WSLHD Allied Health Disability Inclusion Action Plan

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Western Sydney Local Health District Disability Inclusion Action Plan 2021-2024

We Acknowledge

Western Sydney Local Health District acknowledges the first people of the land. The overarching Aboriginal nation in western Sydney is the Darug nation. We pay our respect to Elders past, present and emerging. We acknowledge the significance of land, water, spirit, kinship and culture and the importance that these elements have to the health, well-being and future of the Aboriginal community.

Artwork by Leanne Tobin. Leanne’s artwork reflects the vibrancy and transitional motions of the dragon-flies as they move through their journey of life.

Western Sydney Local Health District–Disability Inclusion Action Plan

Foreword from the Chief Executive “We aim to deliver high quality, patient centred care that meets the needs and wellbeing of everyone in western Sydney.”

Western Sydney Local Health District is a vibrant growing community. Home to one of the most diverse populations, socially, culturally and economically, we aim to deliver high quality, patient centred care that meets the needs and wellbeing of everyone in western Sydney. To support the equitable delivery of services and opportunities, I am pleased to present Western Sydney Local Health District’s first Disability Inclusion Action Plan (DIAP) for 2021-2024. In development since early 2020, it outlines our commitment to build a more inclusive health system and workplace for people with disability. The DIAP outlines priorities for promoting positive attitudes and behaviours regarding disability inclusion, creating liveable communities and providing equitable systems and processes for people with disability, their families, carers and the western Sydney community. It also outlines our intent to build partnerships with people with lived experience of disability to guide service delivery and support meaningful employment for people with a disability in our district. To implement this plan, accountabilities will be set and foundations laid in order for these changes to take place. Each of us can be champions and advocates for disability inclusion–as an employee, manager, senior leader and person with disability. I look forward to leading an organisation that encourages and uplifts people with disability. Inclusivity and engagement of people with lived experience of disability, will contribute to better health outcomes and positive experiences for our health workers, patients, carers, families and the broader western Sydney community. Let’s work together to create an inclusive service and workplace. Graeme Loy Chief Executive Western Sydney Local Health District

Western Sydney Local Health District–Disability Inclusion Action Plan

Joey Franji, Westmead Hospital Cleaner

Western Sydney Local Health District–Disability Inclusion Action Plan

Contents

What is a DIAP and who is it for?

Our community and staff

Western Sydney LHD staff

Policy and legislative context

Developing and implementing this plan

Development process

Implementing the plan

Reporting progress

Plan on a page

Disability Inclusion Actions

F ocus Area 1: Promoting positive attitude and behaviour regarding disability inclusion F ocus Area 2: Creating liveable communities for people with disability F ocus Area 3: Providing equitable systems and processes F ocus Area 4: Supporting access to meaningful employment opportunities

References

Western Sydney Local Health District–Disability Inclusion Action Plan

What is a DIAP and who is it for?

The Western Sydney Local Health District (WSLHD) Disability Inclusion Action Plan (DIAP) sets out specific actions that will be undertaken across the LHD, to support equitable access to services and employment for people with disability in the western Sydney area over the next three years. Western Sydney LHD has an ongoing commitment to supporting greater inclusivity and empowerment for people with disability, their carers and their families in the community, as well as for staff with disabilities in its workforce. As a service provider for people with disability in the region, we have a responsibility to provide patients with accessible and equitable healthcare. Furthermore, as a significant employer in the western Sydney area, we recognise the role we play in promoting a more inclusive and equitable society, by supporting people with disability to participate fully in the workplace. The DIAP is intended to guide activity within the LHD over the next three years and be read by all staff within the LHD, as well as people of western Sydney and beyond. The Plan is expected to be a living document that will be reviewed and updated in consultation with people with disability, across its lifespan. Defining disability The term ‘people with disability’ is used throughout this Plan. In line with the NSW Disability Inclusion Act 2014, disability is defined as a long-term physical, psychiatric, intellectual or sensory impairment that, in interaction with various barriers, may hinder the person’s full and effective participation in the community on an equal basis with others. [1]

“Disabled people are not a punchline; and our language should reflect this.” I’ve lived amongst disability for years. My youngest brother was diagnosed with quadriparetic cerebral palsy in infancy and my eldest son was diagnosed with autism aged 18 months. I often treat patients with varying levels of disability and I ensure they receive the same level of care as any other person. They are someone’s brother, son, nephew, daughter or wife. They are human. Humans should not be defined by a disability. I will do everything in my power to prove this. Pete Smith, Staff Specialist Anaesthetist, Westmead Hospital

Western Sydney Local Health District–Disability Inclusion Action Plan

Our community and staff

Western Sydney LHD

Western Sydney LHD spans Blacktown, The Hills Shire, Cumberland and Parramatta local government areas (LGAs) [5] and is one of the state’s most economically, socially and culturally diverse areas. The western Sydney community is one of NSW’s fastest-growing areas, with more than 1.3 million residents forecast to call the area home by 2031 [6] . “According to the Australian Bureau of Statistics, nearly 1 in 5 Australians have a disability, with older Australians more likely to have a disability as they age. [7] ” Around 18% of people living in western Sydney are estimated to be people with disability. [8] Based on this figure, it is estimated that more than 180,000 people with disability are living within Western Sydney LHD. According to the 2016 census, 4.7% of the population, or more than 43,000 people, in the Western Sydney LHD indicated that they had a profound or severe disability, requiring assistance with a core activity (e.g. self-care, mobility, and communication). [9] It is vital then, that Western Sydney LHD is prepared and able to support the changing health needs of the local community and to provide accessible, equitable and respectful healthcare to people with disability, from diverse backgrounds.

1. Mount Druitt Hospital 2. Blacktown Hospital 3. Westmead Hospital 4. Cumberland Hospital 5. Auburn Hospital

1,000,000

people live within the LHD

44% of residents were born overseas

13,000+

residents identify as Aboriginal

50%

By 2026, people aged 70+ are expected to increase by

59%

of residents speak a language other than English at home

[2,3,4]

Western Sydney Local Health District–Disability Inclusion Action Plan

Western Sydney LHD Staff

17,000+ Staff employed across Western Sydney LHD. [10] 70+ sites including Westmead, Auburn, Cumberland, Blacktown and Mount Druitt hospitals and a range of integrated care and community-based services. [11] These individuals are employed across 1.23% of Western Sydney LHD employees identified as having a disability, as of February 2021. [12]

Western Sydney LHD is committed to creating an inclusive and accessible work environment for people with disability, where they are supported by their managers and colleagues, recognised for their value and free to work without discrimination. The LHD recognises that this will require concerted action in the recruitment and retention of people with disability in the workforce, as well as improved collection processes of employment data, to understand the effectiveness of its strategies, to support people with disability.

People with disability in the NSW Public Service

In 2019, the NSW Public Service Commission announced their aim to employ 10,000 additional staff with a disability, across NSW Government. The aim is for people with disability to make up 5.6% of the total workforce. [13]

“They treat me like family, here at Westmead Hospital. It’s why I love coming to work everyday.”

“I work as a cleaner at Westmead Hospital. It’s hard to find work having an intellectual disability but Westmead has treated me like family. I have been here for nearly 20 years and this is my happy place. Every day I try to do my best and make everyone around me happy. My team is always supportive of me and I feel like they always have my back. I appreciate it.”

Joey Franji, Westmead Hospital Cleaner

Western Sydney Local Health District–Disability Inclusion Action Plan

Policy and Legislative context

This Plan has been designed to meet Western Sydney LHD’s obligations under the Disability Inclusion Act (NSW) 2014. A number of state and national legislative instruments and policy commitments underpin disability inclusion action planning more broadly.

Legislative Context

Strategic and Policy Context

UN Convention on the Rights of Persons with Disabilities

INTERNATIONAL

Disability Discrimination Act 1992

National Disability Insurance Scheme

National Disability Strategy

Disability Standards: Access to Premises-Buildings, Education, Public Transport

NATIONAL

NSW Disability Inclusion Plan

Disability Discrimination Act 1992

NSW Health Disability Inclusion Action Plan

STATE

Western Sydney Local Health District 2019 Culture Strategy

WSLHD

Western Sydney Local Health District DIAP

Western Sydney Local Health District–Disability Inclusion Action Plan

“…a genuinely inclusive society for people with disability, values difference and respects the dignity and equality of all human beings.” [14]

International The UN Convention on the Rights of Persons with Disabilities, was ratified by the Australian Government in 2008 and signifies a commitment to enhancing opportunities for people with disability, to participate in all aspects of social and political life. National The Disability Discrimination Act 1992 makes it unlawful to discriminate against a person, in many areas of public life, because of their disability. The National Disability Strategy (NDS) was released in 2010 and establishes a focus on a person-centred approach to service delivery for people with disability, improving access to mainstream services for people with disability and a mandate for inclusive planning across all levels of government. The National Disability Insurance Scheme was rolled out across Australia in 2016 and takes a lifetime approach to providing supports and services to people with disability. The Disability Standards provide additional detail on the rights and responsibilities established within the Disability Discrimination Act 1992.

State The Disability Inclusion Act 2014 outlines the basis of disability access and inclusion policy in NSW, with a strong focus on choice and control for people with disability. The NSW Disability Inclusion Plan was launched in 2015 and identified four focus areas to guide disability inclusion within the state: 1. Promoting positive attitudes and behaviours 2. Creating liveable communities 3. Providing equitable systems and processes 4. Supporting access to meaningful employment opportunities. The NSW Health Disability Inclusion Action Plan is a system-wide plan, that sets out goals for the NSW Health system to better support inclusion for people with disability and to improve access to mainstream services and facilities. WSLHD The Western Sydney Local Health District 2019 Culture Strategy provides a framework for positive organisational culture within the LHD and includes the development of a DIAP as one of its diversity and inclusion strategies. Western Sydney LHD recognises that disability policy is a dynamic space and will continue to change and develop over the coming years. As such, Western Sydney LHD is committed to ensuring that the DIAP is reviewed on an ongoing basis, to be responsive to any changes in policy, legislation or from consultation with people with a lived experience of disability.

Western Sydney Local Health District–Disability Inclusion Action Plan

Developing and Implementing this plan

Development process Western Sydney LHD engaged a specialist research and policy firm, Urbis, to assist with the development of the DIAP. Consultations were undertaken with a wide range of stakeholders, including staff and community members with disability and their carers and families to identify opportunities to create a more inclusive health service experience. Stakeholders shared a range of perspectives, either from their lived experience or as practitioners working with people with disability in the LHD. All information received was analysed and a draft action list was created. The draft list was reviewed by a number of LHD stakeholders with the final DIAP being released by our Chief Executive, Graeme Loy. Implementing the plan The DIAP Steering Committee will be responsible for implementing the Plan and reporting activity to support transparency of progress. The Steering Committee will include the Chief Executive and senior leaders across the LHD and will meet every three months or more often as required, to support continued momentum and accountability in putting in place the actions in the Plan. A key action outlined in the Plan is for Western Sydney LHD to establish a Reference Group, of people with lived experience of disability.

It is intended that the Steering Committee will consult with the Reference Group on a regular basis to support the implementation and refinement of the Plan, as required. Reporting progress Each of the actions within the Plan has an identified time frame and area of responsibility. To support reporting on progress, indicators of success have also been identified. The person or area responsible for implementing each action, will be required to report on the progress made against the indicators of success, to the Steering Committee at least annually. The Steering Committee will also consult with the Reference Group to assess the progress that has been made and areas for specific focus, in the coming year. The progress reports will be collated by the Steering Committee on an annual basis and will be made available to both staff and the wider public on the LHD’s website. Annual reporting will provide an opportunity for the LHD to: • Reflect on the progress that has been made Report on the experience of people with disability • Identify areas where additional support or an adapted approach may be required • Support accountability and transparency.

Telephone interviews with people with lived experience.

A virtual workshop with Western Sydney LHD staff members.

Telephone interviews with Western Sydney LHD Executive Leadership team and staff.

Western Sydney Local Health District–Disability Inclusion Action Plan

“It’s not what happens to you, but how you react to it that matters.” I had brain surgery in 2011 and my basilar artery burst during the procedure and I had a haemorrhagic stroke. This left me completely paralysed on the left-hand side. Despite this, I was determined to walk again, even after being told this may not be possible. The physio team supported me when I asked to use a walking stick. They taught me how to use a quad walker and were determined to get me out of my chair. Over the course of my treatment, I have met some wonderful people and discovered who my real friends are. It really is a marathon, but if I had been able to see where I would be after 8 years, I would never have been so concerned.

Kris Tucker, Patient

Western Sydney Local Health District–Disability Inclusion Action Plan

Plan on a page

WSLHD Disability Inclusion Action Plan 2021 -2024

FOCUS AREA 1: Promoting a positive attitude and behaviour regarding disability inclusion

FOCUS AREA 2: Creating liveable communities for people with disability

FOCUS AREA 3: Providing equitable systems and processes

FOCUS AREA 4: Supporting access to meaningful

employment opportunities

1.1 Meaningful consultation is regularly undertaken within the LHD with consumers and staff with a lived experience of disability

2.1 The voice of people with a lived experience of disability is embedded in the development and operation of new and existing physical infrastructure

3.1 Consumer access to assistive supports, including technology, improves

4.1 Recruitment processes within the LHD are fully inclusive for people with a lived experience of disability

1.2 The experiences of people with a lived

2.2 Accessibility to LHD facilities for people with a lived experience of disability is improved

3.2 Data collection regarding the experience of consumers with lived experience of disability improves

4.2 Staff with a lived

experience of disability are supported to receive reasonable adjustments as and when necessary

experience of disability are recognised across the LHD

1.3 The LHD promotes positive attitudes and behaviours towards people with a lived experience of disability

2.3 Services and supports for consumers with disability in the LHD are accessible

4.3 Staff with disability are supported to succeed

Western Sydney Local Health District–Disability Inclusion Action Plan

Marija Bonavic, Postal Service, Westmead Hospital

Western Sydney Local Health District–Disability Inclusion Action Plan

Disability Inclusion Actions

FOCUS AREA 1:

Promoting positive attitude and behaviour regarding disability inclusion

Outcomes

Actions

Indicators of success

- E stablish a Reference Group of people with a lived experience of disability for ongoing engagement across the LHD - U ndertake regular consultation with the Reference Group to implement and refine this Plan - C onsult and establish terms of reference for the Reference Group to provide a mandate to contribute their expertise across the LHD, as people with a lived experience of disability

- R eference Group Terms of Reference are created and endorsed - Reference Group established - S chedule for engagement for the Reference Group regarding the implementation of the DIAP established - N umber of times the Reference Group is consulted across the LHD

1.1 Meaningful consultation is regularly

undertaken within the LHD, with consumers and staff with a lived experience of disability

- R aise the profile of people with a lived experience of disability within the LHD, through public activities and events including marking the International Day of People with Disability on 3 December each year - S hare the stories of patients and staff members with a lived experience of disability, in public and staff communication e.g. via Humans of the Hospital, Pulse or the Daily Dose

- N umber of activities or events held - N umber of communication activities that include the stories of patients or staff members with disability, each year

1.2 The experiences of people with a lived experience of disability are recognised across the LHD

- I ntroduce and promote disability awareness training for all LHD staff - W ork with relevant disability organisations to host workshops, in-service training and seminars across the LHD - W ork with the Reference Group to develop a resource around appropriate use of language, regarding people with a lived experience of disability and disseminate across the LHD

- T he proportion of LHD staff who undertake the Health Education & Training Institute (HETI)’s Let’s Talk Disability eLearning Module - Number of training events held - D isability inclusion web resource is developed and promoted - T he number of consumers and staff who identify as a person with a lived experience of disability increases

1.3 The LHD promotes positive attitudes

and behaviours towards people with a lived experience of disability

Western Sydney Local Health District–Disability Inclusion Action Plan

Disability Inclusion Actions

FOCUS AREA 2:

Creating liveable communities for people with disability Outcomes Actions

Indicators of success

- I nclude consultation with people with a lived experience in infrastructure projects across the LHD (in collaboration with Health Infrastructure), including as part of governance forums

- N umber of people with a lived experience consulted in infrastructure projects - R esults of consultation process

2.1 The voice of people with a

lived experience of disability is embedded in the development and operation of new and existing physical infrastructure

- D evelop a plan of works to identify priority activities which will improve access to facilities for people with a lived experience of disability and include this in annual reporting - C onsult Reference Group to understand gaps in access, including challenges found in the ‘last 100 metres’ in accessing facilities; use this information to develop the plan of works - U ndertake case studies that describe the experience of individuals with various disabilities, in order to identify potential barriers to accessing LHD facilities, for people with a lived experience of disability; use the case studies to inform the plan of works - C onsult Reference Group to understand the barriers inhibiting knowledge and information dissemination regarding the services and supports for consumers with disability and to prioritise activity - P romote greater awareness of support roles within the LHD e.g. NDIS Coordinator through staff and LHD communications - U ndertake case studies that describe the experience of individuals with various disabilities, including ‘mystery shoppers’, in order to identify potential barriers to accessing LHD service and supports for people with a lived experience of disability; use the case studies to inform the specific activities to support the DIAP, including care pathways - I nvestigate the creation of Disability Support and Liaison positions, to help increase access to LHD services and supports for consumers with disability

- P lan of works is developed - A ctivity against plan of works is monitored regularly and reported annually - O ngoing consultation with reference group is undertaken

2.2 Accessibility to LHD facilities

for people with a lived experience of disability is improved

- C onsultation with Reference Group is undertaken - C ontacts for support staff, including the NDIS Coordinator, are made publicly available via LHD communications - N DIS Coordinator and Intellectual Disability Health Coordinator report increase in appropriate engagement by LHD staff - O utcome of investigation regarding Disability Support and Liaison positions, is reported and implemented - I mplementation of ‘mystery shopper’ program and feedback

2.3 Services and supports for consumers

with disability in the LHD are accessible

from people with a lived experience of disability to inform case studies

Western Sydney Local Health District–Disability Inclusion Action Plan

Disability Inclusion Actions

FOCUS AREA 3:

Providing equitable systems and processes

Outcomes

Actions

Indicators of success

- U ndertake consultation with the Reference Group and other people with lived experience of disability, to inform a needs assessment of assistive supports and identify specific actions to increase access

- C onsultation is undertaken and reported to the DIAP Steering Committee - A ctions to improve access to assistive supports are identified and prioritised - I mprovements to current data collection processes are identified and implemented - O ptions for collecting data on the experience of consumers are identified and implemented

3.1 Consumer access to assistive

supports, including technology, improves

- C onsult with the Reference Group on how to investigate opportunities to improve data systems, to better record consumers who wish to identify as a person with a lived experience of disability and to improve reporting - I nvestigate opportunities for consumers with a lived experience of disability, to provide feedback on the services they receive within the LHD, to inform service improvement initiatives

3.2 Data collection regarding the experience of

consumers with lived experience of disability improves

FOCUS AREA 4:

Supporting access to meaningful employment opportunities

Outcomes

Actions

Indicators of success

- R eview current recruitment processes in consultation with the Reference Group and other people with a lived experience of disability to identify barriers for people with disability and address these barriers - D evelop an Employment of People with Disability Guideline, to support people with disability (as well as carers) during recruitment and make this publicly available - C onsult with Reference Group around current data collection methods and any improvements needed - E nsure that employment data within the LHD includes documentation of employees who wish to identify as people with a lived experience of disability and set an inclusion target within the Employment of People with Disability policy - E ngage with organisations including universities and disability employment support agencies, to identify employment opportunities for people with a lived experience of disability across the LHD and actively support the recruitment of people with disabilities to these roles

- C onsultation with Reference Group and other people with a lived experience of disability, undertaken - R eview of recruitment processes and actions taken - E mployment of People with Disability Guideline and process is developed and available with supporting information such as fact sheets - D ata is available on the employment for people with a lived experience of disability - D ata is available on the number of people with disability, recruited to positions within the LHD - D ata is available showing the proportion of the LHD workforce

4.1 Recruitment

processes within the LHD are fully inclusive for people with a lived experience of disability

identifying as a person with a lived experience of disability

Western Sydney Local Health District–Disability Inclusion Action Plan

Disability Inclusion Actions

FOCUS AREA 4:

Supporting access to meaningful employment opportunities

Outcomes

Actions

Indicators of success

- U ndertake an anonymous survey of staff, to assess the needs of staff with a lived experience of disability and gain feedback on their experience regarding accessibility and availability of support and reasonable adjustments - C onsult with staff with a lived experience of disability, to gain qualitative feedback on their experience regarding accessibility and availability of support and reasonable adjustments - U se the survey and consultations, to inform the following, within the Employment of People with Disability policy: • a policy on reasonable adjustments • a policy on performance management for people with a lived experience of disability and their managers • I dentification of LHD resources to help support these policies. - I nvestigate current procurement processes regarding assistive technology, support and equipment to identify barriers to procurement and address these - I nvestigate additional support required by the current disability workforce coordinator or the need for the establishment of another position within the LHD, to increase capability to access and implement reasonable adjustments - U ndertake an anonymous survey of managers to assess the experience of people managing a staff member with a lived experience of disability - I mprove managers’ awareness of disability and knowledge of available supports, by disability awareness training - D evelop an internal peer support group or network for staff with a lived experience of disability within the LHD - E nsure that employment data collected, includes information to monitor the rates of retention of people with a lived experience of disability, and their experience

4.2 Staff with a lived experience of disability are supported to receive reasonable

- S urvey of staff with a lived experience of disability is undertaken, with results presented to the DIAP Steering Committee - C onsultation is undertaken with staff with a lived experience of disability to discuss the need for and barriers to reasonable adjustments, with results presented to the DIAP Steering Committee - A policy on reasonable adjustments and performance management is developed and included within the Employment of People with Disability Policy - O utcomes of investigation regarding procurement processes is reported to DIAP Steering Committee - O utcome of investigation regarding increased capability to assist with access to reasonable adjustments is reported to DIAP Steering Committee and implemented - S urvey of managers is undertaken and the results presented to the DIAP Steering Committee - T he proportion of managers who undertake the HETI’s Let’s Talk Disability eLearning Module - O ptions for peer support are identified and tested with staff with disability and arrangements for preferred peer support option are implemented - D ata is available on the rates of retention for people with a lived experience of disability

adjustments as and when necessary

4.3 Staff with

disability are supported to succeed

Western Sydney Local Health District–Disability Inclusion Action Plan

References

The following sources were used throughout this publication:

[1]

Disability Inclusion Act 2014 (NSW)

[2]

Western Sydney Local Health District. n.d. Social Health Atlas. https://www.wslhd.health.nsw.gov.au/SocialHealthAtlas/

[3]

Western Sydney Local health district. n.d. About Us. https://www.wslhd.health.nsw.gov.au/About-Us

[4] Western Sydney Local Health District, 2021. Community and Consumer Partnership Framework 2021-2025

[5]

Western Sydney Local Health District. n.d. About Us. https://www.wslhd.health.nsw.gov.au/About-Us Western Sydney Local Health District. n.d. About Us. https://www.wslhd.health.nsw.gov.au/About-Us

[6]

[7] Australian Bureau of Statistics. 2018. Disability, Ageing and Carers, Australia: Summary of findings. AuStats. https://www.abs.gov.au/statistics/health/disability/disability-ageing-and-carers-australia-summary-findings/ latest-release

[8] Western Sydney Local Health District, 2021. Community and Consumer Partnership Framework 2021-2025

[9]

Western Sydney Local Health district. n.d. Social Health Atlas. https://www.wslhd.health.nsw.gov.au/SocialHealthAtlas/

[10] Western Sydney Local Health District Internal Reporting

[11] Western Sydney Local Health District. n.d. About Us. https://www.wslhd.health.nsw.gov.au/About-Us

[12] Western Sydney Local Health District Internal Reporting

[13] N SW Public Service Commission 2021. Disability employment. https://www.psc.nsw.gov.au/culture-and-inclusion/disability-employment

[14] Gerard Quinn and Theresia Degener, Human Rights and Disability: The current use and future potential of United Nations human rights instruments in the context of disability. United Nations Press. Geneva. (2002), p 15. As quoted in the Prompting inclusion issues Paper from the Royal commission in Violence, Abuse, Neglect and Exploitation of People with Disability.

Western Sydney Local Health District–Disability Inclusion Action Plan

This action plan is proudly supported by Urbis.

Western Sydney Local Health District–Disability Inclusion Action Plan

FACEBOOK @WesternSydneyHealth

TWITTER @WestSydHealth

LINKEDIN Western Sydney Local Health District

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YOUTUBE Western Sydney Health

Western Sydney Local Health District PO Box 574Wentworthville NSW 2145 +61 2 8890 9902 WSLHD-OfficeoftheCE@health.nsw.gov.au www.wslhd.health.nsw.gov.au

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