Leadership and Infrastructure workstream
Workstream 4 of the Disability Action Plan focuses on Leadership and Infrastructure. The Ihonuku Tōkeke | Pro Vice-Chancellor Equity is responsible for this workstream. Below are the strategic focus areas for this workstream, along with a summary of key deliverables at June 2024.
Please email all feedback and suggestions to Vicki Watson, Manager – Equity.
Improved data systems and use
Appropriate role holders complete annual training on access and use of anonymised, aggregate disability data for evidence-based decision making.
Tracking: On track
Status: No issues identified
Tracking: On track
Status: No issues identified
Associate Deans and Directors Equity and Diversity prepare DEI reports twice per year for their Faculties and LSRIs
Tracking: Behind
Status: This work is unable to progress until a vacancy in the OPVCE is filled.
Tracking: Behind
Status: This work is unable to progress until a vacancy in the OPVCE is filled.
OPVCE collates and synthesises DEI reports and provides an interpretation of trends to University Equity Leadership Committee and Council in June and December each year.
Tracking: Behind
Status: This work is unable to progress until a vacancy in the OPVCE is filled.
Tracking: Behind
Status: This work is unable to progress until a vacancy in the OPVCE is filled.
Accessible campuses
We will have an efficient and effective system for receiving and responding to build environment accessibility complaints by Semester 2 2025.
Tracking: On hold
Status: Initial work has been done to scope system requirements and further work is on hold until specialist staff have capacity to undertake business case development
Tracking: On hold
Status: Initial work has been done to scope system requirements and further work is on hold until specialist staff have capacity to undertake business case development
Staff Disability Support will be scoped by Q2 2024.
Tracking: Complete
Status: Scoping work identified stakeholder requirements and expectations, and the resourcing that would be needed to meet these. While the University doesn't currently have capacity for a dedicated Staff Disability Service, the HR DEI team is able to provide staff with disabilities with support and advice as needed.
Accessible policies and procedures
University Policies and Procedures are audited to improve accessibility and plain language on an annual cycle, starting 2025.
Tracking: On track
Status: A timeline of Policies and Procedures scheduled for review has been developed and Policy Owners are being pro-actively contacted with support for making their Policies and Procedures accessible.
Tracking: On track
Status: A timeline of Policies and Procedures scheduled for review has been developed and Policy Owners are being pro-actively contacted with support for making their Policies and Procedures accessible.
Disability-related policies, procedures and guidelines are developed and reviewed.
Tracking: On track
Status: A new Reasonable Accommodations Policy and Procedures has been drafted and is currently being refined with stakeholder feedback, before being made available for consultation via the University’s Policy Hub. We expect this Policy and Procedures to be in place by the beginning of 2025.
Reporting and monitoring
Reporting and monitoring procedures for implementation of the DAP reflect Kia Ōrite best practice.
Tracking: On track
Status: Project management of the Disability Action Plan has been transferred to Cascade, an online system for tracking progress against clear milestones. This enables all workstream owners to regularly report on DAP activity and identify barriers to success, promoting transparency and accountability.
Tracking: On track
Status: Project management of the Disability Action Plan has been transferred to Cascade, an online system for tracking progress against clear milestones. This enables all workstream owners to regularly report on DAP activity and identify barriers to success, promoting transparency and accountability.