Senator Arbib: The Minister for Human Services has provided the following answer to the honourable senator's question: (1) The Human Services portfolio (the portfolio) employed 38,173 staff as at 31 March 2011. (2) 1,426 staff who identify as having a disability. (3) The recruitment policies of the portfolio are very much focussed on the need to ensure that people with disability are given every opportunity to apply for jobs within the portfolio, in particular: job advertisements and selection documentation reflect our commitment to having a workforce representative of the diversity of the community we serve, and we encourage applications from people with disability. policy documents including a Reasonable Adjustment policy, a Disability Action Plan, and the promotion of the 'Public Service Commissioner's Directions for the engagement of people with disability', through Disability Employment Services (DES) network which provides greater flexibility for APS agencies to employ people with disability. support for applicants with disability during the selection process is paramount as is ongoing support for people with disability in the workplace. For example, the recently established Disability Technical Aids Unit (DTAU) provides computer based technical aids to employees in the portfolio and ongoing support and information; a recruitment model has been developed that facilitates the employment of the various diversity groups including people with disability (the DES provider network is a key stakeholder in this process). The DES providers refer potential candidates who they consider are able to satisfy the inherent requirements of a nominated job(s); guidelines are in place to provide a recruitment process to ensure where targets are set for diversity groups (including people with disability) they can be achieved and become an integral part of our workforce planning. the recruitment strategy for the new community hub facility at Batemans Bay (due to be operational by March 2012) includes an endorsed minimum target of at least 10% of employees with disability. This is significant in terms of demonstrating commitment in providing employment opportunities to people with disability. (4) The following retention strategies are in place: Reasonable adjustment policies; Access to assistive technology including a dedicated DTAU; Equality of access to training and career development opportunities; Access to flexible working arrangements; Mentoring opportunities; and Employee Assistance Program. (5) People with disabilities can access the following career pathway programs including: All employees can access career development planning through annual discussions with their supervisor as part of our performance management and development systems. The recently redeveloped entry-level program framework will be significant in providing opportunities for people with disability to secure ongoing employment. The entry-level pathway has five entry points including a School-based pathway program, an Apprenticeship program, an ICT Apprenticeship program, a Cadetship program, and a Graduate program. One of the key drivers for the portfolio's entry-level programs is the promotion and delivery of the Government's Social Inclusion and Closing the Gap agendas. The structure of the entry-level program framework facilitates entry for all diversity groups, the programs (particularly the School-Based Pathway program) are tailored for the key diversity groups of Indigenous employees and people with disability. In addition to the entry-level programs, positions have been confirmed for the Australian Network on Disability (AND) 'Stepping-into' employment program. The program is an internship providing practical work experience for university students with disability who may otherwise face significant barriers to finding employment. (6) No workforce targets for people with disability are currently set for the portfolio. However, the portfolio is currently performing well in this regard with ongoing and non-ongoing staffing rate of 3.7% which is above the APS representation of 3.4%. Our disability staffing rate is also monitored on a monthly basis by the Secretary and CEOs through the Portfolio People Metrics Scorecard. The portfolio undertakes a range of strategies to promote and support recruitment and retention of people with disability. The portfolio executive also monitor the number of staff employed with disability through monthly workforce reports. This information is benchmarked across the portfolio and against the Australian Public Service. (7) The following policies, programs or services are in place to support staff with a disability: A portfolio internal employee network; Appointment of a senior leader as a portfolio 'Disability Champion' ; Disability awareness training; Access to the support programs and services offered through the AND; A dedicated DTAU which provides computer based technical aids to employees in the portfolio and ongoing support and information; Harassment Contact Officers; Employee Assistance Program; and Reasonable adjustment policies.