability Service Regulations, all public authorities
are now required to place a notice of consultation in a local or state newspaper, as
well as on their website, as shown below:
Advertisement calling for consultation
1. (Insert name of public authority) is calling for consultation from members of
the community to amend the Disability Access and Inclusion Plan (DAIP). The
DAIP will now include Outcome 7 “People with disability have the same
opportunities as other people to obtain and maintain employment with a public
authority”. Please visit our website at (insert public authority’s website) to
make comments by (insert date). The DAIP is available in alternative formats
on request.
2. (Insert name of public authority) is requesting feedback as part of the
amendments to the Disability Access and Inclusion Plan (DAIP). The DAIP
will now include Outcome 7 “People with disability have the same
opportunities as other people to obtain and maintain employment with a public
authority”. Please contact (insert contact name and number) to make
comments by (insert date). The DAIP is available in alternative formats on
request.
Resources are available on the Commission’s website (www.disability.wa.gov.au >
Business and government > Disability and Access Inclusion Plans). Alternatively,
contact the Commission’s Access and Inclusion team on 9426 9200 or email
[email protected] .
Flow chart
Add strategies related to Outcome 7 as amendments to the DAIP.
Circulate in draft format to Access Committee (if you have one) and place notification
in print media for approximately four weeks.
Collate responses.
Amend DAIP to include Outcome 7.
Send amended DAIP to the Commission for endorsement.
Promote amendment in print media and on the public authority’s website.