• Title

  • Local Government

  • Conducted on

  • Prepared by

  • Contributing personnel


  • This self-assessment tool has been developed to assist local governments in assessing their workplace in regard to employing people with disability and developing an Outcome 7 section within your Disability Access and Inclusion Plan (DAIP). It is intended to help local governments identify areas they can strengthen in terms of physical access, effective management practices and developing an inclusive organisation culture.
    The tool is not a technical compliance checklist for assessing whether or not local governments comply with either discrimination law or building law.
    While the self-assessment tool will help to identify areas of possible access barriers, ticking the boxes will not necessarily mean that equitable access is being provided. Local governments are responsible for ensuring all buildings, facilities, programs and services meet the requirements of relevant laws and codes. Of particular relevance are the Commonwealth Disability Discrimination Act 1992 (DDA), the Building Code of Australia (BCA) and the Disability (Access to Premises - Buildings) Standards 2010 however there may be other laws and codes and it is the responsibility of the local government to identify these.

Accessible Workplace

Physical accessibility

  • Name of Council building

  • Address
  • Is the building accessible to public transport?

  • Is there an accessible parking bay(s) designated for people with disability?

  • Is the designated bay(s) clearly visible and appropriately signed?

  • Is there a continuous accessible path of travel from the main points of arrival (such as car park or street frontage) to the entrance of the building?

  • Is the path into the building wide enough for a person using a wheelchair or walking frame to pass by someone else?

  • Does the path have good overhead clearance with nothing hanging down that might be a hazard for people who are blind or vision impaired?

  • Is there a ramp into the building?

  • Does it have a gradual slope/incline and handrails?

  • Does it have level landings at regular intervals to allow someone to rest?

  • Are there tactile ground surface indicators at the top and bottom of the ramp on the landings?

  • Is the entrance door an automatic self-opening door?

  • Are work areas unobstructed so people can safely and freely move throughout the building?

  • Is the Council Chamber accessible? (e.g. door width, floor surface slip resistant, well lit non-glare lighting)

  • Is the floor surface slip resistant?

  • Is there stair access between floors?

  • Do the stairs have handrails on both sides?

  • Do the stairs have colour contrasting strips and tactile ground surface indicators at the top and bottom?

  • Is there an alternative accessible route close to the stairs? (e.g. ramp or lift)

  • Are emergency exits clearly marked/visible and accessible?

  • Is there a unisex accessible toilet available?

  • Are staff lunch rooms accessible? (e.g. door width, floor surface slip resistant, well lit non-glare lighting)

  • Are staff showering facilities provided?

  • Is there a shower cubicle for people using wheelchairs?

  • Are noise levels in work areas/lunchrooms managed to a level normally acceptable to employees?

  • Are work areas well lit, non-glare and is the lighting evenly spread?

  • Is office equipment (e.g. printers) accessible?

  • Are desks and chairs capable of being adjusted for height?

Reasonable adjustments

  • Does your organisation undertake reasonable adjustments on a case by case basis?

Effective management practices

Job design and flexibility

  • Does your organisation allow for flexible job design on a case by case basis? (e.g. how duties are allocated between positions)

  • Are your job descriptions: focused on objectives, based on minimum sufficient specifications, and written in inclusive language?

  • Does your organisation offer flexible working arrangements (e.g. flexible working hours, locations and ways for work to be carried out)?

Plans, policies and procedures

  • Does the Council's Disability Access and Inclusion Plan have an Outcome 7 section?

  • Are there explicit links between Workforce Plans and Outcome 7 strategies in the Disability Access and Inclusion Plan?

  • Are there identified goals with timelines in the Outcome 7 strategy?

  • Are there performance measures in the Outcome 7 strategy?

  • Is there assigned senior management responsibility for oversight of Outcome 7 deliverables across the organisation?

  • Is there allocated budget for delivery of Outcome 7 matters and/or associated workforce plan initiatives?

  • Does your organisation collect and analyse employee data on disability?

  • Does the Council have an up-to-date EEO policy which includes references to disability?

  • Do job descriptions make reference to EEO policies?

  • Is compliance with EEO policies included as a standard performance requirement?

  • Does your emergency plan/procedures include instructions for safe placement/evacuation of people with disability who may require assistance?

  • Do employee performance review processes provide for discussion of disability support needs over time?


  • Are job descriptions and advertisements optimised for readability/accessibility? (e.g. font type and layout)

  • Is there a mechanism for providing information in alternative formats?

  • Is there a relationship with relevant Disability Employment Service providers and local disability networks?

  • Are interview panels trained in disability awareness issues and associated Council policies?

  • Does your organisation use external employment agencies?

  • Are external employment agencies used by Council trained in disability awareness and do they have a positive equitable approach to employment selection in relation to disability?

  • Does the job application decision process (both external agencies and internal processes) include mechanisms to prevent discrimination against an applicant with disability?


  • Does your organisation have an Employee Assistance Program (EAP) or similar?

  • Are EAP service providers (or equivalent) trained in disability awareness and do they have the capability to deal with such issues?

  • Are there processes in place which can be activated to ensure appropriate case by case provision of support for employees?

  • Is there a formal trigger mechanism in place to ensure integration of employment of people with disabilities into the wider workforce planning process at times of review?

Acquired disability

  • Does the organisation address acquired disability on a case by case basis?

Inclusive organisation culture


  • My organisation has clearly articulated values of inclusion and embracing diversity.

  • My organisation puts policies into practice to ensure people with disability are included in the workplace.

  • Managers know it is important for the organisation to employ people with disability.

  • My organisation has plans to create and support diversity in the workplace.

  • Managers and staff in my organisation understand the range of disability that people can experience and the supports and adjustments that may be required.

  • My organisation recognises, supports and consults with people with disability, and has identified ways to address barriers to employment for people with disability.

  • There is no systematic favouritism in my organisation

  • There is a high level of trust in my workplace

  • Are there any particular aspects of your organisation that you think could be improved to make it easier for people with disability to obtain and maintain employment with your organisation?

  • Please explain, provide as much detail as you can:

Training and induction

  • Do employee induction programs include clear statements of the Council's approach to disability in the workplace?

  • Do induction programs for new elected members include information on Council's approach to disability in the Council workforce and workforce planning?

  • Is there a disability awareness training program in place for employees?

  • Are there refresher modules available for previously trained staff?

  • Is there specific manager/supervisor training in place that addresses management roles and responsibilities in relation to employees with disability?

The templates available in our Public Library have been created by our customers and employees to help get you started using SafetyCulture's solutions. The templates are intended to be used as hypothetical examples only and should not be used as a substitute for professional advice. You should seek your own professional advice to determine if the use of a template is permissible in your workplace or jurisdiction. You should independently determine whether the template is suitable for your circumstances.