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Last updated: 30 August 2006

Employment of people with disability in the APS

Contents

Executive summary

Better practices to promote the employment of people with disability

Chapter 1: Employing people with disability makes business sense

  1. Attracting staff in a tight labour market
  2. Compliance with the APS Values
  3. Legal compliance
  4. Tapping a pool of qualified applicants

Chapter 2: Cultural change.

  1. Dispelling misconceptions APS performance culture cannot embrace diversity
    1. The APS performance culture
    2. APS Merit Value
    3. The merit selection process
  2. What it takes to achieve cultural change 
    1. Commitment (or ‘leadership’)
    2. Management (or ‘mainstreaming’) 
    3. Assurance (or ‘accountability’)  
    4. ‘Disability confident’ agencies

Chapter 3: Access to APS employment

  1. Levelling the playing field for people with disability
    1. Developing relationships with organisations specialising in placing people with disability in employment
    2. Accessible job advertisements
    3. Accessible forms of application and timeframes
    4. Selection criteria limited to the inherent requirements of the job
    5. Recruitment agencies
    6. Assessment centres
    7. Selection panels
  2. Improving access to APS work experience opportunities
    1. Agency training schemes
    2. Developing mentoring programmes for people with disability transitioning into the workforce
  3. Employment of people with intellectual disability

Chapter 4: Supporting APS employees with disability

  1. Making reasonable adjustments
    1. Making premises more accessible
    2. Making work-related communications and information more accessible
    3. Making adjustments to work arrangements (‘flexible work practices’)
    4. Access to development opportunities
    5. Advocates and mentors

Chapter 5: Supporting managers

  1. Reducing the complexity, cost and risk for managers
    1. Disability coordinators and case managers
    2. Funding and resources
    3. One-stop shop
    4. APS better practice guides
    5. Salary setting
    6. Awareness of mental health in the workplace
    7. Ongoing disability awareness for all employees
    8. Networking with other organisations

Chapter 6: monitoring agencies’ performance

  1. Current data
    1. People with disability as a proportion of APS employees
    2. Data limitations
    3. Separations and engagements of APS employees with disability
    4. Proportion of people with disability in individual APS agencies
  2. Reasons for decline in numbers of APS staff with disability
    1. APS organisational and structural changes
  3. Overseas and interstate comparisons
  4. Perceptions of APS staff with disability
  5. Defining disability 
    1. Definition of ‘disability’
    2. APS data collection arrangements
    3. APSED data collection
    4. Advising staff why disability data is collected and how it is used
  6. Measuring progress—the goal of ‘continuous improvement’
    1. Is there a role for targets?
  7. Reporting progress

Appendix 1: Contributors to the report

Appendix 2: Terms of reference

Appendix 3: Overseas and interstate comparisons

Glossary

Figures and tables

Figure 6.1: Proportion of ongoing staff with disability, 1986 to 2005

Figure 6.2: Employees with disability as a proportion of ongoing separations and engagements, 1985–86 to 2004–05

Figure 6.3: Representation of employees with disability in small agencies (with fewer than 250 employees), June 2005

Figure 6.4: Representation of employees with disability in large agencies (with more than 1000 employees), June 2005

Figure 6.5: Representation of employees with disability in medium agencies (with 250 to 1000 employees), June 2005

Figure 6.6: Representation of ongoing employees with disability by classification group, 1986 to 2005

Table 4.1: Work–life balance strategies available in agencies, 2004 to 2005

Table 6.1: Reasons for not reporting disability status

Table 6.2: Agency strategies to recruit people with disability, 2004 to 2005

Table A3.1: Representation of people with disability in State/Territory public servicesNext page