Disability Action Plan

Second Disability Action Plan 2006–2009

“Our aim is to ensure that Primary Industries and Resources SA (PIRSA) is inclusive and accessible to people with disabilities”

From the Chief Executive

PIRSA is committed to the rights of people with disabilities and will promote the recognition and acceptance within PIRSA of the principle that people with disabilities have the same fundamental rights as the rest of the community.

This Second Disability Action Plan expands on our initial plan of 2004–2006 and represents PIRSA’s ongoing commitment to fulfil the inclusive and non-discriminatory requirements of progressive legislation and policies.

Our Plan also goes further - in a spirit of partnership and participation across our organisation, the benefits of the Plan are infused into our services to industry and communities.

The central tenet of this Plan is the whole-of-government approach. Over the next three years, by building a stronger understanding of the issues, this Plan will continue the process towards an inclusive and accessible environment within PIRSA.

I whole-heartedly support the intent of this Second Disability Plan and look forward to putting this initiative into action.

Geoff Knight
Acting Chief Executive, Primary Industries and Resources SA
Date: 24/10/06

About the Agency

Primary Industries and Resources SA (PIRSA) is a dynamic State Government agency committed to the economic development of the State and the sustainable use of natural resources. PIRSA supports the food, fibre and minerals industries that contribute $9.2 billion annually to the State’s economy. This is further underpinned by the agency’s skills and expertise in planning, local government and volunteers.

PIRSA has in excess of 1500 employees and operates from over 70 sites throughout the state.

SA Government Commitment

In 1997, the Minister for Disability Services announced that the Government would develop a disability strategy as a commitment to South Australians with disabilities and that all Government Portfolios and their agencies would be required to develop Disability Action Plans.

On 22 November 2000 the then Minister for Disability Services launched Promoting Independence – Disability Action Plans for SA. The initiative provides a policy framework for the development of Disability Action Plans as a key strategy for all South Australian Government Portfolios and their agencies.

The Promoting Independence strategy remains entirely consistent with the Government’s commitment to implement inclusive policies and services, which enhance the rights of people with disabilities.

The Commonwealth Disability Discrimination Act, 1992 (DDA) makes discrimination on the basis of disability unlawful. The DDA requires employers and service providers to make whatever adjustments are necessary and reasonable to allow people with disabilities to use those services to the same extent as other people – irrespective of whether these services are provided by Government agencies, community organisations or business enterprises.

Definition of Disability

The DDA defines disability in Section 4 as:

  • total or partial loss of the person’s bodily or mental functions; or
  • total or partial loss of a part of the body; or
  • the presence in the body of organisms causing disease or illness; or
  • the presence in the body of organisms capable of causing disease or illness; or
  • the malfunction, malformation or disfigurement of a part of the person’s body; or
  • a disorder or malfunction that results in the person learning differently from a person without the disorder or malfunction; or 
  • a disorder, illness or disease that affects a person’s thought processes, perception of reality, emotions or judgement or that results in disturbed behaviour.

And includes a disability that:

  • presently exists; or
  • previously existed but no longer exists; or
  • may exist in the future; or
  • is imputed to a person.

Definition of Discrimination

Discrimination covers less favourable treatment of a person because of a disability, or the disability of a relative or associate. Discrimination can be direct or indirect. Direct discrimination occurs when an individual is treated less favourably because of a disability or perceived disability. Indirect discrimination occurs when reasonable changes or adjustments are not made for a person with a disability, or if there are conditions or requirements that disadvantage people with disabilities.

Outcomes

The State Promoting Independence Strategy provides a set of broad strategies under each key outcome area. The ultimate responsibility for the achievement of the six key outcomes rests with the Chief Executive.

The key outcomes specified within the State Promoting Independence Strategy are:

  • Portfolios and their agencies ensure accessibility to their services to people with disabilities.
  • Portfolios and their agencies ensure information about their services and programs is inclusive of people with disabilities.
  • Portfolios and their agencies deliver advice or services to people with disabilities with awareness and understanding of issues affecting people with disabilities.
  • Portfolios and their agencies provide opportunities for consultation with people with disabilities in decision-making processes regarding service delivery and in the implementation of complaints and grievance mechanisms.
  • Each Portfolio Chief Executive will ensure that their Portfolio has met the requirements of the Disability Discrimination Act 1992 and the Equal Opportunity Act 1984.
  • Portfolios and their agencies increase the rate of employment of people with a disability within their agencies.

Development of the Plan

Following the success of PIRSA’s Disability Action Plan and Implementation Strategy 2004–2006, PIRSA convened a Promoting Independence Reference Group, consisting of people in key strategic areas, to review and develop a Disability Action Plan and Implementation Strategy 2006–2009. The Reference Group reviewed the State Promoting Independence Strategy with a view to further developing specific strategies and actions for implementation in PIRSA.

The Reference Group subsequently drafted a framework to achieve the six key outcomes of the State Strategy, the Disability Action Plan. Following the development of the plan, PIRSA’s Disability Focus Group consisting of people with, or people with experience in, disabilities were consulted and provided very positive feedback. The plan was then distributed to Executive Directors through their respective HR Managers for consultation and was endorsed by Executive on 24 October 2006.

Our Vision

It is our vision that every South Australian, regardless of ability, will have access to the products and services provided to our communities by our organisation and to participate in the PIRSA workforce.  In all that we do, the rights and dignity of people with disabilities will be upheld by the implementation of this Plan.

Our Mission

Our products and service delivery will continue to be upgraded to maximise accessibility and meet the needs of people with all types of disability.

We will promote the recognition and acceptance within PIRSA of the principle that people with disabilities have the same fundamental rights as the rest of the community.

We will strive for the demographics of our workforce to be more representative of the South Australian community.

Through these endeavours our communities will be strengthened, individuals will be free to choose the role they play in our society and our organisational members will grow.

Making the Vision a Reality

PIRSA has adopted this Second Disability Action Plan to fulfil the requirements of legislation, in particular the Disability Discrimination Act 1992 and the Equal Opportunity Act 1984. The Plan also actively integrates the South Australian Government’s Disability Policy “Promoting Independence”. 

The Plan has a three year outlook and engages all areas of Agency business and activities.

PIRSA’s Business Divisions are responsible for implementing actions to achieve the six key outcomes of the Plan. Successful implementation will be realised through active participation by Business Divisions.

Measuring Success

Each Business Division will be required to provide a half yearly performance report to PIRSA Executive to monitor attainment of the outcomes.

A progress report will be prepared for Cabinet at the conclusion of each financial year.

Acknowledgements

Acknowledgement is made for the contribution and support of the PIRSA Promoting Independence Reference Group, PIRSA’s Disability Focus Group, Maurice Corcoran and Helen Beavan, Department for Families and Communities and Monica Leahy, Department for Administrative and Information Services.

For further information, please contact:

Lynn Hayward, Disability Coordinator
Human Resources, Primary Industries and Resources SA
L16, 25 Grenfell Street, Adelaide, South Australia 5000
Phone: 8226 0484

Outcome 1: Portfolios and their agencies ensure accessibility to their services to people with disabilities

Key Strategies Responsibility Timeframe Indicators
1.1 Policies, planning and programs are inclusive.      
1.1.1 Inclusion and/or consideration of people with disabilities and their access requirements in:-      
  • all internal operational policies, planning, program plans and strategic/business plans;
 Divisions Ongoing Inclusive clauses in plans
  • PIRSA’s Strategic Plan;
 CS&P  June 2007 Inclusive clause in plan
  • guidelines for PIRSA’s proposed Reporting   Framework.

F&SBS and CS&P

 Sept 2006

Inclusive clause in framework
1.1.2  An accessibility audit / review is undertaken. Corp HR in collaboration with divisions June 2008 Audit / review has occurred and concerns have been addressed
1.2 PIRSA buildings and facilities are accessible.      
1.2.1 An action plan developed outlining works to be done, (in accordance with the June 2006 Audit/ Review), costs and schedule for completion. F&SBS (Business Services) June 2007  Plan completed
1.2.2 Seek commitment from landlords and co-tenants for full compliance with DDA standards, in particular, use this as a negotiating tool for re-leasing in collaboration with DAIS. F&SBS (Business Services) Ongoing Improved accessibility in leased buildings
1.2.3 Access consultants are engaged to assess all relevant refurbishments / building work. F&SBS (Business Services) Ongoing Reports generated

1.2.4 Accessible facilities for hearing impaired persons where appropriate.

  • hearing loops/facilities available in meeting rooms where required.
  • hearing counter systems at designated high volume customer service centres.
 F&SBS (Business Services) & Divisions Dec 2007 Facilities available
1.2.5 Specific accommodation needs are met for employees with disabilities. F&SBS (Business Services) and Divisions Ongoing Demonstrated commitment, feedback from employees

1.2.6 Emergency procedures are inclusive of people with disabilities.

F&SBS (Business Services) and Divisions

Mar 2007

Emergency procedures demonstrate inclusiveness
1.3 Budgetary systems are inclusive and/or considerate of people with disabilities and their access requirements in: - F&SBS (Budget Strategy)
and Divisions		 Ongoing Resources committed to achieve outcomes
1.3.1 Allocating funding from Division budgets to meet the disability action priorities identified in Business Plans.      
1.3.2 The annual prioritisation process for the internal capital budget.      

1.3.3 Budget bilateral process-template used for funding requests to include questions to consider people with disabilities.

 

 

 
1.4 Programs and services promote inclusion of people with disabilities and the access provisions that are available.      
1.4.1 Staff are aware of the requirement to promote inclusion of people with disabilities. Divisions June 2009 and ongoing Staff have undertaken appropriate training
1.4.2 Promote and educate staff on creating accessible events. Corp HR, Communication & Marketing and Divisions June 2009 and ongoing Media promotion and information on Intranet site

1.4.3 Assess participation rates of people with disabilities in services and programs.

Corp HR and Divisions

June 2007 and ongoing

Informal assessment and report prepared


Outcome 2: Portfolios and their agencies ensure that information about their services and programs is inclusive of people with disabilities

Key Strategies Responsibility Timeframe Indicators
2.1 All PIRSA communications are inclusive of people with disabilities.      
2.1.1 Develop policy for all publications, information, electronic communication, telecommunications and signage to ensure that they are accessible to people with disabilities (including the promotion of the National Relay Service). Specifically in consultation with disability stakeholders. Communications and Marketing and Information Management in collaboration with Divisions Dec 2006 Policy completed
2.1.2 Ensure that all PIRSA websites and intranet sites are min W3C priority 1 compliant, meet the majority of priority 2 requirements and meet as many priority 3 requirements as possible, including the availability of a complaints mechanism. Information Management and Divisions Dec 2007 Progressively reviewed and updated
2.1.3 Publications are available in alternate format upon request and all publications promote alternative formats being available. Include budget provisions for alternate format for all publications. Information Management and Divisions Ongoing Review has occurred and any concerns have been addressed

2.1.4 Develop and implement an audit/review process for all PIRSA websites (against W3C guidelines) and publications.

Information Management

 

Sept 2007

 

Review has occurred and any concerns have been addressed


Outcome 3: Portfolios and their agencies deliver advice or services to people with disabilities with awareness and understanding of issues effecting people with disabilities

Key Strategies Responsibility Timeframe Indicators
3.1 Disability training      
3.1.1 Awareness training to be completed by all staff and recorded on CHRIS. Divisions 90% by Dec 2007 CHRIS reporting
3.1.2 All new employees to undertake Awareness training via PIRSA online induction program and recorded on CHRIS. Divisions Ongoing CHRIS end of year reporting
3.1.3 Communication training and Manager/Supervisor training programs to be developed and implemented throughout PIRSA with 33% participation rate over three years and recorded on CHRIS. Corp HR and Divisions 33% per year up to June 2009 CHRIS end of year reporting
3.1.4 Accessible Web / Print / Media training undertaken by all relevant staff and entered on CHRIS. Divisions in collaboration with IM June 2007 CHRIS end of year reporting

3.1.5 Ensure that mainstream training and education programs incorporate elements of disability awareness and discrimination.

Divisions

Ongoing

Informal assessment and report prepared

3.2  Myths about people with disabilities actively challenged through a positive media and awareness raising strategy.

 Corp HR in collaboration with Communications and Marketing

Ongoing

Demonstrated media profile
3.3 Information and resources is available about people with disabilities.      
3.3.1 Develop an intranet site providing information about disabilities issues and resources available. Corp HR Mar 2007 Site available

3.3.2 PIRSA’s Disability Coordinator is available to address disability related concerns/issues.

Corp HR

Ongoing

Availability demonstrated

3.4 The Disability Action Plan is displayed on PIRSA’s intranet and internet sites.

Corp HR and CS&P

Dec 2006

Plan available on sites


Outcome 4: Portfolios and their agencies provide opportunities for consultation with people with disabilities concerning service delivery and in the implementation of complaints and grievance mechanisms

Key Strategies Responsibility Timeframe Indicators

4.1 People with disabilities are given effective voice in day-to-day business activities and decisions.

Divisions

Ongoing

Informal assessment and report prepared.

4.2 Promote and increase representation of people with disabilities on advisory bodies and committees.

Divisions

Ongoing

Informal assessment and report prepared.
4.3 Grievance and customer complaints policies and procedures reviewed to make them broader based, including.      
  • HR policies
  • Corp HR
 Dec 2006 Policy completed
  • Promotion of customer complaints mechanisms on all internet sites
  • Information Management and Divisions

Sept 2007

Confirmed in website review
4.4 Specialist services available to employees with a disability.      

4.4.1 Identification of a defined role of Disability Coordinator

Corp HR

Ongoing

Approved Position Description


Outcome 5: Each portfolio Chief Executive will ensure that their portfolio has met the requirements of the Disability Discrimination Act 1982 and the Equal Opportunity Act 1994

Key Strategies Responsibility Timeframe Indicators

5.1 Executive to endorse the Second Disability Action Plan Implementation Strategy 2006- 2009.

Executive

Aug 2006

Endorsement noted

5.2 Executive to continue to support the implementation strategy and to provide adequate resources to achieve the required outcomes.

Executive

Ongoing

Progress on outcomes reported to cabinet annually

5.3 PIRSA’s Disability Action Plan submitted to the Human Rights and Equal Opportunity Commission for display on their website.

Corp HR

Sept 2006

Plan forwarded

5.4 Participation on Whole of Government Promoting Independence Reference Group.

Corp HR

Ongoing

Active participation demonstrated

5.5 Through Planning SA’s representation on the Australian Building Codes Board, participate in processes to bring the Building Code of Australia in line with the DDA, including the ‘Protocol’ regarding access to existing buildings and emergency planning procedures.

Planning SA

 

 

 

Ongoing

Active participation demonstrated


Outcome 6: Portfolios and their agencies address issues of employment for people with disabilities within their agencies, through policy and practice

Key Strategies Responsibility Timeframe Indicators
6.1 Develop and implement a Disability Employment Strategy. Corp HR Oct 2006 Strategy completed
6.1.1 Recruitment and Selection Policy to include the requirement for vacancies: -   Mar 2007 Policy updated
  • greater than 6 months to be coordinated through Corporate HR for consideration of the Disability Employment Register.
 Corp HR and Divisions    
  • less than 6 months to be coordinated through Divisional HR for consideration of the Disability Employment Register.
 Divisions    
6.1.2 Establish a suitable PIRSA Disability Trainee Program for people with disabilities in collaboration with Disability Works Australia. Divisions in collaboration with Corp HR

Dec 2006

 



 Trainee Program established and trainees commenced
  • Consultation and discussion to scope suitable areas
   Nov 2006  
  • Present business case for Executive approval
   Dec 2006  
  • Trainees recruited
   Feb 2007  

6.1.3 Divisions to identify and hold suitable positions for filling with trainees who have satisfactorily completed the PIRSA Disability Trainee Program.

Corp HR and Divisions

June 2007 and ongoing

Positions identified

6.2 Review recruitment processes to ensure they are accessible and inclusive to people with disabilities.

  • Including reviewing Recruitment Providers practices.

Divisions

June 2007

All recruitment processes and systems are accessible
6.3 Ensure all Position Descriptions are not discriminatory.      
  • Conduct workshop at HR Practitioners Forum providing education on non-discriminatory language and requirements for PD’s.
 Corp HR Mar 2007 Workshop held
  • Business Divisions to revise all PD’s

Divisions

Dec 2007

All PD’s compliant

6.4 Ensure flexible work practices are inclusive of people with disabilities.

Corp HR and Divisions

Mar 2007

Flexible work practices policy and practices reviewed and are inclusive

6.5 Ensure that Rehabilitation Programs are considered for employees acquiring a non-compensable disability to assist in a sustainable return to work, where appropriate.

Divisions in collaboration with Corp HR

Ongoing

Rehabilitation programs established


 Responsible Officer Action required and progress reported six monthly to Executive through Corporate Human Resources

All Executive Directors


Executive Director, Planning SA

Ref: 1.1; 1.2; 1.3; 1.4; 2.1; 3.1; 4.1; 4.2; 4.3; 5.1; 5.2; 6.1; 6.2; 6.3; 6.4; 6.5

Ref: 5.5  (In addition to the above)
Deputy Chief Executive  
  • Director, Finance and Business Services
 Ref: 1.1; 1.2; 1.3
  • Director, Information Management
 Ref: 2.1; 3.1; 4.3
  • Director, Corporate Strategy & Policy
 Ref: 1.1; 3.4
  • General Manager, Human Resources
 Ref: 1.1; 1.4; 3.1; 3.2; 3.3; 3.4; 4.3; 4.4; 5.3; 5.4; 6.1; 6.3; 6.4; 6.5
  • Manager, Communication and Marketing

Ref: 1.4; 2.1; 3.2