This page forms part of OCPSE's Disability Access and Inclusion Plan 2026 - 2030.
The State Disability Inclusion Plan 2025–2029 outlines five key domains that guide inclusive policy and service delivery.
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.
On this page
Domain 2: Education and employment
Outcome statement
A South Australia where all people with disability benefit from inclusive educational experiences, equitable employment opportunities and financial security.
Objective
To ensure equal opportunity to learning and earning is achieved by addressing the barriers and obstacles people with disability of all ages continue to face at all levels of the education and employment experience.
Priority areas for Domain 2
- Targeted knowledge, understanding and support
- Supports and resources for children and young people
- Targeted transitional supports
- Access to employment opportunities
- Inclusive working environments
- Data and reporting
Priority Area 3: Targeted transitional supports
Outcome: People with disability have supportive environments to learn, grow, and transition throughout their life.
No. | Action | State Plan Measure | Measure | Timeframe | Responsibility and data source |
|---|---|---|---|---|---|
2.3.1 | Scope the development of an Aboriginal Traineeship Program with Tauondi Aboriginal Community College that embeds inclusive practices to support participation and success for trainees with disability. | Completion of scoping for the Aboriginal Traineeship Program. Number of trainees with disability participating in the Aboriginal Traineeship Program. Evidence of embedded inclusive practices within the Aboriginal Traineeship Program | 2026-2029 | Aboriginal Workforce Partnerships team Data source: Operational records |
Priority Area 4: Access to employment opportunities
Outcome: People with disability have opportunities to achieve, develop and succeed in their chosen fields.
No. | Action | State Plan Measure | Measure | Timeframe | Responsibility and data source |
|---|---|---|---|---|---|
2.4.1 | Collect workforce data from all South Australian public sector agencies on the number of public sector employees with disability, including those in executive roles. | 2.4.1 | The number and proportion of public sector employees with disability, including those in executive roles. | Annually | Workforce Business Intelligence team Data source: Workforce Information Collection (WIC) Manual Workforce Information Collection (MWIC) |
2.4.2 | Coordinate the voluntary and confidential People Matter Employee Survey (PMES) in collaboration with all South Australian public sector agencies and collect and publish data on public sector employees with caring responsibilities, including those in executive roles. | 2.4.2 | The number and proportion of public sector employees who self-reported that they have caring responsibilities, including those in executive roles. | Ongoing | Workforce Business Intelligence team Data source: People Matter Employee Survey |
2.4.3 | Continuously review and strengthen inclusion and accessibility for public sector employees with disability participating in South Australian Leadership Academy programs. | Ongoing evaluation of training accessibility through attendee feedback. | Ongoing | South Australian Leadership Academy Data source: Training evaluation surveys | |
2.4.4 | Enhance inclusive recruitment and onboarding processes in OCPSE by embedding accessible practices, improving guidance for managers, and supporting consistent implementation across the workplace. | 2.4.3 | The number of organisational changes adopted to improve inclusive recruitment for people with disability. For example, tailoring roles to fit individuals and employer incentives. | Ongoing | Corporate services Data source: |
Priority Area 5: Inclusive working environments
Outcome: People with disability have access to supportive places to earn.
| No. | Action | State Plan Measure | Measure | Timeframe | Responsibility and data source |
|---|---|---|---|---|---|
2.5.1 | Evaluate the outcomes of the South Australian Public Sector Diversity, Equity and Inclusion Strategy 2023 -2026. | 2.5.1 | Completion of evaluation of the SA Public Sector Diversity, Equity and Inclusion Strategy 2023 - 2026 outcomes. The number of OCPSE workplace practices implemented to support people with disability to have equal opportunities for growth and success, including support to remain in employment. | 2026-2027 | Diversity and Inclusion team Data source: Operational records |
2.5.2 | Update the South Australian Public Sector Disability Employment Toolkit which outlines how agencies can create inclusive workplaces. | Updated South Australian public sector disability employment resources. | 2026 | Diversity and Inclusion team Integrity, Employment and Advice team Data source: Operational records | |
2.5.3 | OCPSE employees apply the SMART Work Design model to support designing meaningful, motivating work and foster inclusive team environments for everyone, including employees with disability. | Adoption of SMART Work Design model in team discussions and job design practices. Employee feedback on inclusivity and job design. | Ongoing | OCPSE People Managers with support from the Healthy and Safe Workplaces team Data source: Staff survey | |
2.5.4 | Build OCPSE employees’ knowledge on available accessibility supports and reasonable workplace adjustments by promoting information through the intranet, manager resources, and internal communications. | Increased awareness of accessibility and reasonable adjustment information via intranet, manager resources, and internal communications. | Ongoing | Corporate services Strategic Communications team Data source: | |
2.5.5 | In line with recommendation 7.21 of the Royal Commission into Violence, Abuse, Neglect and Exploitation of People with Disability scope the development of consistent adjustment principles and adjustment passports. | Completion of scoping and development of consistent adjustment principles and adjustment passport framework. | 2027 | Diversity and Inclusion team Data source: Disability Royal Commission reporting |
Priority Area 6: Data and reporting
Outcome: People with disability benefit from state authorities working to improve disability data at both state and national levels.
| No. | Action | State Plan Measure | Measure | Timeframe | Responsibility and data source |
|---|---|---|---|---|---|
2.6.1 | Review existing data collection and reporting systems to improve the quality, and consistency of disability data. | 2.6.2 | Development and implementation of data collection and reporting systems. | Ongoing | Workforce Business Intelligence team Data source: Public Sector Employment Review (PSER) tool Agency Information Collection (AIC) Workforce Information Collection (WIC) People Matter Employee Survey |
2.6.2 | Publish South Australian public sector disability data through OCPSE annual reporting to enable continuous improvement of policies, programs, and practices across the sector. | Timeliness and frequency of disability data publication. | By October each year | Workforce Business Intelligence team Data source: Public Sector Employment Review (PSER) tool Agency Information Collection (AIC) Workforce Information Collection (WIC) People Matter Employee Survey | |
2.6.3 | Produce targeted reporting on South Australian public sector disability employment and inclusion themes identified through feedback and data from People Matter Employee Survey (PMES) to inform evidence-based decision making. | Report on disability employment and inclusion informed by People Matter Employee Survey findings. | 2027 | OCPSE Data source: People Matter Employee Survey | |
2.6.4 | In line with recommendations 7.18 and 7.19 of the Royal Commission into Violence, Abuse, Neglect and Exploitation of People with Disability scope the establishment of specific and disaggregated targets for:
| Completion of scoping work. | 2027 | Diversity and Inclusion team Data source: Disability Royal Commission reporting | |
2.6.5 | Streamline the process for OCPSE employees sharing their disability information on HR21. | Alignment between data on disability in HR21 and anonymous employee survey results. | Ongoing | Diversity and Inclusion team Corporate services team Data source: Staff survey and HR21 data |