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Commonwealth Disability Strategy
Access and Equity – Charter for Public Service in a Culturally Diverse Society
The performance management framework for the above social justice and equity strategies identify five key roles for federal agencies – policy advisor, regulator, purchaser, provider and employer. The major roles of the Registry are as a provider of services to clients of the Commission and the Registry, and as an employer. There are some limited regulator and purchaser roles. In terms of its role as a service provider the Registry, together with the Commission, continues to review and improve internal and technical systems, procedures and services to suit the needs and preferences of its clients. During 2000-01 the Commission’s web site has been redesigned to make it more accessible for those using assistive technology to access the Internet – text only options have been included where possible, and the site complies with Australian Government Locator Service (AGLS) metadata standards and BOBBY ‘priority one’ requirements. Additional information has been added to the web site, including decisions, awards, orders and transcripts of the Commission, as well as access to forms and the rules of registered organisations. During 2000-01 the Commission produced a video to assist applicants to understand the conciliation process used by the Commission in dealing with termination of employment applications. The video has been shown to clients and extensively distributed. Information regarding the video and the supporting booklet have also been made available on the AIRC Home Page. Further initiatives are being examined for making information available in simple language in a variety of formats. The Commission and Registry also upgraded and extended the availability of videoconferencing facilities for the Commission to all seven of the mainland capitals, providing faster and alternate access to the Commission where distance is a factor. Professional interpreter services continue to be provided, where required, for people appearing before the Commission. Informal assistance is also available from multi-lingual Registry employees. Details of employees able to assist with informal interpreting with clients are maintained in a voluntary register of language and cultural skills. Large volumes of telephone inquiries are received by the Registry, and use is made of the telephone interpreter service where there is difficulty communicating with a client. Mechanisms have been put in place, particularly through the service charter and team plans, to canvass and address client comments, feedback and complaints. A survey of employees (addressing PSMPC requirements for the ‘State of the Service’ Report) has indicated employees have a good understanding of the APS Values and believe that they and their colleagues uphold them, including the value of sensitivity to the diversity of the Australian public. As an employer the Registry continues to seek, through its workplace diversity plan, that no discrimination occurs in the employment of people with disabilities or cultural and linguistic diversity. Selection and recruitment guides refer to equity and diversity principles. Team and individual plans put a focus on the APS Values including respect for individual diversity and meeting individual development needs. When surveyed employees believed that the Registry was reasonably good at recognising the diversity of skills, experiences and backgrounds of employees, and selecting employees on the basis of merit. There were no formal harassment complaints during 2000-01, neither were there any informal issues raised by employees in respect of disability, language, or cultural diversity harassment and/or concerns.
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