Department of Justice Disability Inclusion Action … · Web viewI am pleased to present the...

Disability Inclusion

Action Plan

2015-18

Copyright: © State of New South Wales through the Department of Justice 2015. You may freely deal with this work for any purpose, other than profit.

ISBN: 978-1-922257-29-1 (online docx)

Disclaimer: This document has been prepared by the Department for general information purposes.

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Disability Inclusion Action Plan 2015-18 of 31

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Table of Contents1. Secretary’s message............................................................................................................4

2. Guiding principles.................................................................................................................5

3. Policy and legislative context...............................................................................................6

4. The Department of Justice and people with a disability......................................................7

5. Consultation process............................................................................................................8

6. Disability Inclusion Action Plan.............................................................................................9

6.1. Outcome 1 – Attitudes and behaviours 9

6.2. Outcome 2 – Liveable communities 13

6.3. Outcome 3 – Employment 15

6.4. Outcome 4 – Systems and processes 24

7. Monitoring, evaluation and reporting..................................................................................29

8. Appendices........................................................................................................................ 30

8.1. Disability principles 30

8.2. Contributing divisions, branches and units of the department 31


1. Secretary’s messageI am pleased to present the Department of Justice’s Disability Inclusion Action Plan 2015-2018.

Section 12 of the Disability Inclusion Act 2014 (NSW) requires each public authority to develop a Disability Inclusion Action Plan (DIAP). This DIAP was developed to outline the steps the Department will take to ensure people with disability are able to access the Department’s services and fully participate in the community.

This DIAP supports the general principles of disability inclusion, as well as the approach to inclusion contained in the NSW Disability Inclusion Plan. The Department recognises the important rights that people with disability have, including the right to participate in society, access information, be able to live free from violence and have their diverse needs respected. All staff of the Department have a responsibility to support and promote inclusion of people with disability.

The Department is involved in other areas of work affecting people with disability, including addressing the overrepresentation of people with cognitive and/or mental health impairments in the criminal justice system, In 2016, the Department will develop a new Disability Justice Strategy, that builds on our work creating more inclusive mainstream services, and works towards improving access to justice for people with disability.

The strategies in this DIAP have been developed in consultation with people with disability, their advocates and our staff with disability. This collaboration has provided a clear direction for our work, and we look forward to making our mainstream services truly inclusive of people with disability.

Andrew Cappie-WoodSecretaryNSW Department of Justice


2. Guiding principlesThe Department’s guiding principles commit us to work towards:

Providing mainstream services in an inclusive manner

Supporting and promoting the principles of flexible service delivery

Training our staff to understand the impacts of attitudinal barriers in the provision of

inclusive services

Ensuring that people with disability are aware of and can effectively access information in

accessible formats about the Department’s services

Building all new and renovated environments to comply with the Disability Discrimination

Act 1992 (Cwth) Access to Premises Standards

Consulting people with disability in the development of inclusive policies, programs and

services

Being an employer of choice for people with disability, where their skills and experiences

are valued


3. Policy and legislative contextThis Plan reflects the Department’s implementation of the principles of disability inclusion, in

the context of the following legislation and policy frameworks:

UN Convention of the Rights of Persons with Disabilities

Disability Inclusion Act 2014 (NSW)

Disability Discrimination Act 1992 (Cth)

Anti-Discrimination Act 1977 (NSW)

Government Sector Employment Act 2013 (NSW)

Victims Rights and Support Act 2013 (NSW)

Department of Justice Strategic Plan

National Disability Strategy

NSW Disability Inclusion Plan

National Disability Insurance Scheme reform


4. The Department of Justice and people with a disability

The Department of Justice delivers legal, court and supervision services to the people of NSW. It does this by managing courts and justice services, implementing programs to reduce crime and reoffending, managing custodial and community-based correctional centres and programs, protecting rights and community standards and advising on law reform and legal matters. In 2015, the Department had a full-time equivalent workforce of over 11,000.

The Department is made up of ten divisions:

Arts & Culture

Corrective Services NSW

Courts and Tribunal Services

Finance

Justice Strategy & Policy

Juvenile Justice

Liquor, Gaming & Emergency Management

NSW Trustee & Guardian

Office of the Secretary

Organisational Performance and Operations

The Department works within the diverse community of NSW. In the 2012 Survey of Disability, Ageing and Carers, 18.5% of the population identified as having a disability.1 This means that approximately one in five people who come into contact with the NSW Justice system will have a disability. There is significant evidence that people with disability are overrepresented in the criminal justice system, as victims of crime and offenders. There are certain areas of the Department that have large numbers of clients with disability (NSW Trustee & Guardian and Public Guardian), or that have specialist support available for people with disability (Corrective Services and Juvenile Justice). In 2014, 6.6% of the Department’s staff identified as having a disability.2

1 Available at the Australian Bureau of Statistics website: http://www.abs.gov.au

2 Department of Police and Justice 2013-2014 Annual Report


http://www.abs.gov.au/

5. Consultation processThe Department held a community consultation on 30 September 2015, which brought together people with disability and organisations from the disability sector, to seek their feedback on priorities for the DIAP.

A separate consultation at Self Advocacy Sydney was held on 2 October 2015, to ensure the voices of people with intellectual disability were heard. Board members of Self Advocacy Sydney provided strong feedback in the focus areas of attitudes and behaviours and systems and processes.

The Department’s Staff with Disability Network were consulted on 28 August 2015, and provided valuable feedback on improving the outcomes for employees with disability.

The following priorities were identified from the consultation, and have been incorporated into the actions within the plan:

Improved training for staff

Improved accessibility of buildings

Removing barriers to employment

Providing accessible information


6. Disability Inclusion Action Plan

6.1. Outcome 1 – Attitudes and behaviours

Aim and expected outcome Increased awareness among Department of Justice staff of disability issues

Improved service provision to people with disability

Understanding across the Department of the importance of inclusion

Target population Staff of the Department

People with disability

Resources Courts and Tribunal Services operational training

Diversity Services – Flexible Service Delivery training

Strategic Human Resources – Leadership and Capability Development

CS/JJ training

LawAccess training


DIAP Outcome 1 – Attitudes and behavioursNo. Action Key Performance Indicators Responsibility Timeframe1.1 Court Services staff complete ‘Disability &

Flexible Service Delivery’ e-learning module every twelve months

100% of staff complete training annually Court Services 30 June 2016 then annually

1.2 Work with Courts and Tribunal Services operational training to include the following topics in the Court Staff and Client Service Skills training: using the infrared hearing assistance

kits understanding of using Auslan

interpreters service provision to clients who are blind

or who have a vision impairment

Updated Court staff and Client Service Skills Training

Court Services June 2016

1.3 All Registrars and Senior Registrars have an achievement plan that includes a key performance indicator related to engagement with local disability groups

100% of Registrar and Senior Registrar Achievement plans include an accountability to:1. Engage with Disability

Advocacy/Service groups in their communities

2. Invite Disability Advocacy/Service groups to Court User Forums

3. Develop a Disability Inclusion Action plan for their location

Plans and progress are reported quarterly in the standard business reports


1.4 Communications on accessing AccessLink are prepared and presented to all Court Services staff

Information is presented to Registrars via a telecommunications presentation

Registrars present information on AccessLink to all staff


1.5 Conduct disability awareness training for staff working with offenders in community

Number of staff trained Number of courses run


Ongoing


DIAP Outcome 1 – Attitudes and behavioursNo. Action Key Performance Indicators Responsibility Timeframe

and custody

1.6 Promote a culture of disability inclusion within the Department

Promotion of the benefits of disability inclusion to Managers

Diversity Services/ Strategic Human Resources

June 2016

1.7 Continue to provide Disability Awareness and Flexible Service Delivery training programs to all areas of the Department

Disability Awareness and Flexible Service Delivery training is available and accessed across the Department

Diversity Services Ongoing

1.8 Develop new training modules for staff on issues for people with a cognitive and/or mental health impairment, including: recognising a cognitive and/or mental

health impairment communication the impacts of trauma

New modules developed Diversity Services December 2016

1.9 Conduct ‘Working with people with disability’ training for staff working with children and young people in the community and custody

Number of people trained Number of courses run

Juvenile Justice Ongoing

1.10 Induction of new frontline staff in the Legal Information Group and Legal Advice Group of LawAccess NSW will include: The social model of disability Flexible service delivery Effective communication with people

with a cognitive impairmentHow to make and receive a call using the National Relay Service

100% of new Legal Information Group and Legal Advice Group staff trained

LawAccess NSW Ongoing

1.11 Members of the Legal Information Group and Legal Advice Group to undertake enhanced disability awareness training and refresher training thereafter that will

90% of Legal Information Group and Legal Advice Group trained

LawAccess NSW Enhanced disability awareness training by 30


DIAP Outcome 1 – Attitudes and behavioursNo. Action Key Performance Indicators Responsibility Timeframe

include: The social model of disability Flexible service delivery How to make and receive a call using

the National Relay Service

December 2016;Refresher training in each year of 2017 and 2018

1.12 Frontline staff and management complete Flexible Service Delivery training

80% of Births, Deaths & Marriages staff complete Flexible Service Delivery training

Registry of Births, Deaths & Marriages

December 2016


6.2. Outcome 2 – Liveable communities

Aim and expected outcome Increased awareness of the importance of inclusion

People with disability have equitable access to buildings and facilities



Resources Asset Management Services funding

DIAP Outcome 2 – Liveable communitiesNo. Action Key Performance Indicators Responsibility Timeframe2.1 Remain informed in relation to the

developing Disability Discrimination Act 1992 (Cth) ‘Access to Premises’ Standards and respond accordingly in our building specifications

New facilities comply with the Building Code of Australia (BCA) and the Disability Discrimination Act as far as possible.

Asset Management Services

Ongoing

2.2 Innovative solutions will be considered where heritage issues are potentially in conflict with access requirements, with an eye to addressing the access issues within the spirit of the Disability Discrimination Act 1992 (Cth) while maintaining the heritage listed elements of the building

New facilities comply with the Building Code of Australia (BCA) and the Disability Discrimination Act as far as possible

Priorities for access improvements of existing buildings are identified and integrated into the Asset Management Services’ Access Improvement Program


Ongoing


DIAP Outcome 2 – Liveable communitiesNo. Action Key Performance Indicators Responsibility Timeframe2.3 Roll out access improvements to jury

facilities where jurors regularly sit, as funding permits

Accessible jury facilities will be provided at all trial courts where juries regularly sit


December 2018

The Department's Access Audits of leased premises will be included within the Asset Management access provision workplans

Provide a list of accessible services and facilities by March 2018


Ongoing

2.4 Disability infrastructure planning will be identifiable within the Department's Total Asset Management (TAM) plan

Disability infrastructure planning is reflected in Total Asset Management (TAM) plans


Ongoing

2.5 Reinforce the importance of business continuity plans providing adequate accommodation and services for the ongoing needs of persons with a disability recognising that these are temporary arrangements and that alternative working arrangements including work from home may be required in the short term

Business Continuity Plans will be reviewed annually to ensure they address issues for people with disability


Ongoing

2.6 Registrars develop and include disability inclusion action plans in their annual business plans

100% of Registrar’s annual business plans include disability inclusion action plans for the location


2.7 Registrars consult with Asset Management Branch and Diversity Services in building refurbishments to consider disability access requirements for courts

100% of all court refurbishments include consultation with AMS & Diversity Services

Court Services Ongoing

2.8 While waiting for physical modifications to buildings and facilities, managers will develop and implement alternative service provision procedures within Flexible Service Delivery principles

Alternative service provision provided where necessary

Managers Ongoing


6.3. Outcome 3 – Employment

Aim and expected outcome Increased number of people with disability recruited across all divisions of the Department

Increased representation of staff with disability within the Department

An inclusive workplace that supports and values the contributions of staff with disability

Target population Staff of the department


Resources Strategic Human Resources expertise and support

DIAP Outcome 3 - EmploymentNo. Strategy Action Key Performance Indicators Responsibility Timeframe

Focus Area A: Attraction and recruitment

3.1 Embed disability employment targets and strategies into workforce planning and business

Incorporate disability employment targets and strategies into all business plans

Business plans and workforce planning processes include disability employment targets and strategies

Senior Executives June 2016



planning processes Develop disability employment metrics and analytics to identify under-performing areas within the Department and develop appropriate recruitment strategies to address any identified imbalances

Disability employment metrics and analytics are developed

Strategic Human Resources

January 2016

Provide quarterly reports to the Secretary, heads of divisions and all business centre managers showing disability employment representation against performance targets (by division/branch/business unit) to monitor progress

Quarterly disability employment reports are provided


Quarterly

Improve the accuracy of disability employment statistics by developing methods which encourage new staff to disclose disability when completing the Workforce Diversity Data Collection Survey

Increase in number of new staff completing the Workforce Diversity Data Collection Survey


Ongoing

3.2 Promote the Department as an inclusive organisation and an 'employer of choice' for people with disability

Complete the review of current recruitment processes, selection materials and access points available to job applicants with disability to ensure that they support inclusion and are non-discriminatory

Review of recruitment processes and selection materials is completed and any recommendations are implemented


January 2016

Develop appropriate disability statements to be used in job advertisements encouraging

Disability employment statements and information on reasonable adjustments are


January 2016



people with disability to apply for roles. Provide clear information on how to request a reasonable adjustment during the selection process

developed and used in job advertisements

Develop and publish appropriate content across different media which promotes disability inclusion and encourages people with disability to apply for roles e.g. Department of Justice career internet page, careers brochures and other promotional collateral

Appropriate content is produced and published

Strategic Human Resources/Strategic Communications

March 2016

Develop relationships with Disability Employment Service (DES) providers and other external disability organisations to promote awareness of employment opportunities at the Department

Relationships with DES providers are established

Strategic Human Resources/Hiring Managers

Ongoing

Court Services review recruitment strategies to encourage people with disability to apply for positions

Percentage of employees with a disability targets are met

Court Services Ongoing

3.3 Ensure recruitment processes are fair and accessible and do not disadvantage people with disability

Complete the review of recruitment processes to identify what support is currently available for people with disability and identify any remaining barriers or gaps

Review of recruitment processes is completed and recommendations are implemented


January 2016

Ensure all job advertisements, online application systems and recruitment assessments are

All job advertisements, information packs, online application systems and


January 2016



accessible to people with disability.

recruitment assessments are made accessible to people with disability

Monitor and analyse the impact of new methods of recruitment assessments on the application and success rates for people with disability

Application rates and success rates are included in disability employment metrics and analysed quarterly


Quarterly

Develop and promote practical resources and information to recruiters, hiring managers and selection panel members about best practice for attracting and employing people with disability including providing reasonable adjustments during the selection process

Practical resources and guidelines are developed and disseminated to recruiters, hiring managers and panel members

Strategic Human Resources/Hiring Managers

March 2016

Develop and integrate disability awareness into hiring manager training courses delivered to staff involved in recruitment aimed at building confidence in recruiting people with disability

Disability awareness is included in hiring manager training courses


March 2016

Ensure role descriptions are based on the inherent requirements of a job and do not inadvertently discriminate against people with disability

Role descriptions are created in conjunction with trained job design experts in Human Resources to ensure they do not disadvantage people with disability

Strategic Human Resources/All Managers

Ongoing

3.4 Develop new employment pathways for people

Develop and implement programs that support employment pathways for young people with

Number of traineeships, internships and work experience placements


Ongoing



with disability disability such as school-based traineeships, work placement programs and internships

offered

Review and identify opportunities for targeted recruitment initiatives for people with disability, including entry points at various salary levels

Number of targeted roles Strategic Human Resources/All Managers

Ongoing

Develop a business case and seek approval for funding for a flagship initiative: e.g. a 3-year Pilot Program for the Employment of People with Disability

Approval and implementation of pilot program


June 2016

Develop strategic partnerships with Disability Employment Service (DES) providers to utilise their expertise in sourcing and recruiting people with disability

Partnerships with DES providers are established


Ongoing

Focus Area B: Retention and career development

3.5 Create a more inclusive and supportive workplace for staff with disability

Promote membership of the Department’s Staff with Disabilities Network to new and existing staff

Number of staff participating in the Staff with Disabilities Network activities and events


Ongoing

Promote awareness and participation in events that recognise International Day for People with a Disability and organise events that recognise other days of significance

Events to recognise International Day for People with Disability and other significant days are organised

Strategic Human Resources/Strategic Communications/Diversity Services

Ongoing

Engage and encourage members of the Staff with Disabilities

Staff with disability participate in external forums,


Ongoing



Network to participate at cross-sector disability forums, conferences, working groups and external disability networks

conferences and networks

3.6 Promote reasonable adjustment information to all staff and managers and ensure appropriate reasonable adjustments are provided to staff with disability

Develop an effective communications strategy to promote the new Reasonable Adjustment Guidelines to ensure that all managers and staff are made aware of their rights and responsibilities and how to apply and obtain reasonable adjustments at work

Reasonable Adjustment Guidelines are promoted and implemented


January 2016

Ensure all managers and staff are made aware of the procedures for applying for funding for reasonable adjustments through JobAccess and other programs.

Funding sources for reasonable adjustments are communicated to managers and staff on a regular basis through various mediums


Ongoing

Ensure all staff with disability have access to workplace assessments where appropriate

Staff advised of availability of workplace assessments


Ongoing

3.7 Provide capability and career development opportunities for staff with disability

Ensure staff with disability have access to appropriate reasonable adjustments to participate in training programs i.e. staff are notified that adjustments are available in enrolment advice and requests met on needs basis

All training programs offer reasonable adjustments


Ongoing

Ensure that all staff with disability utilise the 'myPerfomance' framework to identify career and capability development

All staff with disability have performance management and development plans

Strategic Human Resources/All staff

December 2017



opportunities

Encourage staff with disability to participate in both internal and external management and leadership programs

Number of staff with disability participating in leadership programs

Strategic Human Resources/All managers

Ongoing

3.8 Provide effective ways for staff with disability to influence and contribute to decision making

Ensure Staff with Disabilities Network members are represented at the Department's Equity and Diversity Alliance meetings so that the views of the network are represented

Members of the network attend all Equity and Diversity Alliance meetings

Strategic Human Resources/Staff with Disability Network

Ongoing

Encourage and facilitate Staff with Disabilities Network members to contribute to the review and development of departmental policies and guidelines

Staff with Disabilities Network members review and provide feedback on departmental policies, guidelines and procedures


Ongoing

Provide opportunities for Staff with Disabilities Network members to participate in corporate planning days

Number of network members participating at corporate planning days


Ongoing

3.9 Ensure organisational restructures and change do not disproportionately affect staff with disability

Ensure all Change Management Plans for Organisational Change take into account the impact on staff with disability, and additional support services are provided to these staff during transition to new structures or redeployment where necessary (as required in Sections 10 and 11 of the DPC Directive D2011_014 Agency Change Management Guidelines)

Change Management Plans include provisions relating to the impact on staff with disability

Additional support services are provided where required

Senior Executives/All Managers

Ongoing



Focus Area C: Inclusive and supportive workplace

3.10 Promote a culture of inclusion within the Department that supports staff with disability and highlights best employment practices

Review and update disability awareness training components of existing staff induction and operational training programs

Existing staff induction and operational training programs are reviewed and updated where appropriate


March 2016

Research and develop an appropriate disability inclusion/awareness training framework available to all staff within the Department e.g. a disability awareness e-learning course supported by face-to-face training where required

Disability inclusion/awareness training is developed and implemented

Strategic Human Resources/Diversity Services

June 2016

Continue to enhance and promote the HR workforce diversity intranet site as the primary resource for disability information for managers and staff

The HR workforce diversity intranet site is promoted to staff

Number of visits to workforce diversity disability intranet pages


Ongoing

Communicate good news stories demonstrating good practice in disability employment within the Department and externally to DES providers and other disability organisations.

Good news stories and case studies are shared internally and externally


Ongoing

Recognise the achievements of staff who have demonstrated excellence in disability employment in the Department's Diversity and Accessibility Excellence Award

Accessibility and Diversity Excellence Award presented annually


Annually



3.11 Promote access to a range of appropriate flexible working arrangements

Communicate availability of flexible working arrangements to all managers and staff

Flexible working arrangement policies and procedures are available to all staff and managers


Ongoing

3.12 Improve disability employment information from quantitative and qualitative data sources

Analyse and report on information obtained from the Workforce Diversity Data Collection Survey, Exit Survey and People Matter Survey to identify and address disability employment issues

Survey information is collated and analysed from different sources


June 2016

Research and develop an appropriate on-line survey to collect information from staff with disability about their experiences in the workplace, existing barriers and ideas for improvements

A new survey is developed and information is collected and analysed


June 2016

Re-survey all staff for their workforce diversity information to capture any changes in health circumstances and acquired disability

Staff are re-surveyed annually Strategic Human Resources

Annually

3.13 Ensure all human resources policies, guidelines and employment practices support disability inclusion

Review and develop human resources frameworks, policies, guidelines and practices that support disability inclusion and do not disadvantage people with disability

Disability inclusion is considered in the development of all human resources policies, guidelines and practices


Ongoing


6.4. Outcome 4 – Systems and processes

Aim and expected outcome Improved accessibility of the Department’s services

Accessible information for members of the public on the department’s buildings and services

Improved accessibility of software applications and interfaces



Resources Diversity Services expertise

Strategic Communications expertise

Information & Technology resources

DIAP Outcome 4 – Systems and processesNo. Action Key Performance Indicators Responsibility Timeframe

4.1 Consider disability inclusion issues as part of business planning for each Division, Branch and Unit

Business planning includes consideration of disability inclusion issues

Senior Executives Ongoing

4.2 Include information about accessibility in Community Justice Centres (CJC) venue policy

Accessibility information reflected in CJC venue policy

Alternative Dispute Resolution Directorate/Community Justice Centres

December 2016



4.3 Include mediator capacity to provide inclusive services in mediator engagement criteria

Inclusion indicators reflected in mediator engagement criteria


December 2016

4.4 Include information and guidance to CJC staff and mediators about providing accessible services, including the use of support people

Information reflected in the revised mediator manual and revised intake manual


December 2017

4.5 Include information on Court Services website about disability access to all court locations

Access to disability access information is available on the internet for all court sites

Information is updated regularly


4.6 Promote and demonstrate AccessLink, the Department’s Intranet Good Practice Guide on reasonable adjustments for people with disability

AccessLink site is maintained and regularly updated

AccessLink site is promoted to staff of the Department

Diversity Services Ongoing

4.7 The design and selection of software applications and interfaces will meet access requirements, including WCAG 2.0 Level AA standards, for people with disability, both staff and clients

100% of websites meeting WCAG 2.0 Level AA standards

Information & Technology/Strategic Communications

Ongoing

4.8 Develop information and offer staff training as required to ensure use and maintenance of adaptive equipment for service provision access (such as infra-red systems) and in the workplace, as it is introduced into the Department

Information developed and training delivered

Information & Technology

Annually

4.9 The protected witness audio-visual equipment program will include infrared

100% of people requesting access to hearing loop equipment have access


As per roll out



systems for people with hearing impairments

4.10

Continue to obtain feedback and identify opportunities to enhance access to service through consultation with the Justice Disability Advisory Council and take steps to deliver service enhancement opportunities

Service enhancement opportunities implemented where possible

LawAccess NSW Annually

4.11

Any Client Satisfaction Survey undertaken by LawAccess NSW will include survey questions to identify customers with disability and their level of customer satisfaction

Any actions required to increase customer satisfaction of people with disability implemented where possible

LawAccess NSW 2016-2018

4.12

Any functional upgrade or replacement of the existing LawAccess NSW Customer Referral Management System (CRM) will include ability to collect data on customers who identify as having a disability and requiring flexible service delivery

Where a functional upgrade to CRM occurs, percentage of customers with disability to be established with continuing monitoring

LawAccess NSW December 2018

4.13

People with disability will continue to have priority in receiving legal advice from LawAccess NSW



4.14

LawAccess NSW will continue to provide flexible service delivery to its customers including people with disability including the provision of legal advice through Internet Relay or Email



4.15

LawAccess NSW will build upon its Communications Strategy – people with disability 2012-2015 by including people with disability as a target group in its Communications Strategy 2016-2018

Actions targeting people with disability included in Communications Strategy 2016-2018

LawAccess NSW March 2016



4.16

Review publicly available material, including websites and factsheets to ensure accessibility

Review of publicly available material completed

NCAT June 2016

4.17

Explore options for providing flexible service delivery to people with disability attending NCAT

Approach for flexible service delivery developed

NCAT December 2016

4.18

Ensure ‘Planning Ahead Tools’ website is accessible to people with disability

Planning Ahead Tools are accessible Public GuardianNSW Trustee & Guardian

Annually

4.19

Continue to make reasonable adjustments for people with disability who are preparing planning ahead documents through NSW Trustee & Guardian

Number of reasonable adjustments made for people with disability preparing planning ahead documents

NSW Trustee & Guardian

Ongoing

4.20

Ensure new and existing internal and external Department websites comply with WCAG 2.0 Level AA standards

The Department's websites comply with the W3C Web Content Accessibility Guidelines 2.0 (WCAG 2.0) to Level AA standard

Strategic Communications

Ongoing

4.21

Provide guidelines for web content authors and developers, which include compliance requirements for WCAG 2.0 Level AA standards

Online resources and tools are maintained for web content authors and developers to ensure compliance with W3C Content Accessibility Guidelines 2.0 (WCAG 2.0) to Level AA standard, including Accessibility to Digital Communications Policy, Accessibility Handbook, Accessibility Checklist and Accessibility Frequently Asked Questions


Ongoing

4.22

Ensure that accessibility requirements are considered when producing print communications

Maintain online resources and tools that enable Department staff to deliver accessible print communications

Continue to provide assistance to staff


Ongoing



by answering all enquiries about accessibility of print communications

4.23

Provide advice and support on event management to enable Department staff to host an accessible event

Maintain online resources and tools that enable Department staff to deliver accessible events

Continue to provide assistance to staff by answering all enquiries about hosting an accessible event


Ongoing

4.24

Review all human resources online documents and web pages to ensure that they comply with minimum accessibility standards or are made available in additional accessible formats

All human resources documents comply with minimum accessibility standards


Ongoing

4.25

Ensure the United Nations Convention on the Rights of Persons with Disabilities and the National Disability Strategy are considered when reviewing, updating or drafting NSW legislation and regulations.

All legislative reviews with a significant impact on people with disability develop an inclusive consultation strategy

Strategy & Policy Ongoing

4.26

Implement the Victims Services Disability Access Plan 2015-2017

Plan is implemented Victims Services December 2018


7. Monitoring, evaluation and reportingThe Department will establish the following measures to monitor and evaluate the progress of the DIAP:

The Executive Sponsor for disability inclusion issues in the Department is the

Deputy Secretary, Justice Strategy & Policy, and the project manager for the DIAP

is the Manager Diversity Services.

Governance for the DIAP will be coordinated through the DIAP Steering

Committee, made up of senior officers from areas of the Department who have

contributed actions to the plan.

The Justice Disability Advisory Council (JDAC) will provide advice and oversight of

the implementation of the DIAP.

Contributing areas to the DIAP will provide quarterly reports on progress in

implementing their strategies.

A consolidated report of progress against the Plan will be published in the

Department’s Annual Report, and will be provided to the Disability Council of

NSW.

In 2018, Diversity Services will lead an evaluation of the DIAP.


8. Appendices

8.1. Disability principles1. People with disability have an inherent right to respect for their worth and dignity as individuals.

2. People with disability have the right to participate in and contribute to social and economic life and should be supported to develop and enhance their skills and experience.

3. People with disability have the right to realise their physical, social, sexual, reproductive, emotional and intellectual capacities.

4. People with disability have the same rights as other members of the community to make decisions that affect their lives (including decisions involving risk) to the full extent of their capacity to do so and to be supported in making those decisions if they want or require support.

5. People with disability have the right to respect for their cultural or linguistic diversity, age, gender, sexual orientation and religious beliefs.

6. The right to privacy and confidentiality for people with disability is to be respected.

7. People with disability have the right to live free from neglect, abuse and exploitation.

8. People with disability have the right to access information in a way that is appropriate for their disability and cultural background, and enables them to make informed choices.

9. People with disability have the same right as other members of the community to pursue complaints.

10. The crucial role of families, carers and other significant persons in the lives of people with disability, and the importance of preserving relationships with families, carers and other significant persons, is to be acknowledged and respected.

11. The needs of children with disability as they mature, and their rights as equal members of the community are to be respected.

12. The changing abilities, strengths, goals and needs of people with disability as they age are to be respected.3

3 Section 4, Disability Inclusion Act 2014 (NSW).


8.2. Contributing divisions, branches and units of the department

Alternative Dispute Resolution Directorate /Community Justice Centres



Court Services

Diversity Services


Juvenile Justice

LawAccess NSW

NCAT

NSW Trustee and Guardian

Public Guardian

Registry of Births, Deaths & Marriages



Strategy & Policy

Victims Services


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