HPV Disability Action Plan 2015-2018

HPV’s Disability Action Plan addresses four Outcome Areas through the actions outlined below: 1. Reducing barriers to persons with a disability accessing goods, services and facilities 2. Reducing barriers to persons with a disability obtaining and maintaining employment 3. Promoting inclusion and participation of persons with a disability 4. Achieving tangible changes in attitudes and practices which discriminate against people with a disability OUTCOME ONE: REDUCING BARRIERS TO PEOPLE WITH A DISABILITY ACCESSING HPV’S SERVICES & FACILITIES Method Performance Timeframe Responsibility Action Progress measure Facilitate a physical access audit, Report to the December 2015 Human Resources Conduct an access audit Complete recording the accessibility of Board any Manager assessment utilising HPV’s office facilities and review feasible building and facility toward making any recommendations services to ensure recommendations for accessibility for physical compliance with the improvements as required. accessibility Disability Act. improvements Implement any remedial actioned if actions as required. required as an outcome of the access audit.

HPV Disability Action Plan 2015-2018 Approved by Board 1 of 9 Method Performance Timeframe Responsibility Action Progress measure Review the accessibility of the HPV website Annually in June of each year Communications Testing against W3C Web Website testing provider HPV website specifically to access as part of this DAP. Manager Content Accessibility completed audit and HPV determine its compatibility with improvements Guidelines Version 2 actioning findings by reasonable access standards investigations (WCAG2), Level AA. December 2015. included in Action plan developed for present review. accessibility compliance Implement actions as required. Bring existing documentation and All publications Annually in June of each year Communications Utilise audit findings to Review of sample of 10 publications into alignment with and documents as part of this DAP. Manager establish annual program documents covered by current disability standards in accessible by all of adjustments required to scope completed. regards to access users. bring existing documentation into line HPV Guidelines on with Australian standards. Accessible Formats being Explore use of accessible developed – to be publication tagline on all completed by December printed documentation. 2015.

Ensure regional forums and HPV briefings are Continuing Communications Undertake regular Complete as this is external meetings hosted by HPV accessible to Manager communications to HPV incorporated within are fully accessible. stakeholders with employees and templates supporting a disability. contractors in regards to forums, training etc. accommodating persons with disabilities at HPV facilities, including ensuring most accessible options are selected for all public forums and any special requirements are accommodated to the best of HPV’s ability. Explore update to communication policies /procedures in relation to

HPV Disability Action Plan 2015-2018 Approved by Board 2 of 9 Method Performance Timeframe Responsibility Action Progress measure hosting meetings with people with a disability.

HPV Disability Action Plan 2015-2018 Approved by Board 3 of 9 OUTCOME TWO: REDUCING BARRIERS TO PEOPLE WITH A DISABILITY OBTAINING AND MAINTAINING EMPLOYMENT WITH HPV Method Performance Timeframe Action Progress Responsibility Measure Ensure recruitment activities are Increased Human Resources Work actively with Office Recruitment processes inclusive of people with disability. numbers of Recruitment procedure Manager for Disability to provide reviewed and applicants with reviewed by June 2015 opportunities for eligible amendments made to disability are applicants with a HPV206 Recruitment considered for Consult with Office for Disability disability. Procedure to account for positions within by December 2015 regarding positive discrimination HPV. opportunities for eligible where appropriate for applicants with a disability people with a disability.

Examine requirement for People with a Annually in June of each year Pre-existing Injury Complete. introduction of a reasonable disability are given as part of this DAP. Procedure in place and adjustment policy the appropriate compliant with reasonable Pre-existing injury and support and adjustment policy. disease declaration modifications to Ergonomic Assessments reviewed and procedure work at HPV completed for all incorporated in HPV104 employees and reviewed Occupational Health & on an annual basis. Safety Policy and Procedure

Review current recruitment HPV is regarded June 2015 Recruitment Procedure Complete policies and practices to assess as not having any updated to highlight HPV’s continuing accessibility to barriers to accessibility and to persons with a disability. attracting or incorporate reasonable Complete retaining current adjustment policy. or potential Pre-existing Injury employees with a Procedure updated. disability. Ensure effective implementation Required flexible Annually in June of each year Flexible Working

HPV Disability Action Plan 2015-2018 Approved by Board 4 of 9 Method Performance Timeframe Action Progress Responsibility Measure of adaptable and flexible work work practices are as part of this DAP. Arrangement Policy Complete practices as required by the Fair not seen as a developed. Work Act 2009 barrier to retain Line Manager and Complete existing or attract Employee training on potential FWA arrangements employees with a conducted. Complete disability. Register of FWA arrangements reviewed at Executive level. All processes, protocols and Provision of Continuing Diversity and Workplace Complete policy related to people working education in equal Respect Policy and with a disability have been employment and Procedure developed. updated. anti-discrimination Line Manager and policy and Employee Training on legislation and Diversity and Workplace ensure all Respect. engaged in the recruitment process are aware of such prior to interviewing.

All relevant recruiting staff have HPV’s position Continuing Recruitment Procedure Complete an understanding of equal literature to be updated to ensure employment and anti- reflective of accessibility. discrimination policy and commitment to Review of recruitment legislation. employees with a The enhancement of advertising by December disability. HPV’s Recruitment, 2015 Review of recruitment advertising Attraction and Retention to ensure people with a disability strategies including feel welcome to apply. methods to reduce barriers to people with a disability; particularly in

HPV Disability Action Plan 2015-2018 Approved by Board 5 of 9 Method Performance Timeframe Action Progress Responsibility Measure regards to the recruitment and retention of people with a disability at HPV.

OUTCOME THREE: PROMOTING INCLUSION AND PARTICIPATION IN THE COMMUNITY OF PERSONS WITH A DISABILITY Method Performance Timeframe Responsibility Action Progress measure Promote the Disability Action Develop a DAP August 2015 Human Resources Upload finalised DAP to Complete Plan to staff and provide public Communication Manager website access on the HPV website. strategy to promote Register the finalised HPV resources (access disability action plan with checklist for Office of Disability and meetings) and Australian Human Rights increase Commission awareness to internal and external stakeholders.

The DAP appears on the staff intranet and access to others via the website Review inclusion of disability Review conducted March 2017 Human Resources Ensure all legislative Complete. On schedule of access clause in future HPV Manager requirements are met in proposes amendments to Enterprise Agreements new document. Included Enterprise Agreement for in current Enterprise March 207 review. Agreement register of matters for review.

HPV Disability Action Plan 2015-2018 Approved by Board 6 of 9 HPV Disability Action Plan 2015-2018 Approved by Board 7 of 9 OUTCOME FOUR: ACHIEVING ORGANISATIONAL CULTURAL CHANGE IN ATTITUDES AND PRACTICES WHICH DISCRIMINATE AGAINST PEOPLE WITH A DISABILITY Method Performance Timeframe Responsibility Action Progress measure As per Outcome Two: Reducing Those responsible Continuing Human Resources Learning and Training to be developed barriers to people with a disability for recruitment Manager Development Strategy by December 2015 obtaining and maintaining process will development in progress employment with HPV demonstrate an which will include understanding, Management training on and where best practice recruitment appropriate, apply including methods to reasonable reduce barriers to people adjustment with a disability.

Promote best practice and Awareness Continuing Human Resources Promote the finalised Completed July Team positive attitudes to diversity improvement Manager DAP at HPV Team Meeting after Board including disability in all employee amongst all Meeting and seek noting forums and develop disability employees. employee input and awareness amongst HPV Employees to endorsement to the DAP. employees respond September 2015 appropriately to Incorporate disability people with a awareness within existing disability. For Diversity and Workplace example, by, Respect training. Complete guiding people to facilities, providing Diversity and Workplace information in Respect Policy Complete accessible forms. developed.

Complaints Policy and September 2015 Procedure developed.

Line Manager and Employee Training on

HPV Disability Action Plan 2015-2018 Approved by Board 8 of 9 Diversity and Workplace Respect.

HPV Disability Action Plan 2015-2018 Approved by Board 9 of 9