Objective 1: Organisational culture
Our aim is to develop and maintain a responsive and non-discriminatory organisational culture.
This objective has been listed first, as it is seen as being the crucial one upon which all others depend. Without an organisational culture that not only accepts, but also embraces and values diversity, the other strategies will not be achievable.
The TIO’s organisational culture affects the experiences of all people who access our services and has a significant impact on their ability to access those services with dignity and equality.
The TIO’s First DAP identified the importance of diversity training, aimed at ensuring that staff are aware and able to effectively deal with people from a diverse background. There is a recognised need for continual training in this area, both for long-serving and new staff members.
Strategies:
1.1 Internal communication
| Outcomes |
Action |
Position
Responsible |
Completion
date |
All staff are aware of and understand the DAP, including the grievance procedures |
Conduct training on the DAP |
IO/LDO* |
2 weeks after launch |
| Prepare, distribute and post on the intranet staff guidelines for promoting non-discriminatory behaviour |
HRM |
June 2008 |
| Outcomes of, and management commitment to the DAP are visible to staff |
Provide half-yearly updates on the progress and implementation of the DAP to staff |
DO |
Mar/Sep annually |
Include responsibilities under the DAP in performance criteria for the DAP committee
|
All Managers Via HRM |
Annually |
| *Complete descriptions for these positions are set out in Appendix 2. |
1.2. Staff Training
| Outcomes |
Action |
Position
Responsible |
Completion
date |
All staff are able to provide services for people with disabilities with understanding and awareness of their needs |
Investigate disability awareness training provided by a person with disability, tailored to enquiry and investigations officers, and reception staff |
IM/LDO |
1 Jul 2008 |
| Conduct disability awareness training for all staff including training regarding obligations under the Disability Discrimination Act 1992 and relevant issues associated with mental illness and cognitive disabilities |
HRM
|
1 Jul 2008 |
| All staff are aware of additional barriers experienced by people with disabilities from culturally and linguistically diverse backgrounds |
Ensure that the disability awareness training includes issues faced by these groups in our community |
IM/LDO
|
1 Jul 2008 |
Incorporate disability awareness training into induction training
|
IO/LDO |
31 Dec 2008 |
| Governance arms of TIO to be (Council/Board) provided with training in non-discriminatory policy and practice, and disability awareness |
DO/LDO |
1 Jul 2008 |
1.3 EEO Employment
| Outcomes |
Action |
Position
Responsible |
Completion
date |
Making employment at the TIO more accessible to people with disabilities |
Scheduled review of the TIO’s recruitment processes and practices to ensure that the TIO continues to actively encourage people with disabilities to apply for positions at the TIO and that the TIO is able to accommodate, as necessary, the needs of employees with disabilities |
HRM |
31 Dec 2008 |
| Scheduled review of the TIO’s policies on equal employment opportunity to ensure that they remain consistent with legislative obligations and incorporate best practice |
HRM
|
31 Dec 2008 |
| Update, where necessary, action plans for addressing access, EEO and OH&S issues in light of reviews referred to above |
HRM
|
31 Dec 2008
|
> Next: Objective 2: Accessible information
|
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Objective 1: Organisational culture