Te Puni Kokiri
New Zealand Disability Strategy Implementation 2007. Work Plan 2007-2008 and Report on Progress 2006-2007
Introduction
Te Puni Kōkiri's efforts are directed towards our strategic outcome of Māori Succeeding as Māori. By this we mean sustainable success for Māori as individuals and as members of organisations and collectives. Success will be demonstrated by Māori:
- participating in and benefiting from education and economic opportunities, including employment, that assist them to reach their full potential
- institutions that are robust and effectively managed
- flourishing as people within a strong culture
- flourishing in enterprise
- creating and maintaining healthy families
- being innovative models for other businesses, organisations, communities or countries
- having beneficial partnerships with local, national and international stakeholders, including businesses.
Te Puni Kōkiri pursues these objectives by means of leading and influencing policy through high quality policy advice, effective monitoring, and building and maintaining good relationships with all our stakeholders.
Te Puni Kōkiri is committed to playing its part towards the achievement of the six Development Goals of the State Sector.
- Employer of Choice
- Excellent State Servants
- Networked State Service
- Co-ordinated State agencies
- Accessible State Services
- Trusted State Services
The Te Puni Kōkiri People Strategy recognises that it is people who embody our organisation's potential and that a key activity will be enabling our people to provide leadership and to influence the development of initiatives that enable Māori participation and success as Māori. The Strategy provides a six year road map by identifying targets that will ensure Te Puni Kōkiri has the people with the capabilities to become the driving force for Māori succeeding as Māori in the Public Service.
The Te Puni Kōkiri Disability Plan enables the organisation to identify barriers for disabled people and complements Objective 11 of the New Zealand Disability Strategy which promotes participation of disabled Māori in all areas of life.
All our strategic documents are driven by our vision of a fully inclusive society, in which being disabled, no less than being Māori, is no barrier to the achievement of human potential.
Strategic Outcome:
Maori succeeding as Maori.
Role
Te Puni Kokiri is principal advisor on government-Maori relationships, leading Maori Public Policy, and managing Relationships and Information.
Purpose
Realising Maori Potential.
Approach
Te Puni Kokiri “Moving forward together”
Accessible government
All government agencies are asked to prioritise actions to increase their accessibility to disabled people. This is about getting the basics right, so that disabled people can access government on the same basis as other people.
These actions support realisation of the New Zealand Disability Strategy's objective 6: foster an aware and responsive public service.
Four critical areas where disabled people interact with government agencies are:
- information – such as brochures, letters, publications, websites
- buildings – such as service centres, corporate offices
- services – such as face to face at a service centre, call centres, information electronically or hard copy
- as an employer – such as job application procedures, job descriptions, accommodations in workplaces, intranets.
Achievement story
Te Puni Kōkiri has had an association with the Deaf Association for many years. Through this established relationship, Te Puni Kōkiri learned that the Association was developing a new website and we were able to assist with the development of the Associations website, specifically funding the translation of the website into Te Reo, making the website (and by extension, the Association) more accessible to Māori.
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The Symbol: You can see that the logo has the sign ‘butterfly' in it. We picked this symbol because… Butterflies are Deaf just like us. When you see butterflies flying in the garden you know it is beautiful. Watching sign language is beautiful too. Butterflies are free, independent and liberated. Sign Language allows Deaf people to be free and independent too! The Freedom to Sign is our Freedom of Speech! Events during the Week: |
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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 | The August '07 up grade of the Te Puni Kōkiri website will comply with this standard | ||
| 2. Meet Web Guidelines versions 3.0 | The August '07 up grade of the Te Puni Kōkiri website will comply with this standard | ||
| 3. Tested accessibility for disabled people | The August '07 up grade of the Te Puni Kōkiri website will be tested by users, including the disabled people, before acceptance. | ||
| 4. Adapted to increase accessibility | Yes | ||
| 5. Download files accessed as HTML, and not only PDF | No | ||
| 6. Plain English used | The August '07 up grade of the Te Puni Kōkiri website will use plain English and Te Reo Māori. | ||
| 7. New Zealand Sign Language used | There is no video content on the August '07 up grade of the Te Puni Kōkiri website that would require NZSL. |
2. Hard copy information
| Action outputs | Planned 2006-2007 | Actual achieved 2006-2007 | Planned for 2007-2008 |
|---|---|---|---|
| 1. Plain English used | Update fact sheets using plain English | Over a dozen fact sheets updated | Continue regular updating of hard copy information, using plain English and Te Reo Māori. |
| 2. Available in alternate formats, on request | |||
| a. New Zealand Sign Language | Yes, where appropriate | ||
| b. Braille | |||
| c. Audio | |||
3. Audio/visual resources
| Action outputs | Planned 2006-2007 | Actual achieved 2006-2007 | Planned for 2007-2008 |
|---|---|---|---|
| 1. TV adverts have captions and/or NZSL | n/a | n/a | No TV Adverts planned |
| 2. DVD/video products have captions and/or NZSL | n/a | n/a |
4. Other information
| Action outputs | Planned 2006-2007 | Actual achieved 2006-2007 | Planned for 2007-2008 |
|---|---|---|---|
| Multiple contact points are advertised as well as telephone | Yes | ||
| Fax | available | Continue availability | |
| available | Continue availability | ||
| 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.
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) | All TE PUNI KŌKIRI offices and buildings meet the regulatory access requirements. | ||
| 2. Buildings and sites have Building Code compliance | All buildings have a current building code compliance. | ||
| 3. Buildings and sites are audited for accessibility and passed (eg Barrier Free Trust, other accredited accessibility advisor) |
An audit will have to be conducted by TE PUNI KŌKIRI first to ensure that all offices and buildings comply before we engage a assessor. | ||
| 4. Clear walk paths through floors (for staff and visitors) | The audit will ensure that this item is adhered too. | ||
| 5. Assistive listening devices are in meeting rooms, and functioning checked regularly | Further investigation will be undertaken, into the appropriateness of these devices.. | ||
| 6. Elevators announce floors and direction of movement | We will survey the 11 offices that are accommodated in buildings that require lifts for access. TE PUNI KŌKIRI will then negotiate this with the landlords (as most buildings are multi tenanted). | ||
| 7. Elevator buttons have Braille labels | We will survey the 11 offices that are accommodated in buildings that require lifts for access. TE PUNI KŌKIRI will then negotiate this with the landlords (as most buildings are multi tenanted). |
2. Contact with the public
| Action outputs | Planned 2006-2007 | Actual achieved 2006-2007 | Planned for 2007-2008 |
|---|---|---|---|
| 1. Reception areas are accessible | Yes, where appropriate | ||
| 2. Counters used by public are lowered (eg for wheelchair users, people who have a problem standing) | n/a | ||
| 3. Frontline staff are trained in disability responsiveness | Yes, training is available | ||
| 4. Staff are familiar with NZ Relay service | Yes, where appropriate | ||
| 5. Clear and accessible pathways to enter buildings and sites | Complete | ||
| 6. Obvious and visible signage to locate entrances and exits | Complete | ||
| 7. Accessible car parking available near entrances |
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, where appropriate | ||
| 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 |
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 | |||
| 2. Services are responsive to the needs of disabled people | Yes, where appropriate | ||
| 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, where appropriate | ||
| 5. Staff have knowledge of the NZ Relay service, and how to place and receive calls. |
Being a good employer
Outcome: Government agencies provide equal opportunities in employment for disabled people to be recruited, retained, and promoted on the same basis as non-disabled people.
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 | |||
| 2. Recruitment processes are accessible and responsive (eg vacancies advertised with alternative modes of contact, website accessible, supports provided for interviews where necessary) | Yes, where appropriate | ||
| 3. Human resource staff are familiar with EEO issues for disabled people | Yes | ||
| 4. Induction training includes awareness of disabled people, as part of a diverse workforce | |||
| 5. Internal agency communications promote the visibility of disabled staff, as part of a diverse workforce | New Internal agency communication will allow an increase in the visibility of disabled staff | ||
| 6. Data: the number of disabled people employed (using SSC EEO definition of disability) | 40 | ||
| 7. Data: the number of disabled people currently employed under Mainstream programme | 0 | ||
| 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 (eg adaptive computer applications, flexible working conditions) | Yes, where appropriate | ||
| 2. Accommodations in the workplace are provided, if needed (eg desk changes, NZSL interpreters, adaptive computer software) | Yes, where appropriate | ||
| 3. Data: the number and type of accommodations provided to staff | No records kept | ||
| 4. Network of disabled staff supported, if requested | n/a | ||
| 5. Disabled staff provided with opportunities for career advancement | Yes | ||
| 6. Disabled staff feel included in their workplace and have the same opportunities as non-disabled staff | |||
| 7. Please describe any other supports available to disabled staff | |||
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
Te Puni Kōkiri has worked to assist Te Oranga Kaumatua Kuia Disability Support Services Trust to implement a cultural needs assessment for Kaumatua and Kuia within the Tamaki Makaurau region. Te Puni Kōkiri has had a relationship with Te Oranga for some time and in the course of working together, it was identified that many Kaumatua and Kuia come from a generation who may have different understanding of disability.
The needs assessment is a feature of the business plan for this year and will provide Kaumatua and Kuia with an understanding of a disability perspective and give them appropriate training in how to integrate a disability perspective into the cultural advice and support that is offered to the clients of the Trust.
The impact of the intervention will be monitored through the Trust's usual customer feedback process.
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 | Yes, where appropriate | ||
| 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 | All Cabinet Papers use the DPMC template | ||
| 5. Research and evaluation projects include data collection on disabled people | Yes, where appropriate | ||
| 6.Consultation on policy and service development includes disability sector organisations | Yes, where appropriate | ||
| 7. Data: the number of disability sector organisations consulted | Records not kept | ||
| 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 |
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.
| 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) |
Te Puni Kōkiri will pass the Disability strategy on to Te Taura Whiri i te Reo Māori. Māori Television and Te Mangai Paho, to make them aware of the goals and assist them in moving towards them. |
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) Te Roopu Waiora Trust
To assist Te Roopu Waiora Trust Long Term Outcome to build its infrastructure governance, management and operations capacity, implement Te Pae Huarahi across the region and develop a role as 'kaitiaki'.
New Zealand Sign Language Act 2006
Te Puni Kōkiri worked with the Deaf Association`, funding the development of the Associations website, focusing on the use of Te Reo, making the website (and by extension, the Association) more accessible to Māori.
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The Symbol: You can see that the logo has the sign ‘butterfly' in it. We picked this symbol because… Butterflies are Deaf just like us. When you see butterflies flying in the garden you know it is beautiful. Watching sign language is beautiful too. Butterflies are free, independent and liberated. Sign Language allows Deaf people to be free and independent too! The Freedom to Sign is our Freedom of Speech! Events during the Week: |
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