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Message from the Commissioner
I am pleased to present the Office of the Commissioner for Public Sector Employment’s (OCPSE) Disability Access and Inclusion Plan (DAIP) 2026 – 2030 and first OCPSE Autism Strategy Action Plan. These plans set our direction for the next four years, reinforcing our commitment to a workplace where inclusion is embedded in our everyday work.
In line with our strategic plan, our office is committed to building an inclusive and safe public sector for all OCPSE employees. We remain committed to fostering a workplace culture that is accessible, inclusive and respectful, and where all staff feel safe, valued and empowered to contribute. As a central agency, OCPSE is positioned to lead by example, demonstrating what it means to be an employer of choice.
As stewards of public sector employment, we have a responsibility to remove barriers to inclusion, building sector-wide capability and create environments that enable all people to thrive. This responsibility is reflected in the actions outlined in our DAIP and Autism Strategy Action Plan.
While progress has been made, there is more to do. Our DAIP reflects a renewed focus on practical action, improving accessibility, and strengthening inclusive leadership practices in OCPSE.
Our DAIP has been shaped through consultation and engagement with OCPSE employees, ensuring that the voices and lived experiences of people with disability inform our approach. It recognises that disability access and inclusion is an ongoing responsibility for everyone.
I am proud to reaffirm my office’s commitment to improving outcomes for Autistic people and people with disability. By modelling inclusion within OCPSE and championing this across the sector, we support a workforce that delivers essential services to the community we serve.
I look forward to continuing this work together and to the positive impact it will have on OCPSE employees, our workplaces and the South Australian public sector.
Erma Ranieri PSM
Commissioner for Public Sector Employment
Acknowledgement of Country
The Office of the Commissioner for Public Sector Employment acknowledges and respects Aboriginal people as the state’s first people and recognises their ongoing connection to country. We acknowledge that the spiritual, social, cultural, and economic practices of Aboriginal people come from their traditional lands and waters, and that their cultural and heritage beliefs, languages and laws are still of importance today.
Diversity, equity and inclusion statement
In the South Australian public sector, our vision for a diverse, equitable and inclusive workforce extends beyond words on a page. As one of the state’s most diverse workforces, it’s who we are and what we believe in. It’s where you belong, your uniqueness is valued, you feel safe, and your voice is heard. To find out more about how we’re creating a workforce for all South Australians, visit publicsector.sa.gov.au
About us
The Office of the Commissioner for Public Sector Employment (OCPSE) works collaboratively to develop an innovative, responsive and inclusive public sector that benefits all South Australians.
OCPSE brings together a number of central functions including:
- the statutory responsibilities of the Commissioner for Public Sector Employment
- reform and renewal
- leadership development
- HR policy development and advice
- workforce data analysis and strategy development
- salary sacrifice
- work, health, safety and workers’ compensation, and
- performance and policy.
OCPSE remains committed to diversity and inclusion through whole-of-government initiatives that promote the employment, development and retention of people living with disability.
Our vision
OCPSE is committed to being steadfast in building a capable, confident and future-ready public sector that delivers lasting value to the community. For more information on our strategic plan visit: OCPSE Strategic Plan 2025-2027
Our workplace
As of 30 June 2025, OCPSE had 50 staff members (46 FTE), with women comprising 64 per cent of the workforce and men 36 per cent.
Workforce data indicated that 4 per cent of OCPSE employees shared they had a disability. By comparison, 8.93 per cent of OCPSE respondents to the anonymous 2024 People Matter Employee Survey (PMES) reported having a disability. The higher proportion reported through the PMES may reflect a range of factors, including that staff may feel more comfortable sharing their disability through an anonymous setting, as well as challenges associated with workforce payroll systems, including system usability and disability reporting categories.
The South Australian Public Sector’s Diversity, Equity and Inclusion Strategy 2023-2026 introduced a minimum disability employment target of 3 per cent across the public sector by December 2026. PMES data on disability employment is encouraging and reflects positive progress. However a target is one measure only, and we will continue building a workplace where more people feel safe, supported and able to be themselves, including feeling comfortable to share if they have a disability.
Strategic context
The OCPSE DAIP sits within a strong legislative and policy framework that reflects South Australia’s commitment to the rights, inclusion and participation of people with disability in the workforce.
The Disability Inclusion Act 2018 (SA) provides the legal foundation for improving access and inclusion and requires the development of a State Disability Inclusion Plan and Disability Access and Inclusion Plans (DAIPs) by state authorities.
The State Disability Inclusion Plan 2025–2029 sets the whole-of-government direction and priorities to remove attitudinal, environmental and systemic barriers across five domains, including inclusive environments and communities, education and employment, personal and community support, health and wellbeing, and safety, rights and justice.
These state commitments align with Australia’s Disability Strategy 2021–2031, which provides a national framework for coordinated action across governments and sectors to improve outcomes for people with disability, including in employment.
Collectively, these frameworks support Australia’s obligations under the United Nations Convention on the Rights of Persons with Disabilities, which affirms the right of people with disability to full and effective participation in society on an equal basis with others.
Disability defined
Disability is diverse and experienced by people of all ages, backgrounds and cultures. It can include physical, sensory, cognitive, intellectual, psychosocial and invisible disabilities.
The Disability Inclusion Act 2018 (SA) defines disability as:
In relation to a person, includes long-term physical, psycho-social, intellectual, cognitive, neurological or sensory impairment, or a combination of any of these impairments, which in interaction with various barriers may hinder the person’s full and effective participation in society on an equal basis with others.
This DAIP uses the definition of disability outlined in the State Disability Inclusion Plan 2025–2029 which is based on the social and rights-based models of disability. The social model of disability recognises that disability is not caused by an individual’s impairment that needs to be ‘treated’ or ‘fixed’ to fit into society. Rather, people are disabled by the physical, attitudinal, communication and systemic barriers in society; not by their own physical or psychosocial impairments.
The human rights model of disability recognises people with disability as citizens of society who have equal rights and access to all aspects of community and economic life. Removing these barriers is essential to creating a more inclusive and equitable community, one where people with disability have the same opportunities to participate and contribute as everyone else.
We recognise that disability is experienced and expressed differently across communities and priority groups. For priority groups, inclusion barriers are often layered and complex, so our strategies must be inclusive, culturally respectful, and responsive to these diverse experiences.
Disability Access and Inclusion Plan development
This DAIP builds on the foundations of our first plan, published in 2020.
In November 2025, an internal staff survey was conducted to help identify priority areas for the DAIP and OCPSE’s first Autism Strategy Action Plan (Appendix A). More than 50 per cent of employees responded to the survey, with 20 per cent of respondents identifying as having a disability.
The survey findings highlighted a workplace with a strong foundation of inclusion, underpinned by positive culture, leadership support and commitment to flexible work practices. Most employees reported feeling included, however, experiences of support were not consistent, particularly for neurodivergent staff and/or staff with a disability. Survey feedback was used to inform the actions outlined in this Plan and the OCPSE Autism Strategy Action Plan 2026-2029 (Appendix A).
Relationship to other policies, strategies, frameworks
This plan aligns to OCPSE's strategic direction, our strategic goals and will be delivered in line with the South Australian Public Sector Values.
Other related documents that support and inform this DAIP include:
- State Disability Inclusion Plan 2025-2029
- SA Autism Strategy 2024-2029
- SA Autism Strategy Action Plan 2025-2029
- South Australian Autism Inclusion Charter
- SA Public Sector Diversity, Equity and Inclusion Strategy 2023-2026
- Royal Commission Into Violence, Abuse, Neglect and Exploitation of People with Disability
- United Nations Convention on the Rights of Persons with Disabilities
- Equal Opportunity Act 1984 (SA)
- Disability Discrimination Act 1992 (Cth)
Achievements
Since our last DAIP, many positive steps have been taken to strengthen disability inclusion and employment across OCPSE and more broadly across the South Australian public sector.
These achievements reflect ongoing effort to improve the experience of staff with disability and build a more inclusive and accessible workplace, while recognising that meaningful change takes time and continued work is needed.
The examples below highlight key achievements and initiatives delivered since the last plan:
- Coordination of the South Australian public sector Disability, Diversity and Inclusion Community of Practice which includes more than 140 employees from across the sector to share knowledge, collaborate and exchange information on disability employment and inclusion.
- Annually, OCPSE collects workforce data and publishes the State of the Sector and Workforce Information report, which includes information on disability employment and neurodiversity, supporting a more transparent understanding of disability and neurodiversity inclusion progress and challenges across the public sector.
- During 2025, OCPSE undertook a content inventory of the OCPSE website. This included identifying accessibility compliance gaps. An OCPSE Web Style Guide and checklist were developed to upskill staff and provide guidance on developing accessible web content and this work will continue.
- In 2025, in response to employee feedback, OCPSE established a quiet room. A shared space providing a low stimulation environment, to support employees’ wellbeing, mental health and accessibility needs.
- OCPSE employees are regularly encouraged to participate in training including Autism Awareness and Understanding Training and Disability Awareness Training.
- OCPSE promotes significant days including International Day of People with Disability.
- OCPSE hosted two interns through the Multicultural Communities Council of SA Building Employer Confidence and Inclusion in Disability 12-week paid internship program.
Disability Access and Inclusion Plan Actions
The State Disability Inclusion Plan 2025–2029 outlines five key domains that guide inclusive policy and service delivery:
- Inclusive environments and communities
- Education and employment
- Personal and community support
- Health and wellbeing
- Safety, rights and justice.
OCPSE’s DAIP aligns with the State Plan and sets out clear, practical actions to strengthen accessibility, inclusion, and participation across our work. While recognising the importance of all five domains, our actions are grouped under the following State Plan domains and priority areas as they are most closely aligned with our office’s functions, responsibilities and areas of work:
| Domain | Priority Area |
|---|---|
1. Inclusive environments and communities | Priority Area 1: Active participation Priority Area 2: Inclusive communities and attitudes Priority Area 3: Universal design Priority Area 5: Communications and information Priority Area 7: Collaboration, consultation and innovation |
2. Education and employment | Priority Area 3: Targeted transitional supports Protity Area 4: Access to employment opportunities Priority Area 5: Inclusive working environments Priority Area 6: Data and reporting |
3. Personal and community support | Priority Area 1: Accessibility Priority Area 3: Information sharing Priority Area 5: Programs |
5. Safety, rights and justice | Priority Area 2: Responding to emergencies |
Domains
Read more about OCPSE's planned actions by clicking on the domain buttons below: