Department of Labour
New Zealand Disability Strategy Implementation 2007. Work Plan 2007-2008 and Report on Progress 2006-2007
Introduction
The Department of Labour’s primary role is to improve the performance of the labour market and, through this, strengthen the economy and increase the standard of living for those in New Zealand. We:
- support employers and employees to create safe, fair and rewarding workplaces
- support regions and industries and employers to develop a skilled, innovative and productive workforce
- research opportunities to develop the workforce and workplaces
- develop our international connections by assisting the flow of people to New Zealand
- influence and lead international thinking and practice on labour market, national security and refugee issues.
The Link between the Disability Strategy and the Department’s Statement of Intent
The Government’s vision is for New Zealand to be an inclusive place where all people enjoy opportunity to fulfil their potential, prosper and participate in the social, economic, political and cultural life of their communities and nation.
The New Zealand Disability Strategy points out that one in five New Zealanders has a long term impairment. Many are unable to reach their potential or participate fully in the community because of barriers they face doing things that most New Zealanders take for granted. The barriers range from the purely physical, such as access to facilities, to the attitudinal, due to poor awareness of disability issues. The aim of the New Zealand Disability Strategy: Making a World of Difference – Whakanui Oranga is to eliminate these barriers wherever they exist.
The Department of Labour’s Statement of Intent 2007/08 states the Department’s purpose is: to make New Zealand a world leader in workforce and workplace performance. Part of our current focus is to achieve excellent workforce and workplace performance – a high performing labour market that provides high productivity, high participation, high skill levels and high performing industry sectors and regions. Our aim is to help shift New Zealand to be a high-performing economy where all people can participate in work that is valuable and rewarding. We intend to do this partly by ensuring that all New Zealanders have access to well-paid and meaningful employment.
The Department has four long-term goals. Particularly relevant to people with disabilities is Goal 4: All New Zealanders will be able to grow and develop through access to well paid and meaningful employment.
Under Goal 4 the Department’s medium term priority is inter alia supporting increased labour market participation by leading the Government’s work programme on:
- enhancing parents and other carers’ choices about work and family arrangements
- assisting transitions for youth into employment
- enhancing employment for groups under-represented in the labour force
Thus barriers to participation that have prevented or discouraged New Zealanders from seeking employment must be removed—particularly parents and carers, young people, people with disabilities, older people, Maori, Pacific people, migrants and refugees.
The Department’s Disability Strategy Workplan
The Department is involved in implementing the New Zealand Disability Strategy with a focus on achieving the full participation of disabled people in the labour market. It aims to do this through:
- Policy Research and Evaluation - the Department provides strategic advice and information about the role the labour market, and intervention in the labour market, can play in the economic transformation of New Zealand and improving outcomes for families, including those of groups underrepresented in the workforce, such as people with disabilities
- Policy and Monitoring - the Department provides policy, purchase and monitoring advice, research and evaluation, and ministerial servicing on the ACC scheme, and the performance of the ACC. In particular it provides policy, purchase and monitoring advice that contributes to reducing injury in New Zealand workplaces, assisting those who are injured to return to work, and vocational rehabilitation to assist people who are unable to return to their pre-injury occupation.
- Labour Market - the Department supports increased labour market participation by leading the Government’s work programme on enhancing employment for groups underrepresented in the workforce, such as people with disabilities.
- Building Internal Capability – the Department is also improving its own capability, policies and practices in relation to disability awareness, both for people with disabilities employed by the Department and people with disabilities who are clients of the Department.
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.
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.
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 | Meet Web Guidelines 2.1 | New web developments prioritise accessibility (e.g. Holiday calculator - an Online Tool that provides guidance on whether an employee is entitled to a paid public holiday.). SSC confirmed that there have been significant improvements in 3 key Departmental websites. | All new content complies with Priority 1 requirements of web Guidelines version 2.1. All new (internal and external) web developments and site enhancements conform to requirements of NZ Govt Web guidelines v2, be developed and maintained to www Consortium (W3C) web standards and comply with all priority 1&2 checkpoints of the Web Content Accessibility Guidelines (WCAG)v1.0 |
| 2. Meet Web Guidelines versions 3.0 | See above | ||
| 3. Tested accessibility for disabled people | Accessibility tested for disabled people | Holiday calculator tested for accessibility by disabled people Where tools not fully accessible (e.g. Internal Pay Kiosk which is provided by an external supplier) confirm that alternative delivery is in place for disabled people | Set up test panel to complete testing of new web developments for accessibility for disabled people |
| 4. Adapted to increase accessibility | Website content adapted to increase accessibility | The Department struggles to make website content accessible due in part to statistical and complex nature of many of the reports produced | Continue to work on trying to find a way to address accessibility to statistical and more complex reports |
| 5. Downloadable files accessed as HTML, and not only PDF | Majority of content placed on Departmental websites is accessible in both formats | Continue to ensure that files can be accessed as both HTML and PDF | |
| 6. Plain English used | Communications Group provides generic advice to businesses to improve readability of documents. Reading age is set at no greater than 12. | Continue to promote plain English readability. Consider as part of the 2008/09 Planning Process a project for development of Departmental templates to improve readability of documents | |
| 7. New Zealand Sign Language used | Sign Language resources identified and added to Information Centre holdings | Sign Language resources identified and added to Information Centre holdings |
2. Hard copy information
| Action outputs | Planned 2006-2007 | Actual achieved 2006-2007 | Planned for 2007-2008 |
|---|---|---|---|
| 1. Plain English used | Communications Group provided generic advice to workgroups and reviewed documents to improve readability of documents. | Continue to promote Plain English content with a reading age of 7-12. Review all publications for Plain English with priority on Workplace publications. | |
| 2. Available in alternate formats, on request | |||
| a. New Zealand Sign Language | No requests received | The Department will continue to provide information in a manner most suited to the intended audience. | |
| b. Braille | No requests received | ||
| c. Audio | The Department used radio advertising, in addition to printed and web information, to support release of the Employment Relations Amendment Act 2006. No specific requests were received for audio information. | The Department will continue to provide information in a manner most suited to the intended audience. | |
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 | Nil | N/a | Use the 08/09 Planning Process to identify gaps and plan to address them. Repeal of the Disabled Persons Employment Promotion Act (DPEP) will have an impact. |
| 2. DVD/video products have captions and/or NZSL | No | The Department produced (a) DVD (on Immigration) for intending migrants (b) DVD Productivity case studies for employers Use of captions or NZSL was deemed not applicable |
Use the 08/09 Planning Process to identify gaps and plan to address them. Repeal of the Disabled Persons Employment Promotion Act (DPEP) will have an impact. |
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 | External Marketing Communications Guidelines require multiple contact points to be advertised in all publications including consultation documents | We comply with our Communications Guidelines for our hard copy publications and consultation. | Continue to apply Communications Guidelines calling for multiple contact points to be advertised in all publications including consultation documents |
| a. Fax | Our fax number is available through our websites. | We will continue to provide a fax number through our websites | |
| b. Email | An email link is accessible through the ‘Ask a question’ tool on our website. This provides a quick, automated response to queries. People may then proceed to email us. | We will continue to provide an email link through the ‘Ask a question’ tool on our website. | |
| 2. Please tell us if there are other things that your agency does/or is planning to make its information accessible | Accessible Print Checklist has been developed to alert authors to practices tending to lessen accessible and suggestions to improve accessibility. Redeveloped Disability Strategy Website to make information more accessible to managers, policy advisors and customer contact staff | Communicate checklist to staff involved in communicating within the Department or externally Review ownership of the Disability Strategy Website to reflect the external leadership in relation to managing disability in the workplace |
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.
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 (e.g. NZS 4121) | Buildings/sites confirmed compliant at lease / lease renewal /refurbishment | New Leases 4 Lease renewal 10 Refit 12 New leases are mostly new modern fitouts and fully compliant. | New leases are fully compliant with NZS 4121. |
| 2. Buildings and sites have Building Code compliance | Buildings/sites confirmed compliant at lease / lease renewal /refurbishment | New fitouts are fully compliant with the Building Code. | Buildings/sites reviewed for Building Code compliance as part of the new lease/refit process |
| 3. Buildings and sites are audited for accessibility and passed (e.g. Barrier Free Trust, other accredited accessibility advisor) | Establish list of competent contractors able to assist with the audit and provide budget for audit in 2007/08 | Contractors identified and budget provided for audit of buildings/sites in 2007/08 | Buildings Accessibility Audit to be carried out as part of the building accessibility audit by HR. |
| 4. Clear walk paths through floors (for staff and visitors) | Brief Health and Safety Representatives on disability awareness | An Accessible Venues Checklist developed to ensure that venues have clear walk paths | Promote the use of the Accessible Venues Checklist to managers and Health and Safety personnel |
| 5. Assistive listening devices are in meeting rooms, and functioning checked regularly | N/a | All newly leased buildings have hearing loops. | Review availability of hearing loops in meeting rooms as part of the building accessibility audit by HR. |
| 6. Elevators announce floors and direction of movement | N/a | All newly leased buildings have elevators that announce floors and indicate direction of movement | Review lifts as part of the building accessibility audit by HR. Where lifts do not announce floors Property group provides information to landlords on lift accessibility. |
| 7. Elevator buttons have Braille labels | N/a | All newly leased buildings have elevators with Braille buttons | Review lifts as part of the building accessibility audit by HR. Where lifts do not have Braille buttons Property group provides information to landlords on lift accessibility. |
2. Contact with the public
| Action outputs | Planned 2006-2007 | Actual achieved 2006-2007 | Planned for 2007-2008 |
|---|---|---|---|
| 1. Reception areas are accessible | Property Group ensure standard for compliant reception area design is met | All newly leased buildings have compliant reception. | Property Group ensure refits comply with standard for compliant reception area design |
| 2. Counters used by public are lowered (e.g. for wheelchair users, people who have a problem standing) | Property Group ensure standard for compliant reception area design is met | All newly leased buildings have counters suitable for wheelchair users while maintaining safety /privacy for staff. | Property Group ensure refits comply with standard for compliant reception area design |
| 3. Frontline staff are trained in disability responsiveness | Frontline training in Deaf Awareness | Frontline staff training commenced in Deaf Awareness. Course provider Darryl Alexander. | Frontline staff continue to be offered training in disability responsiveness The training is optional. |
| 4. Staff are familiar with NZ Relay service | Frontline Deaf Awareness training to cover NZ Relay service | Frontline Deaf Awareness training covers NZ Relay service | Frontline training continues to cover NZ Relay service. Relay service to be promoted through the intranet. |
| 5. Clear and accessible pathways to enter buildings and sites | An Accessible Venues Checklist refers to clear walk paths | Promote Accessible Venues Checklist | |
| 6. Obvious and visible signage to locate entrances and exits | Accessible Venues Checklist refers to obvious and visible signage | Property promotes visible signage. | |
| 7. Accessible car parking available near entrances | Disability car parking policy now available. | Disability Car parking policy implemented | Disability Car parking policy implemented Property to review provision of disability car parking for sites in central city as part of an accessibility audit for buildings used by the Department. |
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) (e.g. EDRMS) | Develop standard clause | Standard clause developed | Standard clause implemented in all contracts for new or upgraded IT applications |
| 2. Fire safety and evacuation procedures specify the needs of disabled people (staff and visitors) | Fire safety evacuation training to cover evacuation of disabled people | Training done September 2006 covered process for evacuation of disabled people. | Fire safety site practice evacuations report on evacuation of disabled people reported on site via verbal advice or register. |
| 3. Fire alarms have flashing lights to alert hearing impaired/deaf people | Buddy systems supplemented by floor wardens are used rather than reliance on flashing lights | Continue with buddy and floor warden systems |
Accessible services
Outcome: Disabled people can access government services on the same basis as non-disabled people.
Grey highlighted action outputs are new this year.
| Action outputs | Planned 2006-2007 | Actual achieved 2006-2007 | Planned for 2007-2008 |
|---|---|---|---|
| 1. Data on service users can be disaggregated by disabled people | The Department does not capture demographics in relation to individual service users. | Engagement Management Tool and Workbench tool respectively record engagements with community groups (including Disability Community groups) around Labour Market information and Employment Relations/Health and Safety information. | Use the 08/09 Planning Process to identify gaps and plan to address them. Repeal of the Disabled Persons Employment Promotion Act (DPEP) will give this a higher priority given the need for increased engagements by Departmental staff with employers to assess exemptions. |
| 2. Services are responsive to the needs of disabled people | Work to scope the availability of labour market information about Sign Language Interpreters Resource based on the Diversity Game developed for internal and external use | Work to scope the availability of labour market information about Sign Language Interpreters Resource based on the Diversity Game developed for internal and external use Scoping Report completed on Sign Language interpreters and sign Language users in terms of what information is currently available, what could be available in the near future and what is not available. Resource based on the Diversity Game developed for internal and external use has been scoped Department is actively supporting the Mayors Task Force for Jobs (Our Youth our Futures) which targets, inter alia, young people with disabilities. A Toolkit to promote employment of young people was produced and circulated. | Scoping document will contribute to planning further work in regards labour market information about Sign Language. Develop and test tool Department continues to support Mayors Task Force. |
| 3. There is a written policy on use and provision of New Zealand Sign Language interpreters for client meetings | There is a written policy on use and provision of New Zealand Sign Language interpreters for client meetings | The policy and procedure for accessing and using sign language interpreters is on the Department’s intranet | Keep information up to date (contact numbers etc.) |
| 4. Staff dealing with service users are trained to understand and be responsive to disabled people’s needs | Deaf Awareness training offered to customer contact staff | Deaf Awareness training offered to Customer contact staff. This is optional training. | Customer contact staff continue to be offered training in disability |
| 5. Staff have knowledge of the NZ Relay service, and how to place and receive calls. | Included in Deaf awareness training | Included in Deaf Awareness Training | Included in training |
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.
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 | Human resource EEO policies / procedures specifically recognise disabled people and do not discriminate against them | Human Resources policies consulted and signed off by SLT. | Use the 08/09 Planning Process to identify gaps within HR policies and procedures and plan to address them. |
| 2. Recruitment processes are accessible and responsive (e.g. vacancies advertised with alternative modes of contact, website accessible, supports provided for interviews where necessary) | Recruitment processes are accessible and responsive | Departmental Human Resource Recruitment Policies and tools carry information of relevance to recruiters, interview panels and to candidates who may have a disability about the support available. Multiple modes of contact available. | Confirm that new Recruitment Strategy and tools (e.g. talent bank) support disabled people through recruitment process and that the establishment of a Careers Centre includes consultation with the Disability Strategy Staff Advisory Group. |
| 3. Human resource staff are familiar with EEO issues for disabled people | Human resource staff are familiar with EEO issues for disabled people | Human resources staff offered Deaf Awareness training. Course provider Darryl Alexander. | Human Resources staff to be offered training in other types of disability. This training is optional. |
| 4. Induction training includes awareness of disabled people, as part of a diverse workforce | Induction training includes awareness of disabled people, as part of a diverse workforce | Departmental induction course includes module based on the Diversity game. | Continue with Diversity Game module in induction |
| 5. Internal agency communications promote the visibility of disabled staff, as part of a diverse workforce | Internal promotion of presence of disabled staff in the organisation | Articles written for staff newsletters on staff with disabilities and disability issues | Continue to write items for staff newsletter that promote disability issues. |
| 6. Data: the number of disabled people employed (using SSC EEO definition of disability) | Information available | Current number of staff who have reported a disability at appointment is 77 but information on the general nature of the disability is unknown for 52% of these. | Extend quality of information held on disabled staff by provision of ways to update information post appointment. |
| 7. Data: the number of disabled people currently employed under Mainstream programme | To increase the numbers of staff employed under Mainstream | 2 | Look for further suitable opportunities to make appointments under Mainstream. |
| 8. Data: the number of staff employed who were previously under the Mainstream programme | 0 |
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 (e.g. adaptive computer applications, flexible working conditions) | Continue to provide | Policy is that all new staff have a workstation assessment to ensure setup is ergonomic from a Health and Safety perspective from Day 1. | Continue to provide |
| 2. Accommodations in the workplace are provided, if needed (e.g. desk changes, NZSL interpreters, adaptive computer software) | Provide where needed | Sign language interpreters requested for staff training | Continue to provide as required |
| 3. Data: the number and type of accommodations provided to staff | Assistive devices Adjustments to workstation/ worksite Adjustment to way work done Adjustment to terms & conditions | Continue to provide and monitor accommodation as it is put in place. | |
| 4. Network of disabled staff supported, if requested | Set up Disability Strategy Staff Advisory Group | Invitation extended to staff to join group. Those indicating interest have been linked up with the Reference Group | Extend invitation again to staff to increase representation of staff working on the Disability Strategy across the organisation and locations. This is a working group of staff with disabilities or an active interest in disability issues. It is not a network as such. |
| 5. Disabled staff provided with opportunities for career advancement | New Departmental process for Performance Management and career development will be rolled out | Managers trained in Performance Management Process and first cycle completed. A new Learning and Development Policy is in development and covers diversity issues. | Commence monitoring staff career development |
| 6. Disabled staff feel included in their workplace and have the same opportunities as non-disabled staff | Department needs to be able to analyse staff feedback by disability. Exit Questionnaire has now been modified. | Include ability to monitor by disability in any staff feedback surveys that progress. | |
| 7. Please describe any other supports available to disabled staff | |||
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/whānau. 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/whānau.
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:
Achievement story
Repeal of Disabled Persons Employment Promotion Act
The Department of Labour supported the Hon Ruth Dyson, Associate Minister for Social Development and Employment in repealing The Disabled Persons Employment Promotion Act 1960. From the 1 December 2007, blanket exemptions that sheltered workshops currently have from the Minimum Wage Act (and in some cases the Holidays Act) will be removed. All employers at sheltered workshops must pay their employees at least the minimum wage, unless individual workers have a minimum wage exemption permit. Labour Inspectors are responsible for issuing minimum wage exemption permits where appropriate.
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.
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 | Reference to NZ Disability Strategy incorporated in Department’s Planning Resources and training. Department’s Planning and Budgeting Committee provided with the Department’s Disability Strategy Progress Report 2006/7 and Workplan 2007/8. Disability included in the planning process for NZ Future Labour Market Analysis | Use the 08/09 Planning Process to identify gaps and plan to address them. Repeal of the Disabled Persons Employment Promotion Act (DPEP) will give this a higher priority through the implementation of services to assess for minimum wage exemptions. | |
| 2. Quality assurance frameworks include reference to the New Zealand Disability Strategy and the Disability Perspective Toolkit | Quality assurance frameworks in place | Workforce Group has QA Framework which refers inter alia to Disability still under development for Workplace and Work Directions Groups | Quality Assurance Frameworks with reference to Disability developed on other Workgroups |
| 3. Guides and advice on policy development specify consideration about disabled people as part of a diverse New Zealand population | Disabilities Perspectives Toolkit accessible for Policy advisors | Disability Perspectives Toolkit accessible to all policy staff from the Disabilities webpage on Departmental intranet. Toolkit has been “unpacked” for greater accessibility. | Use the 08/09 Planning Process to identify gaps and plan to address them. Repeal of the Disabled Persons Employment Promotion Act (DPEP) will give this a higher priority |
| 4. Agency Cabinet paper template includes a disability perspective section | Agency Cabinet paper template includes a disability perspective section | Achieved | Achieved |
| 5. Research and evaluation projects include data collection on disabled people | The Choices for Living, Caring and Working Plan of Action includes an ongoing commitment to monitoring, research and evaluation. The monitoring framework currently has a limited range of indicators, but the development of a Carers Strategy will result in further indicators. | ||
| 6. Consultation on policy and service development includes disability sector organisations |
Disability organisations were included in consultation on the following:
Consultation into the disability community was facilitated by the Office of Disabilities Issues Benefits of greater job market participation of disabled people promoted within the context of regional and sectoral engagements As part of developing its labour market knowledge role, the Department extended its coverage of disability related organisations. It also started to explore ways to tailor electronic and printed information to make it more accessible to these groups. |
The following policy initiatives will be consulted in 2007/08:
Further develop contact / mailing list through Engagement Management system. Develop checklist to assist with planning of future consultation processes with disability sector organisations and ensuring accessibility of consultation documents. |
|
| 7. Data: the number of disability sector organisations consulted | Total number of community organisations working with people with disabilities responded We know 15 organisations who responded to the Quality workplace consultation. | ||
| 8. Examples of Cabinet papers showing a disability perspective | POL (07) 18 3 Career Framework for the Health and Disability Workforce: Consultation Document 11 June 2007 | ||
| 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 | Statement of Intent attached. Pages 30, 36 refer. Annual Report attached. Pages 16.refer. | ||
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.
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) | The Department has responsibility for ACC. No action planned. |
The Department carried out policy relevant to people with disability in that we:
|
Review the ILO Code for External and Internal compliance |
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
The Mayors Taskforce for Jobs Our Youth, Our Future toolkit contains information about young people with disabilities as employees. The Department led the development of the toolkit on behalf of central government and the Mayors. The intention was to empower Mayors and Council CEOs with the information they needed in order to challenge negative assumptions and stereotypes in their communities.
The information included a pamphlet that summarised: the impact of skill and labour shortages on businesses; facts about young people with disabilities; how employing young people with disabilities can provide a competitive advantage; and, suggestions of strategies and support mechanisms that can help ensure mutual success. Two case studies provide examples - from employers' perspectives - of having young people with disabilities as employees.
The toolkit also contains 'prompt' cards that civic leaders can refer to when meeting with business and community leaders. A list of central government agencies' regional contacts and references to government support accompanies it. An example of the information provided is:
"The Opportunity:
A sizeable labour pool One in five New Zealand adults identify themselves as having a disability. Many are working already – in fact, people with disabilities make up 14% of all workers and the proportion is expected to increase.
However, there are still many young people with disabilities not working who are ready and keen to get started. That’s a valuable pool of potential employees.
Capable of many jobs
Disabilities, like people, come in all shapes and sizes – from mild to severe.
There are many jobs people can do that are not affected by their disability, and if they need support (e.g. special equipment like a large computer screen) that is often available from the Government.
Frequently all that’s required is an employer who will look beyond a person’s disability, recognise their talents and skills, and give them a chance.
Loyal and longer-serving
Employers report that staff with disabilities tend to be loyal, hardworking and reliable with high attendance rates and low accident rates. They often stay in their jobs longer than other staff.
Bringing other business benefits
Accommodating people with disabilities equips organisations to provide a better service for the growing diversity of New Zealand’s population.
The State Services Commission has found it can actually improve the efficiency of an organisation, and that it is certainly good for its image amongst both the able public and the sizeable portion - 20% - who have disabilities."
1) Choices for Living Caring and Working
a) What time period does this work cover?
It is a 10-year Action Plan, adopted by Cabinet in 2006
b) Please describe this work
This is a 10-year Action Plan to improve the caring and employment choices available to parents and carers. Included in the work programme are initiatives that will improve the choices of people who care for disabled or older people.
A key initiative in the plan is the development of a Carers Strategy.
c) What difference will this work make to disabled people’s lives?
It will give more choice about working and caring to those people who are caring for disabled people, older people, and those with ill health. It has the potential to lift the quality of life for all New Zealanders including those with disabilities.
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)
The monitoring framework for the Choices for Living Caring and Working Plan of Action recognises that there are a range of initiatives underway that will impact on the ability of carers to participate in the labour market if they so wish. The Carers Strategy will focus on people who provide informal support for adults and disabled children, including carers with disabilities. Current initiatives that impact on carers include improvements to services and support for beneficiaries and the solutions under development in the Work/Life Balance Project for people with multiple caring responsibilities, such as carers leave, flexible working arrangements etc.
The rationale here is that enabling carers to participate in paid employment by improving the quality, accessibility and availability of professional care support and other services will bring benefits both to carers and those they support through:
- an increase in the family income, and
- better opportunities to participate in education, training and other social activities if they so wish.
e) How is progress in achieving this work being measured or to be measured?
We report to the Minister each November on progress, updates and monitoring and evaluation
f) What objectives in the New Zealand Disability Strategy does this work connect with?
2.0 Ensure rights for disabled people 15.0 Value families, Whanau and people providing ongoing support
g) What part of your Statement of Intent and/or other strategic documents does this work connect with?
Goal 4: Our People: All New Zealanders will be able to grow and develop through access to well paid meaningful employment.
2) Employment Relations (Flexible Working Hours) Amendment Bill
a) What time period does this work cover?
The Transport and Industrial Relations Select Committee put aside the above Bill in April 2006 for twelve months and directed officials to undertake work described below.
b) Please describe this work
The Select committee asked officials to find out about what was happening in New Zealand in relation to flexible work and to consult widely on the principles and delivery mechanisms for flexible work. The Department has also been undertaking a range of work under the Government’s Work-Life Balance Programme and the Choices for Living, Caring and Working Plan of Action in relation the quality flexible work. The Department has explored the international experience of flexible work in particular the impact of the right to request legislation in the UK. The Department has been working with workplace leaders to promote practical ways to introduce flexible work practices into workplaces. The Department is producing a range of tools for employers and employees on work-life balance including flexible work. As part of the Work for the Select committee and Government programmes, the Department undertook a consultation in late 2006 on increasing the availability and take up of quality flexible work in New Zealand.
c) What difference will this work make to disabled people’s lives?
Flexible work has been identified by disabled people as the one most valuable initiative that workplaces could offer to enable disabled people to contribute fully at work. The work the Department is doing has the potential to raise awareness among employers about the benefits of flexible work and to increase the availability and take up flexible work practices in workplaces.
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 is part of the Government’s Work-Life Balance programme which seeks to ensure that New Zealanders have genuine choice about the way they work, enabling better balance between the time and energy they commit to paid work and other activities.
Information about the results of the consultation and forward notice of the publication of work-life balance tools for employer and employees has been circulated to respondents, including those groups working in the disability area. The availability of the Work-Life Balance tools will be promoted through the Department’s networks and available from the Department’s website free of charge. The evaluation process for the Work-Life Balance programme is not finalised but it is likely to include a repeat of the national surveys of employers and employees on work-life balance.
e) How is progress in achieving this work being measured or to be measured?
The Department will report to the Transport and Industrial Relations Select Committee on the results of the quality flexible work programme in June 2007
f) What objectives in the New Zealand Disability Strategy does this work connect with?
This work fits under Objective 4: Provide opportunities in employment and economic development for disabled people. More specifically is fits with Action 4.10 - Make communication services, resources and flexible workplace options available.
g) What part of your Statement of Intent and/or other strategic documents does this work connect with?
This work connects with the Department’s outcome of productive work and high quality working lives - more specifically Goal 2 Our workplaces: New Zealand workplaces will lead the world in maximising the value of work while providing a high quality working life.
3) Return to Sustainable Earnings
a) What time period does this work cover?
This work is on-going.
b) Please describe this work
This work is intended to enhance our knowledge of the return to work of injured people under the ACC scheme. The work consists of research, consideration of the ACC legislation and of monitoring and evaluation to ensure that injured people are returning to sustainable work to the maximum extent practicable. The research identified that injured people were more likely not to return to work than the rest of the population and when they did return were likely to have a significant post-injury earnings loss. Research of case law in relation to ACC vocational rehabilitation indicated that many people were not returning to full-time work even though they have been assessed as being able to undertake full-time work.
c) What difference will this work make to disabled people’s lives?
This work will help injured people to return to sustainable work and earnings. The research is being used to change ACC legislation and service delivery to improve return to work after injury.
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 project contributes to economic transformation, workplace productivity and Working New Zealand.
e) How is progress in achieving this work being measured or to be measured?
Please describe progress targets and milestone dates for reporting against.
Complete research Completed
Complete amendments to the ACC legislation July 2008
Implement appropriate monitoring and evaluation regime July 2008
f) What objectives in the New Zealand Disability Strategy does this work connect with?
- Provide opportunities in employment and economic development for disabled people.
- Support quality lives in the community for disabled people.
- Collect and use relevant information about disabled people and disability issues.
g) What part of your Statement of Intent and/or other strategic documents does this work connect with?
Goal 4: Our People: All New Zealanders will be able to grow and develop through access to well paid meaningful employment.
4) Repeal of the Disabled Persons Employment Promotion Act
a. What time period does these works cover?
The Disabled Persons Employment Promotion (Repeal and Related Matters) Act was referred to the Social Services Committee at its first reading on 26 May 2004. The Act had its second reading on 22 February 2007 and was adopted on 20 March 2007. The transition period for the repeal ends on the 30 November, but work in assessing the wage assessments conducted by employers and issuing minimum wage exemptions will be ongoing.
b. Please describe this work
This Act repeals the Disabled Persons Employment Promotion Act 1960. Employment opportunities for people with disabilities in segregated settings will continue, but wages will be paid according to the work people do rather than the place where people work. An implementation plan has been developed to ensure that the organisations formerly known as sheltered workshops are ready for the end of the transition period (30 November). Labour Inspectors are working with employers to ensure that all organisations are visited and that employees have been interviewed and issued with minimum wage exemptions where appropriate.
c. What difference will this work make to disabled people’s lives?
From the 1 December 2007 blanket exemptions that sheltered workshops currently have from the Minimum Wage Act (and in some cases the Holidays Act) will be removed. All employers at sheltered workshops must pay their employees at least the minimum wage, unless individual workers have a minimum wage exemption permit. Disabled people working in sheltered workshops will have the same employment rights as every other New Zealander. The implementation plan is designed to ensure that the Department of Labour visits every workshop and issues minimum wage exemptions where appropriate so that no employer is in breach of the Minimum Wage Act 1983, once the transition period ends.
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)
Repealing the Act reflects the government’s approach to disability issues as set out in the New Zealand Disability Strategy. It also reflects the findings of the 2001 Vocational Services Review outlined in Pathways to Inclusion. The individual minimum wage exemption process provides employment opportunities for people who might otherwise be shut out of employment. A worker who is significantly and demonstrably limited in their work because of a disability can be issued with a minimum wage exemption permit. Unlike the blanket exemptions that exist now, part of the process in issuing permits consists of considering the individual contribution of the worker. Also, employers are required to have made reasonable accommodations to facilitate people carrying out their job. Labour Inspectors from the Department of Labour will help with this process and ensure that the interests of disabled workers are protected.
e. How is progress in achieving this work being measured or to be measured?
Please describe progress targets and milestone dates for reporting against.
The work was measured by the legislation process accompanying the repeal of the Act. The Department is currently developing an implementation plan to support the repeal of the Act. The implementation of the repeal will be finalised by 30 November 2007. The number of visits and interviews with workshops in each region will be monitored throughout this period to ensure that by the end of the transition period all workshops have been visited and that no one is being paid below the minimum wage without a minimum wage exemption.
f. What objectives in the New Zealand Disability Strategy does this work connect with?
Objective 4 of the strategy is specifically about employment “Provide opportunities in employment and economic development for disabled people – enable disabled people to work in the open labour market (in accordance with human rights principles) and maintain an adequate income.”
The repeal of the DPEP Act is squarely aimed at implementing Action 4.9 “Ensure disabled people have the same employment conditions and rights and entitlements as everyone else has, including minimum wage provisions for work of comparable productivity.”
g. What part of your Statement of Intent and/or other strategic documents does this work connect with?
The New Zealand Disability Strategy is referred to in the Statement of Intent section entitled “Strengthening our capability”.
5 Youth Transitions – Mayors Taskforce for Jobs
a) What time period does this work cover?
The Mayors Taskforce for Jobs (MTfJ) was formed in 2000, with the first Memorandum of Understanding with Central Government signed in 2002 and the second in December, 2006. The ‘Our Youth, Our Future’ civic leadership campaign was launched at the second signing. This work will continue into 2007/08.
b) Please describe this work
The MTfJ is a nationwide network of Mayors working on the issues of work and livelihood in their communities. It focuses on youth employment and engagement in local communities. The Memorandum of Understanding with Central Government contains the shared priority goal that:
By 2007, all 15-19 year olds will be engaged in appropriate education, training, work, or other activities that contribute to their long-term economic independence and wellbeing.
The MTfJ’s ‘Our Youth, Our Future’ civic leadership campaign focuses on three particular groups of young people, one being young people with disabilities as employees. The three groups were chosen on the basis that they are over-represented in statistics that indicate higher transition needs.
Through Mayors and Council CEOs, the campaign uses a whole-of-community approach to raise employers’ awareness of the opportunities arising from employing young people with disabilities.
It also aims to increase the awareness of the support services available to assist young people with disabilities into jobs.
c) What difference will this work make to disabled people’s lives?
The ideal outcome is that employers will look beyond the disability and give the young people a chance.
A ‘toolkit’ contains information that will enable the civic leaders to challenge and correct negative stereotypes.
Case studies contained in the toolkit are intended to both inspire potential employers and to reinforce the value young employees add to a business, regardless of their disability status. Lists of government support services that can assist with, for example, equipment modifications, are also included.
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 activity is part of the nationwide Mayors’ network working on the issues of work and livelihood in their communities. It focuses on youth employment and engagement in local communities.
e) How is progress in achieving this work being measured or to be measured?
Self-reporting by the 97% of Mayors who are members of the MTfJ, triangulated with national data – primarily that held by the Ministry of Social Development.
f) What objectives in the New Zealand Disability Strategy does this work connect with?
This work links with Objectives 1, 2, 8 and 13
g) What part of your Statement of Intent and/or other strategic documents does this work connect with?
Goal 4: Our People: All New Zealanders will be able to grow and develop through access to well paid meaningful employment.
New Zealand Sign Language Act 2006
This section should be used to describe work of your agency in response to the New Zealand Sign Language Act.
In April 2006, the New Zealand Sign Language Act became law. This legislation recognises New Zealand Sign Language (NZSL) as an official language of New Zealand, gives the right to deaf people to use NZSL in legal proceedings, and provides guidelines to government agencies on the use of NZSL and on consultation with the Deaf community.
Section 9 of the NZSL Act 2006 states:
1. A government department should, when exercising its functions and powers, be guided, so far as reasonably practicable, by the following principles:
- the Deaf community should be consulted on matters relating to NZSL (including, for example, the promotion of the use of NZSL)
- NZSL should be used in the promotion to the public of government services and in the provision of information to the public
- government services and information should be made accessible to the Deaf community through the use of appropriate means (including the use of NZSL).
2. Consultation carried out by a government department under subsection (1)(a) is to be effected by the chief executive of the government department consulting, to the extent that is reasonably practicable, with the persons or organisations that the chief executive considers to be representative of the interests of the members of the Deaf community relating to NZSL.
3. The purpose of the principles in subsection (1) is to promote access to government information and services for the Deaf community, but nothing in subsection (1) is to be read as conferring on the Deaf community advantages not enjoyed by other persons.
1) Labour Market Information Needs for Sign Language Interpreters
a) What time period does this work cover?
As at 30th November 2006
b) Please describe this work
The purpose of this internal report is to outline the availability of labour market information about Sign Language Interpreters in New Zealand. This report focuses on New Zealand Sign Language Interpreters and New Zealand Sign language users, in terms of what information is currently available, what could be available in the near future, and what is not available.
The types of labour market information regarding sign language interpreters are separated into three distinct sections.
- Sign Language Users
- Sign Language Interpreter Numbers
- Sign Language Interpreter Training
c) What difference will this work make to Deaf people’s lives?
It provides Departmental policy staff awareness of the New Zealand Sign Language Interpreters and New Zealand Sign language users that are available.
d) What wider goal does this work contribute to? Are there other pieces of work that also contribute to this goal?
N/A
e) How is progress in achieving this work being measured or to be measured?
Currently this is an internal information only report. How we might extend it to a wider audience is yet to be determined.
f) What objectives in the New Zealand Disability Strategy does this work connect with?
Improving disability support services
g) What part of your Statement of Intent and/or other strategic documents does this work connect with?
Goal 4: Our People: All New Zealanders will be able to grow and develop through access to well paid meaningful employment.
National Health Committee’s To Have an ‘Ordinary’ Life report
This section should be used to describe the work of your agency in response to recommendations in the National Health Committee’s report To Have an ‘Ordinary’ Life: Community membership for adults with an intellectual disability (September 2003). You can access this report at:
http://www.nhc.health.govt.nz/moh.nsf/indexcm/nhc-ordinary-life?Open
Your work will have a specific impact on people with an intellectual disability.
1) Repeal of the Disabled Persons Employment Promotion Act
a. What time period does these works cover?
The Disabled Persons Employment Promotion (Repeal and Related Matters) Bill was referred to the Social Services Committee at its first reading on 26 May 2004. The Bill had its second reading on 22 February 2007 and was adopted on 20 March 2007.
b. Please describe this work
This Bill repeals the Disabled Persons Employment Promotion Act 1960. Under the Bill, employment opportunities for people with disabilities in segregated settings will continue, but wages will be paid according to the work people do rather than the place where people work.
c. What difference will this work make to disabled people’s lives?
From the 1 December 2007 blanket exemptions that sheltered workshops currently have from the Minimum Wage Act (and in some cases the Holidays Act) will be removed. All employers at sheltered workshops must pay their employees at least the minimum wage, unless individual workers have a minimum wage exemption permit. Disabled people working in sheltered workshops will have the same employment rights as every other New Zealander.
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)
Repealing the Act reflects the government’s approach to disability issues as set out in the New Zealand Disability Strategy. It also reflects the findings of the 2001 Vocational Services Review outlined in Pathways to Inclusion.
e. How is progress in achieving this work being measured or to be measured?
The work was measured by the legislation process accompanying the repeal of the Act. The Department is currently developing an implementation plan to support the repeal of the Act. The implementation of the repeal will be finalised by November 2007.
f. What objectives in the New Zealand Disability Strategy does this work connect with?
Objective 4 of the strategy is specifically about employment “Provide opportunities in employment and economic development for disabled people – enable disabled people to work in the open labour market (in accordance with human rights principles) and maintain an adequate income.” The repeal of the DPEP Act is squarely aimed at implementing Action 4.9 “Ensure disabled people have the same employment conditions and rights and entitlements as everyone else has, including minimum wage provisions for work of comparable productivity.”
g. What part of your Statement of Intent and/or other strategic documents does this work connect with?
Goal 4: Our People: All New Zealanders will be able to grow and develop through access to well paid meaningful employment.