Internal and regulatory framework
The following diagram demonstrates the internal framework of diversity and inclusion plans at DPC and shows where the Disability Access and Inclusion Plan fits into that framework. It also shows the relevant laws, standards and guidelines considered in developing this plan.
Figure 1: Internal and regulatory framework
Consultation and development
DPC partnered with the Australian Network on Disability to facilitate consultation for this plan. This included a desktop review of the previous Disability Action Plan, an online staff survey, individual interviews, focus groups and an analysis of recent People Matter Survey results (refer to diagram below).
The plan’s development also considered a Victorian Public Sector Commission analysis of Victorian public service (VPS) People Matter Survey results from 2018, 2019 and 2021. This analysis showed that successfully implementing workplace adjustments is a key determinant of people with disability’s level of satisfaction and engagement in the workplace.
Further, the plan considers the findings of the VPS Enablers Network Research Project — a two-year project that focused on the experiences of staff with disability and staff who are carers of people with disability in the VPS. This project identified nine opportunities for improvements across workplaces, and this plan seeks to integrate these opportunities within its action areas.
Themes
During consultation, DPC employees indicated a positive attitude towards people with disability generally and wanted to support people with disability where they could. Many believed DPC was already reasonably accessible and inclusive but felt there was more to be done. The clear priorities for DPC that emerged from consultations were inclusive recruitment, accessible premises, visibility of workplace adjustments and career development opportunities.
Key opportunities identified during consultations included:
- promoting the support available for people with disability
- establishing ways to support candidates with disability during the recruitment process
- introducing professional development opportunities for people with disability
- developing accessibility resources across DPC
- increasing awareness of disability through disability confidence training.
Figure 2: Consultation and development
Updated