Objective 4: Employment practices at Flinders are fair and equitable

Success indicators:

  • Increase in proportion of staff declaring a disability.
  • Increase in proportion of staff with disabilities seeking workplace adjustment.
  • Improvement in overall satisfaction of staff with a disability as measured by Staff Survey
  • Improvement in the satisfaction of staff with disabilites requiring workplace adjustment as measured by Staff Survey.
  • Evidence that staff with a disability are not impeded in career progression
  • Evidence of acceptance by staff generally that a disability is not an impediment to performance or ability
  • Acknowledgement by appropriate exernal authorities that Flinders policies and practices with respect to employment of people with disabilites reflects "best practice".
Strategies Responsibility delegated to Targets Timeframe
Decisions on selection of candidates for interview and/or appointment are made in accordance with the University's Disability Policy, particularly the Principle of Access and Equity and the Principle of Reasonable Adjustment or Accommodation

Director, Human Resources

Chairs, Selection committees

Training for members of selection committees to include specific reference to Flinders Disability Policy Ongoing
Information about services and facilities for staff with disabilites is readily available to applicants for positions Director, Human Resources The "Jobs" website to be reviewed for accessibility and completeness July 2015
Adjustments to/accommodations for interview are made in response to specific needs of candidates

Director, Human Resources

Chairs, Selection Committees

All invitations for interview include specific reference to rights of candidates with disabilites December 2015
Staff induction programs include information about Flinders Disabilty Policy and the disability services and facilities available to staff

Director, Human Resources

Cost Centre Heads

Manager, Equal Opportunity and Diversity

All staff induction programs reviewed in terms of inclusiveness of information relating to disabilities July 2015
Maintain up-to-date information regarding government policy with respect to emplyment of people with disabilites Director, Human Resources Government policy initiatives which may facilitate the employment of people with disabilites promulgated widely within University as they are announced Ongoing
Raise awareness of staff with respect to disability issues generally, including awareness of the wide range of disabilities

Manger, Equal Opportunity and Diversity

Disability Advisors

Promugation of information in various formats to staff Ongoing
Managers and supervisors are reminded periodically of their responsibilities in terms of the University's Policy on Disabilities

Director, Human Resources

Manager, Equal Opportunity and Diversity

Staff bulletins include reference to Flinders Disability Policy at least every 6 months Ongoing
Use of "good news" stories about staff with disabilities to actively promote the view amongst staff that disability is not a barrier to appointment, career progression or promotion.

Director, Human Resources

Manager, Equal Opportunity and Diversity

Opportunities taken wherever possible to promote acceptance December 2016