Outcome area 3: Economic security

NDS policy outcome: People with disability, their families and carers have economic security, enabling them to plan for the future and exercise control over their lives.

This outcome includes jobs, business opportunities, financial independence, adequate income support for those not able to work, and housing. It is linked to the State Service Diversity and Inclusion Policy 2017-2020 which outlines the State Service’s commitment to building inclusive workplaces and having a workforce that reflects the diversity of the Tasmanian community. The policy is based on the principles of:

  • Employment opportunities are accessible to everyone;
  • Employees are valued and respected; and
  • Employees are supported to be the best they can be.

The policy is supported by the Diversity and Inclusion Framework 2017-2020, which sets out the initiatives that the State Service will champion to ensure that State Service workforce management practices and policies support people who work, or want to work, in the State Service.

Where we are:

We have already:

  • Developed Routine Personal Emergency Evacuation Plans in DPFEM workplaces.
  • Implemented new vacancy management, recruitment and selection guidelines and training that focuses on promoting and educating managers and selection panel members on inclusive recruitment and selection practices.
  • Participated in the DPAC Graduate with Disability Program.

We will continue to:

  • Support employees who require reasonable adjustments to workstations.
  • Maintain an up-to-date register/gateway for disability service providers for general reference purposes of all DPFEM employees and immediate/emergency reference purposes within the call and dispatch areas of the Department.
  • Ensure all application for employment documentation includes an articulation of the Department’s policy as an equal opportunity employ This is articulated as part of “Advice to Applicants” and reads: DPFEM is committed to ensuring all employees respect and value each other. As an employer we welcome a diverse range of individuals with various skills and life experience. The Department is dedicated to removing barriers to accessing employment opportunities for people with a disability or for other minority groups. Unfair discrimination, harassment or bullying in the workplace is not tolerated.

Emerging issues:

  • DPFEM has recently had limited opportunities for engagement with the Graduate with Disability Program.


Number: 3.1
Output/brief description: Provide an assessment of workstations in the first instance, and where appropriate, refer to specialist consultants.
Who (lead): Director, People and Culture.
Key dates/milestones: As Required.
Comments: Nil.