Ministry of Women's Affairs
New Zealand Disability Strategy Implementation 2007. Work Plan 2007-2008 and Report on Progress 2006-2007
Introduction
The Ministry of Women's Affairs is the government's source of advice on issues relevant to advancing the well-being of women and ensuring they are able to make their full contribution to New Zealand .
The mandate of the Ministry is to:
- provide advice on policy that will improve the status of women
- provide suitable women nominees for state sector governance bodies
- manage New Zealand 's international obligations in relation to the status of women, in particular under the United Nations Convention on the Elimination of All Forms of Discrimination against Women (CEDAW).
The Ministry advises the government and supports it to achieve its desired outcomes for women specified in the Action Plan for New Zealand Women. These outcomes include meeting the diverse needs of all women in New Zealand . The Action Plan refers specifically to the New Zealand Disability Strategy and a focus on disabled women.
The government also seeks advice on policies relevant to the well-being of women.
The Ministry provides independent, high-quality policy analysis and – in collaboration with public service colleagues, Māori women, and NGOs – supports interventions that achieve the goals the government has specified. It ensures access to expertise and information about the status of women throughout the policy processes of government.
Working alongside others can involve joint policy work, external critique, committing resources, connecting colleagues to knowledge, or promoting gender analysis to enrich the quality of policy advice. The Ministry operates primarily by targeted influence and as a catalyst, through:
- monitoring progress, and stepping in when it is timely to do so to refocus effort upon outcomes for women
- leading policy processes when mainstream agencies are not active in a critical area or where additional complementary leadership is needed
- influencing, through assisting with policy processes led by mainstream agencies
- direct intervention by providing suitable nominees for state sector governance boards.
Ministry of Women's Affairs (2004) Action Plan for New Zealand Women. Wellington : Ministry of Women's Affairs.
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
The Ministry of Women's Affairs commissioned Wrightson Associates to assess and make recommendations on the Ministry's office accommodation in Wellington. They checked for compliance with the access requirements of the Building Act 2004, with reference to the Human Rights Act 1993.
In general, compliance with the access requirements for disabled people was graded ‘ok'.
The most significant problem noted for the Ministry as tenants, was that corridors and thoroughfares had a number of obstructions. The obstructions were caused by furniture, files and equipment being stored unsuitably. Having been made aware of the potential hazard this could cause, the Ministry has significantly reduced this problem. Appropriate storage has been found and the floor is now monitored to ensure the problem does not recur.
Most of the issues raised are the responsibility of the building owners. These included the following, and have been given to the building managers to resolve:
- inaccessible disabled toilet
- inadequate accessible car-parking in the building
- readability of general signage
- no braille on lift buttons
- poor visibility of stairs edges, doors and partitions.
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 | Priority 1 and 2 already achieved. Nothing planned. | Not applicable. | Nothing planned. |
| 2. Meet Web Guidelines versions 3.0 | Nothing planned. | ||
| 3. Tested accessibility for disabled people | Testing by professional users and assistive technologies |
No further testing undertaken. | Nothing planned. |
| 4. Adapted to increase accessibility | Already achieved. | Not applicable. | Not applicable. |
| 5. Download files accessed as HTML, and not only PDF | Already achieved. | Not applicable. | Ongoing standard. |
| 6. Plain English used | Ongoing standard. | ||
| 7. New Zealand Sign Language used | Feasibility report as part of intranet redevelopment. |
2. Hard copy information
| Action outputs | Planned 2006-2007 | Actual achieved 2006-2007 | Planned for 2007-2008 |
|---|---|---|---|
| 1. Plain English used | Ongoing standard. | ||
| 2. Available in alternate formats, on request | |||
| a. New Zealand Sign Language | Nothing planned. | Not applicable. | Nothing planned. |
| b. Braille | Nothing planned. | Not applicable. | Nothing planned. |
| c. Audio | Nothing planned. | Not applicable. | Nothing planned. |
3. Audio/visual resources
| Action outputs | Planned 2006-2007 | Actual achieved 2006-2007 | Planned for 2007-2008 |
|---|---|---|---|
| TV adverts have captions and/or NZSL | Nothing planned. | Not applicable. | No TV adverts planned. |
| DVD/video products have captions and/or NZSL | Nothing planned. | Not applicable. | No DVD/video products planned. |
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 | Yes | ||
| a. Fax | Already achieved. | Not applicable. | Ongoing standard. |
| b. Email | Already achieved. | Not applicable. | Ongoing standard. |
| 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.
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) | Remedy areas of non-compliance identified by accessibility audit. | Areas responsibility of tenant are compliant. Sought compliance by landlord of their areas. |
Follow up requests to landlord. |
| 2. Buildings and sites have Building Code compliance | Already achieved. | Not applicable. | Already achieved. Nothing planned. |
| 3. Buildings and sites are audited for accessibility and passed (eg Barrier Free Trust, other accredited accessibility advisor) |
Complete audit and review results. | Achieved. | Nothing planned. |
| 4. Clear walk paths through floors (for staff and visitors) | Already achieved. Ongoing standard. | ||
| 5. Assistive listening devices are in meeting rooms, and functioning checked regularly | Not applicable – meeting rooms are not large enough to require assistive listening devices. | ||
| 6. Elevators announce floors and direction of movement | Request to building owner. | ||
| 7. Elevator buttons have Braille labels | Follow up request to building owner. |
2. Contact with the public
| Action outputs | Planned 2006-2007 | Actual achieved 2006-2007 | Planned for 2007-2008 |
|---|---|---|---|
| 1. Reception areas are accessible | Not applicable. | Not applicable – no reception area. | |
| 2. Counters used by public are lowered (eg for wheelchair users, people who have a problem standing) | Not applicable. | Not applicable – no counters. | |
| 3. Frontline staff are trained in disability responsiveness | Disability responsiveness training for all staff. | Training session conducted for all staff. | Training session for all new staff. |
| 4. Staff are familiar with NZ Relay service | All Executive Assistants provided with information on NZ Relay Service. | Information provided. | Information provided to all new Executive Assistants. |
| 5. Clear and accessible pathways to enter buildings and sites | Accessibility audit ok. Ongoing monitoring. | ||
| 6. Obvious and visible signage to locate entrances and exits | Ongoing standard. | ||
| 7. Accessible car parking available near entrances | Street parking at main entrance. Follow up request to building owner for accessible car-parking in building. |
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) | Not applicable. | Planned to include as standard specification. | |
| 2. Fire safety and evacuation procedures specify the needs of disabled people (staff and visitors) | Already included in training of floor wardens. Review written procedures. | ||
| 3. Fire alarms have flashing lights to alert hearing impaired/deaf people | Review as part of planned accommodation changes. |
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 | Not applicable. | Not applicable – do not provide services to the public. | |
| 2. Services are responsive to the needs of disabled people | Not applicable. | Not applicable – do not provide services to the public. | |
| 3. There is a written policy on use and provision of New Zealand Sign Language interpreters for client meetings | Not applicable – do not provide services to the public. | ||
| 4. Staff dealing with service users are trained to understand and be responsive to disabled people's needs | Not applicable. | Not applicable – do not provide services to the public. | |
| 5. Staff have knowledge of the NZ Relay service, and how to place and receive calls. | Provide information on NZ Relay service to all staff. |
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 | Review of all HR policies & procedures |
Not completed. | Ongoing cyclical review of HR policies and procedures and EEO Plan, including NZDS. |
| 2. Recruitment processes are accessible and responsive (eg vacancies advertised with alternative modes of contact, website accessible, supports provided for interviews where necessary) | Phone and email contacts already provided. Nothing further planned |
Phone and email contacts provided. |
Phone and email contacts already provided. Nothing further planned. |
| 3. Human resource staff are familiar with EEO issues for disabled people | Disability responsiveness training for HR staff. | Training conducted. | Disability responsiveness training for new HR staff. |
| 4. Induction training includes awareness of disabled people, as part of a diverse workforce | See 1.1 above – induction is part of HR procedures undergoing continual review. | ||
| 5. Internal agency communications promote the visibility of disabled staff, as part of a diverse workforce | Not applicable. The Ministry has no disabled staff. | Achievements of disabled staff will be acknowledged if an opportunity arises and after consultation with them. | |
| 6. Data: the number of disabled people employed (using SSC EEO definition of disability) | Nil. | One. | One. |
| 7. Data: the number of disabled people currently employed under Mainstream programme | Nil. | Nil. | Nil. |
| 8. Data: the number of staff employed who were previously under the Mainstream programme | Nil. | Nil. | Nil. |
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) | Assessments for all staff after accommodation changes, and for all new staff. | Achieved. | Conduct assessments for all staff after accommodation changes, and for all new staff. |
| 2. Accommodations in the workplace are provided, if needed (eg desk changes, NZSL interpreters, adaptive computer software) | Nothing planned. | Not required to meet a disability. | As required. |
| 3. Data: the number and type of accommodations provided to staff | Nothing planned. | Not requested. | As required. |
| 4. Network of disabled staff supported, if requested | Not applicable. | Not requested. | If required. |
| 5. Disabled staff provided with opportunities for career advancement | Not applicable. | All staff are provided with appropriate opportunities for career development. | Provide appropriate opportunities for career development. |
| 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
Achievement story
The Ministry commissioned a review of available information on the trends and issues for disabled people, particularly disabled women, in New Zealand. We were aware that significant data and research already existed, and sought to pull together and synthesise it for our purposes.
The paper produced (in May 2007) included key statistics and trends, information about recent and current policy initiatives, and suggestions for further work.
The purpose of this review was to inform the ongoing policy development of the Ministry of Women's Affairs, and to identify particular barriers for disabled women not being addressed and anything different or successful overseas to address barriers to participation.
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.
| 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 | All policy development and policy advice incorporates diversity analysis. This involves consideration of issues, options, and implementation for a range of groups of women, including disabled women. | Achieved. | All policy development and policy advice incorporates diversity analysis. This involves consideration of issues, options, and implementation for a range of groups of women, including disabled women. |
| 2. Quality assurance frameworks include reference to the New Zealand Disability Strategy and the Disability Perspective Toolkit | Not included in Plan. | All policy development and policy advice incorporates diversity analysis. This involves consideration of issues, options, and implementation for a range of groups of women, including disabled women. | |
| 3. Guides and advice on policy development specify consideration about disabled people as part of a diverse New Zealand population | All policy development and policy advice incorporates diversity analysis. This involves consideration of issues, options, and implementation for a range of groups of women, including disabled women. | ||
| 4. Agency Cabinet paper template includes a disability perspective section | Ongoing. | Ongoing standard. | |
| 5. Research and evaluation projects include data collection on disabled people | Any research instruments designed by the Ministry will allow diversity analysis, including disability. | ||
| 6. Consultation on policy and service development includes disability sector organisations | Nothing specifically planned. | ||
| 7. Data: the number of disability sector organisations consulted | See above. | ||
| 8. Examples of Cabinet papers showing a disability perspective |
Cabinet Policy Committee POL (07) 176, 11 June 2007 , Action Plan for New Zealand Women: Report on Progress. Supporting participation of women with disabilities Recommendation |
||
| 9. Examples of other policy documents that show a disability perspective |
Review of Sexuality Education in New Zealand Schools (to be released)
The Ministry of Women's Affairs initiated work in the area of sexual health because of concerns about sexual health statistics. Collectively agencies prioritised a review of the quality of sexuality education in schools. The Ministries of Women's Affairs, Health and Education collectively funded the review and ERO contributed through support in kind. The report identified two areas of particular weaknesses across schools. These are: assessing learning in sexuality education; and meeting the needs of diverse groups of students. Diverse groups of students includes disabled girls and boys. |
||
| 10. Examples of other strategic organisation documents, such as statement of intent, that show a disability perspective | The Statement of Intent of the Ministry of Women's Affairs 2007–2010 includes reference to the New Zealand Disability Strategy. The Ministry's work programme is also guided by the Action Plan for New Zealand Women, which has six focus groups including disabled women. | ||
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 |
|---|---|---|---|
| Advice provided to other agencies on implementing the New Zealand Disability Strategy (including a disability perspective in development of policy, funding, service provision) | Ongoing. | See below – nominations service. | Ongoing. |
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
Nominations service.
1) Nominations Service
a) What time period does this work cover?
Ongoing
b) Please describe this work
The nomination of disabled women to state sector boards and committees when they meet the requirements. This includes:
- maintaining contact with the officer responsible for the Office for Disability Issues (ODI) nominations processes so that they are able to call on the Ministry for support, advice, or assistance
- inviting suitable candidates that have been identified by ODI to join the Ministry's database for appointments
- recording the information when women choose to identify as disabled on the nominations registration form.
c) What difference will this work make to disabled people's lives?
It gives women who are registered on the Nominations database, some of whom who have identified as disabled, wider opportunities for appointment to a range of state sector boards and committees. Research has shown that governance bodies with more diverse membership consider a wider range of perspectives in their decision-making. More disabled women on boards should add a perspective that will take into account issues pertinent to disabled peoples' lives.
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)
It contributes to disabled women's participation in leadership and decision-making on state sector boards and committees.
e) How is progress in achieving this work being measured or to be measured?
The Ministry will report annually, and track over time (from 2007), the number of self-identifying disabled women:
- on the Ministry's database
- on the Ministry's database who are appointed to state sector boards and committees.
f) What objectives in the New Zealand Disability Strategy does this work connect with?
Objective 5 – Foster leadership by disabled people
- Action 5.1 – Encourage disabled people to take part in decision-making as service users, as staff in the delivery of services, and in the governance, management, planning and evaluation within all services that disabled people access
- Action 5.3 – Model the inclusion of disabled people in leadership roles within government departments, in order to encourage leadership by disabled people within all organisations
- Action 5.5 – Establish a register of disabled people for government appointments
Objective 14 – Promote participation of disabled women in order to improve their quality of life
- Action 14.1 – Promote women's rights and provide opportunities for disabled women to achieve the same level of economic wellbeing and educational attainment as men
- Action 14.6 – Ensure the Ministry of Women's Affairs undertakes a leadership role in promoting the participation of disabled women, to improve their quality of life
g) What part of your Statement of Intent and/or other strategic documents does this work connect with?
The Statement of Intent of the Ministry of Women's Affairs 2007–2010 includes reference to the New Zealand Disability Strategy. The Ministry's work programme is also guided by the Action Plan for New Zealand Women, which has six focus groups including disabled women.
The provision of a nominations service is one of the key outputs of the Ministry.