Ministry of Foreign Affairs and Trade
New Zealand Disability Strategy Implementation 2007. Work Plan 2007-2008 and Report on Progress 2006-2007
Introduction
The Ministry exists to advance and protect New Zealand’s security and prosperity interests in the world. That means:
- Representing New Zealand in its relationships with foreign governments and organisations, including international forums such as the United Nations and World Trade Organisation.
- Advising government on foreign, security and trade policy issues.
- Providing consular services to protect the rights of New Zealand citizens overseas.
- Working with other Government agencies.
- Providing development assistance (through the semi autonomous NZAID.)
The Ministry’s most important resource is its people. We have approximately 700 New Zealanders and more than 350 overseas employees who work in New Zealand and abroad.
Their policy, administrative, and specialist skills spread from Head Office across a global network of 50 posts, with formal accreditation to 119 countries and many international organisations.
The Ministry’s Statement of Intent (SOI), identifies diversity as an area of focus for the next four years. This is incorporated into the Ministry’s Human Resources Strategy by recognising that, in managing and fostering a diverse workforce, staff at any time can have different needs.
On the international front, the Ministry's Statement of Intent for 2007-2010 includes the following specific intervention for 2007 / 2008
- Continue to uphold and elaborate human rights norms and standards, consistent with New Zealand values and interests.
On the domestic front, the Ministry's 2007-2008 Statement of Intent notes that Ministry’s internal culture strives to be one that respects and reflects the diversity of New Zealand and its society and is committed to adding value and maintaining and enhancing high public service ethics and standards. This includes recognising the rights of disabled employees and taking them into account. The organisational health and capability chapter of the SOI outlines key management priorities for 2007 / 2008. Although these do not specifically refer to the NZ Disability Strategy, the Ministry's Human Resources Strategy is an inclusive one.
It should be noted that NZAID is accommodated in Ministry premises and in some posts overseas. The accommodation, pro-active health and safety and well-being activities and considerations for disabled persons described in this report encapsulate both MFAT and NZAID staff. This includes considerations for all visitors to Ministry premises.
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.
With respect to on-line Ministry web based information some good progress has and is being made to improve information accessibility.
With respect to the Ministry’s posts overseas, the “Design for Access and Mobility – Buildings and Associated Facilities” issued by Standards New Zealand is routinely included as an attachment to the Ministry’s Architects Brief for planned future renovation or relocation projects at overseas posts. This will bring improvements – with several projects currently planned or underway having ready access/facilities for disabled staff and visitors.
This is a good step forward by the Ministry in its efforts to make improvements where environmental circumstances can be difficult to achieve good accessibility.
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 | Full compliance with WC3 Accessibility Priority 1 checkpoints. Compliance with the majority of Priority 2 checkpoints. Partial compliance with priority 3 checkpoints | Compliance with Priority 1 checkpoints with the exception of data tables. Data table are being made accessible incrementally. | No longer current. |
| 2. Meet Web Guidelines versions 3.0 | Full compliance with WC3 accessibility standards and guidelines as required by Standards, where applicable to our site content. | ||
| 3. Tested accessibility for disabled people | None planned for 06/07 | Will run accessibility tests | |
| 4. Adapted to increase accessibility | Improve accessibility based on testing process. | ||
| 5. Download files accessed as HTML, and not only PDF | Significant content in PDF format (eg SOI, Annual Report) also provided in HTML HTML summaries provided for all PDFs. | Significant content in PDF format (eg SOI, Annual Report) also provided in HTML HTML summaries provided for most PDFs. | Complete all HTML summaries for PDF files. |
| 6. Plain English used | All high level site content (Gallery pages) rewritten in plain English | All gallery pages written in plain English and formatted | Web writing courses for staff. Content usability testing with target audiences. Content redevelopment based on testing results. |
| 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 | A significant proportion of Ministry’s internal documentation (HR policies etc) is prepared using information mapping techniques to improve the readability and quick acquisition of information. This includes standard formatted documents, clear plain English, bullet pointed key messages, and plenty of spacing between sections of information. | Information mapping techniques will continue to be used for staff information documents within the Ministry. | |
| 2. Available in alternate formats, on request | |||
| a. New Zealand Sign Language | |||
| b. Braille | |||
| c. Audio | |||
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 | |||
| 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 | |||
| a. Fax | |||
| b. Email | |||
| 2. Please tell us if there are other things that your agency does/or is planning to make its information accessible | |||
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) | The Ministry’s Head Office meets these requirements. The Ministry endeavours to provide access for disabled persons at its overseas posts particularly for visitors to the reception area. However, in some cases it is not possible to provide access throughout the premises, or to provide lift access, because the leased building configuration does not allow it or there is no facility for maintenance. | With respect to posts the Ministry seeks to improve access for disabled visitors as an integral requirement when renovating or relocating its office premises (refer accessible government success stories). | |
| 2. Buildings and sites have Building Code compliance | Yes | ||
| 3. Buildings and sites are audited for accessibility and passed (eg Barrier Free Trust, other accredited accessibility advisor) | The Ministry leases its Head Office premises and is not aware of any audit done by Barrier Free NZ Trust. However the building has good accessibility for those with disabilities. Flat surfaces to lifts and to reception provide good access for wheelchair users. | ||
| 4. Clear walk paths through floors (for staff and visitors) | Clear access ways exist in the Ministry’s open plan environment. However it should be noted that all visitors are escorted by Ministry staff when at the Ministry. Management Services Unit staff monitor the building for hazards, including blockage to access ways. | ||
| 5. Assistive listening devices are in meeting rooms, and functioning checked regularly | Due to the Ministry’s security requirements for the protection of official information there are limitations on technology transmitting devices being brought into Ministry premises – e.g. visitors are required to hand in cell-phones at reception before attending meetings. There are currently no assistive listening devices fitted, as standard, in meeting rooms. However requirements for hearing impaired Ministry employees are considered on an individual, as required, basis in consultation with specialist advice. Such devises are assessed in consultation with the Ministry’s Management Services Unit, Computer Technology and Security Divisions. | The Ministry is undertaking a review in this area. | |
| 6. Elevators announce floors and direction of movement | The Ministry does not have provision to fit such enhancements in the lifts in its Head Office building as the Ministry leases its accommodation. | The Ministry will investigate in 2007/2008 with the building owners – the feasibility to enhance existing elevators to provide an announcement and direction of movement facility | |
| 7. Elevator buttons have Braille labels | Elevator buttons have Braille labels in the Ministry’s Head Office Building at 195 Lambton Quay. All visitors access the Ministry via this building. |
2. Contact with the public
| Action outputs | Planned 2006-2007 | Actual achieved 2006-2007 | Planned for 2007-2008 |
|---|---|---|---|
| 1. Reception areas are accessible | The Ministry’s Head Office building reception area is a modern spacious design with good lighting and ease of access for wheelchairs via the lift lobby. Lifts have good access for wheelchair use and lift buttons have number indicators in Braille. With respect to posts overseas refer – 1.1 above. In some cases at posts it is not currently possible or practicable to provide access for disabled visitors because the leased building configuration does not allow it. | There are no further plans for 2007-2008 for Wellington as the building is a new design. With respect to posts (as in 1.1 above) the Ministry seeks to improve access for disabled visitors as an integral requirement when renovating or relocating its office premises. | |
| 2. Counters used by public are lowered (eg for wheelchair users, people who have a problem standing) | The Reception counter in the Head Office building is three layered, with one with least width and lowest height for wheel chair or visitors of shorter stature. | ||
| 3. Frontline staff are trained in disability responsiveness | Done some time ago but planned again for future | This is planned for Head Office reception staff. | |
| 4. Staff are familiar with NZ Relay service | Telephone staff are familiar with using the NZ Relay Service but have not been called upon to use it to date. | ||
| 5. Clear and accessible pathways to enter buildings and sites | The Ministry’s Head Office building to which all visitors are directed has a spacious foyer with flat surfaces suitable for wheelchair access. Once on the premises and registered all visitors are escorted by Ministry staff. | ||
| 6. Obvious and visible signage to locate entrances and exits | All floors have signage in all areas of each floor indicating exit directions but as indicated above all visitors are required to be escorted by Ministry staff. | ||
| 7. Accessible car parking available near entrances | There are official diplomatic car parks outside the Ministry’s entrance to the building. However while there are no separate parks for casual visitors the Ministry’s head office building is in the CBD of Wellington City where there are parking/public transport facilities within reasonable distance. |
3. Workplace management
| Action outputs | Planned 2006-2007 | Actual achieved 2006-2007 | Planned for 2007-2008 |
|---|---|---|---|
| 1. Data on service users can be disaggregated by disabled people | Please refer to on-line and other services for communication with public enquiries above. These are designed to provide accessibility in various ways to assist the broad spectrum of public enquiries. | ||
| 2. Services are responsive to the needs of disabled people | Yes – refer to above | Specific consideration will be given in 2007/2008 to the responsiveness of consular services 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 | There is no written policy specific to NZSL. Most meetings in the Ministry are either internal or official meetings involving foreign representatives or NZ government officials. Arrangements for specific requirements are engaged on an individual basis as and when required. | ||
| 4. Staff dealing with service users are trained to understand and be responsive to disabled people’s needs | By the nature of its representative work in human rights at the UN, and its good employer approach and HR/EEO policies, Ministry staff are expected to be responsive and have an empathy to individual person circumstances. | ||
| 5. Staff have knowledge of the NZ Relay service, and how to place and receive calls. | As noted above the Ministry’s telephone staff have knowledge of this service. |
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.
| 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 | Non-discrimination and good employer principles have been longstanding features of Ministry HR policies and practices. All new staff receive a briefing from the EEO adviser on these business as usual principles. | ||
| 2. Recruitment processes are accessible and responsive (eg vacancies advertised with alternative modes of contact, website accessible, supports provided for interviews where necessary) | As an employer, the Ministry advertises its job vacancies on the Ministry’s website. While individuals can apply for positions on line, alternative contact may be made by e-mail, fax and telephone. These contact options are published with the job vacancy detail on the website. Arrangements may also be made by contacting the Human Resources Division’s Recruitment Officer, to obtain information should a prospective applicant wish to seek job information and application forms in this way. | ||
| 3. Human resource staff are familiar with EEO issues for disabled people | To be reviewed | The Ministry’s HR policies promote good employment practice. This includes: a supportive work culture with a no tolerance approach to harassment; good proactive based health and well-being policies and fair processes for performance management and promotion. Specialist advice sought as required – e.g. Hearing Association to inform staff on good communication techniques. | |
| 4. Induction training includes awareness of disabled people, as part of a diverse workforce | Planned for 2007/2008 | ||
| 5. Internal agency communications promote the visibility of disabled staff, as part of a diverse workforce | Diversity is a core aspect of the Ministry’s culture. With respect to disability the Ministry sought to promote a disabilities staff network but there was a minimal interest by 3 staff, one of whom was at post overseas. | Planned for 2007/2008 to work with the few staff who expressed an interest in a disabilities staff network to seek ways to promote interest further in establishing a network. | |
| 6. Data: the number of disabled people employed (using SSC EEO definition of disability) | This data is collected by the Ministry on a voluntary basis. Staff are invited to complete an EEO Questionnaire when they join the Ministry. When the Ministry HRIS was updated in 2006, staff were invited to provide updated EEO data. The current number of permanent staff who have identified as having a disability is approximately 4% of current permanent staff. | ||
| 7. Data: the number of disabled people currently employed under Mainstream programme | No staff are currently employed under the Mainstream programme. | ||
| 8. Data: the number of staff employed who were previously under the Mainstream programme | One current member of staff was previously engaged via Mainstream. |
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) |
The application for appointment form includes provision for prospective staff to offer information relating to their health and wellbeing. New appointees are provided with a workplace assessment undertaken by a health professional. This health professional involvement has been invaluable in assisting and advising workplace changes appropriate to meet individual needs In one case in particular support has included the allocation of a car park and liaison with Workbridge and Wellington Transport for taxi subsidies to assist in transport requirements for a disabled staff member. Specialist advice is engaged as required e.g. Hearing Assn. The Ministry has drafted Workstation Guidelines which are based on the DOL guidelines but enhanced to provide adjustability for workstation furniture to reflect the Ministry’s rotational culture and individual ergonomic requirements. They will be a valuable source for future workstation planning and a valuable resource for health professional reference when determining individual requirements. These guidelines are planned for issue in the current year. Voice activated computer technology is available as an alternative option to standard keyboard keying when this is an option an employee is willing to try. Other technology would be explored on the basis of specialist advice and in consultation with relevant divisions of the Ministry. |
The Ministry is reviewing its current practice and approach to staff car parks for staff health and wellbeing. The implementation and ongoing application of the Workstation Guidelines will provide a valuable component to workplace planning and replacement of furniture considerations. While this will provide greater flexibility for individual requirements the Ministry takes all practicable measures to provide for individual workplace provisions where appropriate.
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| 2. Accommodations in the workplace are provided, if needed (eg desk changes, NZSL interpreters, adaptive computer software) |
At the Ministry’s Head Office the ongoing regular engagement of a health professional is an invaluable resource for advice on workstation changes for individual requirements. Often specific workstation provisions are applied for individual needs. This advice is also available for posts on request. At posts overseas the Ministry strives to provide (where needed and practicable) access throughout the chancery as well as ergonomic workstations and facilities. As noted above in Section 1 it is not always possible, particularly where high rise premises were first leased some time ago to provide such access. Where renovations are planned, however, the Ministry actively seeks to improve or include the provision of disabled access and ergonomic workstations/facilities.
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| 3. Data: the number and type of accommodations provided to staff | There is no specific data available as provisions are numerous and varied, but frequent specific accommodations include: Different chair types and sizes; specific workstation adjustments; or different set-ups on the basis of special need; other special provisions e.g. telephone headsets; Read/write boards; footstools; special keyboards and mice; pause/break software; Dragon voice activated software. A letter of support recently from Director Human Resources to a hearing impaired employee’s doctor was supplied to support funding from Enable for improved hearing aids for a Ministry employee. | ||
| 4. Network of disabled staff supported, if requested | The Ministry sought to promote a disabilities staff network but there was a minimal interest by staff. | Planned for 2007/2008 to work with the few staff who expressed an interest in a disabilities staff network to seek ways to promote interest further in establishing a network. | |
| 5. Disabled staff provided with opportunities for career advancement | The Ministry’s performance management framework; systems for expressing interest for postings and making application for promotion – promote all staff to perform to their best ability within the job families in which they are employed. | ||
| 6. Disabled staff feel included in their workplace and have the same opportunities as non-disabled staff |
The Ministry supports all staff, including those with disabilities to perform to their full potential within the job requirements for which they are employed. This includes implementing practicable workplace modifications on the basis of professional advice. In one particular case in liaison with a disabled staff member, manager, health professional and doctor, the employee’s job and working arrangements were modified and may be modified further on the basis of this advice. This has included modified working hours as medical/professional advice has deemed appropriate. The Ministry has provided on-site professional support to support the employees wellbeing at work, as and when the employee has felt the need for this. The Ministry’s Health and Fitness Policy was expanded in 2005 to include more that just gym memberships. The objective has been to implement more flexibility in the Policy to enable people with a wide and different range of physical abilities and fitness interests, to receive support to pursue sports/fitness activities appropriate to their individual circumstances. This has continued to receive positive comments from staff. |
The health and fitness programme is monitored in consultation with employees to see if it continues to provide for individual health and fitness needs.
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| 7. Please describe any other supports available to disabled staff | The Ministry will always seek to obtain special advice and assistance for workplace accommodations – seeking specialist advice and support where technology solutions can assist. | ||
Including a disability perspective
Government agencies that have social policy responsibilities should complete this section. A disability perspective should be routinely considered within ordinary policy development work that may directly, or indirectly, impact on disabled people.
What is a disability perspective?
A disability perspective is a viewpoint that considers the needs and aspirations of disabled people and their families/wha-nau. When you apply a disability perspective to a policy or service you are developing, you need to analyse the impact it will have on disabled people and their family/wha-nau.
In the past, government policy and programmes have often failed to consider disability perspectives. This has effectively prevented disabled people accessing opportunities and fully participating in society.
Government policy and service development that reflects the realities of disabled people’s lives can enhance their participation and independence. This contributes to a more inclusive society. Cabinet requires all papers, where appropriate, to include a disability perspective.
When is it appropriate to include a disability perspective?
Any initiative that directly or indirectly affects disabled people, both within and outside government. Disabled people are present in all social environments - the home, work and the community – of all ages, and in all population groups, such as Maori, Pacific peoples. This means all legislation, policies, programmes and services will potentially impact on them.
Consultation with the disability sector should be considered, where appropriate. The Office for Disability Issues should also be involved on the same basis as other government agencies.
How do I learn more about what a disability perspective means?
The Office for Disability Issues has produced an online resource that explains Cabinet requirements to include a disability perspective in policy development.
This resource can be accessed on the Office website at:
Policy making and service development
Outcome: Government agencies’ policy development shows analysis of the impact upon disabled people. Disabled people experience an increase in their well-being and ability to participate in society as the result of government policy.
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.
| Action outputs | Planned 2006-2007 | Actual achieved 2006-2007 | Planned for 2007-2008 |
|---|---|---|---|
| 1. New policy and service development specifies the impact on disabled people | N/A - Apart from the work undertaken at the international level and internally in relation to the operation of the Ministry, the Ministry does not in its normal business implement policies and services which have a direct service impact upon the New Zealand public. | ||
| 2. Quality assurance frameworks include reference to the New Zealand Disability Strategy and the Disability Perspective Toolkit | N/A - Apart from the work undertaken at the international level and internally in relation to the operation of the Ministry, the Ministry does not in its normal business implement policies and services which have a direct service impact upon the New Zealand public. | ||
| 3. Guides and advice on policy development specify consideration about disabled people as part of a diverse New Zealand population | In 2007/2008 the Ministry will consider updating its guideline for staff arranging outreach events with respect to disabilities. | ||
| 4. Agency Cabinet paper template includes a disability perspective section | To look into the feasibility of including a disability perspective. | The Ministry currently does not require a disability perspective, per se, to be included in Cabinet papers. However the Cabinet paper template has a compulsory section to address human rights issues in general, specifically requiring compliance with the 1993 Human Rights Act of which section 21(1)(h) relates to disabilities. | |
| 5. Research and evaluation projects include data collection on disabled people | |||
| 6. Consultation on policy and service development includes disability sector organisations | N/A - Apart from the work undertaken at the international level and internally in relation to the operation of the Ministry, the Ministry does not in its normal business implement policies and services which have a direct service impact upon the New Zealand public. | ||
| 7. Data: the number of disability sector organisations consulted | |||
| 8. Examples of Cabinet papers showing a disability perspective | The Ministry contributed to “Signature of the Convention on the Rights of Persons with Disabilities”, considered by the Cabinet Social Development Committee, 13 March 2007, SDC (07)8. Cabinet Minute CAB Min (07) 9/5A invited the Minister of Disability Issues and the Minister of Foreign Affairs to report back to Cabinet on 26 March with further information. This further paper was entitled “Further Information about the Convention on the Rights of Persons with Disabilities”. | ||
| 9. Examples of other policy documents that show a disability perspective | |||
| 10. Examples of other strategic organisation documents, such as statement of intent, that show a disability perspective | The Ministry’s Statement of Intent (SOI), identifies diversity as an area of focus for the Ministry for the next four years. | ||
Implementation beyond your agency
Outcome: Government agencies promote action to implement the New Zealand Disability Strategy in other agencies within their monitoring and/or reporting responsibility.
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.
| Action outputs | Planned 2006-2007 | Actual achieved 2006-2007 | Planned for 2007-2008 |
|---|---|---|---|
| 1. Advice provided to other agencies on implementing the New Zealand Disability Strategy (including a disability perspective in development of policy, funding, service provision) |
Antartica New Zealand The Ministry has an ongoing consultative relationship with Antarctica New Zealand. This agency operates a personnel policy that complies with the principle of being a good employer. It is committed to maintaining and enhancing practices which eliminate all forms of discrimination in employment. While there are strict medical requirements which need to be met annually by all staff going to Antarctica, Its EEO programme is proactive and is centred on education and training. EEO Trust materials are used to raise staff awareness of all EEO matters including disabilities.
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Ongoing education, training and support is provided for staff on EEO matters and the establishment of accountabilities for equal employment opportunity. EEO policies are accessible to all staff to ensure understanding, commitment and accountability Specific training is provided to all staff involved in the recruitment and selection process to ensure that all appointments are based on merit and to eliminate any barriers for potential employees and allow for individual growth and development. This is an ongoing requirement. Collection of employment statistics and employee experiences to highlight patterns which may impact on EEO. Establish a confidential system for collecting relevant employment data for analysis. Undertake focus groups to gain staff feedback on areas such as organisational leadership, induction, training and career development opportunities, performance management, and whether staff believe the organisation’s expectations and values are sufficiently demonstrated and understood
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All current EEO related policies will be reviewed and amended/created where appropriate. |
| Asia NZ Foundation 1. Take Web Guidelines into account during website redevelopment 2. Ensure staff with disabilities are provided with equipment needed 3. Ensure written application forms and other materials for public dissemination are written in plain English. | 1. Website redeveloped by December 2006 with Web Guidelines taken into account 2. Staff with disabilities provided with equipment as required (eg, Dragonspeak voice recognition software, ergonomic chairs and desk alterations). 3. Written application forms for grants, inclusion in events and on website written in plain English. |
1. Continue with planned activities for 2006-2007. 2. Introduce further policies towards implementing the New Zealand Disabled Strategy with office layout and equipment being priority for 2007-2008) and in particular new office accommodation in Auckland taking this into account. |
* The Ministry acts as purchase and ownership adviser in respect of the New Zealand Antarctic Institute (NZAI), Asia New Zealand Foundation (A:NZ) and the Pacific Cooperation Foundation (PCF). The latter two are not classified as Crown entities under the Public Finance Act (they are Crown Trusts) but are listed as 4th Schedule entities under the Act. These organisations are similarly monitored on behalf of the Minister of Foreign Affairs but are not subject to some of the requirements of Crown entities e.g. they do not issue a Statement of Intent. In other words the Ministry’s only Crown Entity is the NZ Antarctic Institute.
Leading work that makes a difference
This section is for agencies to describe key work that you are leading that makes a difference in the lives of disabled people. This work may be directly relating to disabled people, or it may be for all people but have a strong impact on disabled people.
You should use this template to:
- describe your planned work
- report progress against previously planned work and/or new work undertaken since the last plan.
There are separate sections for you to record any specific activities in support of:
- New Zealand Sign Language Act 2006
- National Health Committee’s 2003 report: To Have an ‘Ordinary’ Life: Community membership for adults with an intellectual disability.
You may like to consider whether you can plan implementation action over several years, with milestone dates that you can report progress against annually. There may be a wider goal that your agency is working towards that several pieces of work may contribute to, and you should refer to this goal in the following template.
Achievement story
Please tell us about an achievement of your agency in 2006-2007, what this involved, any consultation with disability sector organisations, and the effect the policy or service has had/or will have on disabled people.
The Ministry of Foreign Affairs and Trade has continued to be involved at the international level, including the Convention on the Rights of Persons with Disabilities – refer below.
1) International Conventions including the Convention on the Rights of Persons with Disabilities
a) What time period does this work cover?
This work is ongoing.
The Ministry of Foreign Affairs and Trade has been involved in work on the Convention on the Rights of Persons with Disabilities since its attendance at the first session of the Ad Hoc Committee in 2002. All but one session since 2004 of the Ad Hoc Committee negotiations, have been chaired by New Zealand’s Permanent Representative to the UN in Geneva, Don MacKay. While the Convention has now been adopted, the Ministry will continue to play a role in the national ratification process, and in support of the Convention in human rights forums.
b) Please describe this work
- The United Nations, Human Rights and Commonwealth Division of the Ministry of Foreign Affairs and Trade coordinates the New Zealand position on international human rights debates relating to disabilities, especially at the sessions of the Human Rights Council of the United Nations General Assembly.
- The Division also coordinates, or jointly coordinates with domestic agencies, New Zealand reports on the implementation of the six core human rights treaties. These reports refer, where appropriate, to measures that promote and protect the rights of disabled people.
- On 13 December 2006 the Convention on the Rights of Persons with Disabilities was adopted by consensus at the United Nations. The New Zealand delegation, led by the Ministry of Foreign Affairs and Trade, has been influential in the negotiations, and the New Zealand Permanent Representative to the UN in Geneva, Don MacKay, has chaired all but one of the Ad Hoc Committee negotiation sessions since 2004.
- The Ministry of Foreign Affairs and Trade and the Office for Disability Issues jointly worked on the process leading to signature of the Convention. New Zealand signed the Convention at the UN in New York on 30 March 2007.
- The Ministry of Foreign Affairs and Trade played an important role in maintaining New Zealand’s profile at the Convention Signing Ceremony and ensuring that the importance of the Convention was given wide recognition. The Ministry of Foreign Affairs and Trade was involved in planning for the ceremony. New Zealand’s Minister for Disability Issues was one of only three state representatives who spoke at the Signing Ceremony. The Minister also sat on a panel for the UN Press Conference, and New Zealand, with Mexico, hosted a lunchtime reception. The High Level Dialogue held on the day of the ceremony was chaired by the New Zealand Permanent Representative to the UN in Geneva.
- The Ministry of Foreign Affairs will continue to work with the Office for Disability Issues on the process which is now underway toward New Zealand ratification of the Convention.
c) What difference will this work make to disabled people’s lives?
This work contributed to the adoption of the Convention, and to an unprecedented initial number of state signatures for a UN convention. The Convention explains the existing rights of disabled people and aims to ensure respect for these rights internationally.
d) What wider goal does this work contribute to? Are there other pieces of work that also contribute to this goal? (for example, a possible wider goal is for 100% of all new public buildings to be accessible, or all public facilities in urban centres to be accessible)
This work contributes to the wider human rights goals of the Ministry of Foreign Affairs and Trade.
e) How is progress in achieving this work being measured or to be measured?
Adoption of the Convention on the Rights of Persons with Disabilities, a robust UN Convention, marks the success of the Convention negotiations in which New Zealand played a prominent role. New Zealand’s signature of the Convention in company with 81 states further highlighted the very positive nature of the process.
New Zealand’s ratification of the Convention subject to the domestic treaty process, will further this work, as will continued action by the Ministry of Foreign Affairs and Trade in subsequent UN forums to highlight the provisions of the Convention to encourage ratification by signatory states.
f) What objectives in the New Zealand Disability Strategy does this work connect with?
Objective One: Encourage and educate for a non-disabling society - Actions 1.1; 1.2; 1.4; 1.5.
Objective Two: Ensure rights for disabled people - Action 2.2
Objective Five: Foster leadership for disabled people - Action 5.1
g) What part of your Statement of Intent and/or other strategic documents does this work connect with?
The Ministry’s Statement of Intent for 2006-2009 includes as an immediate outcome ‘A rules-based international system that supports our security and prosperity goals and promotes our values’. This includes the following:
Demonstrate New Zealand’s values and commitment to international human rights standards
In selected areas of the multilateral agenda New Zealand plays a part as a good international citizen as an expression of our national values. The promotion and protection of human rights is one such area. We engage in United Nations bodies responsible for promoting the rights of, for example, women, children and those with disabilities. More generally, we are active in defence of human rights treaties and norms where there are efforts to dilute standards already agreed by the international community.
Action Points
- reinforce New Zealand’s reputation as taking a firm and principled approach on international human rights violations
- ensure New Zealand is complying with its international legal obligations under the UN Charter and core human rights treaties
- continue to uphold and elaborate human rights norms and standards, with a focus on indigenous rights and the rights of disabled people, consistent with New Zealand values and interests.