DISABILITY ACTION PLAN by h0Ly71Qb

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									DISABILITY ACTION PLAN
      2012 – 2014




        April 2012
This document can be made available in alternative formats on request
by contacting:-


     Equality and Human Rights Unit
     Department of Health, Social Services and Public Safety
     Room 6
     Annex 1
     Castle Buildings
     Stormont
     BELFAST
     BT4 3SJ

     FAX:             028 9052 2900
     Telephone:       028 9052 0537
     Textphone:       028 9016 3426
     E-mail:          equality@dhsspsni.gov.uk
DEPARTMENT OF HEALTH, SOCIAL SERVICES AND
               PUBLIC SAFETY

                 DISABILITY ACTION PLAN

Foreword


The Department remains committed to the fulfilment of the two
disability duties, as set out in Section 49A of the Disability
Discrimination Act (DDA) 1995, across the Department’s functions.

Meeting the care needs of people with a disability is an integral part of
the business of health and social care. We are, therefore, pleased to
present this revised Disability Action Plan for the Department of
Health, Social Services and Public Safety setting out the actions the
Department proposes to take over the next three years.

Progress since the first Disability Action Plan was produced is detailed
in the Department’s Annual Progress reports to the Equality
Commission for Northern Ireland. These are available on the
Department’s website at:
http://www.dhsspsni.gov.uk/index/hss/equality/eq-annual-reports.htm.



Statement of commitment to meeting the duties
The Department is committed to meeting the disability duties and to
the implementation of this Disability Action Plan. The Department will
allocate the necessary resources, in terms of people, time and money,
in order to implement this plan and, where appropriate, build
objectives and targets relating to the disability duties into corporate
and annual operating plans.

The Department will also put appropriate internal arrangements in
place to ensure that the disability duties are complied with and this
Disability Action Plan fully implemented. The Department will ensure
the effective communication of the plan to staff, and will ensure that
staff have the necessary training and guidance on the disability duties
and the implementation of the plan.
The Plan is a living document and will be amended and updated as
the occasion arises. The Department consulted on the draft Disability
Action Plan and has taken into account those views expressed by
consultees in this Disability Action Plan. The Department wishes to
thank all those who have contributed to this Disability Action Plan and
look forward to your continued support in the future.




Edwin Poots MLA                      Dr Andrew McCormick
Minister for Health, Social          Permanent Secretary and HSC
Services and Public Safety           Chief Executive



Date                   2012
DEPARTMENT OF HEALTH, SOCIAL SERVICES AND
                   PUBLIC SAFETY


                      DISABILITY ACTION PLAN


                              CONTENTS


                                                                   Page

1   INTRODUCTION

    The Disability Duties                                           1

    The Disability Action Plan                                      1

    The Department’s functions                                      2

    Functions delivered centrally for the Northern Ireland Civil
        Service                                                     3
    Public Life Positions                                           4

    Internal Arrangements and Contact details                       5

    Publication of the Plan                                         6

    Annual Report on Progress and Five Year Review                  6

    Consultation                                                    6

2   PLANNED ACTION MEASURES                                         8

    Action Measures                                                 9
1     INTRODUCTION


      The Disability Duties
1.1   Under Section 49A of the Disability Discrimination Act 1995
      (DDA), as amended by Article 5 of the Disability Discrimination
      (Northern Ireland) Order 2006 (DDO), the Department of Health,
      Social Services and Public Safety (the Department) is required
      when carrying out its functions to have due regard to the need to:

           promote positive attitudes towards disabled people; and
           encourage participation by disabled people in public life.

      ‘Due regard’ means that the Department must take the need to
      promote positive attitudes towards people with a disability and
      encourage participation by people with a disability in public life into
      account when carrying out their functions relating to Northern
      Ireland.

      These requirements are referred to as “the Duties” in this
      document.


      The Disability Action Plan
1.2   Under Section 49B of the DDA 1995, the Department is required
      to produce a Disability Action Plan (DAP) which sets out the action
      measures that will be taken to fulfil the Duties.

      The first DHSSPS DAP expired at the end of May 2010, however,
      following discussions with the Equality Commission for Northern
      Ireland (ECNI), it was agreed that the Department would elect, as
      permitted in the legislation, to update its action measures and
      thereby extend the life of the current plan.

      This DAP covers the period 1 January 2012 to December 2014.
      The Department consulted on the draft Disability Action Plan and
      has taken into account those views expressed by consultees in
      this Disability Action Plan. The Department is grateful for the
      responses received.




                                     1
      The Department’s functions
1.3   The Department has three main business responsibilities:

      Health and Social Care (HSC), which includes policy and
      legislation for hospitals, family practitioner services and community
      health and personal social services;

      Public Health, which covers policy, legislation and administrative
      action to promote and protect the health and well-being of the
      population; and

      Public Safety, which covers policy and legislation for fire and
      rescue services

      It is the Department’s mission to improve the health and social
      well-being of the people of Northern Ireland. It endeavours to do
      so by:

      • leading a major programme of cross-government action to
      improve the health and wellbeing of the population and reduce
      health inequalities. This includes interventions involving health
      promotion and education to encourage people to adopt activities,
      behaviours and attitudes which lead to better health and well-
      being. The aim is a population which is much more engaged in
      ensuring its own health and well-being; and

      • ensuring the provision of appropriate health and social care
      services, both in clinical settings such as hospitals and GPs’
      surgeries, and in the community through nursing, social work and
      other professional services.

      Within Health and Social Care the Department chairs an Equality
      and Human Rights Steering Group which includes representatives
      from the Arm’s Lengths Bodies (ALB’s). This provides a forum for
      cross-agency working. In addition, relevant ALB’s are involved in
      development and implementation of policies.

      More detailed information on the Department’s functions can be
      found in the Department’s Corporate/Business Plans, and, the
      Department’s Equality Scheme both of which are available on the
      Department’s website: http://www.dhsspsni.gov.uk/


                                    2
      Functions delivered centrally for the Northern Ireland Civil
      Service

      Department of Finance and Personnel

1.4   In relation to the DDO disability duties, the Department of
      Finance and Personnel discharges the following responsibilities
      for the Northern Ireland Civil Service:

         -   recruitment to the NI Civil Service;
         -   workforce data, including collation of statistical information
             on disability within the NI Civil Service;
         -   the NI Civil Service’s Equal Opportunities Policy;
         -   procurement of goods and services for the NI Civil Service;
         -   training for NI Civil Servants, provided by the Centre for
             Applied Learning, including equal opportunities training;
         -   management of the NI Civil Service estate, by DFP
             Properties Division, including ensuring accessibility of
             buildings.

      Further information on all of these functions, and details of actions
      taken or planned centrally in respect of the DDO disability duties
      are contained in the Department of Finance and Personnel’s
      Disability Action Plan.

      Corporate Human Resources is part of the Department of Finance
      and Personnel. Its role is to develop policies for all NI
      departments that comply with the law and with Government
      policies, where these relate to the employment and management
      of Northern Ireland Civil Service staff, and to support departments
      in meeting their business objectives.

      DHSSPS, however, has responsibility for the implementation of
      these policies as they relate to the Department’s functions.



      Office of the First Minister and Deputy First Minister

1.5   The Central Appointments Unit (CAU), which is part of OFMdFM,
      has central policy responsibility for public appointments in
      Northern Ireland. CAU has produced Make Your Mark – A Guide
      to Public Appointments in Northern Ireland. The purpose of

                                    3
      the Guide is to inform the public about what it means to be a
      member of the board of a public body. It also explains the type of
      bodies currently in existence and how the process of appointing
      people to these bodies works.

      CAU maintains a mailing list of individuals and organisations
      interested in public appointments in Northern Ireland. Anyone can
      join the mailing list, which contains the names of over 1600
      individuals and 200 organisations including community/voluntary
      groups, political parties, pressure groups and disability
      organisations. Everyone on the mailing list receives a copy of All
      Aboard – the news sheet and vacancy list published by the
      Central Appointments Unit approximately every six months.

      OFMdFM maintains a public appointments page on its website.
      Copies of Make Your Mark – A Guide to Public Appointments
      in Northern Ireland and the latest edition of All Aboard are
      available on the website. The website is also used to publicise
      any public appointment vacancies that come to the attention of
      OFMdFM in between the twice yearly publication of All Aboard.

      The Department has a Public Appointments Unit (PAU) with
      responsibility for managing public appointments and has ongoing
      responsibility for consultation and liaison with the Office of the
      Commissioner for Public Appointments for Northern Ireland on the
      operation of these procedures.


      Public Life Positions
1.6   All public appointments in the Department of Health, Social
      Services and Public Safety are made, as far as practicable, in
      accordance with the Code of Practice for Ministerial Appointments
      in Northern Ireland, which is issued by the Commissioner for
      Public Appointments Northern Ireland. Further information, with
      details of actions taken or planned centrally in respect of the two
      disability duties, is contained in OFMdFM’s Disability Action Plan.

      The range of public life positions for which the Department of
      Health, Social Services and Public Safety has responsibility is as
      follows:

      -   Health and Social Care Board
      -   Patient and Social Client Council

                                   4
      -   Belfast Health and Social Care Trust
      -   Northern Health and Social Care Trust
      -   Southern Health and Social Care Trust
      -   South Eastern Health and Social Care Trust
      -   Western Health and Social Care Trust
      -   N I Ambulance Service Health and Social Care Trust
      -   Business Services Organisation
      -   NI Guardian Ad Litem Agency
      -   Public Health Agency
      -   NI Blood Transfusion Service Agency
      -   NI Fire & Rescue Service
      -   NI Practice & Education Council for Nursing & Midwifery
      -   NI Medical & Dental Training Agency
      -   Regulation & Quality Improvement Authority
      -   NI Social Care Council
      -   Doctors & Dentists Pay Review Body
      -   Nurses & Other Health Professions Review Body

      Internal Arrangements and Contact details
1.7   Within the Department day-to-day responsibility for dealing with
      and reporting on the DAP lies with the Equality and Human Rights
      Unit. In addition, the Unit will be the contact for anyone seeking
      further information relating to the Plan and/or the Duties. The
      contact details for all such enquiries is:-

            Equality and Human Rights Unit
            Department of Health, Social Services and Public Safety
            Room 6
            Annex 1
            Castle Buildings
            Stormont
            BELFAST
            BT4 3SJ

            FAX:              028 9052 2900
            Telephone:        028 9052 2534
            Textphone:        028 9016 3426
            E-mail:           equality@dhsspsni.gov.uk

      If you require this plan in an alternative format (such as large print,
      Braille, audio cassette, or easy read) and/or language, please
      contact the Department as above to discuss your requirements.


                                     5
      Publication of the Plan
1.8   The Department will publish this Plan, the annual progress reports
      to the Equality Commission and the five year review of the Plan on
      the Department’s website www.dhsspsni.gov.uk. In addition the
      Plan will be published and issued to the Department’s Arm’s
      Length Bodies and stakeholders.


      Annual Report on Progress and Five Year Review
1.9   The DAP sets out the actions the Department proposes to take
      over the next three years to fulfil the disability duties in relation to
      its functions. The Department will continue to submit an annual
      progress report on the implementation of this plan to the Equality
      Commission. This report will be included as part of the Annual
      Equality Progress Report to Equality Commission on the
      implementation of the statutory equality duties (Section 75) set out
      in the Department’s Equality Scheme. It will also be available as a
      stand-alone document. The Minister and Permanent Secretary
      will review progress on an annual basis.

      The Department confirms its commitment to carry out a five-year
      review of the Plan.


     Consultation
1.10 Consultation and engagement with service users are well-
     established features of the Department’s development and
     planning for health and social care.

      The Department is committed to carrying out consultation in
      accordance with the Equality Commission’s guiding principles and
      recognises the need for such consultation to be timely, open and
      inclusive. The Department is also committed to engaging
      effectively with people with a disability and their representatives in
      the drafting, implementation, monitoring and review of this Plan
      and will ensure that this engagement continues in the future. In
      seeking views, the Department has:

       consulted with equality and disability organisations on the
        Department’s consultation list;
       sought the views of staff, and
       made the Plan available on the Department’s Internet site.

                                     6
The Department hopes that these consultation measures will
enable it to:
 Identify barriers faced by people with a disability in participating
  in public life and specifically any barriers they may have
  encountered ;
 Identify opportunities to further promote positive attitudes; and
 Set priorities for encouraging participation in public life.

When consulting on the Duties the Department will work with
representatives groups, individuals with disabilities and Section 75
groups on the best way to seek their views. The Department will
work to ensure accessibility for people with a disability by having
due consideration to the following issues:
 Time of meetings;
 Access to venues;
 How the meeting will be run;
 Use of appropriate language; and
 Provision of signer or interpreter, or other communication
   support.

The Department will continue to build on the good relationships
that already exist with disability organisations and will actively
seek feedback on how well the disability duties are being
implemented. When consulting or reviewing progress the
Department will allow sufficient time for groups and individuals to
consult amongst themselves as part of the process of forming a
view.




                              7
2     PLANNED ACTION MEASURES

2.1   The following pages outline the action measures the Department
      plans to take over the next three years to contribute to one or
      both of the DDO disability duties. The Department will regularly
      review and update this Plan, and will continue to engage with
      people with a disability and their representatives.

      The Department is committed to monitoring and reviewing its
      policies and practices to ensure that the disability duties are being
      met.

      Targets are clearly set out in the plan - some are very specific,
      while others are more general reflecting the nature of the
      challenges. The Equality and Human Rights Unit will be
      responsible for the day-to-day monitoring of compliance with the
      disability duties and reporting on progress to the Equality
      Commission.




                                    8
Training
            Measures                             Responsibility                               Timescale                           Performance indicators
                                                                                           Indicators/Target                      and links to DDO duties

1. Deaf Awareness training sessions     Personnel Development Branch             The Department will offer training on an     The course objectives are to
will be offered to all DHSSPS staff.                                             annual basis – exact numbers will be         provide an awareness and
                                                                                 subject to uptake by staff.                  understanding of :
The training will be designed and      Estimated Resources
delivered by RNID staff with a hearing                                           Pre and post course skills and knowledge        The communication needs of
disability.                            Training costs of approximately £700      are assessed, also the extent to which the        Deaf and Hard of Hearing
                                       per course.                               training provided met the objectives,             people;
                                       Staff resources 30 staff training days.   relevance, content and standard expected.
                                                                                                                                 The culture of Deaf people and
                                        Susan Foster, Norah Miles                These evaluations are used to inform              their language; and
                                                                                 delivery and planning of future training
                                                                                 events.                                         The different methods of
                                                                                                                                   communication used by Deaf
                                                                                                                                   and Hard of Hearing people.

                                                                                                                              Continued provision of this course
                                                                                                                              will increase the number of staff
                                                                                                                              with raised awareness of
                                                                                                                              difficulties faced by people with
                                                                                                                              hearing disabilities including:

                                                                                                                                 staff in the working
                                                                                                                                   environment, and

                                                                                                                                 members of the public when
                                                                                                                                   accessing services.

                                                                                                                              Increased awareness will help
                                                                                                                              promote a more positive attitude
                                                                                                                              towards those with a hearing
                                                                                                                              disability.




                                                                                 9
2. Disability Awareness training will      Personnel Development Branch             Ongoing - All staff who entered NICS since The course objectives are to:
be commissioned for all new staff                                                   June 2008 will attend the classroom based
within 3 months’ of their arrival in the                                            training along with current and future new    give participants a better
Department.                                                                         staff.                                          understanding of the impact on
                                           Estimated Resources                                                                      society of people with a
The training includes information on                                                                                                disability;
both the Departments obligations           Anticipated 10 staff training days per   Pre and post course skills and knowledge
under the Disability Discrimination        quarter                                  are assessed, also the extent to which the    enable participants to be more
legislation and also the additional                                                 training provided met the objectives,           comfortable communicating
Disability Duties.                         Training costs of approx. £900 per       relevance, content and standard expected.       with people with disabilities;
                                           quarter                                                                                  and
The training will not just address                                                  Post training evaluations are used to inform
physical and sensory disability issues     Susan Foster, Norah Miles                delivery and planning of future training      provide information on the rights
but also raise awareness of hidden                                                  events facilitating continuous improvement.     of people with disabilities.
disabilities.
                                                                                                                                 This will build staff knowledge and
                                                                                                                                 understanding of disability issues
                                                                                                                                 from the outset, improve
                                                                                                                                 communication and help to
                                                                                                                                 promote a culture of positive
                                                                                                                                 attitudes.




                                                                                    10
3. DHSSPS will work with Central           Personnel Development Branch   Ongoing - The “Diversity Now” training was      This will build on staff awareness
Personnel Group to ensure that                                            re-launched in October 2009. The                of the Disability Discrimination
diversity awareness training, which        Susan Foster, Norah Miles      DHSSPS Permanent Secretary wrote to all         Legislation and will promote
will include the Disability Duties, will                                  staff advising that this was a mandatory        positive attitudes towards people
be rolled out to all staff via an e-                                      training requirement.                           with a disability.
learning module.
                                                                                                                          The Department will continue to
                                                                          Classroom based training is offered to all      ensure that online diversity training
                                                                          staff who have joined the NICS since June       is completed by all staff.
                                                                          2008. In addition, on-line training will
                                                                          continue to be available for all other staff.

                                                                          Post training evaluations are used to inform
                                                                          delivery and planning of future training
                                                                          events facilitating continuous improvement.




                                                                          11
Policy Issues
            Measures                             Responsibility                            Timescale                            Performance indicators
                                                                                        Indicators/Target                       and links to DDO duties

4. In 2009 the Bamford Review set       Director of Learning Disability and   Facilitate twice-yearly Bamford Ministerial   The Bamford Vision encourages
out a 10-15 year timescale for          Mental Health                         Group meetings – chaired by the Minister      public sector bodies and others to
delivery of its recommendations for                                           for DHSSPS. (DHSSPS)                          promote positive attitudes towards
mental health and learning disability   Northern Ireland Government                                                         all people with mental health ill
services.                               Departments                           Facilitate twice-yearly inter-departmental    health or a learning disability.
                                                                              meetings to monitor and evaluate delivery
Developed in response to this Review HSC Mental health and learning           against actions, chaired by the Director of   The Action Plan promotes
the Bamford Action Plan 2009-2011 is disability Bamford Taskforce.            mental health and disability policy.          integrated cross-sectoral working
cross departmental and sets out 80                                            (DHSSPS)                                      towards;
mental health and 67 learning
disability actions, each with specific                                                                                          Mental health promotion and
time bound delivery targets.                                                  To produce an annual report to the Minister        suicide prevention,
                                                                              for Health (HSC Bamford Taskforce)                Legislative reform,
                                                                                                                                Modernisation of services, and
See -                                                                         Publish evaluation of Bamford Action Plan         Ensuring people with a mental
http://www.dhsspsni.gov.uk/bamford_                                           2009-2011 by Spring 2012. (DHSSPS)                 illness or a learning disability
action_plan_2009-2011.pdf                                                                                                        are valued and given rights to
                                                                              Launch public consultation on proposed             full citizenship, equality and
An evaluation of the 2009-2011                                                2012-2015 Bamford Action Plan by June              opportunity for self
Bamford Action Plan has been                                                  2012.                                              determination.
completed. Learning from this
evaluation will inform future service                                         Publish Bamford Action Plan 2012-2015 by      A Bamford Monitoring Group under
enhancement and the follow on Plan.                                           Autumn 2012. (DHSSPS)                         the Patient Client Council,
                                                                                                                            champions the concerns of service
A follow on 2012 -2015 Action Plan is                                                                                       users and carers, challenges the
being developed.                                                                                                            progress on implementation and
                                                                                                                            makes recommendations on how
                                                                                                                            progress could be improved.

                                                                                                                            The Plan has been published in
                                                                                                                            electronic, hardcopy and easy read
                                                                                                                            format.




                                                                              12
5. DHSSPS to lead on the            Mental Health and Disability          A draft strategy will be prepared for            Service users will have the
Development of a cross-departmental Directorate to lead with input from   consultation, at this stage a provisional date   opportunity to contribute during the
Autism Strategy as required by the  other NI Departments to lead.         of August 2012 is envisaged.                     pre-consultation /consultation
Autism Act (Northern Ireland) 2011.                                       The Autism Strategy is to be published not       stages.
                                                                          less than two years after the passing of the
                                                                          Act ie by May 2013

                                                                          (This action measure will be updated when
                                                                          the timetable is confirmed).




                                                                          13
6. In March 2011 the Department          Mental Health and Disability   Pre-consultation events were held during       The Action Plan will engage other
published a Speech, Language and         Directorate                    September 2009 with children, their parents    public bodies and HSC services in
Communication Therapy Action Plan:                                      and carers allowing them to engage with        promoting increased knowledge
Improving Services for Children and                                     the development process and ensure their       and positive attitudes in relation to
Young People.                                                           views were heard                               children and young people with a
                                                                                                                       communication disability.
The aim of the Action Plan is to                                        The formal consultation phase ran from
encourage independence and                                              September to November 2010, during
reduced social isolation for clients                                    which time thirty-three responses were         The SLT Action Plan is available in
through the redesign of services; and,                                  received.                                      alternative formats – electronic,
to increase awareness and positive                                                                                     hard copy and easy read.
attitudes in relation to communication                                  The final Action Plan was published on 12
disability.                                                             March 2011.

                                                                        The Action Plan includes actions linked to
                                                                        objectives with target dates for completion,
                                                                        and is currently being implemented by the
                                                                        PHA who are expected to provide the
                                                                        Department with six-monthly progress
                                                                        reports on implementation.




                                                                        14
7. The Department will develop a new Mental Health and Disability         The draft Strategy and Action Plan were       Throughout the pre and public
Physical and Sensory Disability        Directorate                        launched for Public consultation which ran    consultation period the team have
Strategy and Action Plan 2011 – 2015                                      from 27 January 2011 to 21 April 2011.        and will continue to engage with a
with the aim of helping to achieve                                                                                      wide range of statutory and non-
improved outcomes, services and                                                                                         statutory bodies, as well as other
support for people in Northern Ireland                                    The final Strategy and Action Plan was        Government departments.
who, regardless of their age, have a                                      published on 22 February 2012.
physical, communication or sensory                                                                                      It is expected that this partnership
disability.                                                               Following this a Disability Strategy          approach will continue to be
                                                                          Implementation Group will be established to   adopted over the period of the
                                                                          direct, co-ordinate and manage the            implementation of the Action Plan.
                                                                          implementation of the Action Plan. The
                                                                          Group will be chaired / led by the HSC        The Strategy will be available in
                                                                          Board and will work with a range of           alternative formats- Braille, audio,
                                                                          representatives from statutory agencies and   large print, ‘easy read’ CD or as a
                                                                          bodies, the voluntary and community           PDF document.
                                                                          sector and service users.


8. In July 2010 the Department             Mental Health and Disability   Ongoing service user consultation and         Service users will have the
published the final Acquired Brain         Directorate                    engagement through Regional Acquired          opportunity to influence
Injury Action Plan.                                                       Brain Injury Implementation Group.            implementation of service
                                                                                                                        improvements through the
The aim of the Action Plan is to                                          The associated Action Plan includes           Implementation Group.
provide service users with an                                             actions linked to objectives with target
opportunity to influence service                                          dates for completion. The implementation    It is expected that the Action Plan
improvements, reduce feelings of                                          group includes people with disabilities.    will reduce feelings of social
isolation for brain injury sufferers and                                                                              isolation for brain injury sufferers
increase awareness of conditions                                          The Action Plan is subject to ongoing       and increase awareness of
among health professionals                                                monitoring and evaluation by the HSC        conditions among health
                                                                          Board, and the Department will receive six- professionals.
                                                                          monthly progress reports on
                                                                          implementation.




                                                                          15
Departmental Business Planning
            Measures                             Responsibility                        Timescale                      Performance indicators
                                                                                    Indicators/Target                 and links to DDO duties

9. The Department’s draft                Equality & Human Rights Unit     The Department will annually ensure,       The Equality & Human Rights Unit
Departmental Business Plan for                                            through steps in the assurance and         will escalate issues of concern to
2011-2015 contains the theme/goal                                         accountability framework that all ALBs     the sponsor branch(es) for them to
Accountability and assurance. This                                        discharge their disability duties.         be addressed at the Accountability
management oversight of ALB’s                                                                                        Review.
governance and performance will
enable monitoring of ALB’s                                                                                           This will ensure that both the
compliance with the Disability Duties.                                                                               Disability Duties are complied with
                                                                                                                     and that weaknesses/failings are
                                                                                                                     addressed.



10. Key disability speakers will be      Equality and Human Rights Unit   Ongoing                                    This forum brings together the
invited to address the Equality &                                                                                    Equality and Human Rights leads
Human Rights Steering Group                                                                                          in the Health and Social Care &
(E&HRSG).                                                                 Minutes will be kept and action points     Fire and Rescue Services sector.
                                                                          monitored.                                 It is expected that this engagement
                                                                                                                     will not only ensure that the group
                                                                          At the EHRSG meeting in February 2012 it   is kept appraised of current
                                                                          was agreed that the Royal College of       specific disability issues but help
                                                                          Speech and Language Therapists and         with the future development and
                                                                          Action on Hearing Loss will be invited     ongoing monitoring of the Disability
                                                                          during 2012/13.                            Duties.




                                                                          16
11. The Department has included the        Equality and Human Rights Unit         Ongoing   The Department will monitor
Disability Duties within its equality                                                       screening to ensure that the
screening process to ensure that the       All policies to be screened - time               Disability Duties are included in the
duties are considered on all new           spent on disability duties estimated             screening process and are
policies.                                  as equal to 1 Deputy Principal – 3               considered by policy makers from
                                           days                                             the outset.
This will also be carried forward in the
new Section 75 Equality Schemes                                                             This will support both duties.
introduced in 2012.




                                                                                  17
Personnel issues
             Measures                            Responsibility                          Timescale                          Performance indicators
                                                                                      Indicators/Target                     and links to DDO duties

12. Carry out annual exercise to         Equal Opportunities Section,       Annually re-issue notification of disability   This will support the duty to
encourage DHSSPS staff to declare        Personnel and Corporate Services   policy and designated disabled car parking     promote positive attitudes towards
disabilities/long-term health                                               policy to all staff.                           people with a disability and help
conditions and ensure consideration                                         Annually ensure all identified reasonable      create a culture that positively
is given to implementation of all                                           adjustments have been considered and,          encourages staff to declare a
identified reasonable adjustments.                                          subsequently implemented.                      disability or long-term health
                                                                                                                           condition.



13. Provide information and              Departmental Workplace Health      The WHIP action plan is set on an annual       This will support the duty to
awareness seminars to staff on           Improvement Programme (WHIP)       basis – but will address disability.           promote positive attitudes towards
specific disabilities/long term health   team                                                                              people with a disability by
conditions – events are agreed as                                           Events to be held at various dates between     providing information on the affect
part of annual WHIP action plan.         Estimated Resources                April 2011 / March 2014.                       conditions have on people lives.

                                         Executive Officer 2
                                         Admin Officer




                                                                            18
Communications
           Measures                            Responsibility                Timescale                         Performance indicators
                                                                          Indicators/Target                    and links to DDO duties

14. Publications will be translated and Information Office      Ongoing                                       This will facilitate engagement by
made available in other formats on                                                                            people with a disability.
request or as appropriate for example Estimated Resources
Braille, audio, large print as requested                        The Department will respond to requests for
– browse aloud on website.               Staff Officer 5 days   alternative formats in a timely manner,
.                                                               usually within 20 working days.




                                                                19
Public Appointments
             Measures                                Responsibility                 Timescale         Performance indicators
                                                                                 Indicators/Target    and links to DDO duties

15. The Department will carry out a          Public Appointments       Ongoing                       This will encourage participation by
review of all documentation and                                                                      people with a disability in public life
advice relating to public appointments       Estimated Resources                                     by removing barriers to access to
to ensure: the disability duties are         Deputy Principal 2 days                                 the appointments system.
considered by sponsor branches and           Staff Officer 5 days
that the language, images and format         Catherine Donnelly
etc used do not form barriers to
people with a disability applying for
public life appointments.

The Department’s Public
Appointments Unit (PAU) ensures
that all documentation and advice
relating to public appointments are
considered by the sponsor branches
and does not form barriers to people
with a disability applying for public life
appointments.

PAU has revised its documentation to
take account of advice from RNIB eg
removed underlines, text boxes
where appropriate.        PAU has also
added RNIB to their mailing list
ensuring that they receive notification
of all vacancies for circulation to their
own mail list in various formats.

PAU have also taken on advice from
Disability Action and included them
on the Department’s mailing list to
ensure that they are notified for all
vacancies for circulation to Disability
Actions mailing list.



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