Part of the Getting to work: Victorian public sector disability employment action plan 2018 – 2025
Focus area 1: Build awareness through access to information
Vision 1: Public sector leaders set the tone
Actions
The Victorian Secretaries Board approves the disability employment action plan to meet targets and publicly commits to delivery
Each Secretary and the Police Commissioner communicates commitments to the organisation and appoints a Deputy who is responsible for driving their organisational commitments and relevant whole-of-government actions
Each Secretary and the Police Commissioner empowers a dedicated capability in each organisation to implement the disability employment action plan
The Victorian Secretaries Board meets regularly to monitor progress, remove barriers and address risks
Outcomes
Commitment to the disability employment action plan is demonstrated at the highest level
The disability employment action plan is adopted as a component of core business
There is clear and transparent accountability for commitments and actions
Vision 2: The public sector is an employer of choice for people with disability
Actions
Implement a strong communications, marketing and engagement plan
Share employee stories, explain benefits and build community trust in the VPS being a great place for people with disability to workRegularly report progress under the plan and replicate success stories
Develop and implement an online access and inclusion toolkit
Create an online repository of disability employment action plan resources for existing and prospective employees
Outcomes
Increased disability confidence and awareness across the public sector
Job seeker information available in accessible format
The Victorian community can access reports and view progress against the plan
Vision 3: The workplace culture embraces the contributions and talents of people with disability
Actions
Implement disability awareness and confidence training for all levels of the VPS
Address barriers to employment related to the lack of disability experience, awareness and confidenceEmpower all employees to identify and challenge negative stereotypes and promote positive attitudes towards people with disability
Partner with and support the Enablers Network to drive cultural change
Collaborate to foster new thinking and practice to progress our objective of becoming disability-confident
Establish a Disability Employment Community of Practice
Set up a dedicated network that shares knowledge, experience and resources related to disability employment
Outcomes
Employees demonstrate understanding, confidence and capability to employ and support people with disability
Workplace expectations of employees with disability are met
Focus area 2: Attract and recruit people with disability
Vision 4: Interview and selection approaches result in more people with disability being hired
Actions
Review and refresh recruitment and selection policies
Revisit the approach to attraction strategies, position descriptions and selection criteria and introduce inclusive measures (for example, explicitly encouraging people with disability to apply)
Scope new recruitment models for candidates who require alternative methods of assessment
Consider recruitment models such as RecruitAbility, offering a fast track to interview, work experience, role matching to skills and capability (for example, job-carving and job sharing)
Outcomes
Increased awareness and understanding of diverse and flexible recruitment and selection options that enable the employment of people with disability
Hiring managers and human resources practitioners are confident and empowered to hire candidates with disability
Processes and practices are more accessible to candidates with disability, resulting in more people with disability being interviewed and selected
Vision 5: There is a pool of people with disability ready and willing to work in the public sector
Actions
Increase access to the candidate pool by exploring the opportunity for a VPS-wide arrangement with a disability-confident vendor
Source suitable candidates and ensure recruitment agencies select short-listed candidates through non-discriminatory practices
Explore and scope the development of a VPS disability capability framework
Outline the knowledge, skills and capabilities to build disability confidence
Outcomes
The VPS has access to a wide pool of candidates with disability across all levels
Employees with disability receive support from disability employment agencies to ensure success in the workplace
There are sufficient candidates to meet the targets
Vision 6: People with disability are employed at all levels
Actions
Ensure equitable access to all roles flex by VPS employees with disability
Share information, good practice and tools developed by departments
Implement more pathways into the public sector for people with disability
Introduce a disability pathway for the Graduate Recruitment and Development Scheme
and scope dedicated pathways to work experience and the Youth Employment Scheme
Implement and expand the commitment to targeted employment programs
Scale the Department of Health and Human Services RISE Program and the
Australian Network on Disability Stepping Into Internship program
Outcomes
All employees are empowered to identify and challenge negative stereotypes and promote positive attitudes towards disability
Employees with disability feel welcome and have the support they need to ensure equal participation in the workplace
Candidates with disability are supported into the right roles at the right time
Employees with disability are in roles that suit their knowledge, skills and expertise
Focus area 3: Support employees with disability
Vision 7: People with disability are supported to realise their full potential
Actions
Implement career development opportunities and leadership development pathways
Focus on all levels for career development and VPS6 employees and above for leadership development
Provide mentoring opportunities for employees with disability at all levels
Create an opt-in initiative to support the professional development of employees
Outcomes
Increased employment of people with disability across all levels of the public sector
Increased employee satisfaction and engagement for people with disability
The public sector brand is enhanced as an employer of choice
Vision 8: The public sector is a safe and inclusive environment for employees with disability
Actions
Scope the implementation of a workplace adjustment passport and other new initiatives
Explore potential initiatives including keep in touch days for disability-related leave or donated sick leave
Scope an accessibility reporting tool for VPS employees with disability
Scope the development of a tool to record and address barriers to participation in the workplace
Ensure employee assistance programs are disability-confident
Scope the development of key attributes required for a disability-confident employee assistance program
Outcomes
People with disability feel confident bringing their whole self to work and have access to the right support and flexibility to perform at their best
Increased employment outcomes for people with disability across all levels of the public sector
Employment targets are met by VPS departments and Victoria PoliceWorkplace expectations of employees with disability (such as increased workplace engagement and satisfaction) are met