Department of Labour

The Link between the Disability Strategy and the Department’s Statement of Intent

Since 1891 the Department of Labour has been working for and with New Zealanders to improve working lives and the quality of the work. We deliver customer services, advice and analysis that contribute to productive work and high-quality working lives for all New Zealanders. Our responsibilities cover employment relations; workplace health and safety; immigration; employment; and labour market information. As the experts on the labour market we aim to make a real difference to the living standards of all New Zealanders.

Department of Labour Disability Strategy 2005/06

The Department’s Disability Strategy contributes towards the Government’s New Zealand Disability Strategy (NZDS), which aims to enable the full participation in society of people with disabilities by removing barriers to participation.

The vision of the Department’s strategy is to become an organisation that enhances the full participation of disabled people in the labour market. It is also part of the commitment to assisting the Government in promoting a more inclusive society.

The strategy was finalised in January 2002 and encompasses policy work, opportunities and operational changes across the Department focussing on the organisation as an employer, adviser to government and service provider.

As an employer the Department will put focus on ensuring that fair and consistent processes and systems are in place to recruit and retain staff with disabilities and also to raise staff awareness about disability issues.

As a service provider the Department will continue its operational focus looking specifically at how accessible its resources and services are to customers with disabilities. The Department will also look to strengthen connections with the disability sector.

The Department will assist and encourage staff to consider and treat the principles of the Disability Strategy as part of normal business practice. The Department seeks to achieve this by educating staff on why the Strategy exists and the contribution they can make in order to meet the three Department goals that support the NZDS.

The three goals are:

Goal One

To provide internal opportunities and flexibility that support the full participation of disabled people and an environment where disabled people feel safe to raise their specific needs

Goal Two

Deliver products and services that enhance the full participation of disabled people in the labour market

Goal Three

Deliver innovative policy advice that contributes to disabled people achieving their economic and social aspirations

Items under Department of Labour’s First Goal:

To provide internal opportunities and flexibility that support the full participation of disabled people and an environment where disabled people feel safe to raise their specific needs.

1. Education and training on disability issues

Desired Outcome

Increased awareness and understanding throughout the Department of Labour of disability issues

Managers and staff responsive to the needs of colleagues and customers with disabilities

High quality working lives for staff within the Department of Labour

Description

As new educational material on and links to disability issues is placed on the Department’s intranet actively promote this information to managers and staff

Include the Disability Strategy in Induction / Orientation for managers and staff

Provide opportunities for managers and staff to participate as appropriate in disability awareness training and training in “Plain Language” presentation

Set up a disabled staff network group

Outcome Measures and Timeframes

New information on disability issues and on employing disabled people is placed on the Department of Labour intranet and publicised to managers and staff within a week of availability to the Department

NZDS and Department of Labour Disability Strategy Implementation Plan is included in both manager and staff induction programmes due to be rolled out in August 2005

Guest speakers (eg representatives from ODI, Mainstream and Workbridge) invited to present their perspectives, programmes and services at least once in the four main centres during 2005/06

Disabled staff email group set up by December 2005

Links to Strategy Objective and Action

NZ Disability Strategy

1.0 Encourage and educate for a non-disabling society

6.0 Foster an aware and responsive public service

New Zealand Action Plan for Human Rights

3.7 Elimination of Poverty - Campaign to overcome negative attitudes against disabled people seeking employment and in employment

2. Staff survey

Desired Outcome

The Department is responsive to the individual needs of staff with disabilities

High quality working lives for staff within the Department of Labour

The Department‘s internal policies meet the relevant objectives of the NZDS

Description

Update disability statistics for all staff As current disability statistics reflect status at recruitment, and do not capture subsequent changes in disability status

Undertake a survey of staff with disabilities which will allow greater understanding of the environment provided for staff with disabilities

Outcome Measures and Timeframes

Disability statistics updated by December 2005

The survey of staff with a disability is developed in consultation with the Office for Disabilities I ssues and is completed by March 2006

Disability Planning for 2006/2007 to be done in April-May 2006 is informed by the results of the staff survey

Links to Strategy Objective and Action

NZ Disability Strategy

6.0 Foster an aware and responsive public service

New Zealand Action Plan for Human Rights

3.7 Elimination of Poverty - Campaign to overcome negative attitudes against disabled people seeking employment and in employment

3. Recruiting and retaining staff with disabilities

Desired Outcome

Staff reflect the communities that they serve

More skilled and knowledgeable workforce which is able to meet customer needs

Description

Review appointment literature to present an inviting picture of the Department as an employer of disabled people, and commence advertising through channels used by disabled people and monitor results

Set a specific measurable objective to increase during 2005/06 the employment of disabled people in areas where the employment of a person with a disability will leverage within the Department knowledge and experience of working with disability

Ensure graduates with disabilities are aware of the Department as a prospective employer

Outcome Measures and Timeframes

By 30 September 2005 review appointment literature, and put in place a system to provide vacancy information to channels used by disabled people

By 30 September 2005 set an objective to increase the employment of disabled people in key areas and by 30 June 2006 review achievement of that objective

Ongoing monitoring indicates that people with disabilities are being interviewed for vacancies or placement within the Department

Links to Strategy Objective and Action

NZ Disability Strategy

4.0 Provide opportunities in employment and economic development for disabled people

4.1 Provide education and training opportunities to increase the individual capacity of disabled people to move into employment.

4.8 Encourage the development of a range of options recognising the diverse needs of disabled people.

New Zealand Action Plan for Human Rights

Section 3.7 Elimination of poverty - Achieve disability related EEO objectives in public service departments and improve accountability for results

Items under Department of Labour’s Second Goal:

Deliver products and services that enhance the full participation of disabled people in the labour market

4. Building and location accessibility

Desired Outcome

Disabled people are able to access Department of Labour sites and hired venues and safely exit these sites and venues in emergency situations

Description

Complete the Departmental Property Specification, which involves the development of detailed property specification for all leased property to be used as a benchmark in assessing property options and making leasing decisions.

Review the audit of Department of Labour premises to ascertain opportunities to improve access and/or identify risks and recommend action on items not already addressed

Fire warden training specifically incorporates safe exit of people with disabilities

Meeting/assessment centre venues used by the Department are vetted before hire as being equipped/suitable for disabled people

All renovations of Department of Labour premises are designed to meet NZ access standards (NZ Standard 4121:2001)

Provide car parks (as necessary) for disabled staff and customers

Outcome Measures and Timeframes

Departmental Property Specification is available for use by December 2005

Recommendations on remaining accessibility matters to be addressed by June 2006

No complaints during 2005/06 from staff or customers about venues used by DoL being unsuitable for disabled people

All 2005/06 refurbishment projects and leases undertaken address access for people with disabilities in terms of NZ Standard (4121:2001)

By 30 December 2005 confirm that there are car parks as necessary for disabled staff and customers

Links to Strategy Objective and Action

NZ Disability Strategy

6.0 Foster an aware and responsive public service

6.6 Ensure the locations and buildings of all government agencies and public services are accessible

The New Zealand Action Plan for Human Rights

3.8 Access to and provision of quality services - improving personal autonomy, flexibility, accessibility for disabled people

5. Publishing standards and website design

Desired Outcome

Information published by the Department of Labour, including information published on and services provided by websites, is accessible (navigatable and readable) to disabled people.

Disabled people are aware of both opportunities for employment in the labour market and information that will assist them in making decisions about employment related matters.

Greater opportunities for all in New Zealand.

Description

Develop a Department Information Policy covering inter alia communications with disabled people which includes reference to audio, pictorial and “Plain Language” content and mandatory compliance with the SSC / E Government standards for Government websites

Department publications and websites are developed for compliance with Information Policy and in conjunction with existing or emerging Departmental policies or guidelines which have a clear responsibility to fold in the aims and goals of the wider Disability strategy.

Continually monitor international standards, developments and legislation such as the Web Accessibility Initiative Web Content Accessibility Guidelines, the Australian Human Rights and Equal Opportunity Commission Advisory Notes, Americans with Disabilities Act Standards for Accessible Design and the UK’s Disability Rights Commissions Let's make it accessible.

Establish and maintain relationships with disability agencies to gather appropriate information for and presentation of resources on websites

Outcome Measures and Timeframes

Departments Information Policy developed by 30 March 2006

Publications and websites monitored for compliance with Departmental Information Policy by 30 May each year as part of the Disability Strategy progress report

Links to Strategy Objective and Action

NZ Disability Strategy

4.0 Provide opportunities in employment and economic development for Disabled people

4.3 Educate employers about the abilities of disabled people

6.0 Foster an aware and responsive public service

6.5 Make all information and communication methods offered to the general public available in formats appropriate to the different needs of disabled people

The New Zealand Action Plan for Human Rights

3.8 Access to and provision of quality services - Improve disabled people’s access to information and communications technology

6. Information and resources for workplaces

Desired Outcome

Department of Labour understands the information needs of customers with disabilities and responds accordingly

Employees and employers are aware of their employment rights and/or obligations

Employers take advantage of the full pool of labour available to them by employing disabled people

Improved information available on costs of injury in NZ, to better inform future policy and decision-making

Description

Update Workplace Group Labour Inspectorate guidelines for the facilitation of discussions between employers and employees on the employment arrangements that will apply where a Minimum Wage Exemption (Under rate Workers Permit) has been issued

Promote the EEO Trust Employer Toolkit on employment of disabled people and the FAQ’s developed for the Employment Summit (Department initiative) and make these available on Department websites

Adapt information to help employers to make effective workplace and job changes (“accommodations”) to assist disabled people in their employment, and make this available on DoL website(s)

Discuss and agree priorities for on the next stage of making cost of injury data complete, integrated and useful for policy and research. The Department’s initial work, 'Measuring the Cost of Injury in NZ’, reviews alternative injury cost methodologies, data and agencies' injury information needs and available data. Agencies have different perspectives and needs for cost of injury data, and data across government is disparate and incomplete.

Establish and maintain relationships with disability agencies to gather appropriate information for development of workplace resources

Outcome Measures and Timeframes

Labour Inspectorate guidelines will be updated to reflect the final shape of the DPEP legislation

Support and publicity around the EEO Trust and FAQ’s is provided, with timing dependent on EEO Trust plans

Adaptation of information to help employers in making accommodations for disabled people in the workplace completed as soon as the SSC Implementation Plan permits

Next stage research work relating to costs of injury completed by 30 June 2006

Links to Strategy Objective and Action

NZ Disability Strategy

2.0 Ensure rights for disabled people

4.0 Provide opportunities in employment and economic development for disabled people

4.8 Encourage the development of a range of employment options recognising the diverse needs of disabled people

4.9 Ensure disabled people have the same employment conditions, rights and entitlements as everyone else has, including minimum wage provisions for work of comparable productivity.

The New Zealand Action Plan for Human Rights

3.7 Elimination of Poverty – Undertake research to identify the cost of disability to disabled people and their families

3.8 Access to and provision of quality services - Improve disabled people’s access to information and communications technology

7. Information and resources about work opportunities

Desired outcome

A greater proportion of disabled people participate in the labour market to the benefit of themselves, their families and their communities

A greater proportion of disabled people are engaged in fair and productive employment relationships

Employers take advantage of the full pool of labour available to them, including disabled people

Description

The Department will take into consideration and promote the benefits of greater job market participation of disabled people within the context of their regional and sectoral engagements.

The Department will work in partnership with other agencies to develop a detailed and long-term plan for the removal of language barriers to participation of deaf people inter alia in the labour market

The Department will develop a policy for use of NZ Sign Language interpreters by clients

The review of the style and focus of WorkINSIGHT (which provides general information about skills and work to agencies that work actively with disabled people to improve their employment outcomes) will include the information needs of disabled people.

Measures and timeframes

By March 2006 the Department will report on initiatives that have been put in place in relation to disabled people. The report will include knowledge gained from the experience of implementing these initiatives and their outcomes. This knowledge will inform the development of initiatives in future engagements.

Availability of the long term plan for the removal of language barriers will be guided by the decisions of the agencies participating in the initiative

Department Sign Language Policy will be available by 30 June 2006

WorkINSIGHT review completed by 30 June 2006

Links to strategy objectives and actions

NZ Disability Strategy

2.0 Ensure rights for disabled people.

4.0 Provide opportunities in employment and economic development for disabled people.

4.1 Provide education and training opportunities to increase the individual capacity of disabled people to move into employment.

4.8 Encourage the development of a range of options recognising the diverse needs of disabled people.

4.9 Ensure disabled people have the same employment conditions, rights and entitlements as everyone else has, including minimum wage provisions for work of comparable productivity.

10.0 Collect and use relevant information about disabled people and disability issues)

The New Zealand Action Plan for Human Rights

3.7 Elimination of Poverty – Campaign to overcome negative attitudes against disabled people seeking employment and in employment

3.8 Access to and provision of quality services - Improving disabled people’s personal autonomy, flexibility, accessibility, equity, consistency

Items under Department of Labour’s Third Goal:

Deliver innovative policy advice that contributes to disabled people achieving their economic and social aspirations

8. Policy and monitoring

Desired Outcome

Provide opportunities for employment for disabled people in compliance with Human Rights legislation and help achieve the Government’s objectives under the NZDS. Policy work includes:

• improving labour outcomes for disabled people who work in sheltered employment
• addressing inequities between disability-specific supports funded through different government agencies
• understanding and improving labour market outcomes for injured workers

Description

Provide legislative policy support for the passage of the repeal of the Disabled Persons Employment Promotion (DPEP) Act, which focuses on the provision of the same rights, responsibilities, opportunities and protections as other workers and undertake further work to help ensure the policy intent of the repeal is achieved by the end of the transition period

Monitoring and evaluating of Pathways to Inclusion: assess whether the fundamental policy objectives of the Pathways to Inclusion direction for vocational services have been achieved

Input into various workstreams of MSD’s SB/IB Strategy and participation in SB/IB Senior Officials Group as appropriate

Input to Futures Directions 2/ Single Core Benefit work led by MSD, as appropriate

Input into SSC review of aspects of the Mainstream employment programme with a view to providing participants in work employment support as part of the Mainstream funding allocation

Return to Sustainable Earnings project: Improve employment outcomes for people who are injured through (1) understanding labour market dynamics and outcomes for injured people and how policy settings impact these, (2) developing policy options and (3) improving operational delivery and resolving boundary issues between ACC scheme and benefit systems. Work has included scoping an evaluation of the quality of rehabilitation for injured workers with ACC.

Outcome Measures and Timeframes

Associate Minister of Labour satisfied with legislation support provided by Department for DPEP Amendment Bill

Report on first set of follow-up visits for Stage 2 of monitoring & evaluation of Pathways to Inclusion completed by June 2006

Input into various workstreams of MSD’s SB/IB Strategy and participation in SB/IB Senior Officials Group, with timing dependent on lead agency

Input into Futures Directions 2/ Single Core Benefit work led by MSD, with timing dependent on lead agency

Input into SSC review of aspects of the Mainstream employment programme with a view to providing participants in work employment support as part of the Mainstream funding allocation, with timing dependent on lead agency

Return to Sustainable Earning - results of research feeding into this project expected by mid 2006

Links to Strategy Objective and Action

NZ Disability Strategy

2.0 Ensure rights for disabled people

4.0 Provide opportunities in employment and economic development for disabled people

4.9 Ensure disabled people have the same employment conditions, rights and entitlements as everyone else has, including minimum wage provisions for work of comparable productivity.

4.15 Ensure that the needs of disabled people are taken into account in developing more flexible income support benefits, to make access to work and training easier

6.0 Foster an aware and responsive public service

The New Zealand Action Plan for Human Rights

3.7 Elimination of Poverty – Minimise segregated employment for disabled people and remove exemptions from the minimum wage

3.7 Elimination of Poverty – Undertake research to identify the cost of disability to disabled people and their families