Outcome 1:

People with disability have the same opportunities as other people to access the services of and any events organised by DWER.


1.1 - The Equity and Diversity Panel will guide and monitor the implementation of the DAIP. (ongoing)

1.2 - Department events, stakeholder engagement processes and service provision will be inclusive of and accessible to people with disability. (ongoing)

1.3 - Investigate DWER grant funding programs to encourage grant recipients to consider access and inclusion issues. (June 2020)

1.4 - Investigate opportunities to co-fund PhD research into how we work with the disability community in support of environmental regulation best practice. (June 2021)


Equity and Diversity Panel to develop Equity and Diversity framework for agency (ongoing).

Equity and Diversity Panel to inform development of Workforce and Diversity Plan 2018-2023 – including improving workforce diversity to reflect the community in which we operate. 

Review event consultation and associated customer feedback processes. 

Staff are made aware of the DAIP and their associated responsibilities: 

  • The plan is placed on the intranet and staff advised by broadcast email.
  • Staff with responsibilities under the DAIP are provided a copy of the plan.
  • New staff are made aware of the plan via the induction program.

Ensure additional standard infrastructure such as audio loop is available on request.

Develop Access and Inclusion Policy and associated guidelines. 

Annual broadcast reminders for staff. 

Outcome 2:

People with disability have the same opportunities as other people to access the buildings and other facilities of DWER.


2.1 - The department will work towards ensuring its buildings and facilities (regional and metropolitan) are accessible to, and meet the needs of, people with disability.  (Ongoing)

2.2 - Ensure appropriate signage is in place to meet the needs of people with disability.  (Ongoing)

2.3 - Ensure parking and transport accessibility options are considered in the planning of events and stakeholder engagement processes. (Ongoing)

2.4 - Ensure that Chief Wardens and First Aid Officers are trained in evacuation and safety procedures for people with disability. (June 2019)


Identify departmental facilities that are accessible to people with disability:

  • Audit meeting rooms for access and inclusion using Department of Communities Access Resources Kit checklist.
  • Make available audio loop facilities when required.
  • Identify access and inclusion features in meeting room booking function.
  • Audit ACROD bays at department locations and address identified problems.

Outcome 3:

People with disability receive information from DWER in a format that will enable them to access the information as readily as other people are able to access it.


3.1 - Ensure department information, including the DWER website, meets accessibility standards and is available upon request in alternative formats suitable for people with disability. (Ongoing)

3.2 - Ensure there is on-request access to interpreter services for people with disability.  (Ongoing)

3.3 - Review accessibility and formatting of website department intranet site, and develop colour guides for provision of documents, maps and statistical information. (March 2019)


Regular and review of website – internet and intranet pages. 

Ensure new documents added to DWER’s website meet Web Content Accessibility Guidelines 2.0, level AA or greater. 

Update checklists and associated guidance for staff engaging interpretation or translation services to reflect WA Language Services Policy 2014 requirements. 

Promote plain language resources to staff. 

Promote colours guides use and application to staff in support of delivering information in alternative and accessible formats. 

Promote on-request interpreting services on department’s internet and intranet pages. 

Outcome 4:

People with disability receive the same level and quality of service from the employees of DWER as other people receive from the employees of DWER.


4.1 - Ensure employees are adequately trained in relation to service provision for people with disability . (Ongoing)

4.2 - Raise employee awareness about specific requirements for including people with disability in their service provision. (Ongoing)

4.3 - Investigate development of Staff Community Involvement Program to encourage DWER staff to volunteer at organisations with a focus on disability. . (June 2019)


Improve staff volunteer awareness of disability access issues through development of online diversity training. 

New staff to be provided information about department resources including policies, guidelines, access checklists, safety procedures and key agency contacts. 

Maintain up-to-date information on department’s Equity and Diversity intranet pages. 

Review employment support information about attracting, recruiting and retaining people with disability. 

Prepare and deliver learning and engagement activities in support of International Day of People with Disability (3 December)  each year. 

Outcome 5:

People with disability have the same opportunities as other people to make complaints to DWER.


5.1 - Ensure DWER complaints management system and processes are accessible to people with disability. (Ongoing)

5.2 - Ensure complaints policy and procedures are accessible for people with disability. (Ongoing)


Equity and Diversity Panel to monitor and address complaints received about disability access. 

Review and revise current mechanisms for complaints handling and ensure associated documents are suitable for access by people with disability. 

Review the department’s Language Services Policy and Procedure in line with the WA Language Services Policy 2014. 

Provide tele-support options for deaf or hard of hearing information on website and appropriate documents. 

Outcome 6:

People with disability have the same opportunities as other people to participate in any public consultation by DWER.


6.1 - Ensure appropriate protocols to support community consultation are established and implemented to ensure accessibility for people with disability. (Ongoing)

6.2 - Seek a broad range of views on access and inclusion issues from the local community. (Ongoing)

6.3 - Develop Access and Inclusion guidelines for internal training resources and communications, and cultural events. (June 2019)


Review community consultation processes to encourage participation by people with disability and ensure communications needs are met. 

Provide sufficient notice of meetings (one month) and sufficient community consultation periods (two months). 

Outcome 7:

People with disability have the same opportunities as other people to obtain and maintain employment with DWER.


7.1 - Develop innovative strategies to improve the attraction, recruitment and retention of employees with disability.  (June 2019)

7.2 - Provide employees the necessary resources to perform their best at work ensuring operational practices do not inhibit their outputs and achievements.  (Ongoing)

7.3 - Raise awareness of Social Procurement Initiatives and the engagement of Australian Disability Enterprises.  (Ongoing)

7.4 - Participate in Public Sector Commission’s Adults with Disability Traineeship Program.  (June 2019)


Embed access and inclusion initiatives in educational and awareness raising activities. 

Ensure employment advertisements and all supporting documentation is available in alternative formats on request. 

Use disability recruitment specialists. 

Maintain register of recruitment agencies providing services to people with disability. 

Develop disability awareness recruitment skills supporting resources for interview panel members. 

Equity and Diversity Panel to provide quarterly reports on access and inclusion outcomes and employment statistics to Corporate Executive. 

Support flexible work options to sustain employment opportunities and initiatives for people with disability. 

Review of procurement policies and procedures. 

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