Department of Territory Families, Housing and Communities (TFHC)

What we will do	What success will look like	Timeline
TFHC Executive governance supports messaging around inclusion, diversity and workplace flexibility to all staff	CEO message to all staff to launch the DAP and subsequent regular updates on new initiatives and achievements. Increased number of messages delivered to staff on key dates, recognising the skills and contributions of staff with disability within THFC including: International Day of People with Disability - 3 December R U OK Day - 9 September World Mental Health Day - 10 October	Ongoing
Leadership to promote the DAP and a culture of inclusivity and diversity across the agency	Nominate disability champions within senior management of the agency to promote agency events, and drive disability inclusion awareness. TFHC events and communications to recognise and promote key days, including messaging encouraging employees with disability to self-identify on myHR, promotion of disability confidence training, disability and inclusion information and resources. Ensure TFHC Strategic Workforce Plan considers diversity and inclusion in line with the NTG Diversity and Inclusion Toolkit.	Ongoing
Ensure all fire wardens and first aid officers are provided with awareness training and support to ensure they can meet needs of any staff with a disability	Personal Emergency Evacuation Plans (PEEP) to be offered to all new employees on commencement and to all employees who identify as living with disability through myHR or to their managers and reviewed annually. All TFHC fire wardens and first aid officers completed Disability Confidence and Unconscious Bias training. THFC fire wardens and first aid officers provided with support and further training if required to ensure they can meet the needs of staff with disability in their work area.	Ongoing
Ensure staff with a disability have access to the support that they need and that managers are responsible for arranging reasonable workplace adjustments	Promotion on the TFHC intranet of links to NTG Central disability employment resources. Implement workplace adjustment activity in line with the NTG workplace adjustment passports, including training for all staff on workplace adjustments, and the process for applying for workplace adjustments and to managers on their obligations. Seek feedback as to how accessible and inclusive staff find the workplace, including through the TFHC Disability Working Group, specific questions in the exit interview and annual performance review. Managers to work with appropriate TFHC staff to remove identified barriers.	Ongoing
Promote employment opportunities for people with a disability and support their professional and personal development	Continue to work with the DCDD Career Pathways Team to employ persons with disability (at least one or more people with disability every 2 years) and provide sustainable and meaningful career pathways for those recruits.	Ongoing
	Promote TFHC as an employer that welcomes applications from people with a disability and supports necessary workplace adjustments and provides sustainable and meaningful career pathways for employees who live with disability.	Ongoing
Align TFHC practice to DCDD new starter’s checklist on commencement where person identifies as having a disability	Match new starters with a disability with a mentor under the mentor program to assist new starter in workplace.	Ongoing
Ensure meeting rooms and reception spaces are accessible for people with a disability (e.g. physical access, hearing support)	Explore options for hearing loop systems for meeting rooms	Ongoing
Advocate to central agencies to ensure policies appropriately support and enable simple access to flexible working arrangements and to ensure they can be applied consistently for all staff	Participate in the OCPE Disability Advisory Group	Ongoing
Communication is inclusive and accessible	Ensure TFHC external and internal website and public material including social media are accessible - this may include: captions and transcripts audio descriptions for videos and short descriptions of images plain English and minimal use of acronyms.	Ongoing

Achieved actions or programs

2.4% of the TFHC workforce identify as having a disability. TFHC make reasonable adjustments when assessing course work when employees are completing professional development.
Promotes the following to their employees:
- International Day of People with Disability
- R U OK Day
- World Mental Health Day
TFHC Conversations, Coaching and Capability Framework launched in June 2023. The framework is designed to ensure employees are valued, empowered, and have opportunities to develop and contribute to the department’s core business. An agenda is included in the framework for leaders to discuss with employees their wellbeing; needs and support; and work life balance.
TFHC continues to implement the NT Gender Equality Action Plan 2022-2025 to increase awareness, inclusion and understanding of diversity.
All job descriptions advertised on the NTG website have inclusive language that encourages people from all diversity groups to apply, and notes that the agency will strive to accommodate people with disability by making reasonable workplace adjustments when required.
TFHC Strategic Workforce Plan included recruitment, retention and development of people with a disability.
Disability Confident training made a mandatory course for TFHC employees, with unconscious bias training made a requirement for all staff in management positions and for interview panel members. 90 TFHC employees have completed at least one module in the Disability Confident Managers course with 76 employees completing all three modules.
New design principles for TFHC refurbishments and new buildings align with NT Property Management standards for accessibility.
Induction modules were developed for new employees who identify as having a disability and managers ensure these employees have the opportunity to develop PEEPs, workplace adjustment passports or arrange workplace adjustments.
Website W3C compliant which means the content can be accessed by everyone regardless of disability.
Updated the meeting room booking system with icons to indicate accessible meeting rooms.
Staff intranet page updated to include resources and links to NTG Central pages on working with staff with a disability, including the importance of consultation and engagement with staff as well as resources to support people with a disability in the workplace.

Inclusion and diversity

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