Introduction
TCO and PD's Disability Inclusion Action Plan 2025 - 2029 (DIAP) (PDF 633.36KB) has been developed following extensive consultation with staff, including those with lived experience of disability.
The Departments are committed to improving employment outcomes and to increasing the representation of people with disability in our workforce.
The NSW Government has also committed to improving the recruitment and retention of its workforce. Its target is for people with disability to represent 5.6% of the total workforce by June 2026. TCO and PD achieved 7.3% of roles being held by people with disability in 2024. While this demonstrates our progress and dedication, the DIAP is designed to deepen our commitment to further representation across the Departments.
Our DIAP goes beyond providing employment opportunities for individuals with disability. It is about strengthening our workforce with diverse perspectives and lived experiences, which are essential for driving better outcomes. By deepening the representation of people with disability across NSW Government, we enhance our knowledge and insights, enabling us to develop more inclusive, effective policies. This vision is key to delivering tangible, improved outcomes for the people of NSW.
Ongoing consultation
Engagement and consultation help us understand what is important to people with disability. It informs how decisions are made, and what influences those decisions.
The Departments are committed to consulting with those with lived experience, and our DIAP has been designed so that people with disability, and those who support or care for them have their voices heard, and to ensure their concerns can be acted upon.
Several consultations shaped the development of our DIAP. Our primary consultation channel was the Accessibility, Health and Wellbeing Group, a workstream within our Diversity and Inclusion Network (DAIN), ensuring that staff with lived experience of disability were the main source of feedback. Additional sessions were held with staff across the wider department, and two sessions were conducted with key stakeholders who will assist in delivering the action plan. An anonymous online survey was also available during the consultation period.
Three drafting rounds were completed to secure support and commitment from our consultation groups, with assistance from the Australian Disability Network (AusDN). Importantly, all our existing disability inclusion commitments, including actions arising from previous reviews and accessibility audits (such as the World Class Public Service Disability Review; and the Recruitment Review and Dignified Access Review completed by AusDN) have been incorporated into the DIAP to ensure our ongoing commitment and focus.
Our DIAP is designed for ongoing consultation with our staff. We will establish a feedback loop and consultation protocol to ensure the voices of people with lived experience continue to inform DIAP improvements. By actively seeking and responding to the feedback received from employees, managers and external partners, the Departments will foster a culture of learning and adaptation.
If you have any feedback, you can contact the Premier's Department.
DIAP document
- Disability Inclusion Action Plan 2025 – 2029 (PDF 633.36KB)
- An ‘Easy English Version’ of the Action Plan (PDF 1.13MB)
Accountability
To effectively assess progress, identify areas for improvement and ensure the plan is effective in meeting its objectives, TCO and PD will implement a robust governance structure to ensure projects stay on track by supporting them in a range of ways.
The People, Culture and Talent’s Inclusion and Wellbeing team will facilitate the implementation of the plan by:
- supporting relevant action owners
- coordinate the reporting requirements and oversee the overall progress of the DIAP
- ensure the ongoing relevance of the DIAP and update it as required in line with current policies and legislation
- advocate for staff with disability and empower them to participate in the workplace in a meaningful way
- review resources and training modules and monitor staff uptake.
Senior leaders are accountable for the delivery of actions relevant to their business area. They will nominate a champion from their branch to support the implementation. A champion from each branch will be appointed to monitor and report on the progress of the actions relevant to their business area.
Reporting and review mechanisms will include:
- monthly reports to the TCO/PD Executive on workforce representation and disability awareness training participation, in the form of a dashboard
- nominating action owners (senior leaders that have decision-making authority, ultimately accountable for the delivery of relevant actions) and champions (responsible for monitoring and reporting on the relevant actions) for every branch. This will facilitate wider representation and engagement across the Departments twice-yearly reports to the TCO/PD Executive, Disability Review Steering Committee and Accessibility, Health and Wellbeing Group on DIAP progress, with a focus on transparency and inclusion. Data will be collected in a spreadsheet maintained by the Inclusion and Wellbeing team and distributed to the relevant champions prior to each reporting period. It will then be collated, analysed and presented in a format appropriate for each stakeholder group
annual analysis of PMES results, focusing on the inclusion, wellbeing and engagement of employees with disability
- annual reporting on DIAP progress to the relevant minister and DCJ, in line with statutory.