Corporate publications
Disability Action Plan 2003 - 2006
This Action Plan, replacing the Tribunal's 2001 Disability Action Plan,
is a commitment by the Tribunal to comply with the Disability Discrimination
Act 1992. This Action Plan builds on and endorses the Tribunal's
commitment to the principles of workplace diversity and equality of access.
The Disability Legislative Framework
The Disability Discrimination Act 1992 came into effect on
1 March 1993. Its purpose is to make discrimination on the basis of disability
unlawful, and to ensure that people with a disability have the same fundamental
rights as all members of the community. It ensures that people with a
disability have equal opportunity to access and participate in community
life.
The Disability Discrimination Act 1992 definition of disability
covers physical, intellectual, psychiatric, sensory, neurological and/or
learning disabilities. Discrimination against people with a disability
is defined as, 'less favourable treatment against somebody because of
the disability.'
This Action Plan is based on the Commonwealth Disability Strategy 2000.
The Commonwealth Disability Strategy 2000 encourages Commonwealth agencies
to:
- Provide information in accessible formats;
- Employ people with disabilities;
- Provide accessible services;
- Recognise people with disabilities as consumers of services; and
- Consult with people with disabilities to find out what they need.
Access-Friendly Initiatives
The Tribunal has implemented a number of initiatives over recent years
to make access easier for people with a disability. These initiatives
include:
- The availability of large print and audio tape versions of Tribunal
information brochures;
- The availability of the "Getting Decisions Right" video/DVD in subtitles
and various languages;
- The installation of hearing induction loops in Tribunal premises
including conference and hearing rooms and at most registry counters;
- A TTY machine with national access Freecall is available and advertised;
- A Charter setting out the AAT's commitments
to the provision of services;
- A reasonable adjustment policy (adjustments to the workplace and
workplace practices to accommodate the needs of people with disabilities);
- An Employee Assistance Program for all employees, members and immediate
family; and
- A Workplace Diversity Plan.
Background to this Action Plan
Commonwealth agencies, including the Tribunal, are required to develop
an action plan based on the Commonwealth Disability Strategy, and to
report their performance against the plan each year.
The Commonwealth Disability Strategy identifies five key roles performed
by Government agencies - these roles are of policy adviser, regulator,
purchaser, provider or employer. These roles are defined as:
- Employer - provides employment and ensures workplace procedures and
practices support equitable working conditions for employees
- Provider - deliver services they have been contracted to provide
under specified conditions
- Purchaser - establish purchasing guidelines and/or purchase equipment
and services
- Regulator - develop and implement regulations in direct response
to Government policy or legislation
- Policy adviser - have responsibility for strategic planning and formulating
new initiatives and/or revisions to current Government programs and
services
The roles of Employer and Provider best describe the core activities
of the Tribunal. For example:
- The AAT employs approximately 130 Australian Public Service staff
plus 17 full time Members and approximately 50 part time members,
- The AAT provides a service that reviews, on the merits, a broad range
of administrative decisions made by Commonwealth (and, in limited circumstances,
State) Government ministers and officials, authorities; and other tribunals,
This Action Plan details the performance indicators and measures for
both of these roles. While the AAT recognises its primary responsibilities
under the role of Employer, it expects that all AAT staff will share
responsibility, as providers, for being pro-active in minimising barriers
for people with disabilities.
This Action Plan is linked to a number of Tribunal policies and planning
documents. These documents reinforce the Tribunal's commitment to providing
a supportive employment environment and to ensuring, as far as possible,
equality of access to information and services. These documents are the:
- Corporate Plan of the AAT
- AAT Charter
- Workplace Diversity Plan
- Eliminating Work Place Harassment policy (under review)
- Occupational Health and Safety Policy
- Employee Assistance Program Policy
- Procedure for Breaches of the Code of Conduct
Also relevant are the following documents from the Australian Public
Service Commission:
- APS Values and Code
of Conduct
- Disability Information for APS Agencies
- Guidelines for Workplace Diversity
Reporting and Review
The AAT will report on its Disability Strategy performance each year
in the Annual Report.
The AAT Disability Action Plan will be reviewed in three years to identify
areas for improvement and ensure that the Tribunal is continuing to apply
the principles and spirit of the Disability Discrimination Act 1992 in
conducting its business.
The AAT as an Employer
| Performance Indicator |
Performance Measure |
Measurement |
Reporting Mechanism |
Primary Responsibility |
| AAT employment policies, procedures and practices comply with the requirements of the Disability Discrimination Act 1992. |
100% of all employment policies and guidelines
are available to staff and potential staff. 100% of all polices and guidelines developed and/or reviewed meet the requirements of the Disability Discrimination Act 1992 and the needs of people with disabilities. |
Bi-annual review of all policies and guidelines. |
Annual Report |
Human Resources Manager in consultation with all staff will review employment policies and plans bi-annually. |
| Recruitment information for potential job applicants is available in accessible formats on request. |
80% of recruitment information requested can be provided in:
- Accessible electronic formats and
- Accessible formats other than electronic.
and
Average time taken to provide accessible information in
- Accessible electronic formats and
- Accessible formats other than electronic.
|
Annual sampling of recruitment information. |
Annual Report |
Human Resources Manager |
| Agency recruiters, staff selection committees, delegates and managers apply the principle of reasonable adjustment. |
Staff selection committees, delegates, managers and recruitment agencies used by the AAT provided with information on the principles of 'reasonable adjustment'. |
Annual sampling of 'reasonable adjustment' applied in selection processes. |
Annual Report |
Human Resources Manager, District and Principal Registry Managers |
| Principles of 'reasonable adjustment' are applied in the workplace. |
All managers are aware of and apply the principles of 'reasonable adjustment' within the workplace for employees with disabilities. |
Annual review of grievance / complaints. |
Annual Report |
Human Resources Manager, District and Principal Registry Managers |
| Training and development programs consider the needs of people with disabilities. |
In-house training incorporates information on people with disabilities where relevant. |
Annual sample of in-house learning and development programs. |
Annual Report |
Human Resources Manager, District and Principal Registry Managers |
| The AAT's culture reflects the value of diversity in the workplace. |
Employees are encouraged to self identify
as a person with a disability on the Human Resources Information System.
The
value of diversity is promoted to employees through agency publications. |
Annual review of SAP to assess data collected
on people with disabilities.
Bi-annual sample of AAT internal information material. |
Annual Report |
Human Resources Team, District and Principal Registry Managers |
| The AAT has a complaint/grievance process, including access to external mechanisms, in place to address issues and concerns raised by employees. |
Established complaints / grievance mechanisms, including access to external counseling are in operation. |
Annual Assessment. |
Annual Report |
Human Resources Manager |
| AAT people with disabilities will have access to technology and their needs are addressed when designing and/or upgrading information technology systems. |
The AAT will provide specialized equipment
(adaptive technologies) where possible to people with disabilities.
Ongoing assessment of alternative adaptive technologies and their compatibility with the AAT systems environment will be undertaken to ensure that the best products are available to employees with disabilities. |
People with disabilities are provided with and are using adaptive technologies.
Any new adaptive technologies reported on during the annual reporting
period. |
Annual Report |
District and Principal Registry Managers |
| AAT people with disabilities have access to information. |
Wherever possible internal documentation
is available electronically and in accessible formats.
Where it is not technically feasible, that an accessible alternative is provided. |
Sample of home pages and documentation available on the intranet. |
Annual Report |
Principal Registry Managers |
| The AAT will ensure that all work places will be accessible to people with disabilities. |
All AAT Registries comply with relevant statutory requirements and provide equity of access.
People with Property Management responsibilities to have up-to-date information on accommodation standards, including those which impact on people with disabilities. |
Annual review of the AAT's property data. |
Annual Report |
District and Principal Registry Managers |
The AAT as a Provider of Services
| Performance Indicator |
Performance Measure |
Measurement |
Reporting Mechanism |
Primary Responsibility |
| Established quality improvement and assurance systems are in place which consider the needs of people with disabilities. |
Evidence of quality improvement and assurance systems in operation (i.e. customer surveys, complaints process). |
Bi-annual review of quality improvement and assessment systems. |
Annual Report |
Registrar and District Registrars |
| The AAT's Client Service Charter specifies the roles of the provider and consumer and adequately reflects the needs of people with disabilities. |
Established service charter that adequately reflects the needs of people with disabilities. |
Bi-annual review of the AAT's service charter. |
Annual Report |
Registrar and District Registrars |
| Internal and external mechanisms are accessible to people with disabilities to lodge complaints and grievances about the service. |
People with disabilities can access internal and external mechanisms to lodge complaints and grievances. |
Annual assessment of mechanisms in operation. |
Annual Report |
Registrar and District Registrars |
| People with disabilities considered when developing practices and implementing policies that impact directly on their access to the Tribunal. |
Evidence that consultation has been undertaken with key stakeholders when developing practices and implementing policies. |
Assessment of consultation processes is in place when developing practices and implementing policies that directly impacts on their access to the tribunal. |
Annual Report |
Registrar and District Registrars |
| Promote the services of the AAT to people with disabilities, to encourage people to self-identify as having a disability. |
The AAT's services are promoted to people with disabilities through a variety of forums. |
Annual assessment of the information provided to people with disabilities, eg written and oral presentations to community groups. |
Annual Report |
Registry staff and members |
| Information is available to people with disabilities in accessible formats. |
Mechanisms in place to provide, where possible, people with disabilities with equal access to information about the AAT's services. |
Assessment of the mechanisms are in place to provide information in accessible formats for people with disabilities. |
Annual Report |
Registry staff and members |
| People with disabilities have equal access where possible, to new information technology products developed by the AAT for use of parties. |
Evidence that people with disabilities are consulted when designing or upgrading information technology systems. |
Assessment that information technology systems are accessible to people with disabilities. |
Annual Report |
PR Managers, Registry staff and members |
| People with disabilities have equal access to the information on the AAT's Web Site. |
People with disabilities can
access information on the AAT's Internet site.
Where this access is not technically feasible, that an accessible alternative is provided. |
Annual Review of the AAT's Internet.
Site compliant with the Commonwealth Government Accessibility standards for web and online content. Documents include:
- World Wide Web Consortium (W3C) Web Content Accessibility Guidelines
- Human Rights and Equal Opportunity Commission (HREOC) World Wide Web Access: Disability Discrimination Act Advisory Notes.
| Annual Report |
PR Managers, Library. Registry staff |
|
