Candidate and Employee Experience.
Image: A woman is in an office, holding a mobile phone to her ear and writing on a piece of paper.
Since the Access Inclusion and Employment Plan's (AIEP or the Plan) launch, teams across Life Without Barriers have diligently worked towards creating a more inclusive and accessible workplace and improving employment opportunities for people with disability.
We are excited to share our progress on our 2022-2025 AIEP.
Candidate Experience
Ensure external recruitment agencies are disability confident
We met with our preferred recruitment agencies in March 2023, encouraging them to invest in accessible and inclusive recruitment practices. These discussions occur with all new agencies as they are engaged.
Annual renewal of Disability Confident Recruiter (DCR) status
We renewed our DCR status through ADN in October 2023.
Annual participation in ADN’s Stepping Into internship program
Life Without Barriers continues to participate in ADN’s Stepping Into internship program.
Employee Experience
Increasing the visibility and reach of DAWN
Disability Accessibility Wellbeing Network (DAWN) serves as a network and resource for employees with disability and their allies. This includes people living with mental or chronic illness. Our network is open to all employees of Life Without Barriers.
DAWN continues to run DAWN Social virtual events, produce content for the Dear DAWN video series, and share news articles internally and externally.
Ensure induction processes include specific support for employees with disability
Our myInduction resources include references to D&I, DAWN and workplace adjustments.
Review/establish quality assurance guidelines for accessibility/inclusivity of myLearning modules
We strengthened our commitment to accessible and inclusive learning resources by reviewing and updating our Learning and Development Policy Guideline and developing the Learning and Development Quality Standards and Checklist. The purpose of the Checklist is to guide the design and development of courses, training materials, and learning resources regardless of delivery mode, as well as to ensure that content is accessible and inclusive and provides a quality learning experience. The ADDIE Model, Universal Design Principles for Learning, Australian Government Style Manual, and Web Content Accessibility Guidelines (WCAG) underpin the Checklist.
Measure engagement for people with disability via survey
We ran an organisation-wide D&I Survey in November 2023 via the Glint platform, allowing us to compare employees with disability and mental health issues with the broader employee population.
Learning opportunities to increase disability confidence
The Australian Human Rights Commission (AHRC) eLearning module, Building a culture of accessibility and inclusion, is available to all employees through myLearning.
We ran Disability Confident Workforces and Disability Confident Managers virtual training facilitated by the ADN in 2022, 2023, and 2024.
Campaign to encourage employees to share their diversity information in myHR
We shared news articles and videos internally and externally on the importance of sharing diversity data in late 2022. D&I included a question on whether employees have shared this information in myHR in the 2023 D&I Survey.
We are proud of our continued progress toward a more inclusive and accessible workplace.
Support employee mental health and wellbeing
We now have a network of more than 80 Mental Health First Aiders who can support colleagues and team members experiencing a mental health problem or crisis.
We have developed a tailored risk assessment tool to assist with identifying and managing psychosocial risks in the workplace.
Image: Three Aboriginal women are sitting outside of a cafe looking away from the camera.
Workplace Adjustments
Review the workplace adjustment process end-to-end
In late 2023, we reviewed and updated how we ask about disability, workplace adjustments, and preferred methods of communication during recruitment and onboarding.
We reviewed how we discuss workplace adjustments during the interview process and updated the interview guide in early 2024.
We reviewed and updated the Workplace Adjustments Policy Guideline and Procedure in early 2024. We released a new Workplace Adjustments Passport to allow employees to document any workplace adjustments they have in place. The Passport ensures information on an employee’s workplace adjustments is readily available and supports the continuity of any arrangements if an employee’s Line Manager changes.
This article is part three of a series, you can read the other articles via the links below:
