SMHS Disability Access and Inclusion Plan

SMHS is committed to ensuring that people living with a disability, their families and carers have the same access to our facilities, services and information as other members of the community in accordance with the Disability Services Act 1993 (external site).

The SMHS Disability Access and Inclusion Plan 2017-2022 (PDF 338KB) developed in consultation with our consumers and staff outlines the key strategies SMHS will focus on to address the needs of people living with disability and meet the 7 access and inclusion outcomes.

Access to services

Outcome 1: People with disability have the same opportunities as other people to access the services and any events organised by a public authority.

Strategy

Ensure that the objectives of the DAIP are incorporated into strategic business planning and budgeting processes.
Ensure that any further Health Service developments and/or new services identify any special requirements for people with a disability.
Ensure that people with disability are provided with an opportunity to comment in access to services.
Ensure that venues for public events have no access barriers with regards to location, design and participation.

Access to buildings

Outcome 2: People with disability have the same opportunities as other people to access buildings and facilities of a public authority.

Strategy

Ensure that all buildings and facilities as far as practicable are physically accessible in respect of parking, external and internal access, toilets, signage and telephones.
Ensure signage is appropriate to people with disability.
Ensure patient and visitors with disabilities have assistance as required to locate destination.
Ensure that agents and contractors are aware of the relevant requirements of the Disability Services Act and SMHS DAIP.

Access to information

Outcome 3: People with disability receive information from a public authority in a format that will enable them to access the information as readily as other people are able to access it.

Strategy

Ensure that all SMHS produced pamphlets meet minimum communication guidelines for people with disability.
Ensure staff are aware of how to access information in alternative formats.

Quality of service

Outcome 4: People with disability receive the same level and quality of service from the staff of a public authority as other people receive from the staff of that public authority.

Strategy

Ensure staff are aware of the availability of the DAIP.
Ensure awareness of disability issues in the recruitment and selection of new staff.

Opportunities to provide feedback

Outcome 5: People with disability have the same opportunities as other people to make complaints to a public authority.

Strategy

Ensure that SMHS complaint processes are accessible to people with disability.
Participation in public consultation.

Participation in public consultation

Outcome 6: People with disability have the same opportunities as other people to participate in any public consultation by a public authority.

Strategy

Ensure all venues for public participation have no access barriers with regards to location and design.
Advertise opportunities to participate in public consultation giving consideration to the requirements of people with disability
Ensure that there is an appropriate level of representation of people with disability and/or consumers at Community Advisory Council.

Opportunities to obtain and maintain employment

Outcome 7: People with disability have the same opportunities as other people to obtain and maintain employment with a public authority.

Strategy

Ensure recruitment strategy incorporates equity and diversity principles. WA Health Equity and Diversity Plan 2015-2020.
Ensure employment options provide flexibility for employees with disability.
Promote harmonious workplace free of discrimination.
Increase retention of employees with disabilities or existing employees who acquire a disability.
Maintain current workforce diversity data for all diversity groups including people with disability, for workforce planning