Ministry for the Environment
New Zealand Disability Strategy Implementation 2007. Work Plan 2007-2008 and Report on Progress 2006-2007
Introduction
The Ministry’s Role in Leading Environmental Sustainability
Environmental sustainability supporting a prosperous New Zealand is the focus of the Ministry for the Environment.
The Ministry is a government department established under the Environment Act 1986. It is the Government's primary adviser on the New Zealand environment and international matters that affect the environment.
The Ministry for the Environment is the leader on environmental sustainability across both central and local government. We work in partnership with key sectors, organisations and communities to improve the New Zealand environment and encourage sustainable practices.
Our leadership role recognises that the Ministry for the Environment is not the only government agency involved in environmental action. Others such as the Department of Conservation, and the Ministries of Agriculture and Forestry, Fisheries, Economic Development, and Transport all have a direct influence on New Zealand's environment and natural resources.
Two Crown agencies, the Environmental Risk Management Authority (ERMA New Zealand) and the Energy Efficiency and Conservation Authority have a major role in implementing environmental policy. The Ministry for the Environment oversees their work.
Day to day management of the natural and built environment is largely the responsibility of local government. The Ministry for the Environment provides national direction and guidance, as well as working with local government on implementation of environmental policies.
Our Statutory Functions The Environment Act 1986 defines 'environment' widely to include ecosystems, people and communities, and natural and physical resources. The functions of the Ministry for the Environment as set out in this Act are:
- to advise the Minister on:
- management policies for natural and physical resources and ecosystems to meet the objectives of the Environment Act 1986
- significant environmental impacts of public or private sector proposals, particularly those that are inadequately covered by existing legislative or other environmental assessment requirements
- ensuring that effective provision is made for public participation in environmental planning and policy formulation, particularly at the regional and local level
- to obtain information, and to conduct and supervise research, so it may advise the Government on environmental policies
- • to provide the Government, its agencies and other public authorities with advice on:
- the application, operation and effectiveness of the Acts specified in the Schedule to the Environment Act 1986, in relation to the achievement of the Act's objectives
- procedures for assessing and monitoring environmental impacts
- pollution control and coordinating the management of pollutants in the environment
- the identification and likelihood of natural hazards and reducing the effects of natural hazards
- the control of hazardous substances, including managing the manufacture, storage, transport and disposal of hazardous substances
- to facilitate and encourage the resolution of conflict in relation to policies and proposals that may affect the environment
- to provide and disseminate information and services to promote environmental policies, including environmental education and effective public participation in environmental planning
- to provide advice on matters relating to the environment
- to carry out functions specified under any other enactment (this includes the Ministry's functions under the Resource Management Act (RMA)).
(taken from the Ministry for the Environment’s Statement of Intent, 2007-2010)
Link between Our NZ Disability Strategy and Statement of Intent
One of the business risks identified in the Ministry’s Statement of Intent lies in our ability to recruit and retain highly skilled and knowledgeable staff. They must be able to provide leadership and work in partnership with stakeholders who have differing views and priorities. However, we are competing in a labour market of high demand across central and local government that places a premium on the skills we need and value.
Having an effective disability strategy that ensures that the Ministry is an attractive place to work for people with disabilities ensures we are able to recruit from the largest possible pool when recruiting highly skilled candidates – we cannot afford to eliminate a group of possible candidates simply on the basis of a disability that need not compromise on-job performance.
The Ministry’s role includes building relationships with a wide range of stakeholders. This role will be accomplished most effectively if Ministry staff understand the needs of these stakeholders and are representative of stakeholders in a variety of ways.
Accessible government
All government agencies are asked to prioritise actions to increase their accessibility to disabled people. This is about getting the basics right, so that disabled people can access government on the same basis as other people.
These actions support realisation of the New Zealand Disability Strategy’s objective 6: foster an aware and responsive public service.
Four critical areas where disabled people interact with government agencies are:
- information – such as brochures, letters, publications, websites
- buildings – such as service centres, corporate offices
- services – such as face to face at a service centre, call centres, information electronically or hard copy
- as an employer – such as job application procedures, job descriptions, accommodations in workplaces, intranets.
Achievement story
Please tell us about an achievement of your agency in 2006-2007 to improve your accessibility, what this involved, and the effect this has had on disabled people.
The Ministry undertakes an annual Road Show which is essentially a series of public meetings, in 17 centres, which is open to everybody in the community. MfE facilitates these meetings which are aimed at engaging attendees in discussion about environmental issues. Feedback from participants is used to inform future work programmes.
In organising these meetings we are very keen to ensure that as many people as possible can attend and to ensure barriers to attendance are removed.
Venues with disability access/facilities were chosen, presentations were largely verbal or via pictures, health and safety issues were discussed with a consultant beforehand and any issues addressed.
Alternative methods of registration were available and people who registered were asked if they had any special needs.
Such actions helped to encourage disabled participants. A number of people in wheelchairs attended sessions – we did not attempt to identify attendees with other disabilities.
Accessible information
Outcome: Disabled people can access publicly available government information on the same basis as non-disabled people. Disabled people know about, access and use government information and services.
Please describe against the suggested action outputs what your agency planned to do in the year ending June 2007, what your actual achievements were, and what you plan to work on for the year ending June 2008. Grey highlighted action outputs are new this year.
1. Online information (internet and intranets)
| Action outputs | Planned 2006-2007 | Actual achieved 2006-2007 | Planned for 2007-2008 |
|---|---|---|---|
| 1. Meet Web Guidelines version 2.1 | Achieved pre-2006 | ||
| 2. Meet Web Guidelines versions 3.0 | Achieved pre-2006 | ||
| 3. Tested accessibility for disabled people | Achieved pre-2006 | ||
| 4. Adapted to increase accessibility | Achieved pre-2006 | ||
| 5. Download files accessed as HTML, and not only PDF | Achieved pre-2006 | ||
| 6. Plain English used | Staff and management training in Plain English. | Training well underway – about 6 courses completed. | Continuation of Plain English training for remaining staff and managers and implementation of training back in the workplace – in the production of written materials. |
| 7. New Zealand Sign Language used |
2. Hard copy information
| Action outputs | Planned 2006-2007 | Actual achieved 2006-2007 | Planned for 2007-2008 |
|---|---|---|---|
| 1. Plain English used | Staff and management training in Plain English. | Training well underway – about 6 courses completed. | Continuation of Plain English training for remaining staff and managers and implementation of training back in the workplace – in the production of written materials |
| 2. Available in alternate formats, on request | |||
| a. New Zealand Sign Language | Not available currently, not planned for this year | ||
| b. Braille | Not available currently, not planned for this year | ||
| c. Audio | Not available currently, not planned for this year | ||
3. Audio/visual resources
| Action outputs | Planned 2006-2007 | Actual achieved 2006-2007 | Planned for 2007-2008 |
|---|---|---|---|
| 1. TV adverts have captions and/or NZSL | n/a | n/a | n/a |
| 2. DVD/video products have captions and/or NZSL |
4. Other information
| Action outputs | Planned 2006-2007 | Actual achieved 2006-2007 | Planned for 2007-2008 |
|---|---|---|---|
| 1. Multiple contact points are advertised as well as telephone | Achieved pre-2006 | ||
| a. Fax | Achieved pre-2006 | ||
| b. Email | Achieved pre-2006 | ||
| 2. Please tell us if there are other things that your agency does/or is planning to make its information accessible | We publish everything on the web in HTML | ||
Accessible buildings
Outcome: Disabled people can visit, work, and move about independently in all government buildings and carry on ordinary activities there, on the same basis as others.
Please describe against the suggested action outputs what your agency planned to do in the year ending June 2007, what your actual achievements were, and what you plan to work on for the year ending June 2008. Grey highlighted action outputs are new this year.
1. Structural elements
| Action outputs | Planned 2006-2007 | Actual achieved 2006-2007 | Planned for 2007-2008 |
|---|---|---|---|
| 1. All buildings and sites meet regulatory access requirements (eg NZS 4121) | Achieved pre-2006 | ||
| 2. Buildings and sites have Building Code compliance | Achieved pre-2006 | ||
| 3. Buildings and sites are audited for accessibility and passed (eg Barrier Free Trust, other accredited accessibility advisor) | Audit planned for 2007 | Audit completed – we have received the report from Alexia Pickering – Educator and Barrier Free Advisor who concludes “the recommendations are concerned with usability and when carried out this building will most certainly meet the “reasonable and adequate” requirement of section 118 of the Building Act and relevant approved documents. The issues of usability can be easily remedied and while some items need immediate action others can be carried out as part of a management/maintenance plan.” | Implement recommendations of the Audit |
| 4. Clear walk paths through floors (for staff and visitors) | Achieved pre-2006 during planning of the new building. | ||
| 5. Assistive listening devices are in meeting rooms, and functioning checked regularly | |||
| 6. Elevators announce floors and direction of movement | |||
| 7. Elevator buttons have Braille labels | Achieved pre-2006 |
2. Contact with the public
| Action outputs | Planned 2006-2007 | Actual achieved 2006-2007 | Planned for 2007-2008 |
|---|---|---|---|
| 1. Reception areas are accessible | Achieved pre-2006 | ||
| 2. Counters used by public are lowered (eg for wheelchair users, people who have a problem standing) | Achieved pre-2006 | ||
| 3. Frontline staff are trained in disability responsiveness | Yes | Not achieved | Training to be organised |
| 4. Staff are familiar with NZ Relay service | Yes | Some staff (HR/Corporate area) are aware of the service | |
| 5. Clear and accessible pathways to enter buildings and sites | Achieved | ||
| 6. Obvious and visible signage to locate entrances and exits | Achieved | ||
| 7. Accessible car parking available near entrances | Achieved pre-2006 |
3. Workplace management
| Action outputs | Planned 2006-2007 | Actual achieved 2006-2007 | Planned for 2007-2008 |
|---|---|---|---|
| 1. Contracts for IT applications require accessibility (for staff and/or public users) (eg EDRMS) | All external facing websites and contractors need to meet disability guidelines. On an internal basis we work with staff on a one on one basis to provide equipment that meets their individual needs eg special screens for staff with visual impairment, voice activator software | ||
| 2. Fire safety and evacuation procedures specify the needs of disabled people (staff and visitors) | Building audit that will address this issue. | Some recommendations provided for improving fire evacuation scheme and emergency procedures. | An update of the existing fire and safety manual is planned and will address the needs of disabled staff more effectively than in current plan.. |
| 3. Fire alarms have flashing lights to alert hearing impaired/deaf people |
Accessible services
Outcome: Disabled people can access government services on the same basis as non-disabled people.
Please describe against the suggested action outputs what your agency planned to do in the year ending June 2007, what your actual achievements were, and what you plan to work on for the year ending June 2008. Grey highlighted action outputs are new this year.
1. Policy and practice
| Action outputs | Planned 2006-2007 | Actual achieved 2006-2007 | Planned for 2007-2008 |
|---|---|---|---|
| 1. Data on service users can be disaggregated by disabled people | |||
| 2. Services are responsive to the needs of disabled people | |||
| 3. There is a written policy on use and provision of New Zealand Sign Language interpreters for client meetings | |||
| 4. Staff dealing with service users are trained to understand and be responsive to disabled people’s needs | |||
| 5. Staff have knowledge of the NZ Relay service, and how to place and receive calls. |
Being a good employer
Outcome: Government agencies provide equal opportunities in employment for disabled people to be recruited, retained, and promoted on the same basis as non-disabled people.
Please describe against the suggested action outputs what your agency planned to do in the year ending June 2007, what your actual achievements were, and what you plan to work on for the year ending June 2008. Grey highlighted action outputs are new this year.
1. Employment practice
| Action outputs | Planned 2006-2007 | Actual achieved 2006-2007 | Planned for 2007-2008 |
|---|---|---|---|
| 1. Human resource EEO policies / procedures specifically recognise disabled people and do not discriminate against them | HR Training | No | HR training Update policies |
| 2. Recruitment processes are accessible and responsive (eg vacancies advertised with alternative modes of contact, website accessible, supports provided for interviews where necessary) | Yes – staff able to apply for roles via email, letter. Information on websites /via mail. Interview support provided when requested. | ||
| 3. Human resource staff are familiar with EEO issues for disabled people | Variable amount of understanding of issues amongst HR staff | ||
| 4. Induction training includes awareness of disabled people, as part of a diverse workforce | |||
| 5. Internal agency communications promote the visibility of disabled staff, as part of a diverse workforce | |||
| 6. Data: the number of disabled people employed (using SSC EEO definition of disability) | On recruitment staff are not required to identify themselves as having a disability – this is optional and few staff indicate that they have a disability even if it is obvious. We are aware of 4 people. | ||
| 7. Data: the number of disabled people currently employed under Mainstream programme | 1 person came to the end of the Mainstream Programme during this period and was recruited as a permanent employee. | Depends on availability of suitable roles and match with candidates. | |
| 8. Data: the number of staff employed who were previously under the Mainstream programme |
2. Supports for disabled staff
| Action outputs | Planned 2006-2007 | Actual achieved 2006-2007 | Planned for 2007-2008 |
|---|---|---|---|
| 1. Assessments of workplace accommodations and/or supports are provided (eg adaptive computer applications, flexible working conditions) | Ongoing | Achieved – eg we have a staff member with a degenerative visual impairment who we work with to ensure she has the equipment/support to do her work, we have a staff member with a degenerative illness and resulting depression who we are working with to provide the flexible working conditions required to do her work . | Ongoing – according to need |
| 2. Accommodations in the workplace are provided, if needed (eg desk changes, NZSL interpreters, adaptive computer software) | Ongoing according to need | Achieved as above | As above |
| 3. Data: the number and type of accommodations provided to staff | Dragon dictate (3) Special keyboard (1) Special phone (for hearing disability) (1) Large computer screen (1) – for visual Impairment We have numerous instances of equipment being provided/ desk set ups being changed to ensure staff do not suffer oos or to address situations where staff have some discomfort. | ||
| 4. Network of disabled staff supported, if requested | |||
| 5. Disabled staff provided with opportunities for career advancement | Disabled staff, like all other staff, are encouraged to apply for promotions into roles that meet their skills and aspirations. | Very difficult to specify as we don’t know exactly who has disabilities unless it is a disability requiring special equipment or is visible. One staff member with a physical impairment received career advancement this year | Depends on roles available and skill sets of staff |
| 6. Disabled staff feel included in their workplace and have the same opportunities as non-disabled staff | |||
| 7. Please describe any other supports available to disabled staff | |||