Diversity and Inclusion Framework Diversity and Inclusion Framework - Page 18

FOCUS AREA ACTION PLAN Recruitment People with a Disability Disability is not restricted to those members of the community who are currently outside or on the fringes of the workforce. It is a normal part of the diversity of the existing workforce for every employer, including Interrelate. We need to consider that effective accommodation of disability has to be seen as part of the expectations of managing our workforce. People with disabilities add to the variety of viewpoints needed to be successful and bring effective solutions to today’s professional challenges. The organisation and its work is made stronger when all segments of the population are included in the workforce and in the customer base. We need to understand the potential barriers and the facilitators that affect participation and limit the opportunity for people with a disability to engage in workplace activities. Interrelate is committed to the attraction, recruitment and retention of people with disability. Our focus will be to provide universal access, remove barriers and learning and career advancement equality. We will implement a number of strategies and policies to encourage job applications from people with disability, and want to be seen as an employer of choice for people with disability. ACTIONS MEASURE OF SUCCESS Develop recruitment processes to enable more candidates with a disability to consider and join Interrelate. Recruitment information will include clear descriptions about the inherent requirements of the job so people with disability can self-select. Recruitment information refers to diversity and inclusion for people with an impairment. People with disability can request workplace modifications or reasonable adjustments to assist in applying for positions, participate in the recruitment process, and with their daily job. WHO PC&P Reasonable adjustments can be requested by prospective staff including and not limited to: • interpreters, readers, attendants or other Tools are in place to remove work-related assistance barriers for people with disability • information and communication in to apply and work in Interrelate. accessible formats • assistive technology such as screen reader • adapted methods for testing, assessment or selection Percentage of staff with a disability employed. Convene and support a staff reference group including: staff with disability, staff who care for a person with disability, or staff who have an interest in disability inclusion and participation to share ideas and engage and inform us on initiatives and strategies relevant to people with disability or carers of people with disability. Working arrangements Offer reasonable adjustments in working arrangements. E.g. flexible working arrangements, work place modifications and technological assistance. Reference group meets 6 times a year and is attended by most members on a regular basis. Reasonable adjustments can be requested by staff including and not limited to: • interpreters, readers, attendants or other work-related assistance • information and communication in accessible formats such as converting text to audio, providing larger print versions of documents, and provision of a talking calculator • assistive technology such as screen reader JAWS, screen magnifier Zoomtext, and speech to text application Dragon Naturally Speaking • additional workplace equipment or facilities • adjustments to work methods and arrangements • adapted methods for testing, assessment or selection Training for staff, co-workers and supervisors Work-plan developed in first 6 months. PC&P