Senator Ludwig: The Attorney-General has provided the following answer to the honourable senator’s question: (1) and (2) Responses from the Attorney-General’s Department and portfolio agencies are detailed in the table below. Department/Agency No. of staff employed No. of staff employed with a disability Attorney-General’s Department 1480 20 Administrative Appeals Tribunal 159 5 Australian Commission for Law Enforcement Integrity 30 1 Australian Crime Commission 650 6 Australian Customs and Border Protection Service 5670 62 Australian Federal Police & the Australian Institute of Police Management 6935 64 Australian Government Solicitor 643 AGS does not regularly capture information on employees with disabilities. However, based on past data, it is anticipated that between 2% and 4% of AGS employees currently have a disability. Australian Human Rights Commission 130 9 Australian Institute of Criminology & the Criminology Research Council 51 0 Australian Law Reform Commission 18 0 Australian Security Intelligence Organisation 1730 19 Australian Transaction Reports and Analysis Centre 318 9 Commonwealth Director of Public Prosecutions 594 13 CrimTrac 183 11 Family Court of Australia 676 30 Federal Court of Australia, Australian Competition Tribunal, Copyright Tribunal of Australia & Defence Force Discipline Appeal Tribunal 369 1 Federal Magistrates Court of Australia 197 0 High Court of Australia 109 2 Insolvency and Trustee Service Australia 329 11 National Native Title Tribunal 186 5 Office of Parliamentary Counsel 55 0 Responses to questions (3) to (8) from the Attorney-General’s Department and portfolio agencies are detailed below. (3) Attorney-General’s Department The Recruitment policies and practices of the Department are committed to providing an equal opportunity to all candidates on the basis of merit and transparency. Any recruitment process can be adapted to meet the needs of candidates with disability. Administrative Appeals Tribunal The Tribunal’s recruitment processes, conditions of employment and commitment to reasonable workplace adjustments facilitate the employment of persons with disabilities. Australian Commission for Law Enforcement Integrity ACLEI does not have specific policies to encourage the recruitment of staff with a disability. However, the recruitment policies and practices of ACLEI are committed to providing an equal opportunity to all candidates on the basis of merit and transparency. Any recruitment process can be adapted to meet the needs of candidates with disability. Australian Crime Commission The ACC currently provides opportunity to all eligible members of the community to apply for positions at the ACC. Information for potential applicants is widely available on the website. Australian Customs and Border Protection Service Customs and Border Protection is refining its Employment Model throughout 2011-12 which includes a suite of policy guidance to address recruitment, attraction, branding and retention. This refined Employment Model will address recruitment of people with a disability. Australian Federal Police & the Australian Institute of Police Management Disability Program and Strategy 2007-2011; The AFP People Plan 2010-2012; and the AFP Diversity Plan (revised 2011). The Diversity plan specifically aims to embed disability friendly statements in information and to identify specific additional positions that may be suitable for people with a disability. Australian Government Solicitor AGS does not have specific programs in place for the recruitment of people with disability. However, AGS complies with the Disability Discrimination Act 1992 and has a comprehensive diversity policy that is applied to recruitment. The recruitment process can be adapted to meet the needs of candidates with a disability, for example, the format of the application to specific seating arrangements at interviews. Reasonable adjustments (see part 7) are discussed with candidates during the interview. Australian Human Rights Commission The Commission has a workplace diversity plan in place encouraging the employment of persons with disabilities. Principles of reasonable adjustment are included in the Commission’s selection processes. The website is designed to be accessible to persons with visual impairments; TTY facilities are also available for the provision of selection criteria. The Commission provides corporate services, specialist employment advice and are active participants in the Australian Network on Disability. Australian Institute of Criminology Strategies and actions are in place which include: Equal Employment Opportunity Policy Staff Selection Guidelines and recruitment processes are merit based Occupational Health & Safety Policy Prevention of Harassment, bullying and discrimination Policy Trained Workplace Harassment Contact Officers Workstation adjustment monitored for staff with disabilities Provision for staff with disabilities in emergency, evacuation and safety procedures Workplace Diversity information included in Annual Report Health and Wellbeing Training Australian Law Reform Commission The ALRC currently has three policies in place to encourage the recruitment of people with disability. The ALRC Reasonable Adjustment Policy: The ALRC is committed to the goal of equal opportunity in employment. These guidelines are consistent with the ALRC’s Equal Employment Opportunity Policy. They are designed to assist in fulfilling the ALRC’s legal and organisational responsibilities for providing a workplace which allows employees, contractors and interns with a disability to compete for vacancies and pursue careers as effectively as people who do not have a disability. Reasonable adjustment is the modification of some feature of the workplace or work situation to fit the individual needs of a person with a disability; Equal Employment Opportunity Policy; Communications with people with a disability policy; http://www.alrc.gov.au/about/policies/communications-people-disability-policy. Australian Security Intelligence Organisation ASIO’s recruitment policies and activities are based on selecting staff through merit processes, irrespective of whether applicants have a disability. ASIO’s Disability Action Plan 2010–2014 ensures that ASIO promotes an inclusive work environment for all staff and that staff with a disability are treated in accordance with the principles of the National Disability Strategy 2010–2020. Australian Transaction Reports and Analysis Centre AUSTRAC is currently developing a Disability Action Plan. AUSTRAC promotes itself as an EEO employer in all job advertisements. AUSTRAC requests potential applicants to identify whether they have a disability so that appropriate steps can be taken to assist in progressing their application. Recruitment is managed internally and not outsourced. Selection committees are provided with selection information and training regarding the principles of reasonable adjustment and understanding the needs of a person with disability. Commonwealth Director of Public Prosecutions The CDPP Recruitment and Selection policies and practices include guidelines and advice to managers and selection panels on approaches and processes to assist candidates with a disability. CrimTrac CrimTrac is committed to workplace diversity principles, and employs strategies and actions to further the Commonwealth Disability Strategy within the Agency. In July 2010, CrimTrac successfully piloted an employment program for engaging people with disability. The Agency partnered with a Commonwealth Disability Employment Service Provider to design and offer an appropriate position to specifically engage a person with disability. This position was initially offered as a non-ongoing opportunity. However, as this arrangement has seen the effective integration of this employee into CrimTrac’s workforce as a valued and productive team member, this appointment has been converted to an ongoing employment arrangement. CrimTrac anticipates a long and mutually beneficial employment relationship. As part of engaging this employee, CrimTrac undertook a number of activities including: A structured communications plan to the agency on working with people with a disability; Staff presentations by CRS on the opportunities and challenges faced by persons with a disability in the work force; A workplace occupational health and safety assessment of the workplace and work area to support persons with a disability in the workplace; A mentoring and support activity to support the placement of a person with a disability into the work force for the individual; and Ongoing formal engagement between Commonwealth Rehabilitation Service (CRS) Australia and CrimTrac for a period of 12 months with regular reviews, assessments and feedback on the employees needs, performance and support requirements within the agency. CrimTrac’s website complies with accessibility standards for the disabled and collects staff workplace diversity information including information on disabilities. The Agency ensures that employment policies and procedures comply with workplace diversity principles and the requirements of the Disability Discrimination Act 1992. The principle of reasonable adjustment is applied across all recruitment and staffing processes, and CrimTrac encourages applicants to request any required alternate arrangements. In addition, procedures are in place to ensure managers receive appropriate support and advice in meeting their obligations to applicants with disabilities. Family Court of Australia The FCoA has a Disability Strategy in place which builds on the Court’s commitment to the principles of workplace diversity and equality of access to employment and other opportunities. The Court also has an Equal Employment Opportunity Form and Employment Health Declaration form included in induction packs. Information from these forms enables the Court to provide assistance to staff with a disability if required. Federal Court of Australia, Australian Competition Tribunal, Copyright Tribunal of Australia & Defence Force Discipline Appeal Tribunal The Court is a member of the Australian Network on Disability. The Network arranges for the placement of law graduates or final year law students who have identified as having a disability, under its “Stepping into Law” program. This normally involves an internship in non ongoing employment of up to 12 weeks for participants, with the aim of fostering their legal careers and providing them with valuable experience in a legal environment. The Court has one current intern and three previous interns, who reported very favourably on their experience. Federal Magistrates Court of Australia The Federal Magistrates Court of Australia has a Disability Strategy in place which builds on the Court’s commitment to the principles of workplace diversity and equality of access to employment and other opportunities. The Court also has an Equal Employment Opportunity Form and Employment Health Declaration form included in induction packs. Information from these forms enables the Court to provide assistance to staff with a disability if required. High Court of Australia The High Court does not have a stated policy to encourage the recruitment of staff with a disability. Insolvency and Trustee Service Australia ITSA has a Disability Employment Strategy. Under the Strategy, ITSA regularly reports the percentage of employees with a disability. In addition general awareness of disability issues is included in management training. To assist in recruitment, ITSA has a Disability Contact Officer and their details are provided on all selection documents. ITSA has not been in a position to proactively recruit people with disability in recent years. However, as part of the establishment of the National Service Centre (NSC) in Adelaide to support the Personal Properties Securities Register (a new government initiative) four positions have been specifically set aside for people with disability using special measures recruitment arrangements. In addition ITSA is working with a specialist recruitment agency to recruit additional people with disability as part of the general NSC recruitment campaign. ITSA has recently established a panel of recruitment providers and one of these providers is a specialist recruitment agency predominantly working with people with disability and employers to find employment options for them. National Native Title Tribunal The National Native Title Tribunal (Tribunal), in its 2009-10 Annual Report, reported on its performance under the Commonwealth Disability Strategy in the roles of employer and provider. The Tribunal’s response regarding its employer role has been reported in the APSC Australian Public State of the Service Report; and in its agency survey response to the APSC Australian Public State of the Service Report the National Native Title Tribunal reported that mainstream policies and procedures are in place to place to encourage the recruitment of people with disability. Office of Parliamentary Counsel The following policies and programs are in place to encourage the recruitment of people with disability: an Office Procedural Circular on disability awareness to ensure all staff are aware of our agencies and their responsibilities under the Disability Discrimination Act 1992 and our agencies role as an employer under the Commonwealth Disability Strategy; an Office Procedural Circular that sets out workplace diversity related requirements that are to be complied with in relation to recruitment matters, including recruitment of people with disability; and a Workplace Diversity Program that includes actions to ensure workplace diversity principles are being considered and applied during recruitment and selection processes and applicants are not impeded from fair and equitable consideration. (4) Attorney-General’s Department The department is committed to the retention of staff and make any appropriate or reasonable adjustments to accommodate employees that have identified themselves as having a disability. Administrative Appeals Tribunal The Tribunal works with employees who have a disability to identify areas, including reasonable workplace adjustments, where the Tribunal can assist with their employment. These arrangements are reviewed on an ongoing basis so that issues that might lead to an employee leaving the Tribunal are addressed quickly and effectively. Australian Commission for Law Enforcement Integrity ACLEI does not have specific strategies to retain staff with a disability. However, ACLEI is committed to the retention of staff and makes any appropriate or reasonable adjustments to accommodate employees that have identified themselves as having a disability. Australian Crime Commission If an employee identifies as possessing a disability, support is available to suit the needs of the individual. Australian Customs and Border Protection Service There are no retention strategies for people with a disability in place at the present time, however these will be developed as the Employment Model is fully implemented. Australian Federal Police & the Australian Institute of Police Management Disability Program and Strategy 2007-2011; The AFP People Plan 2010-2012; and the AFP Diversity Plan (revised 2011). The Diversity Plan specifically aims to embed disability friendly statements retention information. The Plan also looks to create the right environments to provide all AFP members with practical information on disability and supporting people with disability. It looks to educate managers on their responsibilities and ensures AFP facilities support people with a disability. Australian Government Solicitor AGS does not identify specific groups of employees for the purposes of targeting their retention. Employees who require additional support or consideration to carry out their duties are assessed on an individual basis with appropriate resources and support put in place. Australian Human Rights Commission The Commission has fully accessible premises and has flexible working arrangements and reasonable adjustment arrangements embedded in the Certified Agreement and other Commission policies. Australian Institute of Criminology The AIC is committed to the retention of staff and makes any appropriate or reasonable adjustments to accommodate employees that have identified themselves as having a disability. Australian Law Reform Commission The ALRC Reasonable Adjustment Policy is the retention policy that is in place for people with disability. Australian Security Intelligence Organisation ASIO’s retention strategies for people with disability include policies for flexible leave options, part-time employment, safety initiatives such as workplace risk assessments, wellbeing and psychological support services, ergonomic workstations and furniture that can be readily modified to accommodate requirements, etc. These strategies can be tailored to meet the specific and individual needs of all staff. Australian Transaction Reports and Analysis Centre AUSTRAC is developing a Disability Action Plan. In the interim, some strategies that are currently in place under the AUSTRAC Workplace Diversity Plan include: recognising and utilising the diverse skills of all employees when allocating higher duties, special projects and creating project teams ensuring career development opportunities relevant to the work of AUSTRAC reinforcing the importance of fostering a supportive and inclusive workplace environment for all staff in discussions about workplace issues encouraging participation on training and development activities by all staff, including EEO Groups; and ongoing review of training and development strategies. The development and implementation of the AUSTRAC Disability Action Plan will mean that additional strategies will be put in place for the recruitment and retention of employees with a disability. Commonwealth Director of Public Prosecutions Broad retention strategies apply to all employees. Specific strategies and practical support are designed and implemented for individuals. CrimTrac Opportunities for learning and development, career planning and management, flexible working arrangements. Family Court of Australia The FCoA ensures that all staff have access to training and development opportunities and study leave provisions. The Court also provides access to the Employee Assistance Programme whereby professional and confidential counselling and support for a range of issues are provided. Federal Court of Australia, Australian Competition Tribunal, Copyright Tribunal of Australia & Defence Force Discipline Appeal Tribunal As stated in response (3), the Court is an active member of the Australian Network on Disability and supports its “Stepping into Law” program. In addition, the Court’s Workplace Diversity Plan and its Enterprise Agreement support the retention of people with disability through flexible work practices and reasonable adjustments to duties, equipment and facilities where required. Federal Magistrates Court of Australia The Federal Magistrates Court of Australia ensures that all staff have access to training and development opportunities and study leave provisions. The Court also provides access to the Employee Assistance Programme whereby professional and confidential counselling and support for a range of issues are provided. High Court of Australia The High Court does not have a stated retention policy for staff with a disability. Insolvency and Trustee Service Australia ITSA does not have a stated retention policy for staff with a disability. National Native Title Tribunal For similar reasons stated to response (3) above the Tribunal’s mainstream policies and procedures are in place to encourage the retention of people with disability. Office of Parliamentary Counsel The following retention strategies are in place for people with disability; employment policies and procedures that comply with the requirements of the Disability Discrimination Act 1992 and the Commonwealth Disability Strategy as outlined in (3) above; support for employees to access reasonable adjustment and flexible working arrangements; training and development programs that consider and respond to the needs of people with disability; training and development programs that include information on disability issues where they relate to the content of the program; and various consultative mechanisms and dispute settlement mechanisms (both internal and external) which could be used by staff to raise concerns relating to disability issues. (5) Attorney-General’s Department The department supports in the development and training of all staff to enhance and further their careers, and makes any appropriate or reasonable adjustments to accommodate employees that have identified themselves as having a disability. Administrative Appeals Tribunal The Tribunal is a small agency with limited opportunities for internal career paths. Through its performance management and professional development programmes, the Tribunal provides employees with training and other learning and development activities (including placements in other APS agencies) that will assist them to further their careers. Australian Commission for Law Enforcement Integrity ACLEI supports the development and training of all staff to enhance and further their careers, and makes any appropriate or reasonable adjustments to accommodate employees that have identified themselves as having a disability. Australian Crime Commission All employees have an individual development plan including goals, on-going feedback of performance and the mechanism to plan professional development. Australian Customs and Border Protection Service There are no specific career pathways or plans on offer for people with a disability at this time. However a Career Streams project is underway to identify job roles matched to capabilities within Customs and Border Protection. This will enable the agency to effectively match individuals to positions and career pathways. Australian Federal Police & the Australian Institute of Police Management Disability Program and Strategy 2007-2011; The AFP People Plan 2010-2012; and the AFP Diversity Plan (revised 2011). An outcome of the Diversity Plan is to investigate and provide appropriate targeted development, leadership training and career management opportunities for people with a disability during 2011. Australian Government Solicitor See response (3). Career development for AGS employees with disabilities is conducted as part of the annual performance management program that applies to all AGS employees, recognising the principles set out in AGS's diversity policy. There are no restrictions on career opportunities for employees with a disability: AGS has had employees with disabilities across job classifications in both professional and support roles. Australian Human Rights Commission The Commission accommodates career options through its performance management scheme and learning and development plan. Australian Institute of Criminology The AIC supports the development and training of all staff to enhance and further their careers, and makes any appropriate or reasonable adjustments to accommodate staff that has identified themselves as having a disability. Australian Law Reform Commission The ALRC is a small single function agency and it is difficult to provide career pathways within the organisation as there are very limited vacancies, and most positions require specific expertise and experience. There are no specific career pathways or plans on offer for people with disability, beyond our Equal Employment Opportunity Policy and ALRC Reasonable Adjustment Policy. However, the ALRC is in the process of becoming an agency subject to the Public Service Act (from July 2011) and this should offer more options to develop career pathways through the Public Service for all ALRC employees, including people with disability, than are currently available. Australian Security Intelligence Organisation ASIO is developing a career management/pathways framework for all staff and, similarly to other Government employment frameworks, it will consider the needs of staff with disabilities. Australian Transaction Reports and Analysis Centre AUSTRAC does not offer separate career pathways or plans for staff with a disability. As with all APS agencies, AUSTRAC’s recruitment and promotion procedures are based on merit and involve a fair and transparent competitive selection process which assesses the relative suitability of applicants for the duties of a position. In relation to other employment decisions, such as transfers and higher duties, whilst these do not require a competitive, merit-based selection process, an assessment on the ability of the person to meet the genuine requirements of the duties is still required. This includes a consideration of whether, if reasonable adjustments are made, employees with disability can meet the inherent requirements of the position. Commonwealth Director of Public Prosecutions The CDPP offers career and other development opportunities to all employees through formal learning and development programs and performance management arrangements. Arrangements for people with disability are tailored to their circumstances. CrimTrac CrimTrac created an entry level position for a person with a disability. Career planning and pathways for all staff in CrimTrac are accommodated within the performance management framework and take into account individual needs and circumstances. Family Court of Australia Career support is provided by team leaders within the Court through the Performance Development system. Staff are also encouraged to participate in training and development opportunities. Federal Court of Australia, Australian Competition Tribunal, Copyright Tribunal of Australia & Defence Force Discipline Appeal Tribunal The Court actively encourages skills development and mobility initiatives such as its National Training Program and Studies Assistance Scheme. Also, the Court anticipates that its involvement in the “Stepping into Law” program may lead in the medium term to more disabled people securing ongoing roles in the Court. Federal Magistrates Court of Australia Career support is provided by team leaders within the Court through the Performance Development system. Staff are also encouraged to participate in training and development opportunities. High Court of Australia The High Court does not have specific pathways or plans for staff with a disability. Given the small number of positions at the High Court, it is not feasible to have specific pathways or plans for staff with a disability. Insolvency and Trustee Service Australia As a small agency ITSA does not have any specific career pathways for people with a disability, however, individual personal development plans are developed for all staff. Six monthly formal reviews take place, as well as one on one meetings on a regular basis to discuss individual needs and progress against goals and aspirations. Any specific needs of an individual would be considered as part of this process. All staff are actively encouraged to attend learning and development activities and each employee is required to undertake 40 hours of learning and development per annum as a productivity initiative under ITSA’s Enterprise Agreement. National Native Title Tribunal As of 1 July 2010 the Tribunal implemented a Work Development and Review Plan for all employees. The Plan provides a platform from which individual performance objectives, assessments and development needs can be documented and monitored in a structured format. Office of Parliamentary Counsel Individual development plans are developed for all staff. For staff with a disability, the individual development plan would consider and respond to the needs of that staff member. (6) Attorney-General’s Department The department does not have a specific target for recruitment and retention of people with disability however will take the guidance of the Australian Public Service Commission in regard to any APS wide workforce diversity initiatives. Administrative Appeals Tribunal The AAT does not have a specific target for recruitment and retention of people with disability, but will take the guidance of the Australian Public Service Commission to any APS wide workforce diversity initiatives. Australian Commission for Law Enforcement Integrity The ACLEI does not have a specific target for recruitment and retention of people with disability, but will take the guidance of the Australian Public Service Commission to any APS wide workforce diversity initiatives. Australian Crime Commission No. Targets are being developed as part of the Disability Action Plan in consultation with the Australian Public Service Commission. Australian Customs and Border Protection Service There are currently no specific targets for recruitment and retention of people with a disability. Targets will be defined following implementation of the Employment Model and the Career Streams Project. Australian Federal Police & the Australian Institute of Police Management The AFP People Plan 2010-2012; and the AFP Diversity Plan (revised 2011) both state that it is the objective of the AFP to support a diverse workforce that better reflects the Australian community that we serve. The long term goal for the AFP is to improve our overall diversity representation of women, Indigenous Australians and people with a disability at levels closer to the representation within the community. Australian Government Solicitor No. However, through its diversity policy, AGS bases employment decisions on applicants' suitability for the job, irrespective of any disability. Australian Human Rights Commission There are no specific targets. Staff employed with a disability is currently around 7% of our workforce which is above the APS average. The Commission’s recruitment and employment policies encourage and support the employment of people with disability. Australian Institute of Criminology The AIC does not have a specific target for recruitment and retention of people with disability, but will take the guidance of the Australian Public Service Commission to any APS wide workforce diversity initiatives. Australian Law Reform Commission The ALRC does not have any specific targets for recruitment and retention of people with disability. However, our recruitment policies specifically refer to our Reasonable Adjustment policy, and our Equal Employment Opportunity Policy. The ALRC also monitors its progress against its compliance with the Commonwealth Disability Strategy and reports annually against this Strategy in its Annual Report. This provides the ALRC with impetus to improve its procedures and approach to working and communicating with people with disability. Australian Security Intelligence Organisation All ASIO policies comply with the Disability Discrimination Act 1992 and no specific targets have been set. Australian Transaction Reports and Analysis AUSTRAC does not currently have specific targets for recruiting people with a disability. AUSTRAC currently has 9 employees (3% of employees) who have self identified as having a disability. The AUSTRAC Disability Action Plan will examine strategies to improve recruitment and retention, together with an education program to promote the self identification of people with disabilities. The Plan will also examine setting specific targets. Commonwealth Director of Public Prosecutions The CDPP does not have specific targets for recruitment and retention of people with disability. CrimTrac While the agency does not have specific targets for recruitment and retention in our workforce planning strategy, our policies, programs and services have resulted in a consistently high level of employment and retention of people with a disability within the agency. The current rate of employment is 6% of CrimTrac’s workforce. Family Court of Australia The FCoA does not have specific targets for recruitment and retention of people with disability. Federal Court of Australia, Australian Competition Tribunal, Copyright Tribunal of Australia & Defence Force Discipline Appeal Tribunal As noted earlier the Court is a small agency and not in a position to establish meaningful targets of this kind for ongoing positions. However the Court aims to recruit 2 – 3 interns under the “Stepping into Law” program each year in non ongoing roles. In addition, position documentation is reviewed to ensure people with disability are not discouraged in applying for vacancies. Federal Magistrates Court of Australia The Federal Magistrates Court of Australia does not have specific targets for recruitment and retention of people with disability. High Court of Australia No. Given the small number of positions advertised each year it is not practicable to set specific targets for recruitment and retention. Insolvency and Trustee Service Australia No. As a small/medium agency ITSA does not generally conduct large scale recruitment and therefore is not able to put in place targets. However, where opportunity arises, specific targets have been set (as per 3 above). National Native Title Tribunal For resource-related reasons the Tribunal has set no specific targets. In terms of its commitment to diversity, the Tribunal is prioritising the development and implementation of strategies for the recruitment, retention and development of its Indigenous employees. The Tribunal’s comprehensive Indigenous Employment Strategy (IES) was launched in December 2010. The IES is the product of extensive research, discussion, drafting and consultation by the project team. It sets out a range of initiatives designed to enhance the recruitment and retention of Indigenous employees and to improve the workplace culture, for the benefit of Indigenous employees, non-Indigenous employees and for the Tribunal as a whole. More recently the IES has been complemented by the development of a Reconciliation Action Plan. The IES is being implemented by its Human Resources section in collaboration with its Indigenous Advisory Group. Office of Parliamentary Counsel There are no specific targets for recruitment and retention of people with disability. However, Office of Parliamentary Counsel’s policies and procedures and Workplace Diversity Program support the recruitment and retention of people with disability and information is kept up-to-date on the diversity status of our employees. (7) Attorney-General’s Department The Department is committed to assisting employees with a disability through a number of workplace initiatives including flexible working arrangements, workstation assessments, technological support software and access to a confidential 24 hour counselling service. The Department has well established links with external rehabilitation providers to assist in the provision of a range of services to support people who have identified with a disability. Administrative Appeals Tribunal The Tribunal has several policies and plans to support staff with a disability including its Workplace Diversity Plan 2008-2011, Disability Action Plan 2008-2011, Agency Agreement and various Personnel Directions. The Tribunal makes reasonable workplace adjustments, has accessible workspaces, provides diversity and anti-discrimination training, supports an Employee Assistance Program and has processes for resolving complaints and grievances. Australian Commission for Law Enforcement Integrity ACLEI is committed to assisting employees with a disability through a number of workplace initiatives including flexible working arrangements, workstation assessments, technological support software and access to a confidential 24 hour counselling service. ACLEI engages external rehabilitation providers to assist in the provision of a range of services to support people who have identified with a disability. Australian Crime Commission A dedicated resource, the Specialist – Safety & Wellbeing, provides support to all employees including those with a disability. Individual assessments are conducted, needs identified and reasonable adjustments made. Australian Customs and Border Protection Service The Customs and Border Protection Workplace Diversity Policy outlines the obligations, diversity principles, and roles and responsibilities of employees in relation to diversity. Reasonable adjustments are made for disabled employees (either temporary or permanent), including specialised equipment, software, work allocation and placements. Australian Federal Police & the Australian Institute of Police Management Disability Program and Strategy 2007-2011; The AFP People Plan 2010-2012; and the AFP Diversity Plan (revised 2011). The Diversity Plan looks to create the right environments to provide all AFP members with practical information on disability and supporting people with disability. It looks to educate managers on their responsibilities and ensures AFP facilities support people with a disability. Australian Government Solicitor Part of AGS’s diversity policy is the promotion of reasonable adjustment: the removal of unnecessary barriers to equal opportunity, participation or performance to accommodate current employees and to support external applicants with disabilities. AGS regularly applies the reasonable adjustment principle to respond to the temporary or ongoing needs of current and future employees, including for example the modification of technology and workspaces and the availability of flexible working hours. Australian Human Rights Commission Principles of reasonable adjustment apply as do flexible working arrangements. The Employee Assistance Program provides an employer funded counselling service to staff. We have in-house experts on accessibility standards. Australian Institute of Criminology A range of assistance is provided to staff with a disability, including reasonable adjustment identified through work station assessments and purchase of specialised equipment. The AIC’s Agency Agreement provides a broad range of flexible working arrangements and which staff with a disability are able to access where appropriate. Australian Law Reform Commission ALRC Reasonable Adjustment Policy, Equal Opportunity Policy, Work from Home Policy. Australian Security Intelligence Organisation ASIO provides holistic physical, wellbeing and psychological assistance to support staff with a disability including the following policies, programs or services: A Workplace Diversity Program, Disability Action Plan and Reconciliation Action Plan 2009–12 to ensure ASIO promotes an inclusive work environment for all staff; Psychological and wellbeing assistance and support services are available to all staff; Modern office environment with contemporary facilities, state of the art technology and ergonomic office furniture that facilitate access or can be readily modified; Safety initiatives such as workplace risk assessments to identify and improve conditions and accessibility; Staff development programs where staff can develop their skills and capabilities through eLearning programs. Australian Transaction Reports and Analysis Centre AUSTRAC has the following policies in place to support staff with a disability: Workplace Diversity Plan Promoting a Workplace Free from Harassment and Bullying policy Recruitment policy Return to Work policy, Employee Assistance Program. There is also wheelchair access to each of the buildings where the AUSTRAC offices are located. The AUSTRAC Occupational Health & Safety Coordinator is made aware of any issues which may arise where adjustments are needed to accommodate the needs of any staff member with a disability. In addition to the support provided to the 9 employees who have self identified as having a disability, other staff have also been provided with special equipment, such as special keyboards and standing desks, to support them with their individual health issues. Commonwealth Director of Public Prosecutions A range of policies, programs and services are in place to support staff with a disability. These are encompassed in the organisational commitments outlined in the ‘CDPP Strategic Directions’ and various provisions of the Enterprise Agreement particularly in relation to remuneration, workplace flexibilities, leave and employee wellbeing. Support is also provided through recruitment and selection policies and practices, the Workplace Diversity program, workplace assessment services and local support systems in CDPP regional offices. CrimTrac The agency has policies addressing equal employment opportunities that encompass people with disability. The agency’s Enterprise Agreement contains provision for flexible working arrangements. The agency provides support for staff with disability by ensuring that they have the appropriate furnishings, fittings and tools to support their participation in the workplace. Family Court of Australia The Family Court of Australia encourages and supports flexible working arrangements for staff. The Court provides access to an Employee Assistance support network, encourages and provides a work/life balance programme for women and carers and promotes a peer support programme throughout the court. Federal Court of Australia, Australian Competition Tribunal, Copyright Tribunal of Australia & Defence Force Discipline Appeal Tribunal In addition to the its involvement in the “Stepping into Law” program, the Court has a range of programs and policies in place to support staff and allow for adjustment to accommodate their individual needs and circumstances. For example, the Court’s provisions relating to flexible work patterns, home-based work and part-time work. These initiatives are also reinforced by the Court’s Workplace Diversity Program, Employee Assistance Program and Workplace Harassment Policy. Federal Magistrates Court of Australia The Federal Magistrates Court of Australia encourages and supports flexible working arrangements for staff. The Court provides access to an Employee Assistance support network, encourages and provides a work/life balance programme for women and carers and promotes a peer support programme throughout the court. High Court of Australia The High Court seeks advice from a workplace ergonomist to audit the workplace and support requirements. The Court provides appropriate car parking spaces to the two staff with a disability. Insolvency and Trustee Service Australia ITSA is a member of the Australian Network on Disability (AND), an organisation that supports employers develop their disability confidence. AND offers training, advice and support to ITSA on how to support staff with disabilities. National Native Title Tribunal The Tribunal supports staff with a disability through the operation of a number of provisions of the Tribunal’s Enterprise Agreement (EA) : (http://www.nntt.gov.au/About-The-Tribunal/Employment-Opportunities/Documents/Enterprise%20Agreement%202009-2011.pdf; and guidelines and policies contained in its Employee Handbook (EH). The EA and EH provide particularly for workplace flexibility; leave and employee wellbeing. Support is also provided to staff with a disability through: the Tribunal’s Diversity Program 2009-11; access to adaptive technology or other practical support required by employees with a disability; a centralised source of information and expertise to assist managers and employees with disability; training and/or awareness programs for managers and/or employees on mental illness, depression or related disorders; other relevant training e.g. in relation to bullying and harassment. Office of Parliamentary Counsel The following policies, programs or services are there to support staff with a disability: OPC No. 80 - Disability awareness: This Circular contains information relevant to relations between OPC, or OPC staff, and people with disability (including OPC staff, OPC clients, visitors to OPC or other people with whom OPC has dealings). The Circular outlines responsibilities under the Disability Discrimination Act 1992 and our agencies role as an employer under the Commonwealth Disability Strategy. OPC No. 85 - Workplace diversity and recruitment matters: This Circular sets out workplace diversity-related requirements that are to be complied with in relation to recruitment matters. This Circular supports the recruitment of people with disability by including statements in position advertisements supporting workplace diversity including people with disability, providing alternative methods for applicants to contact OPC and submit applications. OPC No. 63 - Workplace Diversity Program: The Program consists of the principles, objectives and actions together with the plans, policies, practices and procedures contained in other Circulars that reflect and embed workplace diversity, including disability. The objectives in this Program are to: raise awareness of workplace diversity and the value of a diverse workforce to OPC; ensure that workplace structures, conditions, systems and procedures foster diversity and allow employees to manage work and personal life; ensure equity in employment is promoted and upheld; continue to provide opportunities for employees to participate and contribute to the work of OPC; and prevent and eliminate bullying, harassment and unlawful discrimination in the workplace. a Senior Executive Service officer responsible for workplace diversity. (8) Attorney-General’s Department No policies or programs are currently under development. Administrative Appeals Tribunal Preliminary discussions have been held with an external provider in relation to a possible work placement for one or more persons with an intellectual disability. The Tribunal’s Diversity Committee meets regularly to identify initiatives that will assist staff with disabilities. Australian Commission for Law Enforcement Integrity ACLEI has no policies or programs presently under development specifically concerning the employment of people with a disability. Australian Crime Commission A Disability Action Plan is currently being developed. Australian Customs and Border Protection Service A Workplace Equity and Diversity Plan is in draft and once finalised will be followed by a range of strategies that align with the employment model. This includes a Disability Action Plan. Australian Federal Police & the Australian Institute of Police Management The Disability Program and Strategy 2007-2011 is currently being reviewed and will be re launched in 2011. The AFP Diversity Plan has recently been revised. It will be revised again to reflect any new milestones established when the new Disability Program and Strategy is launched later in 2011. Australian Government Solicitor (See response to part 3). AGS regularly reviews its diversity policy to ensure it remains relevant and appropriate to AGS as a business and to the maintenance of an inclusive working environment. AGS is currently not developing any particular plans, additional to its diversity policy, with respect to the employment of people with disability. Australian Human Rights Commission We are currently developing a Disability Action Plan – it is in draft format at the moment and scheduled for release in September 2011. Australian Institute of Criminology The Australian Institute of Criminology does not currently have any policies, programs or plans in development as the Institute has a suite of strategies already established. Refer to question three. Australian Law Reform Commission The ALRC has an existing strategy for the employment of people with disability and is reviewed periodically. Australian Security Intelligence Organisation ASIO’s policies, programs and services for employment of people with disability meet the responsibilities under the Commonwealth Disability Strategy, are mature and are outlined above. Australian Transaction Reports and Analysis Centre AUSTRAC is currently developing a Disability Action Plan. Commonwealth Director of Public Prosecutions At this stage, there are no new policies, services or plans currently under development within the CDPP concerning the employment of people with disability. CrimTrac Given the success of our pilot above we are considering other opportunities where we may engage other people with a disability under the Commissioner’s Directions. Family Court of Australia The Family Court of Australia has an existing recruitment strategy for people with disability. All other recruitment policies and procedures are being reviewed to ensure they comply with this strategy. Federal Court of Australia, Australian Competition Tribunal, Copyright Tribunal of Australia & Defence Force Discipline Appeal Tribunal The Court will to continue to support the Australian Disability Network and the ‘Stepping into Law’ program through 2011-2012. The Court will also continue to review and update policies in line with Government initiatives in relation to people with disability. The Court is also currently developing a Workforce Plan which will include additional recruitment and retention strategies for people with disability. Federal Magistrates Court of Australia The Federal Magistrates Court of Australia has an existing recruitment strategy for people with disability. All other recruitment policies and procedures are being reviewed to ensure they comply with this strategy. High Court of Australia There are no specific policies, programs, services or plans under development concerning the employment of staff with a disability. Insolvency and Trustee Service Australia ITSA is currently developing a reasonable adjustment policy to support the recruitment and retention of people with disability. National Native Title Tribunal The Tribunal’s 2009-2011 Diversity Program will be reviewed and the review will include an assessment and evaluation of the identified strategies for the fourth objective in the Program - Adopting better practices to promote the attraction and retention of people with disability. Office of Parliamentary Counsel There are no policies, programs, services or plans currently under development within Office of Parliamentary Counsel concerning the employment of people with disability. However, the relevant Office Procedural Circulars and Workplace Diversity Program already mentioned are reviewed regularly and updated where necessary.