This file contains ReturnToWorkSA Disability Access and Inclusion Plan 2016-2018.
ReturnToWorkSA
Disability Access and Inclusion Plan
2016–2018
Government of South Australia
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About ReturnToWorkSA
We provide work injury insurance that protects South Australian businesses and their workers in the event of a work injury.
Designed to protect business owners from the full cost of work injuries, we provide financial support to cover worker wages and reasonable medical treatment and return to work services to people who have been injured at work.
We manage and regulate the South Australian Government’s Return to Work scheme. Funded through insurance premiums paid by South Australian businesses, the scheme protects approximately 50,000 South Australian employers and their workers from the costs associated with work injuries.
We believe that work is an essential part of a healthy, rewarding life. That’s why we are committed to providing personalised and evidence-based care that helps people back to work after an injury as soon as possible.
Supporting people with work injuries to fully participate in work and life is central to our business, and the way we provide this support is strongly aligned with the values and principles outlined in the South Australian Government’s Disability Access and Inclusion Plans Initiative, and the National Disability Strategy 2010-2020.
We are proud to support the active participation of people with disability and their carers in all parts of our business, and will continue to look for opportunities to improve and grow in this area.
About our Disability Access and Inclusion Plan
We are committed to ensuring that ReturnToWorkSA’s services and products are accessible and equitable for people with disability.
We are pleased to release this Plan which has been developed in line with the South Australian Government’s Disability Access and Inclusion Plans Initiative. Our Plan outlines our commitments to identify and meet the needs of people with disability and builds on our previous work in this area.
Acknowledgements
ReturnToWorkSA acknowledges the valuable feedback provided by ReturnToWorkSA staff and the following organisations in the development of our Disability Action and Inclusion Plan 2016-18:
• National Disability Services
• Royal Society for the Blind
• DeafCanDo
• Disability Works Australia
• Department of Communities and Social Inclusion
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Previous achievements
• Released our first Disability Action Plan in 2001 and have had three in total since then.
• Completed a disability access audit of our new premises prior to refurbishment and occupation of the building. There were several items identified through the audit that were addressed during refurbishment.
• Ensured access and equity requirements are included in key provider/agent contracts.
• Continue to provide information and resources about disability to staff and scheme participants.
• Developed an accessible venues policy to provide guidance to staff on how to ensure aa venue is accessible.
• Staff and stakeholder events are held in accessible venues that meet the access requirements of participants.
• Product template to advie people that information is available in alternative formats on request (for example in braille, audio and e-text).
• Built a new corporate website that complies with WCAG 2.0 AA compliance standards*.
• Provision of disability awareness information sessions to staff, our agent staff and providers.
• External vacancies are advertised on our website and via Disability Works Australia.
* Web Content Accessibility Guidelines (WCAG) 2.0 covers a wide range of recommendations for making web content more accessible.
Context
National Disability Strategy 2010–2020
A 10 year framework for all Australian Governments to help achieve the vision of an inclusive society that enables people with disability to achieve their full potential as equal citizens.
South Australia’s Disability Access and Inclusion Plan framework
The key outcomes outlined in this Plan align with those of the National Disability Strategy and demonstrate the South Australian Government’s commitment to improving the participation of people with disability across a range of areas so that they can enjoy the rights and opportunities provided to all citizens.
ReturnToWorkSA’s Disability Access and Inclusion Plan
Our Disability Access and Inclusion Plan outlines a range of practical actions designed to continuously improve our services for workers with an injury, employers and our staff with disability.
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Outcome 1: Inclusive and accessible communities
People with disability live in accessible and well-designed communities with opportunity for full inclusion in social, economic sporting and cultural life.
Actions: Internal and external events organised by ReturnToWorkSA will meet the needs of people with disability.
Responsibility: Marketing and Communications; Event organisers.
Timeframe: Dec 2016; Ongoing.
Measurable Target: The Events procedure is reviewed and includes an ‘access checklist’. The access checklist is:
• incorporated into our sponsorship guidelines
• promoted to staff.
Internal and external events are held in accessible venues and meet the access requirements of attendees.
No complaints from participants.
Actions: Ensure that information (publications, products and online) is provided in accessible formats and uses inclusive language.
Responsibility: Marketing and Communications; Content authors/owners.
Timeframe: Ongoing.
Measurable Target: Our corporate style guide contains information on how to use inclusive language including:
• non-discriminatory language
• positive portrayal of people with disability
• avoidance of stereotyping.
Captions and transcripts are provided as a text alternative to audiovisual material.
Inclusive language is used in publications and products.
Information about how to request information in alternative formats is included in core business products/templates.
Actions: Our corporate website, intranet and online services meet and maintain WCAG 2.0 AA compliance.
Support the promotion and application of web accessibility principles across the business.
Responsibility: Marketing and Communications; ICT; Content authors/owners; Executive Management team (EMT).
Timeframe: Ongoing; August 2016.
Measurable Target: Relevant information is translated into Auslan and available on ReturnToWorkSA’s website.
Website and intranet training resources and user guides include information about web accessibility, including:
• How to write accessible content
• How to create accessible documents and multimedia.
Website/intranet projects include WCAG 2.0 AA compliance as a mandatory requirement.
WCAG 2.0 AA compliance will be included as a highly desirable requirement during procurement, evaluation or development of new software. Where software is not compliant vendors and developers will be asked to provide costs for achieveing compliance and ensuring useability for consideration by ReturnToWorkSA’s Executive Management team.
Actions: Promote the National Relay Service and availability of Auslan interpreters.
Responsibility: Marketing and Communications; Content authors/owners.
Timeframe: Ongoing.
Measurable Target: National Relay Service information is included in core business products/templates.
Information on how to book an Auslan interpreter is included in our interpreting and translating policy.
Actions: Maintain accessible facilities for people with disability.
Responsibility: Building Facilities Manager.
Timeframe: Feb 2017.
Measurable Target: Building audit for disability access.
As part of the audit, areas or meeting rooms are assessed for requiring an assistive listening system (e.g. hearing loop).
Timeframe: June 2016.
Measurable Target: Budget allocated for the audit.
Timeframe: Dec 2016.
Measurable Target: A process is in place to review evacuation procedures, emergency plans and associated training for disability requirements after each evacuation drill.
Procurement of equipment will include, as a desirable criteria, that to the extent practicable, the equipment is independently accessible by people with a variety of disabilities.
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Outcome 2: Economic security and employment
People with disability, their families and carers have economic security, enabling them to plan for the future and exercise choice and control over their lives.
Actions: Review job descriptions to ensure that requirements for positions do not directly or indirectly discriminate on the basis of disability.
Encourage jobseekers with disability to apply for positions at ReturnToWorkSA.
Responsibility: People and Culture.
Timeframe: Ongoing.
Measurable Target: External positions advertised via:
• Career alert email sent to Disability WORKS Australia
• ReturnToWorkSA website.
Position descriptions are written in plain English and use inclusive language.
Position descriptions reviewed before advertised to ensure do not include requirements that may indirectly discriminate against a person with disability.
A question on the job interview confirmation email provides for an applicant to include information about their access requirements when attending an interview.
ReturnToWorkSA Award continues to include a transport reimbursement allowance for employees with disability.
Actions: Ensure managers respond to individual staff needs for workplace modifications in a timely manner.
Responsibility: People managers.
Timeframe: Ongoing.
Measurable Target: Appropriate workplace modifications are undertaken as required.
Information about relevant resources is provided to staff e.g. commonwealth program - Employee Assistance Fund.
Outcome 3: Rights protection, justice and legislation
People with disability have their rights upheld, promoted and protected.
Actions: Customer complaint processes are simple, flexible and well promoted.
Responsibility: Client Services.
Timeframe: Ongoing.
Measurable Target: Information about complaints processes is available on our website.
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Outcome 4: Personal and community support
People with disability, their families and carers have access to a range of supports to assist them to live independently and actively engage in their communities.
Actions: Provide personalised and appropriate services that meet the needs of workers with serious and non-serious injuries.
Responsibility: EnABLE
Timeframe: Ongoing.
Measurable Target:The EnABLE service model is implemented.
Workers with severe traumatic injuries are surveyed to assess their satisfaction with the EnABLE service model.
Responsibility: Insurance business group.
Timeframe: Ongoing.
Measurable Target: The mobile case management approach is in place for relevant workers and employers.
Responsibility: ReCONNECT service.
Timeframe: August 2016.
Measurable Target: The ReCONNECT service has information on resources that are available to eligible workers with disability to enable them to reconnect with the workforce and the community.
Actions: Ensure external meetings are held in accessible venues.
Responsibility: EnABLE; ReCONNECT service.
Timeframe: August 2016.
Measurable Target: Maintain a list of accessible venues.
Outcome 5: Learning and skills
People with disability achieve their full potential through their participation in an inclusive, high quality, education system that is responsive to their needs. People with disability have opportunities to continue learning throughout their lives.
Actions: Provide training in an accessible format e.g. location, facilities, materials.
Responsibility: People and Culture.
Timeframe: Ongoing.
Measurable Target: Staff with disabilities are able to fully participate in training.
Enrolment processes invite participants to identify their access requirements
Actions: Promote the DAIP to new staff.
Responsibility: Client Services.
Timeframe: Ongoing.
Measurable Target: Information about the DAIP is included in the corporate induction program.
Actions: Raise disability awareness amongst staff and other scheme participants.
Responsibility: Client Services.
Timeframe: Ongoing.
Measurable Target: Two Disability Awareness Sessions are held each calendar year for staff and other scheme participants.
Participants provide positive feedback that demonstrates intent to make changes in their workplace.
Budget is allocated for sessions.
Provide disability related resources to staff and scheme participants.
Training and resources are sourced and made available for staff on communicating information to people with disability.
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Outcome 6: Health and wellbeing
People with disability are supported to attain the highest possible health throughout their lives.
Actions: Promote the health benefits of work.
Responsibility: Marketing and Communications; Content authors/owners.
Timeframe: Ongoing.
Measurable Target: Health benefits of work messages included in core business products and publications.
Actions: Provide workers with severe traumatic injuries the opportunity to enjoy fulfilling lives and build positive self-esteem through discovering their internal strengths and pursuing new aspirations.
Responsibility: EnABLE.
Timeframe: Ongoing.
Measurable Target: The EnABLE service model is implemented.
Actions: Provide appropriate support to staff with a medical condition or disability to ensure their health, wellbeing and safety at work.
Responsibility: People and Culture
Timeframe: August 2016.
Measurable Target: Staff induction process is reviewed to ensure that staff with a medical condition or disability have a Personal Emergency Evacuation Plan (PEEP).
Warden training details responsibilities relating to PEEPs.
Continue to promote the Employee Assistance Program.
Implementation and reporting
ReturnToWorkSA will promote our Disability Action and Inclusion Plan 2016–2017 on our corporatewebsite and our intranet. A copy will also be providedto the Australian Human Rights Commission for theirrecords.
The Client Services Directorate will ensure the implementation of this Plan by:
• providing disability information and advice to ReturnToWorkSA staff
• coordinating and supporting business areas to complete the actions outlined in this Plan
• reviewing policies, procedures and practices to ensure the needs of people with disability are considered
• providing progress reports to the Directors Leadership Group and Management Team.
ReturnToWorkSA will also provide a progress report in our Annual Report.
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Appendix 1: Definitions
Under federal legislation (Disability Discrimination Act 1992) and SA legislation (Equal Opportunity Act 1984) it is against the law to discriminate against someone based on their disability. Disability discrimination happens when people with a disability are treated less fairly than people without a disability and the discriminator fails to make reasonable adjustments to rectify the situation. It also occurs when people are treated less fairly because they are relatives, friends, carers, co-workers or associates of a person with a disability.
The Disability Discrimination Act 1992 (Cwlth) defines “disability” as meaning:
a) total or partial loss of the person’s bodily or mental functions; or
b) total or partial loss of a part of the body; or
c) the presence in the body of organisms causing disease or illness; or
d) the presence in the body of organisms capable of causing disease or illness; or
e) the malfunction, malformation or disfigurement of a part of the person’s body; or
f) a disorder or malfunction that results in the person learning differently from a person without the disorder or malfunction; or
g) a disorder, illness or disease that affects a person’s thought processes, perception of reality, emotions or judgment or that results in disturbed behaviour;
h) and includes a disability that:
i) presently exists; or
j) previously existed but no longer exists; or
k) may exist in the future (including because of a genetic predisposition to that disability); or
l) is imputed to a person.
The United Nations Convention on the Rights of Persons with Disabilities (UNCRPD) defines persons with disabilities as including those who have long-term physical, mental, intellectual or sensory impairments which in interaction with various barriers may hinder their full and effective participation in society on an equal basis with others. These barriers can be environmental and attitudinal.
This broader understanding recognises that disability may be a product of impairment of functionality but also of the environment in which the person lives. Social, attitudinal, economic and cultural barriers can limit participation as can a person’s individual circumstances (eg nature and degree of impairment, capacities and skills).
The UNCPRD defines ‘discrimination’ on the basis of disability to mean any distinction, exclusion or restriction on the basis of disability which has the purpose or effect of impairing or nullifying the recognition, enjoyment or exercise, on an equal basis with others, of all human rights and fundamental freedoms in the political, economic, social, cultural, civil or any other field.
Appendix 2: People with disability living in South Australia
The Australia Bureau of Statistics (ABS) Survey of Disability, Ageing and Carers 2012 defines a person with disability as someone who has a functional limitation, restriction or impairment, which has lasted, or is likely to last, for at least six months and restricts everyday activities.
In South Australia, over one in five people (357,100 or 21.5%) reported having a disability in 2012. Of these, nearly 90% had a specific limitation or restriction that meant they were limited in the core activities of self-care, mobility or communication, or restricted in schooling or employment. Around 32.0% of people with disability had a profound or severe limitation in one or more of the core activity areas with a further 49.5% having a moderate or mild limitation in core activity areas.
In 2012, there were 22,700 children aged less than 15 years with a disability (7.7% of all children aged less than 15 years). Of these, 54.6% had a profound or severe limitation in core activity areas and 10.6% had a moderate or mild limitation in core activity areas.
ABS findings indicate that there were 219,000 people providing informal assistance to people with disability (13.4% of population). Of these, 56,000 people identified themselves as being primary carers (3.4% of the population).
The ABS also measures the participation of people with disability in a range of activities away from home. In the previous three months, most people with disability had visited relatives or friends (88.6%).
Participation in other specific activities away from home over the previous 12 months was also measured. These include visiting a library, participating in physical activities for exercise or recreation, or attending a sporting event or movie. Nearly one in five (18.0%) South Australians with a disability aged less than 65 years did not participate in any of these activities away from home.
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