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ADDC Practitioner Interest ForumBuilding Organisational Inclusion
Session 1 – Internal Inclusion
Opportunities for people with disabilities
in international development
Jen Blyth, Disability Inclusion Adviser, CBM Australia
ADDC Practitioner Interest ForumBuilding Organisational Inclusion
Session 1 – Internal Inclusion
Opportunities for people with disabilities
in international developmentSamantha French, Senior Policy Officer – Employment and Accessibility,
People With Disability Australia and ADDC Executive Committee, Deputy Chair
Unpacking Organisational InclusionPeople with Disability Australia
ADDC PIF 11 April 2019
What do we mean by ‘organisational
inclusion’?
• Organisational leadership & high level, public commitment to inclusion
• Safe, respectful workplaces, free of discrimination• Regarded as an ‘employer of choice’ for people with
disability• Commitment to continuous improvement - identify &
address barriers – to be a ‘barrier-free’ organisation / workplace
• Staff across the organisation have ‘disability confidence’
The Business Case for Inclusion
It makes good business sense - people with disability:
• have high employment retention rates
• have lower absenteeism rates
• are less likely to sustain workplace injury
• are rated average or higher in terms of job performance
The presence of people with a disability in an organisation creates a very positive effect on staff morale
Most alterations to workplaces cost less than $500.
Identify & address barriers to inclusion
• Physical e.g. inaccessible built environment & facilities
• Mobility e.g. inaccessible transport
• Communication & information e.g. inaccessible formats
• Structural & procedural e.g. inflexible procedures and practices
• Attitudinal e.g. prejudice and stereotyping
• Financial e.g. higher cost of disability
What does this look like in practice?
• Physical access to premises – ramps, signage etc• Accessible facilities – toilets, parking etc • Access to information & provision of information in
accessible formats - resources, website, publications etc• Accessible & welcoming customer service/ relations• Procurement practices take accessibility into account• Marketing & advertising portrays people with disability
as key stakeholders• People with disability involved in development of
policies & programs• Community consultations include people with disability • Social events are inclusive of all
What does this look like in employment?
• Job recruitment encourages people with disability to apply for positions (paid or voluntary positions)
• Accessible recruitment & selection practices -advertising, application process, interview, testing etc
• Reasonable adjustment & flexible work practices policies & procedures are developed & implemented
• Staff with disability have equal access to training, professional development & promotion opportunities
• Training on disability awareness & building ‘disability confidence’ across the organisation
• Meetings, consultations & forums are held in accessible venues & in accessible formats
Practical strategies & key principles
• Source training & resources - raise awareness & develop ‘disability confidence’ across the organisation
• Communicate commitment to inclusion – identify a high level ‘disability champion’ & include disability inclusion in KPIs of management at performance appraisal
• Meaningful participation – engage & consult with people with disability in development of policies & practices & decisions that impact them
• Budget for inclusion• Review current information & websites -
check that all PDF documents are also in html or rtf
Practical strategies & key principles
• Revise procurement policies, practices & templates -incorporate accessibility e.g. when developing RFT’s you include a clause asking vendors to advise on accessibility develop/ amend procurement policy & guidelines to reflect this requirement; always consider the accessibility of products & services when making purchases
• Ensure customer service staff know how to satisfy requests for alternate formats
• Reasonable Adjustment Policy & Procedures - are adequately resourced & implemented
• Position Descriptions are reviewed - to ensure they focus on the inherent requirements of roles
Reasonable adjustments
May include adjustments to:• methods used for testing, assessment or selection • workplace, equipment or facilities• work related information or communications• training and professional development opportunities• providing training to co-workers and/or supervisors• flexible working arrangements• assistive technology• access e.g. parking provision• evacuation procedures
Further information & resources
• JobAccess & Employment Assistance Fund -• https://www.jobaccess.gov.au/ ; Ph 1800 646 800
• Mentally Healthy Workplace Alliance -www.headsup.org.au
• Australian Network on Disability – Disability Confident Recruiter - www.mediaaccess.org.au
• Victorian Public Service Commission Disability Employment Toolkit for Workplace Accessibility
• https://vpsc.vic.gov.au/disability-employment-toolkit/
• Getting to Work: Victorian Public Sector disability action plan 2018-2025
• https://vpsc.vic.gov.au/wp-content/uploads/2018/10/Getting-to-work.pdf
ADDC Practitioner Interest ForumBuilding Organisational Inclusion
ADDC Disability Focal Point network
Creating small groups of people who are working to raise the profile of disability inclusion within their own organisations and programs to share ideas, resources, challenges and strategies.
Register your interest with Kerryn via [email protected]
ADDC Practitioner Interest ForumBuilding Organisational Inclusion
10 days for 10 years Celebrating a decade of disability inclusion development
• Marking achievements in DID, particularly those led or made possible by
Australian aid under the first and second Development for All strategies.
• Daily articles on ADDC website reflecting on the successes of DID
practises by 13 ADDC member organisations, including Oxfam Australia,
World Vision, TEAR, CBM Australia and Good Return.
• Starting from Monday 29th April
