3. Inclusive employment
Outcome: Improved access to employment opportunities for people with disability by removing barriers and enhancing support, resulting in an increase in representation of people with disability across all levels of the department.
Key measures we will use to track our progress
Increased number of people with disability in the department.
Increased number of disability-identified roles in graduate and trainee programs.
Improved People Matter Employee Survey (PMES) Inclusion and Diversity score for people with disability demographic.
Improved access to workplace adjustments for employees and candidates and an increased number of people requesting and being provided with adjustments.
| Action | Lead | Timeline | |
|---|---|---|---|
3.1
| Build the leadership skills of employees with disability through a reverse mentoring program that pairs employees with leaders fostering a more inclusive and supportive workplace. | People Division | Q3 FY26/27 |
3.2
| Implement an inclusive recruitment strategy to identify and address unintentional barriers to recruitment processes for people with disability. | People Division | Q3 FY25/26 |
3.3
| Promote disability-identified job opportunities and pathways in graduate programs and traineeships to support people with disability to progress in their careers. | People Division | Q4 FY27/28 |
3.4
| Increase awareness of the workplace adjustment process among managers and employees, using the department’s disability recruitment principles to reduce barriers and enable employees with disability to perform their roles effectively. | People Division | Q4 FY24/25 |
3.5
| Establish a process to collect and analyse data throughout the recruitment process from candidates with disability to help identify barriers and develop strategies to reduce them. | People Division Finance, Property Procurement and Fleet Division | Q3 FY25/26 |