Disability Action Plan 2016-2020 (DAP 2016)

A focus on the quality, visibility, impact and involvement of a diverse range of people, including those with a disability,will enable Workways to utilise the skills and experience of its entire staff so thatour local communities benefit from this diverse intellectual resource.

Legislative Context

The Commonwealth Disability Discrimination Act (1992) provides protection to people with a disability by making it unlawful to discriminate against a person on the grounds of their disability. Within the community services industry,it places an obligation on organisations to provide services, training and facilities in such a way as to ensure that clients and staff with disabilities can participate on the same basis as those without a disability.

Workways is committed to building and supporting a diverse and inclusive community and to the principles of equal opportunity and social justice. The Disability Discrimination Act (1992) makes discrimination on the basis of disability unlawful in a number of areas applicable to Workways. These include:

  • education;
  • employment;
  • access to support services;
  • access to premises;
  • administration of Commonwealth Government laws and programs.

The definition of ‘disability’ in the Disability Discrimination Act (1992) is very broad. It encompasses physical, intellectual, and the presence in the body of an organism causing disease. The definition covers both temporary and permanent disability and includes:

  • people who are currently living with a recognised disability
  • people who have had a disability in the past (such as an episode of mental illness);
  • people who may have a disability in the future (for example, where there is a family history of disability); and
  • people who are believed to have a disability (for example, if someone is thought to have HIV-AIDS).

The Act describes both direct and indirect discrimination. Direct discrimination occurs where a person is treated less favourably because of a disability. Indirect discrimination occurs where there is a requirement or practice that is applied equally to persons with and without disabilities, but more severely impacts on a person with a disability, and that requirement or condition is unreasonable. Whether unlawful discrimination has occurred can only be decided with reference to all the circumstances of the case.

The Disability Standards for Employment Services (2005) were formulated under the Disability Discrimination Act (1992) to clarify the rights of clients and responsibilities of service providers. The intent and effect of the Standards is to give participants with a disability the same rights as other participants.

The Standards require that Workways meet certain obligations in the following areas:

  • access to support services;
  • participation;
  • service developmentand delivery;
  • support services; and
  • elimination of harassment and victimisation.

Under the Standards, Workways is required to make reasonable adjustments to enable a person with a disability to participate in our services on the same basis as other persons without a disability, if that person meets the essential entry requirements for admission to a course.

This includes undertaking due diligence when engaging agents to deliver subcontracting services. However, the Standards do not require Workways to make adjustments which would compromise the integrity of a course or program.

As an employer, Workways has obligations to people with a disability extending to recruitment and selection processes, terms and conditions and access to benefits such as promotion and training. Workways is obliged to provide reasonable adjustments for a staff member with a disability to enable him or her to carry out the inherent requirements of the job. This may include peer support provided to the employee with a disability by Workways and/or an external agency.

Consultation

Workways is committed to undertaking regular consultation with people with a disability, their families and carers, and representative community groups, to ensure all services and programs meet their particular needs, and provide the supports required to participate fully.

Communication

It is imperative that all participants of our services and staff are aware of the Disability Action Plan (DAP) and know their rights and responsibilities in relation to it. The DAP will be available on the Workways website, on display in each of our offices and communicated through a range of mechanisms including reference in:

  • publications and website
  • participant registration information
  • staff induction

It will be also be lodged with the Australian Human Rights and Equal Opportunity Commission.

Copies (hard copy and/or electronic) will be made available to staff via P3 system, and updates and achievements against the DAP will be periodically promoted to the Workways community.

Participants

Workways is committed to ensuring that all Workways offices and sites are accessible to people with a disability; and that all services are designed to ensure equal access. Workways is also committed to the provision of reasonable adjustments, in consultation with the participant, within a reasonable time after notification of the need for adjustments.

Reasonable adjustments are measures taken to enable clients to participate fully and equally in areasof Workways’ operations on the same basis as a participant without a disability. These include adjustments to the following:

  • admission and enrolment,
  • academic activities,
  • program development, assessment and participation requirements,
  • physical access to buildings and facilities
  • information access
  • a safe learning environment

To achieve this, Workways may engage strategies such as peer support, additional support provided by Workways staff, and/or external agency support.

Relationships

We will build relationships with Disability Services organisations, communities and individuals on a local basis, and where appropriate, a State and National basis.

Objective: Our goal is to identify and get to know the particular needs of people with a disability in the communities where Workways has a presence. This will include our urban as well as rural centres. We will particularly seek out Disability Services organisations whose involvements coincide with our interests in community services and employment. The relationships we develop will be the foundation for future partnerships, the recruitment of people with a disability and the design of programs to ensure active participation.

Action 1:Executive Managers, Site Leaders and appropriate staff from sites across our footprint will identify and establish regular contact with the relevant Disability Services organisations, community groups and individuals around Australia.

Responsible: Executive Managers, Site Leaders and identified trained staff.

Timeline: From July 2016 on-going.

Action 2: A consultation process will be established, providing people with a disability the opportunity to provide feedback and ideas on continuous improvement of our services and systems; offer suggestions for program design; and partner with us in the delivery of services to our Clients with a disability

Responsible: Executive Managers, Site Leaders and identified trained staff.

Timeline: Process in place by September 2016, and then on-going.

Action 3: A consultative process will be established to assist Workways to develop strategies to increase the employment of people with a disability within our business.

Responsible: Executive Managers, Site Leaders and identified trained staff.

Timeline: Process in place by September 2016, and then on-going.

Respect

We will build respect for people living with disabilities into the culture of Workways.

Objective: Our goal is to demonstrate our respect for people with a disability by adopting practices that reflect this commitment.

Action 1: We will deliver appropriate training which incorporates understanding and empathy, to staff across the organisation about inclusion of people with a disability, acknowledging that there are a large range of disabilities and that an individualised approach needs to be adopted to ensure full participation.

Responsible: General Manager of People and Culture to oversee development of training procedure; and to disseminate this procedure to all staff. Site Leaders to then arrange training for staff as required.

Timeline: Procedure to be created and disseminated by October 2016 and then on-going review.

Action 2: We will promote our commitment to the inclusion of people with a disability by displaying the Disability Action Plan in all sites, and providing regular updates and information to all staff regarding this.

Responsibility:Executive Managers, Regional Managers and Site Leaders to ensure the Disability Action Plan is presented in all sites, and to disseminate information relating to this to all staff of the organisation.

Timeline: Commencing July 2016 and on-going.

Opportunities

We will ensure employment and participation opportunities exist for people with a disability within Workways.

Objective: Our goal is to ensure that there is inclusive recruitment, participation opportunities and supports available to assist people with a disability to actively engage with Workways.

Action 1: To increase the employment of people with a disability within our business.

Responsibility: Executive Managers and the Human Resources Department of Workways Australia.

Timeline: From July 2016 and on-going

Action 2: To encourage employees living with a disability to contribute to the continuous improvement of the organisation, systems and program design, to ensure that these are appropriate to the needs of our staff and clients; and to support their own professional development.

Responsibility: Continuous improvement process reviewed and aligned with the DAP. Updated policy disseminated to all staff with encouragement to participate in continuous improvement processes. Professional development plans created together with Site Leaders, Regional Managers and Executive Managers.

Timeline: Continuous Improvement process reviewed by October 2016, and then on-going.

Action 3: A consultation process will be established, providing people with a disability, their families, carers and/support group, and representing community groups the opportunity to provide feedback and ideas on continuous improvement of our services and systems; offer suggestions for program design; and partner with us in the delivery of services to people with a disability.

Responsible: Executive Managers, Site Leaders and identified staff.

Timeline: Process in place by September 2016, and then on-going.

Implementation

Responsibility for implementation of the Disability Action Plan is to be shared by all staff of Workways, including managers, staff and staff providing services to participants. The Executive Management Team will have leading roles in developing policies, procedures and supporting tools as well as implementing specific projects that facilitate achievement of the Plan’s goals.

Monitoring

Overall responsibility for overseeing the implementation of the Disability Action Plan will rest with Workways’ People and Culture Team.

A working group with representation from key areas of the organisationthat deal with physical access, information and communication, education, and employment will be established to set and review biannual targets that form an Implementation Plan aligned with the DAP’s goals.