Inclusive and Accessible Organisation
STRATEGY 1 - Recruitment
OBJECTIVE
To ensure that the MFB as an organisation, is a genuine equal opportunity employer.
The MFB will:
- Review current recruitment policies and processes to identify and address issues of discrimination against people with disabilities
- Promote the availability of jobs within the MFB to people with disabilities, especially through provision of information to a wide range of disability services and employment agencies
- Develop a program of training for interview panel members regarding disability issues and clarifying essential requirements of job roles
- Explore funding sources or access to resources that will assist the MFB to employ people with disabilities
Strategy 2 - Retention and Training
OBJECTIVE
To support the MFB workforce in performing their duties effectively, and in addressing the needs of people with disabilities in all their regular practice.
The MFB will:
- Develop a formal policy on support, redeployment and retraining for MFB employees who develop a disability – in the course of duty, as part of ageing and through non-work injury
- Utilise people with expertise to advise and provide workplace support mechanisms to enable people with disabilities to work effectively within the MFB
- Develop and conduct a wide-ranging program of awareness training for MFB staff about issues of disability, and taking account of needs of people with disabilities in safety and emergency situations
- Review current training programs for specific areas of MFB and incorporate modules addressing the needs of people with disabilities into the specialised training for staff
Strategy 3 - Public Image
OBJECTIVE
To champion fire safety and emergency management issues for the whole population – including people with disability.
The MFB will:
- Incorporate photos and relevant references and stories of members of the public who have disabilities into all MFB publications
- Incorporate and publicise generally, as well as through disability services, the mechanisms which enable inclusion of people with disabilities in all conferences, public safety events and other programs organised by the MFB. Such mechanisms include availability of Auslan interpreters at community events
- Lobby the Fire Protection Association to incorporate comprehensive coverage of issues of people with disability into the Workplace Emergency Response Practitioner accreditation
- (Continue to) advocate on egress issues for people with disabilities in emergency situations on Committees where the MFB is represented – such as the Building Code of Australia and other Standards bodies
Strategy 4 - Internal Communication
OBJECTIVE
To alert all MFB staff to the organisation’s Disability Action Plan and inform them about ways to include people with disabilities in their areas of responsibility and activity.
The MFB will:
- Provide the Disability Action Plan for all staff on the intranet, and draw attention to the MFB’s commitment to its implementation in Firecall and other internal communication channels
- Develop a Disability toolkit for staff that enables them to assist people with disabilities effectively. Such toolkit will include information on physical access issues, provision of Auslan interpreters, and supporting people with vision impairment etc
- Identify and promote particular actions of the DAP in various media including MFB’s Chief’s Corner , FireMark and FireVision and other internal communication channels
- Capture information through data collected in the Australian Incident Reporting System (AIRS) and fire investigations on the incidents which involved people who have a disability and how their needs were managed or addressed
- Establish a Diversity Management Committee whose role includes the monitoring of the Disability Action Plan and determination of new strategies as required