Rachel Siewert (WA, Australian Greens) Share this | Link to this | Hansard source

asked the Prime Minister and other ministers, upon notice, on 27 April 2011:

(1) What is the total number of staff currently employed. (2) What is the total number of staff with a disability currently employed. (3) What policies or programs are in place to encourage the recruitment of people with a disability. (4) What retention strategies are in place for people with a disability. (5) What career pathways or plans are on offer for people with a disability; if none, why. (6) Are there any specific targets for recruitment and retention; if not, why not. (7) What policies, programs or services are there to support staff with a disability. (8) Can details be provided of any policies, programs, services or plans currently under development within the department and its agencies, concerning the employment of people with a disability.

Chris Evans (WA, Australian Labor Party, Leader of the Government in the Senate) Share this | Link to this | Hansard source

The Prime Minister has provided the following answer to the honourable senator's question:

Department of the Prime Minister and Cabinet

(1) 1051 as at 27 April 2011.

(2) There are 11 employees who have identified as having a disability.

(3) Job applicants are encouraged to disclose disability status. PM&C provides flexible recruitment practices to accommodate people with a disability in all phases of the recruitment process and with reasonable adjustment once they are employed. PM&C's Workplace Diversity Program is available on the Department's website. PM&C is a gold member of the Australian Network on Disability.

(4) PM&C has a Disability Action Plan registered with the Australian Human Rights and Equal Opportunity Commission. This plan, linked with the Department's Workplace Diversity Program, focuses on addressing the needs of people with a disability through the provision of services and the dissemination of information in relation to disability issues. The plan has three key elements:

These strategies encourage an environment that accepts and adapts to the needs of people with a disability to assist in retaining these employees.

(5) PM&C provides internship opportunities to people with a disability currently studying at a university level. These internships are through the "Stepping Into…" programs from the Department's gold membership with the Australian Network on Disability. The Department currently employs staff with a disability recruited through Koomarri disability services in conjunction with the Department of Education, Employment and Workplace Relations.

All employees within PM&C have access to three free executive coaching sessions per year with an Executive Coach who is a member of the PM&C Career Advisory Panel (CAP). All Executive Coaches on the CAP are professional and independent and contracted by PM&C to provide employees with advice in relation to all aspects of their career. The panel is available to staff on a self-referral basis.

(6) Currently PM&C does not have any disability targets in place as there are no obligations for employees to disclose their disability. PM&C applies its diversity principles in alignment with Commonwealth legislation as well as any principles applied by the Australian Public Service Commission.

People with a disability are encouraged to apply for PM&C positions and all reasonable efforts are made to adjust the selection process to provide an equal opportunity for all applicants.

(7) PM&C provides a supportive environment for staff with a disability. Services for staff with a disability include:

(8) PM&C is reviewing its Workplace Diversity Program and implementing a three year Workplace Diversity Strategy with a focus on people with a disability. The Department is also further developing a reasonable adjustment employment guideline to assist with providing services to staff who identify as having a disability.

Australian Sports Anti-Doping Authority

(1) 62 as at 27 April 2011.

(2) There are no employees who have identified as having a disability.

(3) ASADA does not have a specific program; however, reference to people with disability will be included in the draft policy – "Diversity Plan 2011-2015"under the heading 'Attracting, developing and retaining people with disabilities'.

(4) No current strategies have been developed. All staff are covered under the Workforce Plan 2010-2014 including succession planning and individual career plans as well as the draft Diversity Plan.

(5) All staff have completed Individual Career Plans which are to be reviewed at least annually, preferably bi-annually. Staff can link their careering planning to staff development opportunities.

(6) No targets have been set. Recruitment is based on merit based selection.

(7) OHS requirements are met to ensure the workplace is suitable for the disability being accommodated.

(8) ASADA is aware of the APS Best Practice – Tapping the Talent of People with Disability and intends to ensure the eight objectives are considered in future planning arrangements.

The draft Diversity Plan focuses on creating, developing, maintaining and encouraging a culture that accepts, respects, promotes and values diversity.

Australian Sports Commission

(1) 738 as at 27 April 2011.

(2) There are six employees who have identified as having a disability.

(3) ASC recruitment guidelines and practice require that any reasonable adjustments to cater for special needs be considered as part of the selection process and in employment.

(4) The ASC does not have specific strategies for the retention of people with a disability.

(5) During 2010 and 2011 the ASC has been working in partnership with the ACT Department of Education and Training to establish work placements for students with a disability. These students are being supported to establish careers within their chosen fields through undertaking work experience at the ASC whilst studying and as opportunities arise, are being offered positions at the ASC to assist their transition from school to work.

(6) The ASC does not have specific employment targets for recruitment and retention of people with a disability within the workforce. Despite this, a number of targeted recruitment initiatives have been implemented to increase and sustain the overall representation of people with disabilities, such as establishing a number of work placements for students with a disability.

(7) The ASC is reviewing an existing Disability Action Plan, which forms part of a broader Diversity Strategy under development.

(8) The ASC has taken account of the Government's updated Disability Standards for Access to Premises and is as an affiliate of the ACT Government's Companion Card scheme. This works to encourage and support those with a disability to make use of facilities available, providing greater visibility of, and access to, the ASC including as a potential employer.

Office of the Inspector-General of Intelligence and Security

(1) 13 as at 27 April 2011.

(2) There are no employees who have identified as having a disability.

(3) There are no specific policies or programs in place due to the small number of staff employed by OIGIS and limited recruitment opportunities. Hearing and speech impaired people are invited to use the Department of the Prime Minister and Cabinet's TTY number when applying for employment opportunities in OIGIS.

(4) The OIGIS Enterprise Agreement provides for employees who are affected by a disability to be eligible for a supported wage.

(5) None. Due to the small number of staff employed by OIGIS this is not practical.

(6) Due to the small number of staff employed by OIGIS this is not practical.

(7) The OIGIS Enterprise Agreement provides for employees who are affected by a disability to be eligible for a supported wage. In the event that OIGIS recruited a person with a disability, we would implement policies and services of a similar standard to those provided in the Department of the Prime Minister and Cabinet.

(8) N/A.

National Archives of Australia

(1) 485 as at 27 April 2011.

(2) There are five employees who have identified as having a disability.

(3) The Archives has in place a Workforce Diversity Program 2010-2012 that sets the agency's commitment and objective to attract and retain employees from diverse backgrounds as well as embedding diversity principles into the Archives' culture and daily operations. Some of the strategies within the Program include:

One strategy proposed to address the objectives of the program is to develop a specific People with Disability Employment Strategy. This Strategy is currently being drafted and will target the implementation of formal procedures to recruit and retain people with disabilities.

(4) The People with Disability Employment Strategy which is currently being drafted will provide a range of specific retention strategies.

Current employees with a disability at the Archives have access to:

(5) All staff within the Archives are actively encouraged to manage their career through the implementation of an Individual Performance Agreement and to regularly discuss and assess their work performance and career goals through performance management processes. Assistance is also provided upon request from individuals.

Various training programs provided by the Archives are available to staff at different classification levels to assist them to develop skills in line with their Individual Performance Agreements.

(6) Although the Archives is not using a specific target level for the recruitment and retention of people with a disability, the agency is working to implement a percentage that is in proportion to the Australian population (with reference to the Australian Government's National Mental Health and Disability Employment Strategy).

(7) The Archives has a range of policies and services to support people with a disability including:

(8) The Archives' Workplace Diversity Program 2010-12 provides information to all staff about the importance and relevance of workplace diversity. It recognises the Archives' commitment to workplace diversity and embedding diversity principles into the Archives' culture and operations. The draft People with Disability Employment Strategy aims to attract, recruit and retain people with a disability.

Office of the Commonwealth Ombudsman

(1) 167 as at 27 April 2011.

(2) There are seven employees who have identified as having a disability.

(3) The Office is committed to meeting its obligations under the Disability Discrimination Act 1992 through the Ombudsman's Disability Action Plan and the Workplace Diversity Framework and Plan. The Office also has Recruitment and Selection Guidelines which identify that measures must be taken to eliminate any employment-related disadvantage including on the basis of physical or mental disability.

(4) The Office does not currently have any specific retention strategies, but will be considering these in its review of associated policies and guidelines.

(5) The Office does not currently articulate career pathways in current policies and procedures, but will be considering these in its review of associated policies and guidelines.

(6) The Office does not have any specific targets for recruitment & retention, but will be considering these in its review of associated policies and guidelines.

(7) The Ombudsman's Disability Action Plan and the Workplace Diversity Framework and Plan are targeted at preventing actions or practices that are unfair, discriminatory or illegal, by embedding an anti-discrimination culture. A supportive environment for staff is fostered by the office.

(8) While our Disability Action Plan formally covered the period to 2008, the Office continues to use this plan and principles it contains, and are committed to reviewing this and other related strategies in the near future.

Australian Institute of Family Studies

(1) 69 as at 27 April 2011.

(2) There is one employee who has identified as having a disability.

(3) The Institute's Disability Action Plan encourages recruitment of people with a disability through:

(4) The Institute's Disability Action Plan aims to retain people with a disability through:

(5) The Institute's Disability Action Plan encourages the identification of career development needs and opportunities for people for inclusion in performance management plans.

(6) The Institute does not currently have any specific targets for the recruitment and retention of people with a disability though these may be included in future plans.

(7) The Institute's Disability Action Plan provides support for people with a disability through:

(8) The Institute does not currently have any policies, programs, services or plans under development concerning the employment of people with a disability.

Office of the Official Secretary to the Governor-General

(1) 92 as at 27 April 2011.

(2) There is one employee who has identified as having a disability.

(3) The Office has a draft Recruitment and Retention Strategy that will be submitted at the next meeting of the Workplace Consultative Committee meeting (which is scheduled for 11th May 2011) for consultation with all employees. This strategy will accommodate all target groups.

(4) Retention strategies are incorporated into the draft Recruitment and Retention Strategy.

(5) There is limited opportunity for career progression for all employees within a small agency.

(6) There are no specific targets for recruitment and retention. People with a disability or other target groups are not excluded they are considered as part of the normal process and the Office would take action to accommodate any specific requirements.

(7) The Office has in place good OHS procedures and facilities to accommodate and support all staff.

(8) Incorporated into the Office draft Recruitment and Retention Strategy.

Australian Public Service Commission

(1) 263 as at 27 April 2011.

(2) There are 16 employees who have identified as having a disability.

(3) People with disability are encouraged to apply; reasonable adjustments are available as part of the selection process

(4) Reasonable adjustment and assistive technology, equal access to training and career development opportunities, access to flexible working arrangements

(5) There are no specific career pathways or plans for people with disability within the Commission. All Commission employees are able to plan their career development needs within the context of the performance management system.

(6) There are no specific targets for the recruitment and retention of people with disability in the Commission. While the Commission believes that there is always room for improving current practices and policies regarding the recruitment and retention of people with disability, targets are not currently under consideration as a means of improving the Commission's own performance. The Commission's representation of people with disability in its workforce has ranged from 9.4 percent to 9.6 percent over the past three years.

(7) The Commission encourages staff with disability to communicate their needs for adjustments and assistive technology that will enable them to perform at their full capacity. The Commission accesses assistance through initiatives such as the Employer Assistance Fund (administered by the Department of Education, Employment and Workplace Relations) for financial help with the cost of workplace modifications and services. The Commission also works closely with disability employment service providers when recruiting and supporting employees with disability.

(8) The Commission is currently drafting its Disability Action Plan for comment from employees, and as part of its membership of the Australian Network on Disability continues to look at ways of improving its performance in this area. The Commission also continues to work with disability employment service providers to improve the attraction and recruitment of people with disability into the workforce.

Office of the Australian Information Commissioner

(1) 84 as at 27 April 2011.

(2) There are no employees who have identified as having a disability.

(3) The OAIC has a workplace diversity plan in place encouraging the employment of persons with disabilities. Principles of reasonable adjustment are included in the OAIC's selection processes. The website is designed to be accessible to persons with visual impairments; TTY facilities are also available for the provision of selection criteria. The OAIC is co-located with the Australian Human Rights Commission, which provides corporate services, specialist employment advice and is an active participant in the employers forum for people with disabilities.

(4) The OAIC has fully accessible premises and has flexible working arrangements embedded in the Certified Agreement.

(5) There are no specific pathways or career plans in place targeting people with disabilities. The OAIC is a small organisation which was only formed 7 months ago and this is an area where policies are yet to be developed.

(6) There are no specific targets for recruitment and retention of people with disabilities. The OAIC is a small organisation which was only formed seven months ago and this is an area where policies are yet to be developed.

(7) Principles of reasonable adjustment apply as do flexible working arrangements. The Employee Assistance Program provides an employer funded counselling service to staff.

(8) There are currently no policies, plans or services under development concerning the employment of people with disabilities

Office of National Assessments

(1) 148 as at 27 April 2011.

(2) There are three employees who have identified as having a disability.

(3) The ONA Workplace Diversity Program and Disability Action Plan ensure that all employment applicants receive fair and equitable treatment in the staff selection process.

(4) ONA's Disability Action Plan and Workplace Diversity Program ensure that there is no disability discrimination in ONA's administrative policies, facilities and services. The strategies focus on addressing the needs of people with disabilities in order to maximise retention.

(5) ONA's Workplace Diversity Program outlines its commitment to addressing employment equity, career development and opportunities for advancement.

(6) No. ONA's Workplace Diversity Program and the ONA Disability Action Plan aim to ensure that there is a level playing field while adhering to the merit principle.

(7) ONA's Disability Action Plan and Workplace Diversity Program.

(8) ONA's procurement processes actively seek to acquire services available through Australian Disability Enterprises.

Australian National Audit Office

(1) 359 as at 30 April 2011.

(2) There are two employees who have identified as having a disability.

(3) The ANAO has a Workplace Diversity Program 2009-2011. The Program supports diversity in the workplace and provides support for staff, including those with disabilities.

(4) There are no specific retention strategies in place for staff with disabilities.

(5) Staff with disabilities are encouraged to apply for promotions and opportunities within the ANAO and individualised support is provided if requested.

(6) No, the ANAO does not have targets for recruitment and retention. The ANAO has a staffing profile and recruits employees through merit-based processes, taking into account the principle of reasonable adjustment.

(7) Staff who identify themselves as having a disability are assisted in whatever way is most effective in providing them with the work environment to allow them to carry out their work.

(8) The ANAO's policy is to provide personalised services and support to staff with disabilities that meet their particular requirements.

Museum of Australian Democracy at Old Parliament House

(1) 102 as at 27 April 2011.

(2) There are no employees who have identified as having a disability.

(3) OPH complies with general APS employment policies and guidelines but has no specific policies or programs in place to encourage the recruitment of people with a disability.

(4) OPH has no specific retention strategies in place to encourage the recruitment of people with a disability.

(5) Given its status as a small, stand-alone Executive Agency, OPH has no separate career pathways or plans designed and intended specifically for persons with a disability.

(6) Given its status as a small, stand-alone Executive Agency, OPH has no specific targets for recruitment and retention of persons with a disability.

(7) Given the absence at present of any staff with disabilities, and its status as a small, stand-alone Executive Agency, OPH has no dedicated policies, programs or services in place to support staff with a disability. However, building accessibility and facilities have recently been improved for the benefit of any visitors and staff who might have a physical disability.

(8) Nil.

Australian Film, Television and Radio School

(1) 112 as at 27 April 2011.

(2) There are two employees who have identified as having a disability.

(3) Relevant policies to encourage the recruitment of people with a disability include the EEO Policy, the Disability Discrimination Policy and recruitment policies.

(4) Individual plans are based on the needs of the staff member e.g. provision of voice activated software or an ongoing relationship with an external support agency.

(5) No specific plans. Support through the usual annual performance agreement process.

(6) AFTRS operates a merit based recruitment process with the exception of one position which is identified for a person with an intellectual disability.

(7) No specific policies, programs or services. Assistance provided as necessary.

(8) None under development.

Screen Australia

(1) 134 as at 27 April 2011.

(2) There are no employees who have identified as having a disability.

(3) There are no specific policies or programs in place to encourage the recruitment of people with a disability.

(4) Not applicable.

(5) Not applicable.

(6) No. Screen Australia operates a merit based recruitment process.

(7) Not applicable.

(8) None currently available.

Australian National Maritime Museum

(1) 132 as at 27 April 2011.

(2) There are four employees who have identified as having a disability.

(3) None, although the recruitment policies and practices are non-discriminatory.

(4) No formal retention strategies are in place.

(5) Currently the ANMM does not have a specific disability career plan. However, it has a Disability Action Plan and is committed to implementing it.

(6) No, although the recruitment policies and practices we have are non-discriminatory.

(7) A Disability Action Plan.

(8) We are considering an initial draft Reasonable Adjustment Policy developed by the Australian Network on Disability, of which we are a silver member.

National Film and Sound Archive of Australia

(1) 232 as at 27 April 2011.

(2) There are seven employees who have identified as having a disability.

(3) The Workplace Diversity Program 2011-2013, under the NFSA People and Culture Strategy which incorporates a 'Strategy for the employment of people with disability'.

(4) The NFSA People and Culture Strategy promotes an organisational culture and work environment which ensures compliance with the APS Values of providing a workplace free from discrimination and promoting equity in employment.

(5) The Workforce Planning and Development strategy identifies 'critical skills' and 'skills at risk'. It encompasses succession planning and workforce learning and development for all staff, to provide the relevant skills development in both their current role and desired future career path.

(6) All recruitment decisions are made on merit.

(7) Flexible recruitment strategies including accessible job advertisements and flexible selection processes; making reasonable adjustments to the workplace; allowing access to flexible working practices such as flexible working hours and job sharing; tailoring training programs to individual needs; and the NFSA Collective Agreement provides for the reimbursement of medical aides for staff, such as visual and hearing aids.

(8) The draft Workplace Diversity Program 2011-2013 provides details of NFSA policies related to the employment of people with disabilities.

National Gallery of Australia

(1) 329 as at 27 April 2011.

(2) There are five employees who have identified as having a disability.

(3) The Recruitment and Selection Policy advises selection panels to take measures to eliminate any employment-related disadvantage on the basis of gender, race or ethnicity, or physical or mental disability.

The Reasonable Adjustment Policy provides a framework which enables applicants with disabilities to provide information to ensure that they can be safely accommodated during the selection process and provides ongoing support to staff once appointed.

The Diversity Plan aims to create a culture of encouraging diversity, by identifying and then lessening the barriers to diversity in the areas of attraction, recruitment, retention, development and performance management.

(4) The NGA aims to provide a welcoming, supportive environment for people with a disability including providing flexible work practices and learning options.

(5) Employees with a disability are afforded the same career opportunities as any other employee at the NGA.

(6) No, all appointments to the NGA are based exclusively on merit to ensure equal employment opportunities for all.

(7) The Reasonable Adjustment Policy provides ongoing support to staff with disabilities.

(8) No policies, programs, services or plans are currently under development.

National Museum of Australia

(1) 294 as at 27 April 2011.

(2) There are five employees who have identified as having a disability.

(3) The NMA policies are consistent with the Australian Public Service Commission's report 'Employment of People with a Disability in the APS'.

(4) The NMA uses a range of measures to retain employees who have identified as having a disability and tailors responses that are appropriate to the individual's situation. Previously, the NMA has used the following services and strategies to assist in the retention of staff with disabilities: JobAccess and Jobs in Jeopardy, external mentors, workplace assessments and rehabilitation case managers. The NMA is also a member of the Australian Network on Disability.

(5) The NMA's Workplace Conversations process (performance management and development) is used to identify and assist individuals manage their personal career aspirations. The NMA has also accessed mentors for individual staff through the Australian Network on Disability.

(6) The NMA does not have a specific target for recruitment and retention of people with a disability. It has established a Disability Working Group as part of the broader Workplace Diversity Plan, with recruitment and retention targets currently under discussion.

(7) The NMA has established a Disability Working Group which oversees the review, development and implementation of policies, programs and services to support staff with a disability.

(8) The NMA's Disability Working Group is currently reviewing induction processes, developing strategies to increase awareness of disability issues, reviewing its rehabilitation policy and reviewing compliance with building codes.

Australia Council

(1) 120 as at 27 April 2011.

(2) There are two employees who have identified as having a disability.

(3) The Cultural Engagement Framework: Arts & Disability Action Plan.

Equal Employment Opportunity Policy

Recruitment and Selection Policy

Equal opportunity e-learning module is provided as part of the employee induction program

TTY Relay Service is available for employees to communicate with potential candidates who have hearing and/or speech impairments via the telephone

(4) Public transport scheme

OHS: ergonomic assessments and training

Home-based work policy

Annual performance reviews

(5) The Australia Council's performance management framework allows for regular two-way communication between managers and their team members. This framework ensures effective and appropriate evaluation of the performance of employees, including those with a disability.

The Australia Council's SKILL UP! learning & development program allows for performance assessment and development opportunities to be catered to the skills of individual employees, including those with a disability.

(6) The Australia Council has an allocated permanent position for a person with an intellectual disability. There is currently an employee in this allocated position

(7) Home-based work policy

Remote accessibility of IT & information systems

Employee Assistance Program

Ergonomic workstation assessments and training

(8) The Australia Council Arts and Disability Action Plan 2011-2013 is currently under review.

Australian Business Arts Foundation

(1) 27 as at 27 April 2011.

(2) There are no employees who have identified as having a disability.

(3) There are no specific policies or programs to encourage the recruitment of people with a disability but AbaF would make every effort to ensure