1. Positive attitudes and behaviours
Outcome: A workplace culture that is disability inclusive and supports open conversations, achieved through access to education, resources and support.
Key measures we will use to track our progress
Completed education programs and resources embedded into employee learning pathways.
Increased disability disclosure rates and number of workplace adjustment requests made.
Improved participation rates in and engagement with the Disability Employee Network (DEN).
Improved People Matter Employee Survey (PMES) Inclusion and Diversity score for people with disability demographic.
| Action | Lead | Timeline | |
|---|---|---|---|
1.1
| Develop an education program for all employees that builds on existing learning to support a disability inclusive culture, with a focus on neurodiversity. | People Division | Q4 FY25/26 |
1.2
| Promote and expand the DEN to offer support, guidance and a strong sense of community, fostering increased disability confidence and awareness. | DEN | Q2 FY25/26 |
| 1.3 | Share case studies of employees’ lived experiences on internal platforms to raise awareness of non-visible disability, along with resources to support and promote disability inclusion in the workplace. | People Division Strategy Media and Ministerial Services Division | Q1 FY25/26 |
| 1.4 | Deliver an internal communications campaign to foster a culture of disability advocacy and pride, encouraging employees to confidently disclose disability and explore workplace adjustments. | People Division Strategy Media and Ministerial Services Division DEN | Q2 FY25/26 |
1.5
| Drive collaboration across all employee networks to increase awareness of the intersection between disability and other diversity groups. | People Division | Q2 FY25/26 |