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Section 2 - staff

The strategies in this section of the Disability Action Plan predominantly relate to staff with disabilities

Legal framework for staff section

• Commonwealth Human Rights and Equal Opportunity Commission Act 1986
• South Australian Equal Opportunity Act 1984
• University of South Australia Act 1990
• University of South Australia Equal Opportunity Policy
• University of South Australia Inclusive Language Policy
• University of South Australia Discrimination and Harassment Grievance Procedures (Academic and General Staff)
• University of South Australia Statutes
• University of South Australia By-laws

Consultation process for staff section

• Review of current literature
• Consultation with Equity Contacts and Human Resources staff
• Consultation with staff with disabilities and managers
• Consultation with key staff who provide services
• Consultation with people from Indigenous and non-English speaking backgrounds
• Consultation with staff and/or representative groups/networks
• Consultation with senior management

Evaluation and monitoring of staff section

This section of the action plan will be reviewed annually by the Consultant HR (Disability), under the direction of the Director HR, to ensure that tasks are completed or being implemented and remain appropriate and relevant.

A number of evaluation tools will be used to ensure that the implementation of this section of the plan positively affects the culture of the University and is beneficial for staff with disabilities. These include:

• Staff Attitude Survey. This survey is conducted every two years and will be utilised to provide useful comparative data.
• Staff Diversity Survey form. This form is distributed to all staff on appointment and thereafter annually if it is not returned. At any stage, a staff member can choose to update information previously submitted. Information collected from this form is recorded on a confidential HR database and will allow a snapshot of the level of disclosure at the end of 2003 and thereafter annually.
• ‘Tell Us’ survey. This survey has been developed and will be reviewed and distributed annually to all University staff, asking them to identify barriers or issues for staff with disabilities or for staff providing services.
• Complaints database. This confidential HR database will allow the analysis and monitoring of the numbers of complaints received from staff with disabilities about issues directly or indirectly relating to disability discrimination.

Approach

The following strategies are part of a series of initiatives with implications for staff with disabilities, their managers, supervisors and work colleagues. The staff section of the Disability Action Plan is to be read in conjunction with the section on initiatives aimed at the entire University community in order to provide a full overview of the University’s commitment to the principles of social justice and equal opportunity.

The strategies and key performance indicators (KPI) selected in the staff section are not assumed by UniSA to be the only indicators of a successful implementation of the Disability Action Plan or the only way to demonstrate a university culture that is inclusive and free from discrimination.

2.1 Funding

The aim of this section is to ensure that sufficient funds are available to resource the needs of staff with disabilities when implementing reasonable accommodations.

No	Strategy	Key Performance Indicators	Responsibility	Time Line
1	Maintain a budget in the Human Resources Unit to contribute to the needs of staff with disabilities identified at the local level.	Appropriate funding is available to implement reasonable accommodations as required under the DDA.	Manager: Finance Director: HR	Permanent item
2	Communicate to the University community that reasonable accommodations for staff with disabilities involving sums greater than $1000 are to be brought to HR for assessment and payment.	Costs over $1000 associated with funding reasonable accommodations are assessed and if appropriate costs are met.	Director: HR Consultant HR (Disability)	Permanent item

2.2 Recruitment and selection

The aim of this section is to ensure that the best people from the widest talent pool are accessed.

No	Strategy	Key Performance Indicators	Responsibility	Time Line
1	Research, benchmark and develop proactive measures for recruiting people with disabilities.	The numbers of staff with disabilities employed by UniSA increases.	Director: HR Consultant HR (Disability)	To be developed
2	Ensure recruitment and selection guidelines contain appropriate and relevant information about employing staff with disabilities ie information on reasonable accommodations.	Information is available for managers and local HR personnel on the HR website and in alternative formats upon request.	Director: HR Consultant HR (Disability) HR Coordinators	Permanent item
3	Indicate in employment advertisements that UniSA is an equal opportunity employer.	Advertisements promote UniSA as an equal opportunity employer.	Director: HR	Permanent item
4	Incorporate reasonable accommodations in the selection process and promote this flexible work practice.	The needs of people with disabilities are accommodated and respected during the selection process. Letters inviting applicants to an interview advise that reasonable accommodations are available, if required, during the selection process.	Director HR Consultant HR (Disability) – advice	Permanent item Reminder publicised via HR networking group each January
5	Ensure the UniSA-Able: Work Experience and Employment for UniSA Students with Disabilities project becomes well established and effective.	The UniSA-Able project is further developed, piloted and any recommendations incorporated and acted upon.	Consultant HR (Disability) Flexible Learning Centre staff	2003 – 2004

2.3 Employment and retention

The aim of this section is to ensure that UniSA retains quality staff.

No	Strategy	Key Performance Indicators	Responsibility	Time Line
1	Ensure compliance with the DDA by providing reasonable accommodations for staff with disabilities where required.	Managers are aware of their responsibilities to ensure that barriers for staff with disabilities are removed or minimised.	Heads of Schools, Directors of Units and Research Institutes, Managers Consultant HR (Disability) – advice	Permanent item
2	Ensure managers are aware of the need to fund reasonable accommodations under $1000 and know how to apply for funding assistance for accommodations over $1000. Reasonable accommodations under $1000 are funded by local cost centres.	Staff with disabilities are comfortable that they can approach their managers to discuss accommodations that may cost more than $1000.	Heads of Schools, Directors of Units and Institutes, Managers Consultant HR (Disability) – advice	Permanent item
3	Ensure that staff with disabilities working in the international arena are not disadvantaged.	Staff with disabilities who work internationally are provided with reasonable accommodations.	Heads of Schools, Directors of Units and Institutes, Managers Consultant HR (Disability) – advice Senior Consultant OHS&W – advice	Permanent item

2.4 Performance management and staff development

The aim of this section is to ensure that staff at UniSA are well informed and able to keep pace with changing work requirements.

No	Strategy	Key Performance Indicators	Responsibility	Time Line
1	Ensure reasonable accommodations are made for staff with disabilities attending staff development both internal and external to the organisation.	Staff with disabilities participate in staff development activities.	Director: HR Heads of Schools, Directors of Units and Research Institutes, Managers HR Coordinators	Permanent Item
2	Arrange and facilitate on request staff development on a broad range of disability issues especially where they arise from the complaint handling process.	Staff development is identified, devised and available upon request. Training around disability issues is offered via the Human Resources Unit. The equity and diversity training needs of staff across UniSA is reviewed on an annual basis.	Director: HR Consultant HR (Disability) Senior Consultant: Organisation Learning and Development Flexible Learning Centre staff	Permanent Item
3	Ensure that frontline staff across the portfolios and divisions are provided with regular training and development to enable them to meet their responsibilities towards staff with disabilities.	Frontline staff across the portfolios and divisions are fully informed and model best practice behaviours.	Pro Vice Chancellors Director: HR Consultant HR (Disability) – advice	Permanent Item
4	Research the usefulness, appropriateness and format for implementing, where required, local contingency plans for staff with episodic disabilities.	Clearer return to work processes and job security are established for staff with episodic disabilities and their managers.	Consultant HR (Disability) – advice and initial research Director: HR	To be researched and developed 2003/2004
5	Implement return to work programs for staff with disabilities where required.	Staff with disabilities make a successful transition into the workplace after taking leave directly related to, or as a result of, their disability.	Director: HR Consultant HR (Disability) OHS&W Team – advice Heads of Schools, Directors of Units and Research Institutes, Managers HR Coordinators	Permanent Item

2.5 Diversity

The aim of this section is to ensure that UniSA is a culturally inclusive environment that recognises the needs of a diverse workforce.

No	Strategy	Key Performance Indicators	Responsibility	Time Line
1	Ensure that consultation about the DAP with staff from Indigenous and culturally and linguistically diverse backgrounds occurs.	The strategies within this disability action plan are inclusive of staff from culturally and linguistically diverse backgrounds.	Director: HR Consultant HR (Disability)	Permanent Item
2	Ensure managers understand that cultural backgrounds may affect how people view their disability.	An inclusive working environment that recognises the diversity of the workforce is developed, monitored and promoted.	Director: HR Heads of Schools, Directors of Units and Research Institutes, Managers Consultant HR (Disability) – advice	Permanent Item

2.6 Occupational health safety and welfare

The aim of this section is to ensure a safe and healthy working environment for all staff.

No	Strategy	Key Performance Indicators	Responsibility	Time Line
1	Ensure Occupational health, safety and welfare procedures reflect consideration of staff with disabilities.	There is a safe working environment for all staff.	Vice Chancellor Director: HR OHS&W Team – advice Consultant HR (Disability) – advice	Permanent Item
2	Review evacuation procedures for people with disabilities annually.	Evacuation procedures reflect best practice. Training of firewardens/evacuation across the University is funded and primary responsibility to ensure appropriate training occurs is allocated.	Director: Services Director: HR	Permanent item

Please note: Any return to work program not associated with work place injury should be considered in the context of performance and development plans. Associated strategies are reflected in the performance management and staff development section of this plan.

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