Equitable and dignified access to services, facilities, communications and employment processes can be achieved by integrating access and inclusion across DELWP.

To do this, the department has identified 22 key actions over four priority areas, to be implemented within three financial years starting 30 June 2021.

Priority 1: Inclusive workplace culture and capability

Objective: Disability initiatives are championed at the Deputy Secretary level to build a disability-confident workforce

Objective: Our workforce is disability-confident and understands the social model of disability

Action Financial year(s)OutcomeIndicatorResponsibility
Action 1: Develop a DELWP disability employment action plan, with targets for special measures positions, disability secondments and internships/graduate positions set for each group 2021–22 to 2022–23 Commitment to increasing employment of people with disability is demonstrated at the highest level Increased number of applicants and successful candidates with disability
Disability employment targets are met
Group Deputy Secretaries and Corporate Services
Action 2:Participate in the government-wide mentoring program pilot, with a specific focus on mentoring support for our neurodiverse employees 2021-22 Neurodiverse employees are supported to progress their career at DELWP Two employees are supported within the pilot with tailored support provided to mentors and mentees People and Culture
Action 3: Develop a data collection and reporting framework within existing corporate systems that comply with privacy requirements and staff preferences to measure onboarding, retention and support of employees with disability 2021-22 Stronger data collection and reporting measures are embedded into our corporate systems to enable continuous improvement and accountability and compliance with privacy requirements DELWP's progress supporting employees with disability is measured and embedded in group performance reporting and AIP indicator reporting while protecting privacy where required People and Culture
Action 4: Develop and implement a facilitated intervention process and framework to ensure people with disability and carers are supported and obtain the right adjustments to enable them to perform at their best 2022-23 Our People leaders are accountable for a safe, respectful and inclusive work environment at DELWP A Disability Safety framework is developed and embedded into our Safe and Respectful Workplaces program People and Culture

Objective: Our workforce is disability-confident and understands the social model of disability

Action Financial Year(s)OutcomeIndicatorResponsibility
Action 5: The Access and inclusion plan 2021-2024 is embedded in the broader People and Culture corporate communications framework Ongoing The AIP actions and activities are regularly promoted to employees, enabling increased knowledge and awareness on the inclusion of people with disability The People and Culture communications plan features AIP item, including a yearly review of AIP progress People and Culture
Action 6:  The government-wide disability awareness e-learn modules are made available to all DELWP employees and are mandatory for all people leaders 2021-22 DELWP  employees understand how to eliminate barriers to employment and how to create safe, respectful and inclusive work environments for people with disability 60% of people leaders have completed the training by 2023 People and Culture
Action 7: Tailored support and disability confidence training is provided to Recruitment and HR Advisory teams 2021-22 DELWP's Recruitment and HR Advisory teams have the capability and capacity to support employees with disability 60% of DELWP's Recruitment HR Advisory team members have completed the training by 2023 People and Culture

Objective: Our employees with disability have the tools and resources to perform their roles at their best

Action Financial Year(s)OutcomeIndicatorResponsibility
Action 8: Implement a new workplace adjustment policy and scope mechanisms for enhanced accountability and privacy 2021-22 Employees with disability have increased opportunities to perform their roles at their best Existing and new employees are provided with workplace adjustments in line with the updated procedure

Decrease in the number of People Matters Survey respondents whose adjustment request was not implemented
People and Culture
Action 9: Develop a dedicated disability and carers resource on our intranet that includes relevant policies, information, checklist and networks 2021-22 Increased access to resources and information supports disability confidence at DELWP Disability inclusion tools and resources are developed to provide knowledge and understanding of DELWP's disability policies and processes Information Services
Action 10: Review and implement DELWP's internal employment and recruitment processes to ensure they are accessible 2022-23 Candidates with disability have the support they need to successfully apply for roles Increased number of applicants and successful candidates with a disability People and Culture
Action 11: Review the position descriptions and criteria requirements of the State Control Centre and regional incident support roles and outfit for emergency testing to remove barriers for people with disability  2022-23 Employees with disability can fully participate in DELWP's emergency management efforts Completed a review of emergency management intake procedure, with recommendations provided for consideration People and Culture

Priority 2: Inclusive places and spaces

Objective: The DELWP physical environment provides an inclusive employee experience and makes our offices more accessible to the community.

Action Financial year(s)OutcomeIndicatorResponsibility
Action 12: Review all access audit reports and develop a priority list for implementation 2021–22 A fully accessible
the environment is welcoming to employees and community members with disability
Building access audits are assessed, and a plan is developed for implementation Information Services
Action 13: Review commonly procured office items to ensure barriers are eliminated and that they are accessible 2022–23 Our commonly procured items have minimal barriers for people with disability in our workplace Our commonly procured items have minimal barriers for people with disability in our workplace People and Culture People andCulture

Priority 3: Inclusive information and communication

Objective: Our information and communications are accessible for people with disability

Action Financial Year(s)OutcomeIndicatorResponsibility
Action 14: Undertake an audit of our intranet to ensure it meets current web accessibility compliance standards and establish a framework to deliver prioritised updates 2023–24 Employees with disability feel included and have access to the information they need in the format they require The DELWP intranet complies with web content accessibility guidelines People and Culture
Action 15: Review our website information for alternative formats of documents to ensure all documentation meets accessibility standards 2023–24 People with disability feel included and have access to the information they need in the format they require Alternative formats are available on the DELWP website for people with disability Digital and Customer Communications

Priority 4: Inclusive communities

Objective: DELWP is committed to supporting people with disability in the community, ensuring our services engage effectively with the community.

We increase access and inclusion for people with disability and use our purchasing power to influence social procurement.

Action Financial year(s)OutcomeIndicatorResponsibility
Action 16: Review all current grant management program guidelines, webpages, guideline templates and other supporting documents to ensure they comply with access and inclusion requirements 2023–24 Our grants programs are fair and equitable and include opportunities for people with disability and disability organisations Grant program design and guidelines include access and inclusion measures Finance
Action 17: Promote the opportunity to expand social procurement to include disability social enterprises where possible 2023–24 Increased economic participation for people with disability in the community Increased number of procurements from disability organisations each successive financial year Finance
Action 18: Review and implement the accessible event guidelines and create a guidance document with examples and contacts for subject matter experts 2021–22 Increased participation by people with disability at DELWP events and programs across Victoria Our accessible event guidelines are updated and communicated Digital and Customer Communications
Action 19: Provide disability confidence training to customer-facing employees 2022–23 Our employees understand how to proactively remove barriers and ensure people with disability in the community feel included Customer-facing teams in DELWP’s Customer Contact Centre undertake inclusion training People and Culture
Action 20: Audit DELWP sites for communication access boards, TTY and Hearing Loops, alongside training for customer-facing employees, and implement at 20 per cent of appropriate DELWP locations 2023–24 People with disability in our community feel included and have access to the information they need in the format they prefer Sites are identified for implementing accessible communication options for people with disability, and resources are implemented at 50 per cent of appropriate locations Information Services

Objective: People with disability have a voice and their concerns are understood and respected

Action Financial  Year(s)OutcomeIndicatorResponsibility
Action 21: Review DELWP’s complaint and feedback systems to include a disability-related category for the purpose of continuous improvement 2022–23 Systemic issues are identified and resolved in a timely manner

Increased satisfaction in customer service experiences for people with disability

DELWP’s complaints system captures issues relating to people with disability for review and action Digital and Customer Communications
Action 22: Ensure DELWP’s public engagement processes are inclusive of people with a disability and we are meeting our obligations under the public engagement framework (to be released) 2021–22 to 2022–23 Inclusive engagement practices increase the participation of people with a disability in decisions that impact or interest them Engagement of people with disability in our engagement practices is measured

We have established relationships with disability peak bodies across Victoria managed with a One-DELWP approach

Digital and Customer Communications

Page last updated: 14/12/21