New Zealand Police

Introduction

The New Zealand Police is committed to providing services to all members of the community, including those with a disability. In addition as part of Police's good employer obligations Police is committed to as much as possible eliminating discrimination against staff with disabilities while not compromising operational effectiveness.

The Police strategic plan acknowledges that Police needs to reflect the priorities of other government strategies, and to prioritise work in alignment with the goals of partner agencies. Increased Police responsiveness to the needs of people with disabilities also positions Police better to achieve priority outcomes described in the Police Statement if Intent.

This plan builds on items achieved and in progress from the four previous Police Disability Implementation Plans and focuses on the employment of staff members with Disabilities and reducing barriers for our current staff and their families with Disabilities.

The EEO and Diversity office theme foe 2006/07 is:

BREAKING DOWN BARRIERS
BUILDING STEPPING STONES

We want to support all staff to be the best they can possibly be and this frame work sits over the New Zealand Police Disability Implementation Plan for 2006/07.

Level 1 Activities: Universal responsiveness to disability issues

Accessible government information		Achieved / available	Planned this year	N/A
Agency’s websites
	Meet e-government Web-Guidelines 2.1	60%	40%
	Tested for accessibility for disabled people 100% WAI level 1 95% WAI level 2 90% WAI level 3	Yes
	Adapted to increase accessibility to disabled people HTML and CSS compliant	Yes
	Downloadable files available in HTML, not only PDF	95%	5%
Other publications and public information available in alternative formats. (e.g. key information available in easy-to-read English, Braille, NZSL video clips, captions on TV adverts, etc) (In your end of year report you will be asked to list the formats you have available)		X
Agency makes available alternative forms of contact (i.e. phone and fax numbers, email addresses, etc)		X

Accessible government buildings and sites		Achieved / available	Planned this year	N/A
All agency’s buildings and sites meet statutory and regulatory access requirements (e.g. NZS 4121)		X
Agency’s buildings and sites have Building Code compliance certification		X
Agency’s buildings and sites audited for accessibility by Barrier Free NZ Trust		X
Agency’s buildings and sites accessible.
	Frontline staff receive training in disability responsiveness	X
	Reception areas accessible	X
	Counters lowered for wheelchair users. All new stations have part of the counter lowered for wheelchair users to meet the code.	X
	Telephone staff familiar with using NZ Relay service1	X
	Other accommodations (please list) (e.g. signage, accessible lifts, hearing loops, etc) As new Polices stations are built and old ones renovated we are putting lifts and new signs		Ongoing

Accessible government services	Achieved / available	Planned this year	N/A
Service policies and procedures include reference to disability issues (e.g. policies on the use of New Zealand Sign Language Interpreters)	X
Information/data on services provided to disabled people is recorded
Service staff receive disability responsiveness training	X
When contracting for new or up-graded IT applications and environments, contracts include a requirement to ensure accessibility by disabled users	X

Responsive government employment practices		Achieved / available	Planned this year	N/A
Human Resource policies and procedures include EEO issues for disabled people		X
Recruitment and selection of vacancies responsive to disabled people (e.g. vacancies advertised to the widest possible audience, vacancies list alternative forms of contact – phone, fax, email, etc)		X
Human Resource staff familiar with EEO issues for disabled people (e.g. staff receive disability responsiveness training, staff familiar with the Disability Perspective Tool Kit2, etc)			X
Disabled staff are supported
	Individual assessments of workplace accommodations or support are provided (e.g. work station assessments)	X
	Accommodations provided to disabled staff (e.g. work station adaptations, special equipment, New Zealand Sign Language interpreters, etc are provided)	X
	Disabled staff provided with opportunities for career advancement	X
	Agency supports a disabled staff network group	X
	Internal agency newsletters promote the positive presence of disabled staff people	X
	Other support provided to disabled staff (please list)

Information and data on disabled people is collected		Achieved / available	Planned this year	N/A
Information on agency’s responsiveness to disabled staff people
	Number of disabled people employed (we recommend you use the State Service Commission’s EEO disability information) This question is asked on our employment census form but we are unable to report on this figure.			X
	Data on disability related accommodations, adaptive equipment, etc, provided by your agency	X
	Number of disabled people employed under the State Service Commission’s ‘Mainstream programme’3.	9
Information on agency’s responsiveness to the disabled public
	Information and data on agency’s contact with the disabled public is recorded (e.g. consultation with disabled groups)	X
	Information/data on agency’s disabled client group recorded	X

Level 2 Activities: Disability perspective included in ordinay work

Disability responsiveness training and resources		Planned this year	N/A
Disability responsiveness training offered to all staff		X
Promotion of the Disability Perspective Tool Kit4 within your agency (e.g. this website resource distributed to policy and strategic personnel, receiving training or advice on the use of this resource, etc)		X
Other (please indicate)

Disability perspective included in ordinary work		Planned this year	N/A
Key documents to incorporate a disability perspective
	Cabinet papers	X
	Policy and procedure papers	X
	Strategic documents (e.g. Statement of Intent, Managing for Outcomes and key strategies)	X
	Legislation	X
	Consultation with disabled people/groups	X
	Other (please indicate)

Implementing the NZ Disability Strategy beyond your agency		Planned this year	N/A
Agencies, Crown Entities, boards, reference groups, etc, that your agency is responsible for are encouraged to consider disabled people and disability issues (e.g. staff/membership supports the inclusion of disabled people, compliance with level 1 activities is encouraged, your agency’s purchase agreements require compliance with the Disability Strategy, and where appropriate requires the provision of any data/information on disability issues/disabled clients)			X

Level 3 Activities: key Disability focused work your agency is leading

1. Police Disability Awareness Day

Description

A specific area of disability is the focus for celebrating throughout all Districts for the day. In 2003 it was disability awareness, 2004 was sign language and 2005 was celebrating the Mainstream Programme. The focus for 2006 is yet to be decided.

Desired Outcome

To raise the awareness of people coping on a daily basis with a disability.

Outcome measures and timeframes

Police Disability Awareness Day will be celebrated on International Disability Awareness Day 3rd December.

Links to NZ Disability Strategy Objectives and Action

• Encourage and educate for a non-disabling society (1.5)
• Foster an awareness and responsive public service (6.2, 6.3)

2. Disability Network

Description

The continuance of the Disability Network to ensure

• we provide an administrative resource
• promote the network to staff and managers

Desired Outcome

Continue to strengthen the network to achieve the network's objectives of:

• assisting in the provision of practical support to staff with disabilities
• increasing the organisation's knowledge of disability issues
• attracting and retaining staff with disabilities
• improving service delivery to members of the public with disabilities
• providing in-house consultative group for disability-related police advice

Outcome Measures and Timeframes

Eight national network meetings are to be held during the period 01 July 2006 to 30 June 2007. Meeting arrangements, agendas and a formal record of special addresses to be managed by the EEO and Diversity Office.

Links to NZ Disability Strategy Objectives and Action

Encourage and educate for a non-disabling society (1.5)

Foster leadership by disabled people (5.1)

Foster an aware and responsive public service (6.3)

Value the families, whānau and people providing ongoing support (15.6)

3. Community Constables' Responsiveness to Members of the Public with Disabilities

Description

EEO and Diversity Office to work with Community Constables to:

• ensure Community Constables are aware of the significance of their role to the Disability Sector
• encourage their engagement with local disability service providers

Desired Outcome

Enhance police responsiveness to members of the public with disabilities.

Outcome measures and timeframes

At each Community Constables course at the Royal New Zealand Police College for the 2006/07 year the 'Diversity Game' is to be played. The questions used will be from the 'disability' section of the game. This game allows the desired outcomes to be achieved in an enjoyable non threatening manner allowing the community constables to receive the information required.

Links to NZ Disability Strategy Objectives and Action

Foster an aware and responsive public service (6.3)

4. Training on the Employment of People with Disabilities

Description

The EEO and Diversity Office is to develop information relating to the recruitment, appointment, induction and ongoing employment of people with disabilities, in consultation with the Police Disability Network. A training package will be delivered via video conference and supported by hard copy.

Desired Outcome

Police remove barriers to the employment and retention of people with disabilities.

Outcome measures and timeframes

EEO Liaison Officers will be trained via video conference and will then be responsible for training their District Human Resource staff. The training session will be available via hard copy.

To be completed by the next face to face Equity and Diversity conference in 2007.

Links to NZ Disability Strategy Objective and Action

Encourage and educate for a non-disabling society (1.2, 1.5)

Ensure rights for disabled people (2.1)

Provide opportunities in employment and economic development for disabled people (4.3, 4.9)

Foster an awareness and responsive public sector (6.3)

5. Increase Awareness of the Mainstream Programme

Description

Continue to raise the awareness of the Mainstream Programme and look at ways to work with Mainstream and the employment agencies to get the information of available placements to our District Human Resource sections.

Desired Outcomes

Diversify Police staff and provide opportunities for people with disabilities in employment

Outcome measures and timeframes

Increase the number of placements and have placements working in Districts who have not supported this program previously

Links to NZ Disability Strategy Objectives and Action

Provide opportunities in employment and economic development for disabled people (4.3, 4.9)

6. Supporting staff who have family members with a Disability

Description

Provide staff with support and information through the Disability Network, Other Equity and Diversity Networks, Human Resources, Welfare and other support networks to allow them to manage their work/life balance and support their family's special needs.

Desired Outcome

Raised awareness of the support required for families who have a member with a disability. Reduce any stigmas around different disabilities staff members who are supporting a family member may be experiencing. Enhancing the working life of members supporting family members with a disability.

Outcome measures and timeframes

Through continuing training and education of the support groups mentioned in the description the working life of members supporting family members with a disability will be enhanced allowing them to be happier, healthier and more productive.

Links to NZ Disability Strategy Objectives and Action

Encourage and educate for a non-disabling society (1.5)

Value the families, whānau and people providing ongoing support (15.6)

7. New Zealand Sign Language Act 2006

Description

Look at the implications for New Zealand Police of the New Zealand Sign Language Act 2006 and start the implementation of the following updates

• Write new chapter for the Best Practice Manual and distribute and also place on the National Bully Board
• Update line up training 'Interviewing a person with a hearing impairment'
• Training on the New Zealand Sign Language Act 2006 to the EEO Liaison Officers, Disability Network and Women in Policing Network at the 2007 face to face conference
• Liaise with Victoria University on the Human Development paper sat by all Police probationers to include the details of the New Zealand Sign Language Act 2006

Desired Outcomes

All New Zealand Police staff to apply the principles of the New Zealand Sign Language Act 2006 on matters relating to the Deaf community.

Outcome measures and timeframes

All references in the description to be completed in the 2006/2007 Disability Implementation Plan year.

Links to NZ Disability Strategy Objectives and Action

Encourage and educate for a non-disabling society (1.2, 1.5)

Ensure rights for disabled people (2.1)

Foster an awareness and responsive public sector (6.3)

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1. For information on NZ Relay service
2. The Disability Perspective Tool Kit is available on the Office for Disability Issues’ website
3. Information on the State Service Commission’s Mainstream Programme
4. The Disability Perspective Tool Kit is available on the Office for Disability Issues’ website