The ACTPS is committed to building a more inclusive workforce and has continued to support and encourage employment opportunities for People with Disability.
At 30 June 2019, workforce data showed that the employment of People with Disability had increased from 565 to 622 employees since 30 June 2018, a growth of 10 per cent. Table 20 shows People with Disability makes up 2.7 per of the total ACTPS workforce at June 2019.
| June 2015 | June 2016 | June 2017 | June 2018 | June 2019 |
|---|---|---|---|---|---|
Headcount | 437 | 458 | 521 | 565 | 622 |
Percentage of total workforce | 2.1% | 2.2% | 2.4% | 2.5% | 2.7% |
Of the 622 employees who identify as a Person with Disability, trainees were the largest classification of People with Disability at 5.7 per cent, followed by Dentist/Dental officers at 5.3 per cent and Executive at 5.1 per cent. CSD had the largest proportional representation of employees identifying as People with Disability at 5.2 per cent, followed by CMTEDD at 4.8 per cent. However, CHS had the greater number of employees identifying as People with Disability across the Directorates.
The average salary for employees who identify as a Person with Disability was $95,276, slightly higher than the ACTPS average salary ($94,406). The separation rate of People with Disability continues to be slightly higher than the separation rate of the ACTPS (7.4 per cent compared to 6.9 per cent), noting the small sample size of this diversity group.
Total Employees (Headcount) | 622 | Age | Headcount | |
|---|---|---|---|---|
Total Employees (FTE) | 553.9 | <20 years old | 3 | |
People with Disability employees by directorate | % (Headcount) | 20-29 years old | 102 | |
Canberra Health Services | 1.8% (134) | 30-39 years old | 140 | |
Chief Minister, Treasury and Economic Development Directorate | 4.8% (120) | 40-49 years old | 161 | |
ACT Insurance Authority | 5.6% (1) | 50-59 years old | 158 | |
Community Services Directorate | 5.2% (50) | 60-69 years old | 51 | |
Education Directorate | 2.2% (156) | >70 years old | 7 | |
Environment, Planning and Sustainable Development Directorate | 3.2% (22) | Employment Type | ||
ACT Health Directorate | 2.8% (16) | Permanent | 492 | |
Justice and Community Safety Directorate | 2.7% (51) | Temporary | 90 | |
Transport Canberra and City Services Directorate | 3.5% (72) | Casual | 40 | |
ACTPS Total | 2.7% | Employment Category | ||
| Full Time | 441 | ||
Average Salary | $95,276 | Part Time | 141 | |
Separation Rate | 7.4% | Casual | 40 | |
Whole of Government Programs and Initiatives
The Workforce Capability and Governance Division (Employment Inclusion Team) in CMTEDD continued to provide Whole of Government inclusion employment initiatives and provide diversity employment resources to support Directorates increase the employment of People with Disability across the workforce.
The Disability Employment Services Provider Expo is an avenue for members of the community and new school leavers to link in and meet with local providers that support the employment for People with Disability and Aboriginal and Torres Strait Islander Peoples. Attendees are also able to meet potential employers from the ACT Government and the Australian Public Service. Due to the success and positive feedback from the first Disability Employment Services Provider Expo in August 2017, the second Expo was held in August 2018, again with very positive feedback. The third expo will be held on 30 August 2019.
Over 250 applications were received for the 2018 Inclusion Vocational Employment Program (previously the Inclusion Traineeship Program). Interviews were held in July 2018 and eight participants commenced between September and November 2018. Six participants are still completing the program. One participant has completed the program and has been promoted to an Administrative Services Officer Class 3 position. One participant has resigned from the program to undertake further studies.
The pool of suitable applicants for the Vocational Employment Program was shared with the Australian Public Service to increase the scope of employment opportunities for applicants.
Mentoring, career development and leadership programs will be held for employees with Disability in 2019-20. A mentor pool will also be created to support and mentor ACTPS employees with Disability.
Other programs and initiatives undertaken on a Whole of Government level for Disability employment include:
- Australian School Based Apprenticeships in both the Disability and Aboriginal and Torres Strait Islander Groups;
- Development, maintenance and promotion of inclusion employment policies and guidelines (for example, the Reasonable Adjustment Policy and the Disability employment pathways overview);
- Maintenance, review and promotion of the Respect Equity and Diversity (RED) Framework;
- Pastoral care and support to participants and work areas for inclusion trainees/VEPs and inclusion graduates;
- Monitoring and reporting on inclusion employment numbers and initiatives across the ACTPS;
- Creation, implementation, development, coordination and ongoing support of the ACT Public Service Inclusion Practitioners Network;
- Monitoring and providing support and advice to ACTPS directorates and agencies on inclusion matters; and
- Promotion of the ACTPS commitment to inclusion employment at public events including expos, forums, schools, organisations and broader community.
Directorate specific activities
The 2019 Agency Survey asked directorates to report whether they had a Disability Action Plan in place during the 2018-19 reporting year, and if so, what the key attributes of the plan were and what activities/initiatives were undertaken by the directorate to promote or implement the plan.
Four of the eight Directorates reported having a Disability Action Plan in place during the reporting period year. The plans outline a range of actions for supporting people with disability and promoting positive workplace culture. Some of the actions reported by the Directorates include the establishment of a Disability Employee Staff Network, engaging with external disability recruitment organisations, promotion of International Day of People with Disability, promotion of resources and tools for managing employees with mental illness, the provision of Disability Awareness training, participation in Whole of Government Inclusion Employment Programs, promotion of self-identification through the HR system, and promotion of flexible working conditions and reasonable adjustments.
Six of the eight directorates reported that they utilise at least one of the strategies identified in Table 22 to attract People with Disability.
| Total directorates |
|---|---|
Designated positions | 4 |
Disability Traineeship | 4 |
Work experience | 3 |
Positions in the ACTPS Graduate Program for People with Disability | 3 |
Disability cadetship | 1 |
Mentoring programs | 2 |
School based apprenticeships for People with Disability | 1 |
Other Initiatives | 3 |
All respondents: 2018-19 = 8
The ACTPS Graduate Program and the Disability Traineeship were reported by Directorates as the most commonly used strategy to attract and retain People with Disability in the ACTPS workforce. Some other initiatives included:
- Bimberi Youth Justice Centre engaged Koomarri to deliver specialised training titled ‘Working with young offenders with cognitive impairment’ for all new staff; and
- TCCS continued to work collaboratively with Black Mountain School and Canberra College to provide senior students with disability opportunities to gain experience in the horticultural industry.
Directorates were also asked what strategies they use to support employees with disability during the 2018-19 reporting year. The most commonly reported strategy was the use of the Whole of Government Reasonable Adjustment Policy.
The Whole of Government Reasonable Adjustment Policy developed in 2015 requires Directorates to follow the principles of Reasonable Adjustment to ensure all individuals have equal opportunities in the workplace. ‘Reasonable Adjustment is defined as administrative, environmental or procedural modification required enabling an individual to meet the requirements of a position. It may be a change to a Recruitment/Selection process or work process, practice or procedure that enables an individual with a disability or injury to apply for a job and perform their job in a way that minimises the impact of their disability or injury.’
Disability Awareness Training was used by six of the eight Directorates to support employees with disability. The training is aimed to increase understanding in developing and maintaining an inclusive workplace, develop confidence in using the right language, understand key concepts such as workplace adjustment, inherent requirements and sharing information, and awareness of the legislative requirements and risk management.
During the reporting year, JACS provided staff with access to relevant training in disability and mental health awareness (including Mental Health First Aid, Suicide Awareness and Positive People, Positive Psychology) and engaged Wayne Herbert – diversity, inclusion and disability advocate, to facilitate a session on Engaging People with Disability to senior executives at their leadership retreat. The Emergency Services Agency developed volunteer training pathways and a flexible volunteering model to allow members to have different levels of Operational and Unit Support roles. They also engaged interpreters to enable a hearing impaired volunteer the opportunity to participate in training and development as part of volunteer career pathways.
Four Directorates reported using Disability employee networks. In 2018-19, CMTEDD established the CMTEDD Disability Employee Network for employees within the Directorate with disability, carer responsibilities and other employees with an interest in disability inclusion. The Network, which meets bi-monthly, provides a forum for employees to assist in identifying initiatives that will further support positive cultural change.
| Total directorates |
|---|---|
Disability employee networks | 4 |
Directorate/agency specific Reasonable Adjustment Policy | 6 |
Whole of Government Reasonable Adjustment Policy | 7 |
Disability awareness training | 6 |
All respondents: 2018-19 = 8
Other support strategies used by Directorates during the 2018-19 reporting year include:
- actively recognising Mental Health Week, National Safe Work Month, R U OK Day and the International Day of People with Disability;
- having Disability Executive Sponsors or champions;
- reviewing job descriptions;
- providing information at directorate induction sessions;
- ongoing promotion and training of the ACTPS reasonable adjustment policy; and
- working collaboratively with the whole of government Employment Inclusion Team, Workforce Capability and Governance Division, CMTEDD.
Snapshot Celebrating Achievements and Contribution: Transport Canberra and City Services
To raise awareness and celebrate the achievements and contribution made by TCCS employees with disability, the Inclusion Officer presented multiple roadshows across the directorate. The presentation included the screening of The Interview, conversations about what inclusivity is and what and how each of us have a role to play.
Quote from Toni Hicks, Inclusion Officer, TCCS:
‘As the Inclusion Officer and someone who has worked in the disability sector for 30 plus years, I often get told that I’m not a manager, so how can I make a difference?
The Inclusion roadshow was held across the directorate; six in total. It centred on a short 12 minute video; The Interview and followed with a conversation about inclusion and our behaviour. The roadshow followed the following format.
Lead the conversation at depots and show the video: The Interview Vignette.
- What are the barriers faced by people with disability?
- What do people with disability have to offer an organisation?
- What role did the interviewee play? – Role Model, Advocate, Ally - descriptors
- Like the interviewee, what can you do to break down the barriers within our own workplace?
- Promote our reasonable adjustment policy, the diversity scholarship and ‘up-date your details’.
Working from the view point that each of us has a role to play in the inclusion of people with disability in our workplace, this discussion enabled people to see themselves in one of the mentioned roles. It illustrated that you don’t have to be a manager or in a position of authority/decision maker, to make a difference.
The roadshow was well received and there has been requests for further conversations, including training, exploring opportunities for people with disabilities and more inclusion discussions.’
The 2019 Agency Survey asked Directorates how they make managers and supervisors aware of the requirements to investigate and where practical, make reasonable adjustment(s) following the disclosure of a disability. Common methods reported include:
- providing disability awareness training to managers and supervisors, such as Let’s Talk Disability and Disability Confident Managers;
- all staff messaging promoting the Disability Discrimination Act 1992, the definition of disability, and employees updating their details;
- Inclusion Officers attending induction training sessions to provide information on the benefits of self-identification and reasonable adjustment;
- mandatory recruitment and selection training for chairs of selection panels; and
- through the ACTPS Managers’ Toolkit available on the ACTPS Employment Portal.
When asked to report on the strategies implemented to ensure accessible workplaces, Directorates reported utilising strategies such as:
- external assistance such as sourcing an Occupational Therapist and disability specialist, such as the Autism Association, to provide advice and awareness training tailored to individual needs;
- use of a Work Health and Safety Committee or Workplace Consultative Committee, allowing employees to raise and resolve health and safety issues;
- ensuring that new office buildings are fitted to comply with current legislative requirements for accessibility;
- ensuring accessibility improvements are considered when upgrades to buildings are being planned such as entrances, lift replacements and building fit-outs;
- ergonomic office equipment and other equipment for necessary modifications are provided for staff as required; and
- making necessary modifications to support staff working in Activity Based Working environments, as needed. This mode of working enables staff to be effective wherever they need to work, whether it be at Nara House, the Cosmopolitan Building, ACT Government venues such as Manuka Oval or at home.
Five directorates reported that they had engaged a Disability Employment Service provider during the 2018-19 reporting year. Disability Employment Service providers are also invited to participate in the annual Disability Employment Provider Expo.