Office of the Commissioner for Public Employment

Disability action plan for Department of Corporate and Digital Development

What we will do What success will look likeTimeline
Commit to CEO level messaging around inclusion, diversity and workplace flexibility to all staff annually.Increased number of messages delivered to staff.Ongoing
Ensure managers are aware of their obligations to provide support and reasonable workplace adjustments for employees with disabilities. CEO messaging and promotion through the staff site. Message and promotion included in the management messaging in Executive Leadership Group. Ongoing
Continued and increased roll out of resources, including mental health awareness, to help staff better manage their physical and mental wellbeing. Align and incorporate within the DCDD wellness week events and information on dedicated intranet site. Annually
All fire wardens and first aid officers to be provided with awareness training and support to ensure they can meet needs of any staff with a disability who may require assistance in their designated area. All fire wardens and first aid officers have undertaken training; and any new wardens or officer offered training on commencement. Ongoing
Actively and regularly encourage employees with disability to identify on myHR to ensure greater accuracy of data which will lead to better reporting and resources across the NTPS. Increased messaging and promotion to ensure staff understand how to identity in myHR as an employee with a disability. Annually
Seek feedback from employees on their experience with implementation of workplace adjustments and identify any specific barriers in the workplace. Identify, address and monitor staff experiences through follow up conversations; with a report back to divisional lead on each feedback received. Ongoing
Ensure there is a focus on flexible working arrangements addressing unconscious bias and supporting staff going on, and returning from long term leave. Number of staff participating in flexible work arrangements. Provide support to managers and staff members and promote options through the staff site. Ongoing
Build a culture of inclusion that values people of all backgrounds and abilities in all areas of the agency. Training, support and regular promotion through messaging and the staff site.
Number of training sessions and messages actioned within the department. 		Ongoing
Commit to making meetings and training venues accessible. Identify and review accessibility needs and requirements Ongoing
Ensure recruitment practices are accessible to people with disability and will ensure applicants are provided the opportunity to make requests for reasonable adjustment prior to commencement. Increase number of disabled applicants (where self-identified).Ongoing
Ensure policies and processes are reviewed to support and enable access to flexible working arrangements which are applied consistently across the department work areas. Number/percentage of staff participating in flexible work arrangements.
Review of managers and employee tools for flexible work arrangement policies and procedures.		Ongoing
Proactively promote awareness and use of the disability employment resources available on NTG Central, including the Workplace Adjustment Policy.Linking and promoting NTG Central disability employment resources on the department’s intranet.Ongoing

Achieved actions or programs

  • Successful integration of Payroll Services Disability Program in the workplace; 2 employees commenced in placements and have transitioned to roles within payroll services team
  • Successfully worked with the Employment Programs Unit (EPU) within DC to employ one or more persons with a disability every 2 years
  • Have become successful with a work placement for people with disability within DCDD graduate program
  • Consultation with workforce on an ad hoc basis and also updated the visibility of accessibility documents available to staff via NTG Central
  • All NTG websites are designed and built complying with World Wide Web Consortium (W3C) Web Content Accessibility Guidelines (WCAG) to support social inclusion
  • Since early 2019, the DCIS Procurement Governance Committee has recommended the inclusion of a question regarding inclusive recruitment and employment of people with a disability in tender response schedules. The question forms part of the Local Content set of questions with the purpose to promote inclusive employment practices by contractors/industry who provide services to the DCIS and the Northern Territory Government. A positive response to this question results in a score for the local content section.
  • Participation on the Hands up for inclusion week activities
  • Conduct of dedicated wellness week program that promotes physical and mental health each year. In the November 2019 event, there were 159 attendees across the program
  • Commits to and promotes flexible work arrangements.  For the reporting period 2022-2023 DCDD had 512 employees participating in flexible working arrangements.
  • Promotes and coordinates disability training.
  • Recent recruitment to:
    • disability traineeship - Data and Reporting Services
    • disability employment program participant - Enterprise Corporate Services
  • DCDD membership on the NTG Disability Reference Group.
  • DCDD membership on Disability Special Measures working group with OCPEDCDD membership with Pride in Diversity, Australian Network on Disability and Diversity Council of Australia.
  • Have become successful with a work placement for people with disability within the early careers program. 1 trainee with disability hosted in the reporting period of 2022-2023.
Inclusion and diversity