1. Employ, support and develop more people with disability in Legal Aid NSW |
1.1.
Legal Aid NSW employs more people with disability
8% of employees identify as having a disability
| - Develop and implement targeted recruitment strategies, supported by enhanced training for reasonable adjustments in the recruitment process
- Staff targets for Directors, to be monitored by the CEO
- Implement strategies to address underreporting of disability by staff
|
1.2.
Legal Aid NSW supports staff with disability
| - Review and improve processes for reasonable adjustments, including Personal Adjustment Passport with a view of making them more accessible through line management
- Review Disability Network TORs in consultation with the Network
|
1.3.
Legal Aid NSW develops staff with disability
| - Analyse distribution and progression through gradings
- Review uptake of staff development programs, consider piloting targeted placements
- Review acting opportunities, consider piloting targeted acting up opportunities
|
| 2. Employ, support and develop more CALD people in Legal Aid |
2.1.
Legal Aid NSW employs more CALD people
| - Participate in the Refugee Employment Program and consider developing targeted roles where appropriate
|
2.2.
Legal Aid NSW supports CALD staff
| - Map diverse staff networks within Stronger Communities cluster and explore opportunities for Legal Aid NSW staff
|
2.3.
Legal Aid NSW develops CALD staff
| - Review uptake of staff development programs, consider piloting targeted placements
- Review acting opportunities, consider piloting targeted acting up opportunities
- Explore external opportunities, such as the Asian Australian Lawyers Association Mentoring Program and the Diverse Women in Law Mentoring Program
|
| 3. Legal Aid NSW is more responsive to the needs of diverse clients | 3.1.
Clients have better access to Legal Aid NSW services | - Develop and implement targeted recruitment strategies, supported by enhanced training for reasonable adjustments in the recruitment process
- Staff targets for Directors, to be monitored by the CEO
- Implement strategies to address underreporting of disability by staff
|
3.2.
In house and panel lawyers are better equipped to work with CALD clients and clients with disability | - Explore training for in house lawyers in working with clients with disability and clients from CALD backgrounds
- Better match clients with disability with panel lawyers with relevant skills and experience
|
| 4. Legal Aid NSW is responsive to and inclusive of diverse groups | 4.1.
Build inclusive workplaces | - Improve pathways for staff engagement with Equity and Diversity Committee representatives
- Improve uptake of workforce diversity e-learning training programs, including rolling out to all
managers under the Manager Development Program - Review engagement with Diversity Day events and implement recommendations
- Investigate creating inclusive spaces for diverse uses (i.e. prayer or breast feeding)
- Better integrate regional offices to participate in committees and events operating from Sydney
Central Office
|
4.2.
Improved gender equity in the legal profession | - Continue initiatives to support the uptake of Law Council of Australia’s equitable briefing policy
- Investigate expanding Crime Women’s Mentoring Program to Family and Civil practice areas
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