Employment rates for people with disability are significantly lower than for people without disability. People with disability experience multiple barriers at all stages of the employment process, ranging from inaccessible interview venues, lack of reasonable adjustments to the work environment, rigid role descriptions and online testing that may place applicants at a disadvantage. These factors reduce their opportunities to gain and retain employment. Research indicates that organisational commitment to workforce equality and inclusion is closely linked to strong business performance.
Goal
We are committed to diversity and inclusion in our staff cohort, with people with disability having the opportunity to gain and retain employment within an accessible environment and an inclusive workplace culture.
Objectives
3.1 Disability employment Increase the number of staff with disability and ensure job advertisements are shared widely and in accessible places
Action 3.1.1 - Develop a strategy/policy, in alignment with the APS (Australian Public Service) Disability Employment Strategy, to attract, recruit and retain more people with disability. [2023 timeline]
Action 3.1.2 - Implement Access Statements in induction processes for staff and external providers. [2024 timeline]
Action 3.1.3 - Scope the potential to offer more internships for people with disability. [2024 timeline]
Action 3.1.4 - Review where jobs advertisements are distributed and in what format to ensure they are accessible. [2023 timeline]
3.2 Accessible work environment Ensure the Gallery’s workplace is accessible for people with disability
Action 3.2.1 - Conduct an Access Audit of staff areas to identify barriers and implement solutions. [2024 timeline]
3.3 Contractors Ensure contractors share similar values and knowledge around access and inclusion
Action 3.3.1 - Offer disability awareness training to café, shop and security staff. [2023 timeline]
