New Zealand Police
New Zealand Disability Strategy Implementation 2007. Work Plan 2007-2008 and Report on Progress 2006-2007
Introduction
New Zealand Police mission is to be a world class Police service working in partnership with citizens an d communities to prevent crime and road trauma, enhance public safety and maintain law and order.
New Zealand Police is committed to providing services to all members of the community, including those with disability. In addition as part of Police's good employer obligations Police is committed to as much as possible eliminating discrimination against staff with disabilities while not compromising operational effectiveness.
Minister's message: we must all inspire to live in safer communities. Policing with confidence, the New Zealand way is about fairness, inclusiveness, innovation, pride and recognition of the diversity this country embraces.
Commissioner's message: we must be respectful of our public and ourselves. We must exemplary 'guardians of the people', and an organisation of the type and character that New Zealanders wish us to be.
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.
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 Meet Web Guidelines version 2.1 | 40% | The Web Guidelines have been superceded by the Web Standards 1.0. We are now approximately 80% compliant. | 85% |
| 2. Meet Web Guidelines versions 3.0 | see above | ||
| 3. Tested accessibility for disabled people | yes | yes | yes |
| 4. Adapted to increase accessibility | yes | yes | yes |
| 5. Download files accessed as HTML, and not only PDF | 5% | 80% | 85% |
| 6. Plain English used | yes | Yes... except most specialist reports (eg 2006 Clandestine Drug Laboratory Report) | no change |
| 7. New Zealand Sign Language used | We have text transcriptions for 50% of our audio & video resources. | Transcriptions for 80% of audio & video re |
2. Hard copy information
| Action outputs | Planned 2006-2007 | Actual achieved 2006-2007 | Planned for 2007-2008 |
|---|---|---|---|
| 1. Plain English used | yes | yes | yes |
| 2. Available in alternate formats, on request | |||
| a. New Zealand Sign Language | yes | sign language training has been offered to EEO liaison Officers, disability network and women in policing during the year | Organising videoconferences with disability network within New Zealand to discuss using their skills. Programme with MOJ, MSD and ministers office around Deaf People and the Law video started in 2006. Is still on the agenda. |
| b. Braille | |||
| c. Audio | yes | in new meeting rooms we have got appropriate equipment | |
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 | TV adverts are focussed on recruitment. They do not include sign language but are animated to make it understandable for everyone | ||
| 2. DVD/video products have captions and/or NZSL | as above |
3. 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 | yes | yes | |
| a. Fax | yes | yes | |
| b. Email | yes | yes | |
| 2. Please tell us if there are other things that your agency does/or is planning to make its information accessible | NZ Police community officers/ disability network inform in person if requested. Currently we have got 61 staff who have advised us that they master sign language | will be promoted again for new staff | |
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.
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) | yes | is ongoing and will continue till all buildings meet the requirements | ongoing |
| 2. Buildings and sites have Building Code compliance | yes | yes and get an annual warrant of fitness | ongoing process |
| 3. Buildings and sites are audited for accessibility and passed (eg Barrier Free Trust, other accredited accessibility advisor) | no | will investigate to accommodate people from accredited accessibility organisations | |
| 4. Clear walk paths through floors (for staff and visitors) | yes | is ongoing process | ongoing process |
| 5. Assistive listening devices are in meeting rooms, and functioning checked regularly | is ongoing process and at the moment devices are not in all buildings. However in all districts auditoriums we have in built audio visual systems | Is part of all new initiatives around buildings | |
| 6. Elevators announce floors and direction of movement | all new buildings are compliant toi the building code | ongoing and NZ Police meet the standards of the building code for all new buildings | |
| 7. Elevator buttons have Braille labels | all new buildings are compliant to the building code | ongoing and NZ Police meet the standards of the building code for all new buildings |
2. Contact with the public
| Action outputs | Planned 2006-2007 | Actual achieved 2006-2007 | Planned for 2007-2008 |
|---|---|---|---|
| 1. Reception areas are accessible | yes | yes | |
| 2. Counters used by public are lowered (eg for wheelchair users, people who have a problem standing) | yes | yes | |
| 3. Frontline staff are trained in disability responsiveness | yes | yes | |
| 4. Staff are familiar with NZ Relay service | yes | yes | |
| 5. Clear and accessible pathways to enter buildings and sites | yes | yes | |
| 6. Obvious and visible signage to locate entrances and exits | yes | yes | |
| 7. Accessible car parking available near entrances | yes | all recent buildings yes but for older sporadic | all recent buildings yes but for older sporadic |
3. Workplace management
| Action outputs | Planned 2006-2007 | Actual achieved 2006-2007 | Planned for 2007-2008 |
|---|---|---|---|
| 1. Contracts for IT applications require accessibility (for staff and/or public users) (eg EDRMS) | yes | yes | |
| 2. Fire safety and evacuation procedures specify the needs of disabled people (staff and visitors) | yes | yes | |
| 3. Fire alarms have flashing lights to alert hearing impaired/deaf people | yes | yes | if a requirement |
Accessible services
Outcome: Disabled people can access government services on the same basis as non-disabled people.
1. Policy and practice
| Action outputs | Planned 2006-2007 | Actual achieved 2006-2007 | Planned for 2007-2008 |
|---|---|---|---|
| 1. Data on service users can be disaggregated by disabled people | N/A | ||
| 2. Services are responsive to the needs of disabled people | yes | yes | |
| 3. There is a written policy on use and provision of New Zealand Sign Language interpreters for client meetings | |||
| 4. Staff dealing with service users are trained to understand and be responsive to disabled people’s needs | yes | is ongoing process | |
| 5. Staff have knowledge of the NZ Relay service, and how to place and receive calls. | yes | yes |
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.
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 | yes | yes | policies/procedures will be reviewed and re written if needed |
| 2. Recruitment processes are accessible and responsive (eg vacancies advertised with alternative modes of contact, website accessible, supports provided for interviews where necessary) | yes | yes | |
| 3. Human resource staff are familiar with EEO issues for disabled people | yes | yes and is ongoing process | |
| 4. Induction training includes awareness of disabled people, as part of a diverse workforce | no | mandatory Human Rights Training | once training is completed Human Rights training to be part of District induction |
| 5. Internal agency communications promote the visibility of disabled staff, as part of a diverse workforce | yes | yes | disability network Plan and disability awareness day Plan. Mainstream Plan en Training for HR staff |
| 6. Data: the number of disabled people employed (using SSC EEO definition of disability) | N/A | ||
| 7. Data: the number of disabled people currently employed under Mainstream programme | 9 | 10 | increase the number of Mainstream candidates |
| 8. Data: the number of staff employed who were previously under the Mainstream programme | N/A | N/A |
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) | yes | yes | as required |
| 2. Accommodations in the workplace are provided, if needed (eg desk changes, NZSL interpreters, adaptive computer software) | yes | yes | as required |
| 3. Data: the number and type of accommodations provided to staff | 407 | 407 | |
| 4. Network of disabled staff supported, if requested | yes | yes we have got a disability network in place | |
| 5. Disabled staff provided with opportunities for career advancement | yes | yes we appoint on merit | |
| 6. Disabled staff feel included in their workplace and have the same opportunities as non-disabled staff | yes | yes yes see above | |
| 7. Please describe any other supports available to disabled staff | we have got a disability network which can assist the disabled staff member | ||
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:
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 | During the year we started with a mandatory Human Rights training for all staff of New Zealand Police. This will be finalised during the 2007-2008 year. When all staff have received the Human Rights Training it will become part of the induction programme of new staff. The purpose of the Human Rights Training is to enable staff to fulfil their responsibilities in helping NZ Police comply and apply the wider intent of the Human Rights Act 1993 and human rights principles | Continuous mandatory Human Rights Training | |
| 2. Quality assurance frameworks include reference to the New Zealand Disability Strategy and the Disability Perspective Toolkit | |||
| 3. Guides and advice on policy development specify consideration about disabled people as part of a diverse New Zealand population | |||
| 4. Agency Cabinet paper template includes a disability perspective section | |||
| 5. Research and evaluation projects include data collection on disabled people | |||
| 6. Consultation on policy and service development includes disability sector organisations | New Zealand Police worked with the Royal New Zealand Foundation of the Blind to record several Neighbourhood Support fact sheets as talking books for the blind and vision impaired. These fact sheets are also available on the Foundation's Telephone Information Service for members who wish to phone in an d read about them. | ||
| 7. Data: the number of disability sector organisations consulted | |||
| 8. Examples of Cabinet papers showing a disability perspective | |||
| 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 | Part of Strategic Plan to 2010: Our role is to acknowledge and respond to a diverse society and serve with dignity. In doing so we recognise the rights, values and freedom of all people. A challenge for Police is to ensure sufficient capacity and capability to meet demand. Good deployment is about having the right people doing the right thing, in the right place, at the right time. The supply of resources must be flexible and Police will find effective solutions to facilitate and drive change. Professional presentation and good public relations has a positive impact on trust and confidence in Police. By communication the good news stories, by being visible and vocal leaders in the community and by demonstrating pride policing we send clear messages which will strengthen support for Police We will be an employer of choice by fostering a positive work environment. We will attract, develop, manage and support people in policing We will foster a culture of diversity, fairness and accountability while maintaining high standards of conduct and ethics. We will be recognised as leaders and as people of integrity. We will place significant importance on Police core values | ||
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) | Ongoing contact with other EEO practitioners of other organisations | Ongoing contact with other EEO practitioners from other organisations. Inform other organisations through SSC HR forum if we can share a success or new initiative |