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ACCC commitment
The ACCC is committed to creating and maintaining a diverse workforce and an inclusive culture, where our people feel supported and valued. We are committed to creating a workplace that is safe and accessible, fosters inclusiveness and makes sure all employees can contribute to their full potential.
We are committed to increasing representation of people with disability to 15% at all levels by 2029.
We know that building a genuinely inclusive organisation starts with listening to and working alongside people with disability, as well as employees with caring responsibilities.
Through our Disability Action Plan, we will:
- Attract and retain a diverse workforce and provide equitable career development opportunities.
- Foster inclusion and collaboration across our agency and the broader APS.
- Promote accessibility in all areas of our workplace.
- Enhance external engagement and advocacy.
Terminology used
A person has a disability if they report that they have a limitation, restriction or impairment which has lasted, or is likely to last for at least six months or more and restricts everyday activities. This may include physical, mental, intellectual and sensory impairments. A disability may be visible or hidden, may be permanent or temporary and may have minimal or substantial impact on a person’s abilities.
While this action plan uses person-first language, the ACCC recognises that some people may prefer to use identity-first language.
Our disability and carers network
Our Disability and Carers Employee Network (DaCEN) provides a safe forum for employees with disability, injury, illness or medical condition, employees who are carers and those with an interest in workplace accessibility and disability inclusion. They can:
- speak up with confidence regarding issues and challenges relating to workplace accessibility, disability inclusion and reasonable adjustment
- exchange information and provide support to one another
- act as a consultation body on these matters.
Measuring our performance
Our measures of success for the plan include:
- increased employees who identify as having disability or caring responsibilities in either the APSC census results or within HR systems
- maintained or increased active DaCEN members and allies with strong attendance and participation at meetings
- increased senior leadership membership to DaCEN and more visible senior leadership participation in network activities
- increased attendance at disability and carers awareness raising events
- increased completion of learning and development disability modules across all staff and senior leaders.