ࡱ> %` <,bjbj"x"x 2v@@$%  ,,,80-$T- {f\.(."...///^{`{`{`{`{`{`{$c~hˀ{ /////{ ..{(222/ . .^{2/^{22Sn v.P. ot,0|r:v{<{4svQ0QtvQ v //2/////{{2///{//// D4% 4%   DISABILITY ACTION PLAN 2009-2011 CREATED1 January 2009SUBJECTDisability Action PlanPURPOSETo ensure Barwon Waters facilities, polices and procedures are compliant with the provisions of the Disability Act 2006 (as amended)COMPLIANCEAll Employees INTRODUCTION Copies of this Disability Action Plan are available from our website ( HYPERLINK "http://www.barwonwater.vic.gov.au" http://www.barwonwater.vic.gov.au) in both Microsoft Word and PDF format. You can also request copies of this Disability Action Plan in accessible formats such as large print or audio by emailing HYPERLINK "mailto:postmaster@barwonwater.vic.gov.au"postmaster@barwonwater.vic.gov.au or by phoning (03) 5226 2533. As part of Barwon Waters commitment to promoting positive outcomes for people with disability, we welcome comments and feedback on our Disability Action Plan. FORWARD Barwon Water has a proud history of supporting our customers and employees with a disability, however there is more that can be done. This disability action plan is designed to ensure that Barwon Water continues to support our people and community who are touched by disability. Barwon Water has a long-standing relationship with Karingal, the Barwon regions largest disability employment provider who have provided valuable staff that contribute to maintaining our nursery. I look forward to maintaining and expanding this relationship as opportunities arise. According to the Australian Bureau of Statistics, there are approximately 5 million Australians with a disability, and around 2.2 million of these participate in the workforce. This reinforces the importance of our commitment and the positive contribution our action will have for many members of our community. I fully support this action plan and urge all employees to do so as well. Michael Malouf Managing Director January 2009 LEGISLATIVE FRAMEWORK In 2006 the Victorian parliament passed the Disability Act (as amended). This act included a provision to make it mandatory for all government departments, statutory authorities and statutory corporations to develop Disability Action Plans. This Disability Action Plan is designed to ensure that Barwon Water identifies, and removes where applicable any barriers to current or potential customers accessing our services. It is also designed to ensure that barriers to successful employment with Barwon Water are minimised for any current or potential employees with a disability. The definition of disability used in this plan is the definition contained in the Disability Discrimination Act and covers disabilities which are physical, intellectual, psychiatric, sensory or neurological. It also covers physical disfigurement and the presence in the body of an organism capable of causing disease, such as HIV. This definition is applicable to a disability that currently exists, may exist in the future or is otherwise imputed to exist. IMPLEMENTATION, MONITORING & REVIEW While People & Culture department will assume overall responsibility to facilitate organisational commitment, each department is expected to take an active role in implementing actions identified in this plan. It is envisaged that through this organisational commitment, Barwon Water will create and foster a culture that demonstrates an increased awareness and understanding of disability. This Disability Action Plan will be reviewed in the second half of 2011 in order to evaluate the effectiveness of the Plan. The findings of this review will be used to implement Barwon Waters subsequent Disability Action Plan. As further demonstration of our commitment to implementing this Disability Action Plan, Barwon Water will lodge this plan with the Human Rights and Equal Opportunity Commission. THE FOUR OUTCOME AREAS OF OUR DISABILTY ACTION PLAN Outcome One: Reducing Barriers to People with a disability accessing Barwon Water managed goods, services & facilities. MethodPerformance measureTimeframeResponsibilityAn access audit and report is undertaken, documenting the accessibility of Barwon Waters facilities and making recommendations for accessibility improvements.Report received and any feasible recommendations for accessibility improvements actioned.By end 2009Facilities Services Co-ordinator Ensure that any building works/renovations are undertaken in accordance with statutory and regulatory requirementsConsultant responsible for design confirms accordance with the Disability Discrimination Act & other related building codes.ContinuingFacilities Services Co-ordinatorPublic consultation processes will be held in accessible venues and requested relevant support provided (eg: sign language interpreters)Barwon Water public consultation processes are accessible to people with a disabilityContinuingManager, Marketing & CommunicationsEnsure our customer accounts (bills) and electronic information are as accessible as possible for people with a disability, including availability in Word formatsTTY service continues to be offered. Possibility of issuing large print bills to be investigated as part of new billing system.By end 2010Manager, Customer ServicesRedesign of Barwon Water website to ensure it is accessible in accordance with acceptable standardsBarwon Water website improved and appropriate access is provided for those with a disabilityBy end 2009Manager, Marketing & Communications OUTCOME TWO: REDUCING BARRIERS TO PEOPLE WITH A DISABILITY OBTAINING AND MAINTAINING EMPLOYMENT WITH BARWON WATER. MethodPerformance measureTimeframeResponsibilityProduce and implement a reasonable adjustment policyPeople with a disability are given the appropriate support and modifications to work at Barwon WaterMid 2009Manager, People & CultureEnsure all hiring managers are aware of Barwon Waters reasonable adjustment policy for workplace modifications.Required workplace modifications are not seen as a barrier to retain existing or attract potential employees with a disability.ContinuingManager, People & Culture Ensure all hiring managers are aware of Barwon Waters flexible work practices contained in our Work Life Balance Employee Information Kit.Required flexible work practices (eg: late start times, extended breaks) are not seen as a barrier to retain existing or attract potential employees with a disability.ContinuingManager, People & CultureHiring Managers and Recruitment consultants have expertise in equal employment and anti-discrimination policy and legislation.Recruitment Consultant to attend regular training in equal employment and anti-discrimination policy and legislation and ensure all hiring managers are aware of such prior to interviewingContinuingManager, People & CultureMaintain & grow our current relationship with Karingal, a provider of employment services to persons with a disability.Any opportunities for increased service delivery by Karingal actively investigated. By end 2009Manager, People & CultureReview of employment marketing literature to ensure people with a disability feel welcome to apply, including providing job advertisements, specifications and all relevant material are provided in Word format and alternative formats upon requestBarwon Waters employment literature to be reflective of community demographics and where appropriate feature employees with a disability.By end 2009Manager, People & Culture OUTCOME THREE: PROMOTING INCLUSION AND PARTICIPATION IN THE COMMUNITY OF PERSONS WITH A DISABILITY MethodPerformance measureTimeframeResponsibilityInvestigate the potential for a community representative with a disability to join Barwon Waters customer consultative committee as vacancies arise.People with a disability are represented on our customer consultative committee.ContinuingGeneral Manager, Customers & CommunicationEnsure Barwon Water community events accessible to people with a disability.Community events designed, conducted and evaluated with the needs of people with a disability are considered. Persons with a disability attend and participate in community events.ContinuingManager, Marketing & Communications OUTCOME FOUR: ACHIEVING ORGANISATIONAL CULTURAL CHANGE IN ATTITUDES AND PRACTICES WHICH DISCRIMINATE AGAINST PEOPLE WITH A DISABILITY MethodPerformance measureTimeframeResponsibilityAs per Outcome Two: Reducing barriers to People with a disability obtaining and maintaining employment with Barwon Water.Managers, co-ordinators and team leaders will demonstrate an understanding, and where appropriate, apply reasonable adjustment with the assistance of People & Culture.ContinuingManagers, Co-ordinators & Team Leaders. Manager, People & CultureCustomer ServiceFront line customer service staff to respond appropriately to people with a disability. For example, by, guiding people to lifts, providing information in accessible forms.ContinuingManager, Customer Services. 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