DIMA Annual Report 2000-01

Management and accountability - continued

Commonwealth Disability Strategy

In line with the newly revised Commonwealth Disability Strategy, the department undertakes the roles of policy adviser, purchaser, provider and employer. Those of provider, employer and policy adviser are examined in this report.

Policy adviser role

The Minister's annual migration and humanitarian program consultations aim to gather a broad cross-section of community views on migration and related settlement issues.

The process involves public meetings throughout Australia, supplemented by an on-line discussion forum. Individuals in community groups and organisations are able to make submissions.

Disability groups, who are not a key stakeholder, have not been targeted for input, nor have they made submissions. However, the range of options open to members of the community to participate and the broadly-based publicity, including a range of print media, Internet and radio, means that all groups in the community have the option to participate.

Provider role

The department's Client Service Charter addresses accessibility issues for people with disabilities by advising clients that the department will take into account any special needs the client identifies.

The department's associated complaints handling mechanism embraces all clients and complaints are analysed for quality improvement and assurance purposes. This includes identification of systemic issues relating to disability.

In 2000-01, three complainants identified themselves as being disabled, however only one complaint proved to be specifically disability related. In this case, the client did not identify as having a disability at the time the service was provided, which would have enabled the problem to be addressed.

The issue of identifying special needs will be considered during the development of new standards as part of the review of DIMA's Client Service Charter.

Employer role

The department has a range of employment policies including the Workplace Diversity Plan and the Workplace Behaviour Strategy which promote a recognition of diversity issues, and which provide a mechanism for staff to resolve any problems in the workplace resulting from diversity issues.

The department's recruitment policies are inclusive. In the past year, staff with disabilities have been employed through entry level recruitment programs such as that for APS 1 staff in New South Wales.

Entry level job vacancies are advertised widely through the print and electronic media using the services of recruitment agencies. Documentation provided to job applicants encourages them to identify if they have a disability or other issues that might affect their access and participation in the selection process.

An identified need is that the department should be more pro-active particularly with respect to the form of advertising undertaken for entry level recruitment to ensure that it is as inclusive as possible.

The department received two applications from staff members with a disability under the Review of Actions provisions in the Public Service Act 1999, which allow employees to seek review of actions affecting their employment.

An application in one case was also made to the Human Rights and Equal Opportunity Commission. Both were resolved through the department's Review of Actions processes.

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