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

asked the Minister representing the Minister for Foreign Affairs, 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, 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.

Stephen Conroy (Victoria, Australian Labor Party, Deputy Leader of the Government in the Senate) Share this | Link to this | Hansard source

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

DFAT

(1)   As at 31 March 2011 DFAT had 2,493 A-Based employees and 1625 Locally Engaged Staff (LES).

(2)   As at 31 March 2011 DFAT had 29 employees who had self identified as having a disability (LES are not asked to report on their disability status).

(3)   DFAT's Disability Action Strategy 2011 – 2015 (DAS) stipulates that all job advertisements are to encourage people with disability to apply for positions in the department; and that recruitment information is to be made available in disability-friendly formats. Similarly, all recruitment processes are to cater for applicants with disability by including reasonable adjustments. When a candidate identifies as requiring reasonable adjustment through the recruitment process, a further form is completed and adjustments are made in accordance with the request made (e.g. additional time for the face-to-face interview).

(4)   Under the DAS, retention strategies include: making reasonable adjustments where appropriate; engaging the services of a disability service provider to assist with adjustments where required; providing training to supervisors and managers to assist in working with people with disability; and establishing a Disability Employees Network to assist with the development of policies that assist in the retention of people with disabilities.

(5)   All staff are required to have an annual performance management plan, reviewable every six months, that includes a skills/training plan. Under the DAS, the department is also engaging an external consultant to assist with identifying training and development opportunities for employees with disability. The Department is also actively encouraging mentoring for employees with disability.

(6)   There are no specific targets for recruitment and retention as the department's priority is to develop policies and programs that enable DFAT to be an employer of choice for employees with disability. This is much broader than simple recruitment or retention targets. It is about developing a workplace culture in which employees with disability are treated with respect and there is no discrimination.

(7)   The DAS outlines in detail the policies, programs and services available to support staff with a disability. In addition, all staff with disability have access to the Workplace Diversity Unit which provides guidance and advice to employees with disability and their supervisors and teams. Training is provided as required. Disability services providers are engaged as necessary to assist the department in managing people with disability.

(8)   DFAT is preparing to launch, as a pilot program in the Australian Public Service, a Disability Cadetship program aimed at tertiary and non tertiary studies in the second half of 2011. The department will also be establishing a Disability Employees Network and including a representative of the Network on the department's peak consultative body, the Workplace Relations Committee (WRC).

AusAID

(1)   1183

(2)   12

(3)   AusAID's Workforce Plan commits to a diverse workplace. The AusAID Disability Action Plan also includes measures to promote job opportunities to people with a disability.

  AusAID commits to advertise all opportunities electronically, and provide selection documentation in a range of accessible formats on request. Recruitment documentation also makes reasonable adjustment available if needed to assist in the recruitment process. AusAID is identified as an Equal Employment Opportunity employer.

(4)   In addition to agency wide retention strategies, AusAID: provides reasonable adjustments for employees with disability, in Australia and overseas. AusAID also provides information to managers and employees on principles of reasonable adjustment so that staff are aware of responsibilities and opportunities. AusAID accommodates access and equity needs for employees with a disability when attending training and training materials are made available in alternative formats when required. AusAID consults with employees with disability on the purchase of goods or services that directly impact on their ability to do their job.

(5)   Career pathway development and planning is undertaken through the agency's performance management system. All staff are required to participate in performance assessment and planning.

(6)   AusAID's Workforce Plan and Disability Action Plan emphasises the importance of a diverse background. The Workforce Plan acknowledges the need for AusAID to diversity staff, with a particular focus on employees with a disability.

(7)   The agency Disability Action Plan provides information on services to support staff with a disability. In addition, AusAID joined the Australian Network on Disability in March 2011 to access a greater range of services and advice to support staff.

(8)   AusAID will revise the Disability Action Plan in 2011, drawing on expertise from staff, the Australian Network on Disability and the Australian Public Service Commission.

ACIAR

(1)   As at 31 March 2011 ACIAR had 65 staff (47 A-based employees and 18 overseas staff).

(2)   As at 31 March 2011 ACIAR had 2 A-based employees who had identified as having a disability. Overseas staff are not asked to report on their disability status.

(3)   ACIAR has a Workplace Diversity Program which links to our recruitment policy and procedure to ensure that equal opportunity is provided to all applicants.

(4)   ACIAR's Workplace Diversity Program includes retention strategies such as ensuring that any employee requiring support to perform their duties has access to reasonable adjustment and assistive technology and training and development is available equally to all ACIAR staff. ACIAR also has a policy of offering flexible working arrangements to all staff, each case is assessed based on individual and organisation requirements.

(5)   Career pathways and planning is undertaken utilising the agency's Individual Development and Planning Evaluation Scheme. All staff in the agency are required to participate in development planning and evaluation.

(6)   No. As a small agency, we provide equal opportunity in all aspects of employment through our Workplace Diversity Program.

(7)   The Workplace Diversity Program outlines the policy and services available to support staff with a disability. Our building and working environment is fully compliant.

(8)   ACIAR will revise the Workplace Diversity Program in 2011 and will consult with staff, the Australian Public Service Commission and the Portfolio Networking Group.