Disability Friendly Workplace – Self Assessment

• Title

• Local Government

• Conducted on

  Date

• Prepared by

• Contributing personnel

Preamble

• 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.
  

Physical accessibility

• Name of Council building

• Address
  Address

• Is the building accessible to public transport?

  Yes

  No

  N/A

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

  Yes

  No

  N/A

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

  Yes

  No

  N/A

• 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?

  Yes

  No

  N/A

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

  Yes

  No

  N/A

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

  Yes

  No

  N/A

• Is there a ramp into the building?

  Yes

  No

  N/A

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

  Yes

  No

  N/A

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

  Yes

  No

  N/A

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

  Yes

  No

  N/A

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

  Yes

  No

  N/A

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

  Yes

  No

  N/A

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

  Yes

  No

  N/A

• Is the floor surface slip resistant?

  Yes

  No

  N/A

• Is there stair access between floors?

  Yes

  No

  N/A

• Do the stairs have handrails on both sides?

  Yes

  No

  N/A

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

  Yes

  No

  N/A

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

  Yes

  No

  N/A

• Are emergency exits clearly marked/visible and accessible?

  Yes

  No

  N/A

• Is there a unisex accessible toilet available?

  Yes

  No

  N/A

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

  Yes

  No

  N/A

• Are staff showering facilities provided?

  Yes

  No

  N/A

• Is there a shower cubicle for people using wheelchairs?

  Yes

  No

  N/A

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

  Yes

  No

  N/A

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

  Yes

  No

  N/A

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

  Yes

  No

  N/A

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

  Yes

  No

  N/A

Reasonable adjustments

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

  Yes

  No

  N/A

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)

  Yes

  No

  N/A

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

  Yes

  No

  N/A

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

  Yes

  No

  N/A

Plans, policies and procedures

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

  Yes

  No

  N/A

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

  Yes

  No

  N/A

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

  Yes

  No

  N/A

• Are there performance measures in the Outcome 7 strategy?

  Yes

  No

  N/A

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

  Yes

  No

  N/A

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

  Yes

  No

  N/A

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

  Yes

  No

  N/A

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

  Yes

  No

  N/A

• Do job descriptions make reference to EEO policies?

  Yes

  No

  N/A

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

  Yes

  No

  N/A

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

  Yes

  No

  N/A

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

  Yes

  No

  N/A

Recruitment

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

  Yes

  No

  N/A

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

  Yes

  No

  N/A

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

  Yes

  No

  N/A

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

  Yes

  No

  N/A

• Does your organisation use external employment agencies?

  Yes

  No

  N/A

• 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?

  Yes

  No

  N/A

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

  Yes

  No

  N/A

Support

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

  Yes

  No

  N/A

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

  Yes

  No

  N/A

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

  Yes

  No

  N/A

• 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?

  Yes

  No

  N/A

Acquired disability

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

  Yes

  No

  N/A

Values

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

  Select Strongly agree Agree Neutral Disagree Strongly disagree Unsure

  • Strongly agree
  • Agree
  • Neutral
  • Disagree
  • Strongly disagree
  • Unsure

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

  Select Strongly agree Agree Neutral Disagree Strongly disagree Unsure

  • Strongly agree
  • Agree
  • Neutral
  • Disagree
  • Strongly disagree
  • Unsure

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

  Select Strongly agree Agree Neutral Disagree Strongly disagree Unsure

  • Strongly agree
  • Agree
  • Neutral
  • Disagree
  • Strongly disagree
  • Unsure

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

  Select Strongly agree Agree Neutral Disagree Strongly disagree Unsure

  • Strongly agree
  • Agree
  • Neutral
  • Disagree
  • Strongly disagree
  • Unsure

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

  Select Strongly agree Agree Neutral Disagree Strongly disagree Unsure

  • Strongly agree
  • Agree
  • Neutral
  • Disagree
  • Strongly disagree
  • Unsure

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

  Select Strongly agree Agree Neutral Disagree Strongly disagree Unsure

  • Strongly agree
  • Agree
  • Neutral
  • Disagree
  • Strongly disagree
  • Unsure

• There is no systematic favouritism in my organisation

  Select Strongly agree Agree Neutral Disagree Strongly disagree Unsure

  • Strongly agree
  • Agree
  • Neutral
  • Disagree
  • Strongly disagree
  • Unsure

• There is a high level of trust in my workplace

  Select Strongly agree Agree Neutral Disagree Strongly disagree Unsure

  • Strongly agree
  • Agree
  • Neutral
  • Disagree
  • Strongly disagree
  • Unsure

• 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?

  Yes

  No

  N/A

• 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?

  Yes

  No

  N/A

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

  Yes

  No

  N/A

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

  Yes

  No

  N/A

• Are there refresher modules available for previously trained staff?

  Yes

  No

  N/A

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

  Yes

  No

  N/A