There are three main steps to providing an accessible and inclusive workplace for people with disability.
Develop your Accessibility Action Plan
To succeed, all significant changes need a plan, and becoming an accessible workplace is no exception. To help you develop a whole-of-business plan, we work with you to define all your requirements and the steps to take to achieve inclusivity and accessibility for your employees and your customers.
Looking through the disability lens
As part of this review we assess your workplaces through a disability lens. We identify barriers preventing your workplace being an accessible and dignified environment for peopled with disability.
Making a statement
We recommend the changes you need to make, and you can then publish your Accessibility Action Plan as a statement of how you aim to become an accessible workplace. Become a member so you can get started on your Accessibility Action Plan.
Learn how to develop your Access and Inclusion Plan
We are proud to launch a new offering to support organisations to successfully scope, consult, develop, and launch an Access and Inclusion Plan (AIP).
Learn from other organisations on the journey as you attend informative workshops facilitated by us. Hear from guest speakers sharing top tips and attend collaborative learning sessions where you work on the development of your organisation’s plan. At the end of the Access and Inclusion Plan Master Class, you will have all the resources, knowledge and understanding you need to create an Access and Inclusion Plan.
Contact your Relationship Manager or if you are not yet a member, email email@example.com
or call 02 8270 9200 for more information.
Read about Westpac’s Accessibility Action Plan.
Make workplace adjustments
Once you have your Accessibility Action Plan, we partner with you to implement the changes you need to make to create an accessible and dignified workplace.
This means more than just, for example, installing a wheelchair ramp. It’s important to create formal processes so employees can request adjustments at any time, and as an employer to commit to identifying and removing barriers, regularly and reviewing accessibility.
Knowing what needs to change
Accessibility can often be achieved with relatively small changes in different areas of your operations, such as:
- adjusting your business processes and procedures to place accessibility at the centre
- making changes to physical environments
- providing ergonomic equipment and assistive technology
- enabling flexible working hours and locations.
It’s not always obvious
People with disability all have different requirements, so there’s no one-size-fits-all approach to this. Our expertise across all aspects of workplace adjustment make Australian Network on Disability the ideal partner to help you remove environmental and cultural barriers, and build BAU processes that enable people with disability to succeed in your organisation. Become a member to find out how we’ve helped other leading organisations, and how we can help you too.
Read about how the Australian Taxation Office made workplace adjustments.
Build disability-confident teams
Adjusting your physical workplace is one thing; adjusting the mindset of your staff is another, yet both are critical to success. One way to start this journey is through training and coaching.
Shaping the mindset
A disability-confident team welcomes people with disability and gives them the same opportunities to participate and thrive as others. Human minds are complex though, and this doesn’t always come naturally, so we provide a range of training courses to build mentally healthy, disability-confident teams.
Training designed for you
Each area of an organisation has different requirements, so when you’re ready to build disability-confident teams we can tailor our training courses to suit each area of your operation: frontline staff, human resources departments, recruiters, managers and senior leaders.
Find out more about our learning solutions.
Read about how disability confidence training helped the Victorian Police force.