Statistics New Zealand
New Zealand Disability Strategy Implementation 2007. Work Plan 2007-2008 and Report on Progress 2006-2007
Introduction
Statistics New Zealand 's role is set out in the Statistics Act 1975. Broadly it is to:
- lead New Zealand 's Official Statistics System
- build and maintain trust in official statistics
- be the key contributor to the collection, analysis and dissemination of official statistics relating to New Zealand 's economy, environment and society
- ensure official statistics are of high integrity, quality and are equally available to all
- guarantee that statistical information provided to Statistics New Zealand remains confidential, and that it will be used for statistical purposes only.
The Statistics Act 1975 also sets out the role of the Government Statistician. To ensure the confidence and trust of all who contribute to, and make use of the statistics collected under the authority of the Statistics Act 1975, the Government Statistician has the sole responsibility for deciding the procedures and methods employed in the provision of any statistics produced by the Government Statistician, and for deciding the extent, form and timing of publication of those statistics.
The Government Statistician is the Government's policy advisor on statistical matters and the official authority on statistical standards. The Government Statistician is the coordinator of the statistical activities of government departments, is authorised to produce official statistics on a wide range of topics, and may provide commentary and interpretation to help users understand statistics and the stories they tell about New Zealand . The Government Statistician is the head of Statistics New Zealand and also has the title of Chief Executive.
Statistics New Zealand has developed a strategy map to guide its activities. The Statistics New Zealand Strategy Map contains 15 strategic objectives. Of these , six relate directly to the New Zealand Disability Strategy implementation plan. The six objectives are:
- Be a preferred employer – Statistics New Zealand is working on the development of policies that will optimise the opportunities for disabled people.
- Build our individual and organisation capability – Statistics New Zealand is working on different ways to provide training opportunities to all members of staff.
- Deliver fit-for-purpose statistical outputs – Statistics New Zealand produces information on people with disabilities which is used for policy development and decision-making by government departments and many other organisations. We ensure that this information is of a high quality.
- Facilitate access to official statistics produced by all government departments – Statistics New Zealand's focus is on providing a range of ways to access information that meets the needs of a wide variety of users.
- Understand and respond to user needs – Statistics New Zealand consults with user groups to understand their requirements and how the department can better respond to those requirements.
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.
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 | Yes | • www.statisphere.govt.nz – compliant • www.population.govt.nz – compliant • www.stats.govt.nz – volume of excel spreadsheets means this site is not compliant. |
|
| 2. Meet Web Guidelines versions 3.0 | Achieved | 2006 Census products are all designed to meet web guidelines | |
| 3. Tested accessibility for disabled people | Yes | Not achieved | Planned |
| 4. Adapted to increase accessibility | Yes | Not achieved | Develop policies around response to disability. |
| 5. Download files accessed as HTML, and not only PDF | Yes |
Achieved for significant publications Not achieved for data files
|
Planned – more analytical reports available in HTML. |
| 6. Plain English used | Develop policies around response to disability. | ||
| 7. New Zealand Sign Language used | Develop policies around response to disability. |
2. Hard copy information
| Action outputs | Planned 2006-2007 | Actual achieved 2006-2007 | Planned for 2007-2008 |
|---|---|---|---|
| 1. Plain English used | Develop policies around response to disability. | ||
| 2. Available in alternate formats, on request | |||
| a. New Zealand Sign Language | Yes | Not achieved | Develop policies around response to disability. |
| b. Braille | Yes | Not achieved | Develop policies around response to disability. |
| c. Audio | Yes | No information is available in audio | Develop policies around response to disability. |
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 | None | N/a | Included in NZSL policy planning |
| 2. DVD/video products have captions and/or NZSL | None | N/a | Update corporate video with captions |
4. Other information
| Action outputs | Planned 2006-2007 | Actual achieved 2006-2007 | Planned for 2007-2008 |
|---|---|---|---|
| 1. Multiple contact points are advertised as well as telephone | Achieved | ||
| a. Fax | Achieved | ||
| b. Email | Achieved | ||
| 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) | Achieved | ||
| 2. Buildings and sites have Building Code compliance | Achieved | ||
| 3. Buildings and sites are audited for accessibility and passed (eg Barrier Free Trust, other accredited accessibility advisor) |
Achieved | ||
| 4. Clear walk paths through floors (for staff and visitors) | Achieved | ||
| 5. Assistive listening devices are in meeting rooms, and functioning checked regularly | Planned | ||
| 6. Elevators announce floors and direction of movement | Not achieved – Landlord of Statistics House did not specify when constructed. | ||
| 7. Elevator buttons have Braille labels | Achieved |
2. Contact with the public
| Action outputs | Planned 2006-2007 | Actual achieved 2006-2007 | Planned for 2007-2008 |
|---|---|---|---|
| 1. Reception areas are accessible | Achieved | ||
| 2. Counters used by public are lowered (eg for wheelchair users, people who have a problem standing) | Achieved | ||
| 3. Frontline staff are trained in disability responsiveness | Achieved | ||
| 4. Staff are familiar with NZ Relay service | Reception staff in Wellington - yes Other locations/contact centre - no |
Currently facilitating training for all 'first point of contact' staff. Incorporated into planning of Disability Awareness training. | |
| 5. Clear and accessible pathways to enter buildings and sites | Achieved | ||
| 6. Obvious and visible signage to locate entrances and exits | Achieved | ||
| 7. Accessible car parking available near entrances | Achieved |
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 | Achieved | |
| 2. Fire safety and evacuation procedures specify the needs of disabled people (staff and visitors) | Achieved | ||
| 3. Fire alarms have flashing lights to alert hearing impaired/deaf people | Achieved |
Accessible services
Outcome: Disabled people can access government services on the same basis as non-disabled people.
Please describe against the suggested action outputs what your agency planned to do in the year ending June 2007, what your actual achievements were, and what you plan to work on for the year ending June 2008.
Grey highlighted action outputs are new this year.
1. Policy and practice
| Action outputs | Planned 2006-2007 | Actual achieved 2006-2007 | Planned for 2007-2008 |
|---|---|---|---|
| 1. Data on service users can be disaggregated by disabled people | N/a | ||
| 2. Services are responsive to the needs of disabled people | Yes | Not achieved | Develop policies around response to disability. |
| 3. There is a written policy on use and provision of New Zealand Sign Language interpreters for client meetings | Develop policies around response to disability. | ||
| 4. Staff dealing with service users are trained to understand and be responsive to disabled people's needs | Achieved for the reception staff at the Wellington office | Planned for the reception staff at the Christchurch and Auckland offices | |
| 5. Staff have knowledge of the NZ Relay service, and how to place and receive calls. | Achieved for the reception staff at the Wellington office | Planned for the reception staff at the Christchurch and Auckland offices |
Being a good employer
Outcome: Government agencies provide equal opportunities in employment for disabled people to be recruited, retained, and promoted on the same basis as non-disabled people.
Please describe against the suggested action outputs what your agency planned to do in the year ending June 2007, what your actual achievements were, and what you plan to work on for the year ending June 2008.
Grey highlighted action outputs are new this year.
1. Employment practice
| Action outputs | Planned 2006-2007 | Actual achieved 2006-2007 | Planned for 2007-2008 |
|---|---|---|---|
| 1. Human resource EEO policies / procedures specifically recognise disabled people and do not discriminate against them | Achieved | ||
| 2. Recruitment processes are accessible and responsive (eg vacancies advertised with alternative modes of contact, website accessible, supports provided for interviews where necessary) | Yes | Achieved | |
| 3. Human resource staff are familiar with EEO issues for disabled people | Achieved | Ongoing practice. | |
| 4. Induction training includes awareness of disabled people, as part of a diverse workforce | Currently under development. | ||
| 5. Internal agency communications promote the visibility of disabled staff, as part of a diverse workforce | No | No | Not planned. |
| 6. Data: the number of disabled people employed (using SSC EEO definition of disability) | Yes | As at 31 May 2007: 84 | |
| 7. Data: the number of disabled people currently employed under Mainstream programme | Yes | 0 | We look for a specific skill set for any position, as per our EEO policy |
| 8. Data: the number of staff employed who were previously under the Mainstream programme | Yes | 1 | We look for a specific skill set for any position, as per our EEO policy |
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 | Achieved | |
| 2. Accommodations in the workplace are provided, if needed (eg desk changes, NZSL interpreters, adaptive computer software) | Yes | Achieved | |
| 3. Data: the number and type of accommodations provided to staff | Yes | Number of different types of desk accommodations: Statistics House (Wgtn): 6 Dollan House (Chch): 1 Uniservices House (Akld): 4 |
|
| 4. Network of disabled staff supported, if requested | Yes | No - due to lack of interest from target group. | Will continue to monitor/gauge interest from target group. |
| 5. Disabled staff provided with opportunities for career advancement | Yes | Achieved | EEO policy means that disabled staff are given the same opportunities as others. |
| 6. Disabled staff feel included in their workplace and have the same opportunities as non-disabled staff | Yes | Achieved | EEO policy means that disabled staff are given the same opportunities as others. |
| 7. Please describe any other supports available to disabled staff | Develop policies around response to disability. | ||
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
Please tell us about an achievement of your agency in 2005-2006 to include a disability perspective in new policy or service development, what this involved, any consultation with disability sector organisations, and the effect the policy or service has had/or will have on disabled people.
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 | ||
| 2. Quality assurance frameworks include reference to the New Zealand Disability Strategy and the Disability Perspective Toolkit | Yes - where appropriate | To be reviewed as new frameworks are developed | |
| 3. Guides and advice on policy development specify consideration about disabled people as part of a diverse New Zealand population | Where appropriate | ||
| 4. Agency Cabinet paper template includes a disability perspective section | Achieved – Statistics New Zealand uses the format supplied by the Department of the Prime Minister and Cabinet | Continued use of the format | |
| 5. Research and evaluation projects include data collection on disabled people | Statistics NZ's methodologies dictate data collection that provides a representative sample. | Some joint work is proposed within the Programme of Official Social Statistics to look at how appropriate short measures for disability can be developed or adapted for inclusion in general social surveys | |
| 6. Consultation on policy and service development includes disability sector organisations | Statistics New Zealand consults with the New Zealand Disability Survey Reference Group. This group was set up around two years ago to advise on the New Zealand Disability Survey | Continuing consultation, especially early sector consultation in the planned re-design of the post 2011-Census New Zealand Disability Survey. | |
| 7. Data: the number of disability sector organisations consulted | Statistics New Zealand does consult, this information is not collected. | ||
| 8. Examples of Cabinet papers showing a disability perspective | N/a | ||
| 9. Examples of other policy documents that show a disability perspective | N/a | ||
| 10. Examples of other strategic organisation documents, such as statement of intent, that show a disability perspective | |||
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 |
|---|---|---|---|
| Advice provided to other agencies on implementing the New Zealand Disability Strategy (including a disability perspective in development of policy, funding, service provision) | N/a | Outputs from Statistics NZ's 2006 Disability Survey will provide a significant evidence base for other agencies' policy and service development, including in relation to disabled people. |
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.
1) 2006 Disability Survey
a) What time period does this work cover?
Statistics NZ conducted the survey on disability from July 2006 to the end of November 2006. This is the third time the survey has been run. It was previously carried out in 1996 and 2001.
b) Please describe this work
The Disability Survey collected information on how many people have a disability, what type of disability they have, the severity and the cause of the disability. It will also collect information on current and unmet needs for services and assistance, employment, transport, education, accommodation and special equipment.
c) What difference will this work make to disabled people's lives?
This survey will help to estimate how many people in New Zealand have disability and will provide information on barriers faced by people with disability. This information will be used by government departments and disability service providers to review the effectiveness of services for people with disability and to help guide the development of new services.
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)
N/a
e) How is progress in achieving this work being measured or to be measured?
Please describe progress targets and milestone dates for reporting against.
Results from the survey has been delayed and an update on the release of information will be provided in June 2007.
f) What objectives in the New Zealand Disability Strategy does this work connect with?
Collect and use relevant information about disabled people and disability issues – action 10.2.
g) What part of your Statement of Intent and/or other strategic documents does this work connect with?
his work contributes to Statistics New Zealand's strategic objectives of ‘Deliver fit-for-purpose statistical outputs' and ‘Understand and respond to user needs'.
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:
• 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).
• 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.
• 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) New Zealand Sign Language Policy
a) What time period does this work cover?
We are planning to develop and complete this policy in 2007/08
b) Please describe this work
Development of a policy to cover the use of NZSL within Statistics New Zealand and the services that the department provides.
c) What difference will this work make to Deaf people's lives?
The policy will enable Deaf people to participate in surveys more easily, it will create a Deaf-friendly work environment and it will make information provided by Statistics New Zealand more accessible to the Deaf community.
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)
N/a
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 policy is expected to be in place by 1 July 2008 .
f) What objectives in the New Zealand Disability Strategy does this work connect with?
This work connects with Objective 6 of the strategy: foster an aware and responsive public service.
g) What part of your Statement of Intent and/or other strategic documents does this work connect with?
N/a