Department of Justice Disability Inclusion Action Plan 2015-18

Disability Inclusion

Action Plan

2015-18 Copyright: © State of New South Wales through the Department of Justice 2015. You may freely deal with this work for any purpose, other than profit.

ISBN: 978-1-922257-29-1 (online docx)

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Document title Page 2 of 46 Table of Contents

Disability Inclusion Action Plan 2015-18 Page 3 of 46 1. Secretary’s message I am pleased to present the Department of Justice’s Disability Inclusion Action Plan 2015- 2018. Section 12 of the Disability Inclusion Act 2014 (NSW) requires each public authority to develop a Disability Inclusion Action Plan (DIAP). This DIAP was developed to outline the steps the Department will take to ensure people with disability are able to access the Department’s services and fully participate in the community. This DIAP supports the general principles of disability inclusion, as well as the approach to inclusion contained in the NSW Disability Inclusion Plan. The Department recognises the important rights that people with disability have, including the right to participate in society, access information, be able to live free from violence and have their diverse needs respected. All staff of the Department have a responsibility to support and promote inclusion of people with disability. The Department is involved in other areas of work affecting people with disability, including addressing the overrepresentation of people with cognitive and/or mental health impairments in the criminal justice system, In 2016, the Department will develop a new Disability Justice Strategy, that builds on our work creating more inclusive mainstream services, and works towards improving access to justice for people with disability. The strategies in this DIAP have been developed in consultation with people with disability, their advocates and our staff with disability. This collaboration has provided a clear direction for our work, and we look forward to making our mainstream services truly inclusive of people with disability.

Andrew Cappie-Wood Secretary NSW Department of Justice

Document title Page 4 of 46 2. Guiding principles

The Department’s guiding principles commit us to work towards:

Providing mainstream services in an inclusive manner

Supporting and promoting the principles of flexible service delivery

Training our staff to understand the impacts of attitudinal barriers in the provision of inclusive services

Ensuring that people with disability are aware of and can effectively access information in accessible formats about the Department’s services

Building all new and renovated environments to comply with the Disability Discrimination Act 1992 (Cwth) Access to Premises Standards

Consulting people with disability in the development of inclusive policies, programs and services

Being an employer of choice for people with disability, where their skills and experiences are valued

Disability Inclusion Action Plan 2015-18 Page 5 of 46 3. Policy and legislative context

This Plan reflects the Department’s implementation of the principles of disability inclusion, in the context of the following legislation and policy frameworks:

UN Convention of the Rights of Persons with Disabilities

Disability Inclusion Act 2014 (NSW)

Disability Discrimination Act 1992 (Cth)

Anti-Discrimination Act 1977 (NSW)

Government Sector Employment Act 2013 (NSW)

Victims Rights and Support Act 2013 (NSW)

Department of Justice Strategic Plan

National Disability Strategy

NSW Disability Inclusion Plan

National Disability Insurance Scheme reform

Document title Page 6 of 46 4. The Department of Justice and people with a disability

The Department of Justice delivers legal, court and supervision services to the people of NSW. It does this by managing courts and justice services, implementing programs to reduce crime and reoffending, managing custodial and community-based correctional centres and programs, protecting rights and community standards and advising on law reform and legal matters. In 2015, the Department had a full-time equivalent workforce of over 11,000.

The Department is made up of ten divisions:

Arts & Culture

Corrective Services NSW

Courts and Tribunal Services

Finance

Justice Strategy & Policy

Juvenile Justice

Liquor, Gaming & Emergency Management

NSW Trustee & Guardian

Office of the Secretary

Organisational Performance and Operations

The Department works within the diverse community of NSW. In the 2012 Survey of Disability, Ageing and Carers, 18.5% of the population identified as having a disability. 1 This means that approximately one in five people who come into contact with the NSW Justice system will have a disability. There is significant evidence that people with disability are overrepresented in the criminal justice system, as victims of crime and offenders. There are certain areas of the Department that have large numbers of clients with disability (NSW Trustee & Guardian and Public Guardian), or that have specialist support available for people with disability (Corrective Services and Juvenile Justice). In 2014, 6.6% of the Department’s staff identified as having a disability.2

1 Available at the Australian Bureau of Statistics website: http://www.abs.gov.au

2 Department of Police and Justice 2013-2014 Annual Report Disability Inclusion Action Plan 2015-18 Page 7 of 46 5. Consultation process

The Department held a community consultation on 30 September 2015, which brought together people with disability and organisations from the disability sector, to seek their feedback on priorities for the DIAP.

A separate consultation at Self Advocacy Sydney was held on 2 October 2015, to ensure the voices of people with intellectual disability were heard. Board members of Self Advocacy Sydney provided strong feedback in the focus areas of attitudes and behaviours and systems and processes.

The Department’s Staff with Disability Network were consulted on 28 August 2015, and provided valuable feedback on improving the outcomes for employees with disability.

The following priorities were identified from the consultation, and have been incorporated into the actions within the plan:

Improved training for staff

Improved accessibility of buildings

Removing barriers to employment

Providing accessible information

Document title Page 8 of 46 6. Disability Inclusion Action Plan

6.1. Outcome 1 – Attitudes and behaviours

Aim and expected outcome Increased awareness among Department of Justice staff of disability issues Improved service provision to people with disability Understanding across the Department of the importance of inclusion

Target population Staff of the Department People with disability

Resources Courts and Tribunal Services operational training Diversity Services – Flexible Service Delivery training Strategic Human Resources – Leadership and Capability Development CS/JJ training LawAccess training Disability Inclusion Action Plan 2015-18 Page 9 of 31 DIAP Outcome 1 – Attitudes and behaviours No Action Key Performance Responsibility Timeframe . Indicators 1.1 Court Services staff complete ‘Disability &  100% of staff complete Court Services 30 June 2016 then Flexible Service Delivery’ e-learning training annually annually module every twelve months 1.2 Work with Courts and Tribunal Services  Updated Court staff and Court Services June 2016 operational training to include the following Client Service Skills topics in the Court Staff and Client Service Training Skills training:  using the infrared hearing assistance kits  understanding of using Auslan interpreters  service provision to clients who are blind or who have a vision impairment 1.3 All Registrars and Senior Registrars have  100% of Registrar and Court Services June 2016 an achievement plan that includes a key Senior Registrar performance indicator related to Achievement plans engagement with local disability groups include an accountability to: 1. Engage with Disability Advocacy/Service groups in their communities 2. Invite Disability Advocacy/Service groups to Court User Forums 3. Develop a Disability Inclusion Action plan DIAP Outcome 1 – Attitudes and behaviours No Action Key Performance Responsibility Timeframe . Indicators for their location  Plans and progress are reported quarterly in the standard business reports 1.4 Communications on accessing  Information is presented Court Services June 2016 AccessLink are prepared and presented to to Registrars via a all Court Services staff telecommunications presentation  Registrars present information on AccessLink to all staff 1.5 Conduct disability awareness training for  Number of staff trained Corrective Services Ongoing staff working with offenders in community  Number of courses run NSW and custody 1.6 Promote a culture of disability inclusion  Promotion of the Diversity Services/ June 2016 within the Department benefits of disability Strategic Human inclusion to Managers Resources 1.7 Continue to provide Disability Awareness  Disability Awareness Diversity Services Ongoing and Flexible Service Delivery training and Flexible Service programs to all areas of the Department Delivery training is available and accessed across the Department 1.8 Develop new training modules for staff on  New modules Diversity Services December 2016 issues for people with a cognitive and/or developed mental health impairment, including:  recognising a cognitive and/or mental health impairment  communication  the impacts of trauma 1.9 Conduct ‘Working with people with  Number of people Juvenile Justice Ongoing disability’ training for staff working with trained DIAP Outcome 1 – Attitudes and behaviours No Action Key Performance Responsibility Timeframe . Indicators children and young people in the  Number of courses run community and custody 1.1 Induction of new frontline staff in the  100% of new Legal LawAccess NSW Ongoing 0 Legal Information Group and Legal Information Group and Advice Group of LawAccess NSW will Legal Advice Group include: staff trained  The social model of disability  Flexible service delivery  Effective communication with people with a cognitive impairment How to make and receive a call using the National Relay Service 1.1 Members of the Legal Information Group  90% of Legal LawAccess NSW Enhanced disability 1 and Legal Advice Group to undertake Information Group and awareness training by enhanced disability awareness training Legal Advice Group 30 December 2016; and refresher training thereafter that will trained Refresher training in include: each year of 2017 and  The social model of disability 2018  Flexible service delivery  How to make and receive a call using the National Relay Service 1.1 Frontline staff and management complete  80% of Births, Deaths & Registry of Births, December 2016 2 Flexible Service Delivery training Marriages staff Deaths & Marriages complete Flexible Service Delivery training 6.2. Outcome 2 – Liveable communities

Aim and expected outcome Increased awareness of the importance of inclusion People with disability have equitable access to buildings and facilities

Resources Asset Management Services funding

DIAP Outcome 2 – Liveable communities N Action Key Performance Indicators Respon Timeframe o. sibility 2. Remain informed in relation to the developing  New facilities comply with the Asset Ongoing 1 Disability Discrimination Act 1992 (Cth) Building Code of Australia (BCA) Manage ‘Access to Premises’ Standards and respond and the Disability Discrimination Act ment accordingly in our building specifications as far as possible. Services

2. Innovative solutions will be considered where  New facilities comply with the Asset Ongoing 2 heritage issues are potentially in conflict with Building Code of Australia (BCA) Manage access requirements, with an eye to and the Disability Discrimination Act ment addressing the access issues within the spirit as far as possible Services of the Disability Discrimination Act 1992 (Cth)  Priorities for access improvements while maintaining the heritage listed elements of existing buildings are identified DIAP Outcome 2 – Liveable communities N Action Key Performance Indicators Respon Timeframe o. sibility of the building and integrated into the Asset Management Services’ Access Improvement Program 2. Roll out access improvements to jury facilities  Accessible jury facilities will be Asset December 2018 3 where jurors regularly sit, as funding permits provided at all trial courts where Manage juries regularly sit ment Services The Department's Access Audits of leased  Provide a list of accessible services Asset Ongoing premises will be included within the Asset and facilities by March 2018 Manage Management access provision workplans ment Services 2. Disability infrastructure planning will be  Disability infrastructure planning is Asset Ongoing 4 identifiable within the Department's Total reflected in Total Asset Manage Asset Management (TAM) plan Management (TAM) plans ment Services 2. Reinforce the importance of business  Business Continuity Plans will be Asset Ongoing 5 continuity plans providing adequate reviewed annually to ensure they Manage accommodation and services for the ongoing address issues for people with ment needs of persons with a disability recognising disability Services that these are temporary arrangements and that alternative working arrangements including work from home may be required in the short term 2. Registrars develop and include disability  100% of Registrar’s annual business Court June 2016 6 inclusion action plans in their annual business plans include disability inclusion Services plans action plans for the location 2. Registrars consult with Asset Management  100% of all court refurbishments Court Ongoing 7 Branch and Diversity Services in building include consultation with AMS & Services refurbishments to consider disability access Diversity Services requirements for courts 2. While waiting for physical modifications to  Alternative service provision Manager Ongoing 8 buildings and facilities, managers will develop provided where necessary s DIAP Outcome 2 – Liveable communities N Action Key Performance Indicators Respon Timeframe o. sibility and implement alternative service provision procedures within Flexible Service Delivery principles

6.3. Outcome 3 – Employment

Aim and expected outcome Increased number of people with disability recruited across all divisions of the Department Increased representation of staff with disability within the Department An inclusive workplace that supports and values the contributions of staff with disability

Target population Staff of the department People with disability

Resources Strategic Human Resources expertise and support

DIAP Outcome 3 - Employment No. St Action Key Performance Responsibility Timeframe rat Indicators eg y Focus Area A: Attraction and recruitment DIAP Outcome 3 - Employment No. St Action Key Performance Responsibility Timeframe rat Indicators eg y 3.1 E Incorporate disability employment  Business plans and Senior Executives June 2016 m targets and strategies into all workforce planning be business plans processes include d disability di employment targets sa and strategies bil ity Develop disability employment  Disability Strategic Human January 2016 e metrics and analytics to identify employment metrics Resources m under-performing areas within and analytics are pl the Department and develop developed oy appropriate recruitment m strategies to address any en identified imbalances t Provide quarterly reports to the  Quarterly disability Strategic Human Quarterly tar Secretary, heads of divisions and employment reports Resources ge all business centre managers are provided ts showing disability employment an representation against d performance targets (by str division/branch/business unit) to at monitor progress eg Improve the accuracy of disability  Increase in number Strategic Human Ongoing ie employment statistics by of new staff Resources s developing methods which completing the int encourage new staff to disclose Workforce Diversity o disability when completing the Data Collection w Workforce Diversity Data Survey or Collection Survey kf DIAP Outcome 3 - Employment No. St Action Key Performance Responsibility Timeframe rat Indicators eg y or ce pl an ni ng an d bu si ne ss pl an ni ng pr oc es se s

3.2 Pr Complete the review of current  Review of Strategic Human January 2016 o recruitment processes, selection recruitment Resources m materials and access points processes and ot available to job applicants with selection materials is e disability to ensure that they completed and any th support inclusion and are non- recommendations e discriminatory are implemented D Develop appropriate disability  Disability Strategic Human January 2016 DIAP Outcome 3 - Employment No. St Action Key Performance Responsibility Timeframe rat Indicators eg y ep statements to be used in job employment Resources art advertisements encouraging statements and m people with disability to apply for information on en roles. Provide clear information reasonable t on how to request a reasonable adjustments are as adjustment during the selection developed and used an process in job in advertisements cl us Develop and publish appropriate  Appropriate content Strategic Human March 2016 iv content across different media is produced and Resources/ e which promotes disability published Strategic Communications or inclusion and encourages people ga with disability to apply for roles ni e.g. Department of Justice career sa internet page, careers brochures tio and other promotional collateral n Develop relationships with  Relationships with Strategic Human Ongoing an Disability Employment Service DES providers are Resources/ d (DES) providers and other established Hiring Managers an external disability organisations 'e to promote awareness of m employment opportunities at the pl Department oy Court Services review  Percentage of Court Services Ongoing er recruitment strategies to employees with a of encourage people with disability disability targets are ch to apply for positions met oi ce DIAP Outcome 3 - Employment No. St Action Key Performance Responsibility Timeframe rat Indicators eg y ' for pe op le wi th di sa bil ity

3.3 E Complete the review of  Review of Strategic Human January 2016 ns recruitment processes to identify recruitment Resources ur what support is currently processes is e available for people with disability completed and re and identify any remaining recommendations cr barriers or gaps are implemented uit m Ensure all job advertisements,  All job Strategic Human January 2016 en online application systems and advertisements, Resources t recruitment assessments are information packs, pr accessible to people with online application oc disability. systems and es recruitment se assessments are s made accessible to ar people with disability e Monitor and analyse the impact  Application rates and Strategic Human Quarterly fai of new methods of recruitment success rates are Resources DIAP Outcome 3 - Employment No. St Action Key Performance Responsibility Timeframe rat Indicators eg y r assessments on the application included in disability an and success rates for people with employment metrics d disability and analysed ac quarterly ce Develop and promote practical  Practical resources Strategic Human March 2016 ss resources and information to and guidelines are Resources/ ibl recruiters, hiring managers and developed and Hiring Managers e selection panel members about disseminated to an best practice for attracting and recruiters, hiring d employing people with disability managers and panel do including providing reasonable members no adjustments during the selection t process di Develop and integrate disability  Disability awareness Strategic Human March 2016 sa awareness into hiring manager is included in hiring Resources dv training courses delivered to staff manager training an involved in recruitment aimed at courses ta building confidence in recruiting ge people with disability pe Ensure role descriptions are  Role descriptions Strategic Human Ongoing op based on the inherent are created in Resources/ le requirements of a job and do not conjunction with All Managers wi inadvertently discriminate against trained job design th people with disability experts in Human di Resources to ensure sa they do not bil disadvantage people ity with disability

3.4 D Develop and implement  Number of Strategic Human Ongoing DIAP Outcome 3 - Employment No. St Action Key Performance Responsibility Timeframe rat Indicators eg y ev programs that support traineeships, Resources/ el employment pathways for young internships and work All Managers op people with disability such as experience ne school-based traineeships, work placements offered w placement programs and e internships m Review and identify opportunities  Number of targeted Strategic Human Ongoing pl for targeted recruitment initiatives roles Resources/ oy for people with disability, All Managers m including entry points at various en salary levels t Develop a business case and  Approval and Strategic Human June 2016 pa seek approval for funding for a implementation of Resources th flagship initiative: e.g. a 3-year pilot program w Pilot Program for the ay Employment of People with s Disability for Develop strategic partnerships  Partnerships with Strategic Human Ongoing pe with Disability Employment DES providers are Resources/ op Service (DES) providers to utilise established All Managers le their expertise in sourcing and wi recruiting people with disability th di sa bil ity

Focus Area B: Retention and career development 3.5 Cr Promote membership of the  Number of staff Strategic Human Ongoing DIAP Outcome 3 - Employment No. St Action Key Performance Responsibility Timeframe rat Indicators eg y ea Department’s Staff with participating in the Resources/ te Disabilities Network to new and Staff with Disabilities All Managers a existing staff Network activities m and events or Promote awareness and  Events to recognise Strategic Human Ongoing e participation in events that International Day for Resources/ in recognise International Day for People with Strategic Communications/ cl People with a Disability and Disability and other Diversity Services us organise events that recognise significant days are iv other days of significance organised e Engage and encourage members  Staff with disability Strategic Human Ongoing an of the Staff with Disabilities participate in Resources d Network to participate at cross- external forums, su sector disability forums, conferences and pp conferences, working groups and networks ort external disability networks iv e w or kp la ce for st aff wi th di sa DIAP Outcome 3 - Employment No. St Action Key Performance Responsibility Timeframe rat Indicators eg y bil ity 3.6 Pr Develop an effective  Reasonable Strategic Human January 2016 o communications strategy to Adjustment Resources/ m promote the new Reasonable Guidelines are Strategic Communications ot Adjustment Guidelines to ensure promoted and e that all managers and staff are implemented re made aware of their rights and as responsibilities and how to apply on and obtain reasonable ab adjustments at work le Ensure all managers and staff  Funding sources for Strategic Human Ongoing ad are made aware of the reasonable Resources ju procedures for applying for adjustments are st funding for reasonable communicated to m adjustments through JobAccess managers and staff en and other programs. on a regular basis t through various inf mediums or Ensure all staff with disability  Staff advised of Strategic Human Ongoing m have access to workplace availability of Resources ati assessments where appropriate workplace on assessments to all st aff an d m DIAP Outcome 3 - Employment No. St Action Key Performance Responsibility Timeframe rat Indicators eg y an ag er s an d en su re ap pr op ria te re as on ab le ad ju st m en ts ar e pr ov id DIAP Outcome 3 - Employment No. St Action Key Performance Responsibility Timeframe rat Indicators eg y ed to st aff wi th di sa bil ity 3.7 Pr Ensure staff with disability have  All training programs Strategic Human Ongoing ov access to appropriate reasonable offer reasonable Resources id adjustments to participate in adjustments e training programs i.e. staff are ca notified that adjustments are pa available in enrolment advice and bil requests met on needs basis ity Ensure that all staff with disability  All staff with Strategic Human December an utilise the 'myPerfomance' disability have Resources/ 2017 d framework to identify career and performance All staff ca capability development management and re opportunities development plans er Encourage staff with disability to  Number of staff with Strategic Human Ongoing de participate in both internal and disability Resources/ ve external management and participating in All managers lo leadership programs leadership programs p m en t DIAP Outcome 3 - Employment No. St Action Key Performance Responsibility Timeframe rat Indicators eg y op po rtu nit ie s for st aff wi th di sa bil ity

3.8 Pr Ensure Staff with Disabilities  Members of the Strategic Human Ongoing ov Network members are network attend all Resources/ id represented at the Department's Equity and Diversity Staff with Disability e Equity and Diversity Alliance Alliance meetings Network eff meetings so that the views of the ec network are represented tiv Encourage and facilitate Staff  Staff with Disabilities Strategic Human Ongoing e with Disabilities Network Network members Resources/ w members to contribute to the review and provide Staff with Disability ay review and development of feedback on Network s departmental policies and departmental for guidelines policies, guidelines st and procedures aff Provide opportunities for Staff  Number of network Strategic Human Ongoing DIAP Outcome 3 - Employment No. St Action Key Performance Responsibility Timeframe rat Indicators eg y wi with Disabilities Network members Resources/ th members to participate in participating at Staff with Disability di corporate planning days corporate planning Network sa days bil ity to inf lu en ce an d co ntr ib ut e to de ci si on m ak in g 3.9 E Ensure all Change Management  Change Senior Executives/ Ongoing ns Plans for Organisational Change Management Plans All Managers ur take into account the impact on include provisions DIAP Outcome 3 - Employment No. St Action Key Performance Responsibility Timeframe rat Indicators eg y e staff with disability, and additional relating to the impact or support services are provided to on staff with ga these staff during transition to disability ni new structures or redeployment  Additional support sa where necessary (as required in services are tio Sections 10 and 11 of the DPC provided where na Directive D2011_014 Agency required l Change Management re Guidelines) str uc tur es an d ch an ge do no t di sp ro po rti on at el y DIAP Outcome 3 - Employment No. St Action Key Performance Responsibility Timeframe rat Indicators eg y aff ec t st aff wi th di sa bil ity Focus Area C: Inclusive and supportive workplace 3.10 Pr Review and update disability  Existing staff Strategic Human March 2016 o awareness training components induction and Resources m of existing staff induction and operational training ot operational training programs programs are e reviewed and a updated where cu appropriate ltu Research and develop an  Disability Strategic Human June 2016 re appropriate disability inclusion/awareness Resources/ of inclusion/awareness training training is developed Diversity Services in framework available to all staff and implemented cl within the Department e.g. a us disability awareness e-learning io course supported by face-to-face n training where required wi Continue to enhance and  The HR workforce Strategic Human Ongoing thi promote the HR workforce diversity intranet site Resources n diversity intranet site as the is promoted to staff DIAP Outcome 3 - Employment No. St Action Key Performance Responsibility Timeframe rat Indicators eg y th primary resource for disability  Number of visits to e information for managers and workforce diversity D staff disability intranet ep pages art Communicate good news stories  Good news stories Strategic Human Ongoing m demonstrating good practice in and case studies are Resources/ en disability employment within the shared internally and Strategic Communications t Department and externally to externally th DES providers and other at disability organisations. su Recognise the achievements of  Accessibility and Strategic Human Annually pp staff who have demonstrated Diversity Excellence Resources/ ort excellence in disability Award presented All Managers s employment in the Department's annually st Diversity and Accessibility aff Excellence Award wi th di sa bil ity an d hi gh lig ht s be DIAP Outcome 3 - Employment No. St Action Key Performance Responsibility Timeframe rat Indicators eg y st e m pl oy m en t pr ac tic es 3.11 Pr Communicate availability of  Flexible working Strategic Human Ongoing o flexible working arrangements to arrangement policies Resources/ m all managers and staff and procedures are All Managers ot available to all staff e and managers ac ce ss to a ra ng e of ap pr op ria DIAP Outcome 3 - Employment No. St Action Key Performance Responsibility Timeframe rat Indicators eg y te fle xi bl e w or ki ng ar ra ng e m en ts 3.12 Im Analyse and report on  Survey information is Strategic Human June 2016 pr information obtained from the collated and Resources ov Workforce Diversity Data analysed from e Collection Survey, Exit Survey different sources di and People Matter Survey to sa identify and address disability bil employment issues ity Research and develop an  A new survey is Strategic Human June 2016 e appropriate on-line survey to developed and Resources m collect information from staff with information is pl disability about their experiences collected and oy in the workplace, existing barriers analysed m and ideas for improvements en Re-survey all staff for their  Staff are re-surveyed Strategic Human Annually DIAP Outcome 3 - Employment No. St Action Key Performance Responsibility Timeframe rat Indicators eg y t workforce diversity information to annually Resources inf capture any changes in health or circumstances and acquired m disability ati on fro m qu an tit ati ve an d qu ali tat iv e da ta so ur ce s 3.13 E Review and develop human  Disability inclusion is Strategic Human Ongoing ns resources frameworks, policies, considered in the Resources ur guidelines and practices that development of all e support disability inclusion and human resources DIAP Outcome 3 - Employment No. St Action Key Performance Responsibility Timeframe rat Indicators eg y all do not disadvantage people with policies, guidelines hu disability and practices m an re so ur ce s po lici es , gu id eli ne s an d e m pl oy m en t pr ac tic DIAP Outcome 3 - Employment No. St Action Key Performance Responsibility Timeframe rat Indicators eg y es su pp ort di sa bil ity in cl us io n 6.4. Outcome 4 – Systems and processes

Aim and expected outcome Improved accessibility of the Department’s services Accessible information for members of the public on the department’s buildings and services Improved accessibility of software applications and interfaces

Resources Diversity Services expertise Strategic Communications expertise Information & Technology resources

DIAP Outcome 4 – Systems and processes No. Action Key Performance Indicators Responsibility Timeframe 4.1 Consider disability  Business planning Senior Executives Ongoing inclusion issues as includes consideration part of business of disability inclusion planning for each issues Division, Branch and Unit 4.2 Include information  Accessibility information Alternative Dispute Resolution December about accessibility in reflected in CJC venue Directorate/ 2016 DIAP Outcome 4 – Systems and processes No. Action Key Performance Indicators Responsibility Timeframe Community Justice policy Community Justice Centres Centres (CJC) venue policy 4.3 Include mediator  Inclusion indicators Alternative Dispute Resolution December capacity to provide reflected in mediator Directorate/ 2016 inclusive services in engagement criteria Community Justice Centres mediator engagement criteria 4.4 Include information  Information reflected in Alternative Dispute Resolution December and guidance to CJC the revised mediator Directorate/ 2017 staff and mediators manual and revised Community Justice Centres about providing intake manual accessible services, including the use of support people 4.5 Include information  Access to disability Court Services June 2018 on Court Services access information is website about available on the internet disability access to all for all court sites court locations  Information is updated regularly 4.6 Promote and  AccessLink site is Diversity Services Ongoing demonstrate maintained and AccessLink, the regularly updated Department’s Intranet  AccessLink site is Good Practice Guide promoted to staff of the on reasonable Department adjustments for people with disability 4.7 The design and  100% of websites Information & Technology/ Ongoing selection of software meeting WCAG 2.0 Strategic Communications applications and Level AA standards interfaces will meet  DIAP Outcome 4 – Systems and processes No. Action Key Performance Indicators Responsibility Timeframe access requirements, including WCAG 2.0 Level AA standards, for people with disability, both staff and clients 4.8 Develop information  Information developed Information & Technology Annually and offer staff training and training delivered as required to ensure use and maintenance of adaptive equipment for service provision access (such as infra-red systems) and in the workplace, as it is introduced into the Department 4.9 The protected witness  100% of people Information & Technology As per roll audio-visual requesting access to out equipment program hearing loop equipment will include infrared have access systems for people with hearing impairments 4.10 Continue to obtain  Service enhancement LawAccess NSW Annually feedback and identify opportunities opportunities to implemented where enhance access to possible service through consultation with the Justice Disability Advisory Council and DIAP Outcome 4 – Systems and processes No. Action Key Performance Indicators Responsibility Timeframe take steps to deliver service enhancement opportunities 4.11 Any Client  Any actions required to LawAccess NSW 2016-2018 Satisfaction Survey increase customer undertaken by satisfaction of people LawAccess NSW will with disability include survey implemented where questions to identify possible customers with disability and their level of customer satisfaction 4.12 Any functional  Where a functional LawAccess NSW December upgrade or upgrade to CRM 2018 replacement of the occurs, percentage of existing LawAccess customers with NSW Customer disability to be Referral established with Management continuing monitoring System (CRM) will include ability to collect data on customers who identify as having a disability and requiring flexible service delivery 4.13 People with disability  Where a functional LawAccess NSW Ongoing will continue to have upgrade to CRM priority in receiving occurs, percentage of legal advice from customers with LawAccess NSW disability to be DIAP Outcome 4 – Systems and processes No. Action Key Performance Indicators Responsibility Timeframe established with continuing monitoring 4.14 LawAccess NSW will  Where a functional LawAccess NSW Ongoing continue to provide upgrade to CRM flexible service occurs, percentage of delivery to its customers with customers including disability to be people with disability established with including the continuing monitoring provision of legal advice through Internet Relay or Email 4.15 LawAccess NSW  Actions targeting LawAccess NSW March 2016 will build upon its people with disability Communications included in Strategy – people Communications with disability 2012- Strategy 2016-2018 2015 by including people with disability as a target group in its Communications Strategy 2016-2018 4.16 Review publicly  Review of publicly NCAT June 2016 available material, available material including websites completed and factsheets to ensure accessibility 4.17 Explore options for  Approach for flexible NCAT December providing flexible service delivery 2016 service delivery to developed people with disability attending NCAT DIAP Outcome 4 – Systems and processes No. Action Key Performance Indicators Responsibility Timeframe 4.18 Ensure ‘Planning  Planning Ahead Tools Public Guardian Annually Ahead Tools’ website are accessible NSW Trustee & Guardian is accessible to people with disability 4.19 Continue to make  Number of reasonable NSW Trustee & Guardian Ongoing reasonable adjustments made for adjustments for people with disability people with disability preparing planning who are preparing ahead documents planning ahead documents through NSW Trustee & Guardian 4.20 Ensure new and  The Department's Strategic Communications Ongoing existing internal and websites comply with external Department the W3C Web Content websites comply with Accessibility Guidelines WCAG 2.0 Level AA 2.0 (WCAG 2.0) to standards Level AA standard 4.21 Provide guidelines for  Online resources and Strategic Communications Ongoing web content authors tools are maintained for and developers, web content authors which include and developers to compliance ensure compliance with requirements for W3C Content WCAG 2.0 Level AA Accessibility Guidelines standards 2.0 (WCAG 2.0) to Level AA standard, including Accessibility to Digital Communications Policy, Accessibility Handbook, Accessibility Checklist DIAP Outcome 4 – Systems and processes No. Action Key Performance Indicators Responsibility Timeframe and Accessibility Frequently Asked Questions 4.22 Ensure that  Maintain online Strategic Communications Ongoing accessibility resources and tools that requirements are enable Department staff considered when to deliver accessible producing print print communications communications  Continue to provide assistance to staff by answering all enquiries about accessibility of print communications 4.23 Provide advice and  Maintain online Strategic Communications Ongoing support on event resources and tools that management to enable Department staff enable Department to deliver accessible staff to host an events accessible event  Continue to provide assistance to staff by answering all enquiries about hosting an accessible event 4.24 Review all human  All human resources Strategic Human Resources/ Ongoing resources online documents comply with Strategic Communications documents and web minimum accessibility pages to ensure that standards they comply with minimum accessibility standards or are made available in additional accessible formats DIAP Outcome 4 – Systems and processes No. Action Key Performance Indicators Responsibility Timeframe 4.25 Ensure the United  All legislative reviews Strategy & Policy Ongoing Nations Convention with a significant impact on the Rights of on people with disability Persons with develop an inclusive Disabilities and the consultation strategy National Disability Strategy are considered when reviewing, updating or drafting NSW legislation and regulations. 4.26 Implement the  Plan is implemented Victims Services December Victims Services 2018 Disability Access Plan 2015-2017 7. Monitoring, evaluation and reporting The Department will establish the following measures to monitor and evaluate the progress of the DIAP: The Executive Sponsor for disability inclusion issues in the Department is the Deputy Secretary, Justice Strategy & Policy, and the project manager for the DIAP is the Manager Diversity Services.

Governance for the DIAP will be coordinated through the DIAP Steering Committee, made up of senior officers from areas of the Department who have contributed actions to the plan.

The Justice Disability Advisory Council (JDAC) will provide advice and oversight of the implementation of the DIAP.

Contributing areas to the DIAP will provide quarterly reports on progress in implementing their strategies.

A consolidated report of progress against the Plan will be published in the Department’s Annual Report, and will be provided to the Disability Council of NSW.

In 2018, Diversity Services will lead an evaluation of the DIAP.

Disability Inclusion Action Plan 2015-18 Page 44 of 46 8. Appendices

8.1. Disability principles 1. People with disability have an inherent right to respect for their worth and dignity as individuals. 2. People with disability have the right to participate in and contribute to social and economic life and should be supported to develop and enhance their skills and experience. 3. People with disability have the right to realise their physical, social, sexual, reproductive, emotional and intellectual capacities. 4. People with disability have the same rights as other members of the community to make decisions that affect their lives (including decisions involving risk) to the full extent of their capacity to do so and to be supported in making those decisions if they want or require support. 5. People with disability have the right to respect for their cultural or linguistic diversity, age, gender, sexual orientation and religious beliefs. 6. The right to privacy and confidentiality for people with disability is to be respected. 7. People with disability have the right to live free from neglect, abuse and exploitation. 8. People with disability have the right to access information in a way that is appropriate for their disability and cultural background, and enables them to make informed choices. 9. People with disability have the same right as other members of the community to pursue complaints. 10. The crucial role of families, carers and other significant persons in the lives of people with disability, and the importance of preserving relationships with families, carers and other significant persons, is to be acknowledged and respected. 11. The needs of children with disability as they mature, and their rights as equal members of the community are to be respected. 12. The changing abilities, strengths, goals and needs of people with disability as they age are to be respected.3

3 Section 4, Disability Inclusion Act 2014 (NSW). Disability Inclusion Action Plan 2015-18 Page 45 of 46 8.2. Contributing divisions, branches and units of the department

Alternative Dispute Resolution Directorate

Asset Management Services

Community Justice Centres

Corrective Services NSW

Court Services

Diversity Services

Information & Technology

Juvenile Justice

LawAccess NSW

NSW Trustee and Guardian

Public Guardian

Registry of Births, Deaths & Marriages

Strategic Communications

Strategic Human Resources

Strategy & Policy

Victims Services

Disability Inclusion Action Plan 2015-18 Page 46 of 46