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

asked the asked the Minister for Innovation, Industry, Science and Research, upon notice , on 27 April 2011:

With reference to the department and the agencies within the Minister's portfolio:

(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

(6) Are there any specific targets for recruitment and retention; if not, why not. why.

(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.

Kim Carr (Victoria, Australian Labor Party, Minister for Innovation, Industry, Science and Research) Share this | Link to this | Hansard source

The answer to the honourable s enator's question is as follows:

(1) and (2)

Department of Innovation

Answer:

(3) Innovation has a merit based recruitment policy and provides for reasonable adjustment during the selection process for people with a disability . Prospective employees are invited to advise the department of any assistance which it can provide during the interview process.

(4) There are no specific, retention strategies in place aimed at employees with a disability at this time.

(5) Individual development plans are put in place for all employees and are based on individual circumstances and particular needs . No special arrangements exist for people with a disability as they would be expected to identify issues with their manager with appropriate support action put in place.

(6) There are no specific targets set in relation to people with a disability at this time . In general the department does not set targets for employment of any group of employees.

(7) All construction and buildings are maintained in accordance with the Disability Code, with the following departmental policies in place to make reasonable adjustments in the workplace for people with a disability.

Workplace Discrimination and Harassment Policy

Harassment Contact Officers

Employee Assistance Program

Hours of Work and Flextime Policy

In addition all staff receive a workplace assessment on commencement with the department to ensure any issue is identified and addressed.

(8) The Department is currently examining what support and initiatives it may pursue in relation to people with a disability. A disability strategy including mental health has been scoped and work is commencing on full development and implementation.

The Australian Institute of Marine Science (AIMS)

Answer:

(3)(i) Annual Report 2009/2010 summarises AIMS ' position on EEO & Workplace Diversity

(ii) AIMS Diversity Policy

(4) Staff with a disability are supported in the workplace as follows:

(i) Workplace modifications, i.e. ergonomic improvements to assist in conduct of duties (seating, work station set up, light, sound etc), access.

(ii) Employee Assistance Program Procedure – which provides confidential counselling and support at no cost to staff, family members and authorised visitors

(iii) AIMS Diversity & Workplace Bullying, Discrimination and Harassment Policies and Workplace Bullying, Discrimination Harassment Procedure

(iv) Harassment Contact Officers available to assist staff / visitors

(v) Equity in appointment, tr aining and allocation of duties

(5) AIMS does not have specific pathways or plans available for people with a disability but does not select against people with a disability . AIMS is a research organisation and encourages a diverse workplace based on equity – this includes staff appointments; reward review processes; acceptance of visitors (volunteers); training and the allocation of duties . Where additional support is identified staff appropriate workplace assessment and / or modifications are undertaken.

(6) AIMS has a diverse workforce and in addition hosts a range of visitors (volunteers) to assist our science and research activities from many different overseas countries, cultural and ethnic backgrounds. AIMS ' believes that the principles of equity in diversity promote a work environment that supports not only those staff with a disability but helps to promote the status of women and those from non English speaking backgrounds etc . AIMS ' promotes its workplaces as being free of discrimination and harassment and values equity and merit in the conduct of its activities.

(7) AIMS Diversity Policy

AIMS Workplace Bullying, Discrimination and Harassment Policy

AIMS Workplace Bullying, Discrimination and Harassment Procedure

AIMS Employee Assistance Program Procedure

Flexible workplace arrangements – See Section 3 AIMS Diversity Policy

AIMS Workforce Diversity Management Plan (to be developed)

(8) See AIMS Workplace Diversity Policy Section 3 . An AIMS Workplace Diversity Management Plan is to be developed

The Australian Institute of Aboriginal and Torres Strait Islander Studies (AIATSIS )

Answer:

(3) AIATSIS follows the recommendations made by APSC and the Disability Discrimination Act . The Institute to incorporate the requirements of the Disability Discrimination Act 1992 into its policies and guidelines.

AIATSIS is also committed to supporting staff with disabilities and ensures that all programs and services are accessible to people with disabilities.

AIATSIS is also committed to ensuring recruitment processes encourage people with disabilities to apply for AIATSIS positions.

As part of the recruitment process for all positions we ask that applicants complete a cover sheet to outline any special requirements, from this we can provide any assistance as required and arrange future support as needed;

(4) The Institute is committed to incorporating the requirements of the Disability Discrimination Act 1992 into its policies and guidelines.

This is done on an individual or case by case basis as well as part of the annual performance agreement process.

If needed the HR Manager is involved to establish an individual program or plan with liaison with other relevant external agencies, including but not limited to Comcare, the Australian Public Service Commission and the Department of Education, Employment and Workplace Relations.

(5) This is done on an individual basis as well as part of the annual performance agreement process .

HR Manager may become involved in establishing an individual program or plan a consulting with other relevant external agencies, including but not limited to Comcare, the Australian Public Service Commission and the Department of Education, Employment and Workplace Relations.

(6) Within limits, all positions with AIATSIS are identified.

The Institute is also committed to incorporating the requirements of the Disability Discrimination Act 1992.

(7) The Institute is referencing and applying the requirements of the Disability Discrimination Act 1992 into its policies and guidelines.

Special needs requirements are identified at engagement as detailed above. Performance agreements, individual case management from HR and the Employee Assistance Program assist with ongoing support .

Our facilities co-ordinator is tasked to ensure all aspects of the facility and work area meet requirements . This has included the provision of appropriate computer software for voice activated desktop work, a central building lift and ramp for wheelchair access along with disabled toilets at various locations around the building .

Most recently the Institute has installed hearing impaired amplifiers in the Mabo Meeting room, this will enable employees and visitors with hearing aids to directly receive any sound that goes through the room speakers when attending AIATSIS seminars or meetings.

For individual and more specific needs covering support and equipment the HR Manager may become involved to establish an individual program or plan with liaison with other relevant agencies, including Comcare, the Australian Public Service Commission and the Department of Education, Employment and Workplace Relations.

(8) AIATSIS will be developing a Disability Action Plan, currently in draft form.

The Australian Research Council (ARC)

Answer:

(3) Workplace Diversity Policy.

(4) None specified.

(5) None specified because no employees currently identified.

(6) None currently targeted. Only 116 staff in total.

(7) Workplace Diversity Policy. The building and other facilities are suitable f or employees with a disability.

(8) Workplace Diversity Policy currently under review but employment of people with a disability not currently a target area.

IP Australia

Answer:

(3) IP Australia has taken informal steps to encourage the recruitment of people with a disability which has resulted in the attraction and retention of several staff with disabilities who are now long serving, well regarded members of staff.

In addition to this IP Australia provides the foll owing assistance for applicants:

(4) IP Australia has retained staff with disabilities through our careful approach to the management of issues as they arise and the commitment of managers to see that new starters with a disability have all that they need to do their best in the new role.

We customise the approach which is taken for all new starters, assessing their work environment and responding to any concerns they might have about their workplace.

(5) IP Australia is in the early stages of developing comprehensive workforce plans for all of our operating Groups .

(6) No . IP Australia has managed this issue with some success without the need for quotas .

(7) Our policies ensure that a formal plan is drawn up outlining any reasonable adjustment measures required in relation to duties, and treatment, for any staff member with a disability.

We provide the necessary equipment, access to counselling and individual case management services to any staff who require it in relation to their wellbeing at work.

(8) IP Australia is in the early stages of developing comprehensive workforce plans for all of our operating Groups .

The Commonwealth Scientific and Industrial Research Organisation (CSIRO)

Answer:

(3) CSIRO has a merit based recruitment policy which ensures the best applicant is selected regardless of any disability . CSIRO communication material encourages applications from people with a disability and makes special arrangements for selection arrangements, including interviews, as necessary . A dedicated team of recruitment specialists ensures consistency of practice and accessibility of information. The CSIRO values and Code of Conduct ensure workplaces are welcoming to all staff.

(4) No specific needs have been identified through CSIRO exit surveys that require the development of a retention strategy for people with a disability.

(5) CSIRO provides career planning and development to all staff in line with their individual needs . There has been no need identified for a different program for staff with a disability . Development programs are conducted at venues that cater to the needs of participants with disabilities. Web training resources are reviewed to ensure access for all CSIRO staff .

(6) No . This is being considered through deliberations on diversity issues in CSIRO.

(7) CSIRO undertakes reasonable adjustments to the workplace to prospective and current employees so that inherent requirements of the job can be satisfied . This includes modification to the workplace, special technology or other forms of assistance .

(8) CSIRO is reviewing this area as part of its consideration of diversity issues in the organisation.

The Australian Nuclear Science and Technology Organisation (ANSTO)

Answer:

(3) ANSTO has policies addressing the recruitment process involving disabled applicants . Specifically, these policies require that reasonable adjustments and accommodations are made for applicants with a disability . Preparations are under way to develop specific policies and/or programs to encourage recruitment of people with a disability. This will form part of an overall Diversity Strategy currently being developed by ANSTO.

(4) ANSTO ensures that disabled employees are covered under the general retention strategies in place for all employees. The retention of people with a disability is also a key issue under further consideration within ANSTO ' s workforce planning strategy.

(5) ANSTO offers opportunities for candidates with disabilities through a series of career pathway programs such as the Work Experience Program, Summer Vacation & Year in Industry Internships, the Graduate Development Program and Post Doctoral Fellowships .

ANSTO has historically ensured and will continue to ensure that adjustments are made to accommodate candidates with disabilities to ensure that they may participate in these programs.

(6) While ANSTO has not set any specific targets for recruiting candidates with disabilities, the organisation ensures that reasonable measures are put into place to support disabled cand idates.

(7) ANSTO has an on-site Medical Centre staffed with a qualified occupational health physician and two qualified occupational nurses . The Medical Centre provides workplace assessment, recommendations and facilitation of reasonable adjustments to accommodate disabled workers, and offers ongoing support for staff members with a disability.

(8) As part of ANSTO ' s infrastructure plan, a steering committee is dedicated to the review of site/building access and is responsible for considering improvements to disabled access on the ANSTO site for both staff and visitors . ANSTO also has staff responsible for reviewing all proposals for new buildings or building alterations to ensure disab led access has been considered.