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Workplace Adjustments Policy
Version: 1.0
Owner : People & Culture Business Partner
Date of last review: July 2023
Next Review: July 2025
The purpose of this policy is to:
Having in place a clear policy statement on workplace adjustments may also help build employees’ confidence to voluntarily disclose and discuss disability issues.
Guide Dogs NSW/ACT (GDN) recognises the diversity of its workforce and is committed to ensuring that every individual can effectively and efficiently use their skills and experience to contribute to the organisation’s performance, production and service delivery. This includes the opportunity to participate in work-related and other activities conducted within a work context. This results in a diverse workforce and a culture that values differences. Diversity is about attracting and retaining a talented workforce that reflects the customers and community we serve.
This policy applies to all current and prospective Board members, Employees, Volunteers and Students of GDN, in the following areas (without limitation):
It is recognised that an Employee (or prospective employee) is not required to disclose to GDN that they have a disability in all circumstances. Disclosure is only a requirement where a safety risk is posed or where the Employee requires a workplace adjustment. A person’s disability status may not always arise upon commencement of employment and may change throughout their employment period. Accordingly, GDN will encourage our people to disclose this information in the spirit of inclusiveness and support.
This policy should be read in conjunction with the Workplace Adjustments Procedure.
GDN endeavours to establish and maintain an effective system to promote an inclusive workplace and encourage workplace adjustments.
A workplace adjustment is whatever is considered necessary, achievable and workable to enable an employee to perform their job role efficiently and to the best of their abilities.
Requests for individual workplace adjustments will be addressed, as far as practicable, in a timely, confidential and sensitive manner. Implementing workplace adjustments requires consultation with the person with disability and is designed to eliminate barriers so that a person with disability can perform the requirements of the job and have equal opportunity in employment.
This policy is underpinned by the Disability Discrimination Act 1992 (Cth), the Fair Work Act 2009 (Cth), and the respective State and Territory anti-discrimination laws.
Disability is defined in the Disability Discrimination Act 1992 (Cth) as:
Disability may presently exist; have previously existed but no longer exists; may exist in the future (including because of a genetic predisposition to that disability); or is imputed to a person.
Overall responsibility for this policy rests with GDN, including responsibility for including implementing, monitoring and ensuring compliance with this policy.
GDN recognises a shared responsibility with an individual for ensuring that any necessary adjustment is identified. The individual is responsible for requesting adjustments including identifying, where possible, the types of adjustments they consider appropriate.
Individuals requesting an adjustment may be required to provide GDN with reports or medical information specifically relevant to their disability, engage in the process of identifying work-related limitations and identifying appropriate adjustment(s).
Individuals requesting an adjustment will need to work with their manager, the People and Culture Business Partner and other persons (e.g. a rehabilitation provider, workplace assessor, etc as necessary) to determine solutions and reasonable adjustments to be put in place.
Prospective employees are responsible for discussing workplace adjustment requirements with the GDN Recruitment Contact or the manager recruiting the position. Prospective employees must be notified that they can request adjustments for their disability at any stage during the assessment process.
Employees are advised about the Workplace Adjustments Policy and are encouraged to notify their manager of any barriers they believe prevent access or inclusion.
Managers are responsible for ensuring action is taken on such notifications and monitoring the adjustments put in place.
People and Culture Business Partners facilitate compliance, monitoring and review. They may also provide employees and managers with information, advice and guidance.
GDN recognises that some of its activities have the potential to create or maintain unintended barriers. It is recognised that the need for adjustments may arising during the hiring process, at the commencement of employment or at some time after employment has commenced.
A workplace adjustment is a modification to a work process, practice, procedure or setting that enables an employee with disability to perform their job in a way that minimises the impact of their disability. Workplace adjustments specific to an individual’s needs may include, but is not limited to:
Workplace adjustments required do not include:
Workplace adjustments implemented will be reviewed regularly and/or when things change. An employee may be asked to provide feedback on the effectiveness of adjustments implemented to determine if any adjustments should be modified. It may be useful to embed conversations about workplace adjustments into regular catch-up meetings between managers and employees.
JobAccess is a Commonwealth Government organisation which provides information and advice to assist with the employment of people with disability. The service is free and can assist with all aspects of disability employment including workplace assessments to determine what changes need to be made (in consultation with the employee and manager/GDN), identification of relevant suppliers for modifications required and financial assistance on a cost recovery/reimbursement basis. Where possible, GDN will engage JobAccess to assist in the appropriate identification and implementation of workplace adjustments.
GDN may directly fund the workplace adjustments required for an employee or prospective employee where JobAccess eligibility criteria is not met. The cost of any adjustments recommended requires Head of Department and/or Chief People Officer approval.
GDN is not required to make changes to workplace policies, rules, practices and operations, or to provide adjustments that will result in unjustifiable hardship. When considering refusal to provide an adjustment(s), GDN will seek to find alternative adjustment(s).
All information and documents relating to specific requests for workplace adjustments will be kept confidential and will only be disclosed in accordance with the provisions of Privacy Act 1988 (Cth).
GDN will continuously monitor and assess the operation of this policy. GDN may amend, withdraw or replace this policy from time to time at its sole discretion.
In this Policy, unless the context requires another meaning:
‘Board member’ means directors of the GDN Board.
‘Employee’ means any GDN employee (including full time, part time and casual employees).
‘GDN’ means Guide Dogs NSW/ACT.
‘GDN workplace’ means premises owned or occupied by GDN, but does not include a home office.
‘our people’ include Employees and Volunteers.
‘Student’ means an individual, enrolled in an educational institution, who is participating in vocational placement on GDN premises or under Employee supervision.
‘Volunteer’ means an individual who offers their services, skills and experience of their own free will to perform agreed tasks for GDN without compensation or reward. Volunteers include Board members, committee members and advisory panel members.
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© 2021 Guide Dogs NSW/ACT |
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