Developing our DSP
Identifying and addressing issues
The four building blocks of the State Disability Plan (co-design, human rights, measurement of outcomes, cultural and systems change) have guided us in identifying what action we need to take to progress the issues most important to people with disability in Queensland.
Co-design
We do things with people with disability, not to them or for them.
We acknowledge the contributions of the 51 employees across the sector who shared their experiences in PSC’s Thriving at work, growing a career report, highlighting the lived experiences of people with disability in the Queensland public sector. Their voices have informed actions for both agencies.
Consultation with people with disability also informed the Disabling the barriers to employment in the Queensland public sector implementation plan 2022.
This DSP was developed in consultation with the DPC Diversity and Inclusion Consultative Committee and other DPC employees with disability via survey, email or in person.
We continue to work to ensure our approach to disability inclusion is consultative and human centred.
Human rights
We will promote and protect the rights of people with disability in everything we do.
DPC and PSC have a strong history of promoting and protecting human rights and ensuring our workforce is aware of how we must consider human rights in the delivery of our policies and, through the Office of the Queensland Parliamentary Counsel, legislation.
At the heart of our commitment to inclusion is the consideration of how we support and enable full, safe, inclusive, social and economic participation for people with disability. Everyone has the right to full and equal enjoyment of all human rights and fundamental freedoms.
DPC and PSC have commenced integrating the social, rather than the medical, model of disability (refer Appendix A), into everything we do—ensuring that our approach to human rights is contemporary and best practice.
Measurement of outcomes and impact
We set clear targets and we measure our progress.
We address barriers to achieving our measures and seek alternative solutions. As such, this DSP is a living document, allowing for flexibility in the achievement of agreed actions.
In addition to the measurements against the actions in this plan, we will monitor our progress through data from our Working for Queensland (WfQ) survey results, and changes in our Minimum Obligatory Human Resource Information (MOHRI) data. We will also undertake further investigation through engagement with, and participation in, the equity and diversity data audit process as led by the Office of the Special Commissioner, Equity and Diversity.
The disability questions in the WfQ survey have been reviewed and adjusted to enable more meaningful interrogation of certain responses. These new questions allow richer qualitative data through more engaging and relevant questions.
Cultural and systems change
We will grow inclusion from within organisations by removing barriers embedded in structures and systems.
We will grow inclusion from within organisations by removing barriers embedded in structures and systems.
Historical WfQ survey data shows the workplace experience of employees with disability across the sector is less positive, and their levels of engagement and job satisfaction are significantly lower than most other employees. Through this DSP we are identifying levers for ongoing change to ensure that employees in our agencies have a positive, fulfilling and rewarding experience at work.
We will grow inclusion from within our organisations by removing barriers embedded in structures and systems.
Further, by making human-centred decisions informed by the social model of disability (refer Appendix A), we contribute to mitigating and minimising barriers for people with disability.