Jacana Energy (JE)

What we will do	What success will look like	Timeline
Increase leaders’ understanding of barriers to employment for people with disability within agencies and engage in proactive initiatives to address these.	Commit to messaging around inclusion, diversity and workplace flexibility to all staff through JE on-boarding program and annually via workplace messaging from the CEO.	Ongoing
Improve agency culture in relation to inclusion and diversity.	Celebrate International Day of People with Disability on 3 December each year and on this day recognise the skills and talents of people with disability within the agency.	Annually
	Actively and regularly encourage employees with disability to identify on PIPS to ensure greater accuracy of data which will lead to better reporting and resources across the NTPS.	Ongoing
	Proactively build a culture of inclusion that values people of all backgrounds and abilities in all areas of the agency.	Ongoing
Maintain current knowledge of contemporary practice and policy directions in relation to disability.	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.	Ongoing

Jacana Energy has adopted a Mentally Healthy Workplace framework that supports a holistic approach to mental health and inclusion in the workplace.
Promotes and celebrates annually International Day of People with Disability.
Accessibility resources were made available and communicated to support managers and employees.
Created a ‘disability aware’ module to be included in induction programs for all new employees across the agency.
Mental health awareness resources were rolled out across the agency to help staff better manage their physical and mental wellbeing.
Diversity and inclusion policy was implemented.
Diversity and inclusion policy was provided and discussed as part of raising awareness to all new employees upon starting the JE on-boarding program.