Disability Access and Inclusion Plan Outcomes

In accordance with the Disability Services Act 1993, s.29 and Schedule 3 of the Disability Services Regulations 2004, the department is required to implement strategies and initiatives identified in the Department’s Disability Access and Inclusion Plan (DAIP).

The department’s 2015-2020 Disability Access and Inclusion Plan has been submitted to the Disability Services Commission.

The department’s progress on implementing the plan is reported to the Disability Services Commission. Most of the planned strategies in 2016-17 were completed against the outcomes as outlined below:

Outcome 1: People with disability have the same opportunities as other people to access the services of, and any events organised by, the department.

The department is committed to providing equal access for people with a disability to all public events in appropriate venues. The department’s Events Manual provides guidelines for employees when conducting events, emphasising that events must cater for the needs of people with disabilities. It also includes a checklist for staff organising department-sponsored events to ensure that no individual or group is excluded from participating.

The department provides disability awareness training to all new staff as part of their induction program and has included Disability Access and Inclusion Training as part of the Professional Development Program which is available to all staff.

Outcome 2: People with disability have the same opportunities as other people to access the buildings and other facilities of the  department.

The department continues to ensure that all office buildings and facilities are physically accessible to people with disabilities. Two  additional disabled bays have been provided at Mineral House bringing the number of available bays to four. Braille signage has been fitted to all toilets and change-room doors throughout Mineral House and, as part of a lift refurbishment program, the lifts are being progressively upgraded to include accessible buttons including braille. A ramp has recently been installed at the Kalgoorlie office to facilitate safe emergency exit for people with  disabilities.

Outcome 3: People with disability receive information from the department in a format that will enable them to access the information as readily as other people are able to access it.

The department has completed a website enhancement project to ensure the website meets access requirements. This has been supplemented by training of the department’s web content officers. The department also ensures that its information is available in alternative formats upon request.

Outcome 4: People with disability receive the same level and quality of service from the staff of a public authority as other people receive from the staff of the department.

The department is committed to treating all customers and stakeholders equally in an open, honest and impartial manner at all of the department’s offices, and provides specific training to its customer service staff to ensure this occurs.

Outcome 5: People with disability have the same opportunities as other people to make complaints to the  department.

The department has an effective internal complaints management system whereby the Director General is ultimately answerable to complaints. Complaints are addressed impartially through an open and transparent process. Importantly, the department recognises that complaints are a useful tool for improving services. Complaints are accepted in all formats such as by telephone, email, written or in person.

Outcome 6: People with disability have the same opportunities as other people to participate in any public consultation by the  department.

The department is committed to improving public participation opportunities for all people in the community, including those with a disability. This approach recognises the importance of engaging people of varying backgrounds, skills, talents and perspectives in the consultation process. Wherever possible the department ensures that any public consultation process is held in an accessible venue and that information is available in alternative formats if required, including Auslan interpreters.

Outcome 7: People with disability have the same opportunities as other people to obtain and maintain employment within the  department.

The department provides job-related information in alternative formats upon request, holds interviews in accessible venues and continues to improve the attraction, recruitment and retention of employees with a disability. In October 2016, the department partnered with Job Access and the National Disability Recruitment Coordinator to review its policies and procedures to ensure they are inclusive and represent best practice in attracting, developing and retaining people with disability.

The department is committed to further increasing its workforce representation of people with a disability. Recently, an employee was matched with a Guide Dog through Guide Dogs WA. All staff were notified of this and, where required, were briefed in relation to behaviours towards a Guide Dog in the workplace.

Employing people with a disability is included in the department’s Equal Employment Opportunity and Diversity Plan and is reported on  quarterly.