Acknowledgement of Country

We acknowledge the Kaurna people as the Traditional Owners and Custodians of the Adelaide Plains, on which the Department for Housing and Urban Development is based. We pay our respects to Elders past and present and extend that respect to all Aboriginal and Torres Strait Islander peoples.

We are committed to walking alongside Aboriginal and Torres Strait Islander peoples across South Australia in a spirit of respect, recognising their enduring cultural, spiritual and heritage connections to Country.

Message from the Chief Executive

At the Department for Housing and Urban Development, we are dedicated to fostering a workplace where everyone feels welcome, valued and included.

Our Disability Access and Inclusion Plan (DAIP) 2026–2030 is central to this commitment. It sets out practical actions to remove barriers and promote fairness, ensuring people with disability can fully participate in all aspects of our work – whether as employees or service users.

Our DAIP aligns with the Disability Inclusion Act 2018 (SA) and the State Disability Inclusion Plan 2025–2029 and its five domains and priority areas, providing clear accountability through measurable outcomes. It sets out the actions we will undertake over the next four years to remove barriers and strengthen inclusion, supported by annual reporting to demonstrate transparency and track progress across government.

While the DAIP guides our disability access and inclusion priorities, our commitments relating to neurodivergence, including autism, continue to be progressed through the State Autism Action Plan, which sits alongside and complements this work.

This plan has been shaped through consultation with people with lived experience of disability and feedback from our staff. It goes beyond physical access to address social and systemic barriers and recognises that experiences are influenced by factors such as culture, gender, age and location. Our goal is to reflect the diversity of the communities we serve and create environments that enable everyone to thrive.

David Reynolds PSM
Chief Executive

Contact details

The Disability Access and Inclusion Plan (DAIP) 2026–2030 is available on the Department for Housing and Urban Development website: www.dhud.sa.gov.au/daip

If you require this plan in an alternative format, please contact us at dhud.reception@sa.gov.au

Please note: The previous DAIP (2020–2024) was published under the name Department for Trade and Investment. Following our name change to Department for Housing and Urban Development, this new plan reflects our updated name.

About us

The Department for Housing and Urban Development (DHUD) works across government and industry to deliver planning outcomes, invest in essential infrastructure such as water and wastewater, and complete government-led housing developments.

At the heart of our mission is a commitment to building vibrant, inclusive communities where every South Australian can thrive. We are dedicated to making a real and lasting difference by supporting people into safe, affordable housing and ensuring everyone has access to clear, accessible information about their options.

Through the South Australian Housing Roadmap, our department is focused on delivering homes and a range of housing solutions for South Australians.By collaborating with government and industry, we are driving planning outcomes, investing in essential infrastructure such as water and wastewater, and completing government-led housing developments. We are also unlocking faster housing delivery by removing barriers for the private sector, ensuring that more South Australians can access secure and stable homes sooner.

We apply disability access and inclusion principles across service design, communication and engagement to ensure people with disability can access information on our service offerings equitably.

We recognise the importance of access and inclusion in all our activities and actively align our work with plans that support diversity and equity. This includes workforce strategies focused

on employment, training, and retention of people living with disability, in line with our Diversity, Equity and Inclusion Framework.

Our guiding plans include:

  • Australia’s Disability Strategy 2021–2031
  • Disability Discrimination Act 1992
  • SA Disability Inclusion Act 2018
  • SA Autism strategy 2024–2029
  • State Disability Inclusion Plan 2025–2029
  • Anti-Racism – Strategy 2023–2028
  • South Australian Multicultural Charter
  • DHUD ‘Innovate’ Reconciliation Action Plan (2024–2026)
  • DHUD Diversity Equity and Inclusion Framework (2025–2027)

These connections ensure the DAIP contributes to a coordinated approach to accessibility, diversity, and respect across all areas of our work. We’re proud to be making a genuine impact for all South Australians.

Actions included in this DAIP reflect areas where DHUD can meaningfully contribute and where responsibilities have been identified through the State Disability Inclusion Plan 2025–2029.

Priority areas that are not referenced are those where DHUD does not have a direct role or where actions are more appropriately progressed through broader whole‑of‑government approaches led by other areas of the South Australian Government. This ensures the DAIP remains focused, relevant and aligned with DHUD’s remit while supporting coordinated, statewide outcomes.

Our vision

We are committed to creating a workplace and community where everyone belongs, is valued, and can thrive. We embrace the diverse talents, experiences, and perspectives of our workforce and are dedicated to supporting employees with disability, neurodivergence, and caring responsibilities to fully participate and succeed.

Through this Disability Access and Inclusion Plan (DAIP) 2026–2030, our strategic goals are to:

  • Embed accessibility and inclusion across our culture, policies, processes and services
  • Remove barriers to participation
  • Ensure people with disability have equitable access to employment, information and services delivered by DHUD.

Our DAIP goes beyond compliance – it is a roadmap for cultural and systemic change. It reflects our commitment to upholding the rights of people with disability in South Australia, aligns with the South Australian public sector disability employment target, and supports DHUD’s aspiration to be an employer of choice and a trusted service provider, where everyone can participate, thrive and make a meaningful impact.

Our workplace

The Department for Housing and Urban Development is committed to providing an inclusive, respectful and accessible workplace that enables people with disability to fully participate in employment and contribute to organisational outcomes. We value diversity and are committed to equity, dignity and respect for all employees, including diversity in age, ethnicity, gender, religion, ability, and sexual orientation.

We support flexible working arrangements and provide reasonable workplace adjustments to remove barriers to participation for people with disability, including those with neurodiverse conditions. These supports are designed to promote choice, independence and wellbeing, and to ensure employees can perform their roles safely and effectively.

As of December 2025, DHUD employs approximately 352 staff. Approximately 1.4 percent of employees have chosen to self-identify as having a disability.

We actively implement our Disability Access and Inclusion Plan (DAIP) in conjunction with broader workforce strategies to support the attraction, recruitment, development and retention of people with disability. This includes embedding inclusive practices across employment, learning and development, and workplace culture to ensure fair and equitable access to opportunities.

We are continuing to strengthen our workforce data collection and reporting processes to better understand diversity across the organisation and inform continuous improvement. Above all, we are committed to fostering a workplace culture where people feel safe, respected and supported to disclose their disability or access needs, should they choose to do so.

Accessible emergency procedures and safety planning are in place to support employees and visitors with disability, with individual needs considered through workplace adjustments where required.

Strategic context

Our DAIP 2026–2030 aligns with key national and state frameworks that uphold the rights of people with disability and guide inclusive practices. This ensures our work meets legislative requirements and reflects best practice.

In addition to alignment with the State Disability Inclusion Plan 2025-2029 (State Plan), our DAIP also aligns with key national and state frameworks that uphold the rights of people with disability and guide inclusive practices. This ensures our work meets legislative requirements and reflects best practice.

In delivering this DAIP, we recognise that people with disability are diverse and may belong to population groups who experience additional or compounded barriers.

We apply an intersectional lens across all actions to ensure equitable outcomes for the State Plan’s priority groups, including Aboriginal peoples with disability, people from culturally and linguistically diverse backgrounds, women with disability, children and young people with disability, LGBTIQA+ people with disability, people with significant intellectual disability or high vulnerability, and people living in regional and remote communities, as well as older people with disability and carers.

Disability Access and Inclusion Plan development

Consultation

DHUD used two main sources of information to help us develop this DAIP.

1. Statewide consultation for development of State Disability Access and Inclusion Plan 2025–2029

Extensive consultation was undertaken with many people across South Australia when developing the State Disability Inclusion Plan 2025–2029. The Government listened to people with disability, families and carers, advocacy groups, service providers, Aboriginal community representatives and the wider community. The ideas from this statewide consultation shaped the State Plan’s goals, priority areas, and mandatory measures. These guide the development of our DAIP.

2. Consultation undertaken by DHUD

DHUD also carried out targeted engagement to shape our own DAIP actions. We spoke with employees with disability, people with lived experience through online surveys, meetings and feedback sessions. Their insights helped us identify barriers in our workplace and services and shaped the actions we will take to improve access, inclusion and participation. We will continue to work with people with disability as we implement this DAIP and review the plan regularly, so it stays up to date with community needs and supports South Australia’s vision for an inclusive society. When we make our services and workplace more accessible, everyone benefits.

Relationship to other policies, strategies, frameworks

Our DAIP aligns with DHUD’s internal processes by embedding accessibility and inclusion across workplace policies and procedures, recruitment practices, and learning and development systems.

It operates as an integrated mechanism that strengthens inclusive design, equitable workforce practices, and accessible learning, while directly connecting to DHUD’s Diversity, Equity and Inclusion (DEI) Framework, under which the DAIP is a core action plan.

These linkages ensure disability inclusion is consistently applied across our culture, systems and day-to-day operations.

Achievements

Our department is committed to creating an inclusive and accessible workplace for all. Through our first DAIP (2020–2024), which was developed prior to the establishment of the Department for Housing and Urban Development (DHUD) under Department for Trade and Investment, we made significant progress in embedding accessibility and inclusion across our policies, practices, and organisational culture.

Subsequent Machinery of Government changes resulted in the formation of DHUD, under which the current DAIP is now situated. Key achievements from our first DAIP included:

  • Disability awareness initiatives: Delivered mandatory Disability Awareness training for all employees, integrated into new staff induction, and actively promoted events such as the International Day of People with Disability to foster understanding and inclusion.
  • Inclusive workforce practices: Reviewed and updated HR policies and recruitment processes to remove barriers, ensured all training programs are accessible, and embedded DAIP principles into onboarding to promote inclusion from day one.
  • Accessible workplaces: Ensured safe, equitable, and dignified access to office buildings and facilities for employees with disability.
  • Governance and collaboration: Established and maintained the Diversity, Equity and Inclusion Working Group as a consultation forum, ensuring agendas are shaped in partnership with employees with disability to drive meaningful outcomes.
  • Digital inclusion: Developed and maintained accessible websites and online content using inclusive language and ensured all internal and external events meet diverse needs, including physical and non-physical accessibility requirements.

Domain 1: Inclusive environments and communities

Outcome Statement

A South Australia where all people with disability can participate as equal citizens and feel connected to their communities.

Objective

To influence community attitudes to remove discrimination and build a South Australian community that values difference and respects the contributions people with disability make to our communities. This includes ensuring the community itself is fully accessible.

Outcome: People with disability are active participants in accessible and inclusive communities.

ActionMeasuresTimeframe Responsibility and Data Source
Action 1

Implement a standardised event planning protocol that mandates the use of an Accessible and Inclusive Community Events Toolkit for all internal and external events with 50 or more attendees, ensuring compliance through staff training, checklist completion, and regular monitoring.

State Plan Measure 1.1.2

The number of inclusive and accessible events, both internal and external, with 50+ people following best practice event management principles. For example, the Accessible and Inclusive Community Events Toolkit.

 May 2026 – 2029 Lead: Media and Communications.

Data Sources:

  • Event planning checklists.
  • Event Logs.

Outcome: People with disability are respected and included in their communities, where inclusive attitudes and behaviours are widely demonstrated.

ActionMeasuresTimeframeResponsibility and Data Source
Action 4

Enhance and promote disability awareness training programs for staff, incorporating opportunities to strengthen content. For example, Universal Design principles. Expand engagement and visibility of the International Day of People with Disability (IDPwD) through targeted awareness campaigns and inclusive activities.

State Plan Measure 1.2.1

The number of initiatives undertaken to promote disability inclusion and improve community attitudes towards people with disability in the community.

July 2027 – July 2028Lead: All managers.

Support: People and Culture.

Data Source: Learning management system (LMS) records.

Action 6

Clearly record each DAIP initiative that supports Closing the Gap targets in the DHUD's Inclusion events.

State Plan Measure 1.2.3

The number of actions embedded in our DAIP working towards Closing the Gap targets.

April 2027 – April 2029Lead: Chief Operating Officer.

Data Source: Closing the Gap reporting documentation.

Outcome: Everyone in South Australia can access and enjoy inclusive and accessible natural and built environments.

ActionMeasuresTimeframeResponsibility and Data Source
Action 9

Provide policy guidance and technical advice on Universal Design principles to enable accessibility improvements in public-facing buildings and infrastructure.

State Plan Measure 1.3.2

The number of public-facing government buildings, spaces, play spaces and infrastructure that are modified to improve accessibility. For example, by adding signage or widening doors.

December 2027Lead: Office for Design and Architecture SA (ODASA).

Data Sources:

  • Design review documentation.
  • Reports from public facing building projects noting Universal Design features.
Action 10

Provide Universal Design guidance and advice to enable new developments incorporate accessibility principles from early design through to delivery.

The number of new developments that incorporate Universal Design.December 2030Lead: Office for Design and Architecture SA (ODASA).

Data Sources:

  • Design review documentation.
  • Reports from public facing building projects noting Universal Design features.

Outcome: People with disability can find the information they need in the format(s) they need it in.

ActionMeasuresTimeframeResponsibility and Data Source
Action 11

Develop DHUD resources and materials – including digital content, publications, and public information in accessible formats where appropriate. Conduct regular audits to verify compliance with accessibility standards and implement improvements based on audit findings.

State Plan Measure 1.5.1

The number of resources or materials that have been developed in accessible formats. For example, websites that meet Web Content Accessibility Guidelines (WCAG) 2.2 level AA accessibility standard or above, Auslan translations and Easy Read documents.

December 2027Lead: Media and Communications team and Engagement team.

Data Source: Website CMS analytics (WCAG compliance reports, version history).

Action 12

Coordinate and monitor the provision of communication supports – including Auslan interpreters, assistive listening devices, and AAC systems – during public services and emergency situations to guarantee timely and equitable access for all individuals.

State Plan Measure 1.5.2

The number of Auslan, assistive listening devices, and augmentative and alternative communication services provided to meet support needs, including at emergency presentations. For example, during hospital emergencies, crisis services, bushfires or floods, where timely communication support is essential.

December 2026 – December 2029Lead: People and Culture.

Data Source: AAAC support request records (email requests, WHS logs, event booking forms).

Action 13

Publish DHUD's DAIP in accessible formats and in an accessible location on DHUD website.

The DAIP is published in WCAG-compliant, accessible formats on the DHUD website, with a link available via www.inclusive.sa.gov.au. Alternative formats are available on request.

May 2026Lead: Media and Communications.

Support: Diversity, Equity & Inclusion (DEI) Working Group.

Outcome: People with disability are actively involved in government decisions that affect their lives.

ActionMeasuresTimeframe Responsibility and Data Source
Action 14

When sought, design and deliver DHUD consultations on planning, housing, infrastructure and policy matters in ways that actively enable participation by people with disability, including providing accessible formats, communication supports (Auslan, Easy Read, AAC), and structured opportunities for input.

State Plan Measure 1.7.1

The number of public consultations that included and sought input from people with disability, including engagement with Aboriginal Community Controlled Organisations (ACCOs as applicable).

 December 2027 – ongoing Lead: All directors.

Support: Media and Communications team and Engagement team.

Action 15

Proactively invite and support people with disability – including parents and carers – to participate in committees, working groups, and consultations, ensuring their perspectives meaningfully inform decision-making.

State Plan Measure 1.7.2

The number of people with disability including parents and carers, serving on committees and working groups.

 December 2027 – ongoing Lead: All directors.

Support: People and Culture team and Engagement team.

Data Sources:

  • Meeting attendance logs.
  • Records of invitations issued to disability groups or individuals.

Outcome: People with disability have access to appropriate housing.

ActionMeasuresTimeframeResponsibility and Data Source
Action 16

Monitor and report the proportion of new homes managed by DHUD that comply with National Construction Code (NCC) Liveable Housing Design Requirements, ensuring accessibility standards are met where applicable.

State Plan Measure 1.8.1

Proportion of public housing and all housing built to National Construction Code Livable Housing Design Standards.

December 2026 – ongoingLead: Planning and Building.

Support: SA Housing Trust.

Data Sources:

  • Plan SA DAP reporting.
  • SAHT Reporting (public housing).

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.

Outcome: People with disability have supportive environments to learn, grow, and transition throughout their life.

ActionMeasuresTimeframe Responsibility and Data Source
Action 20

Review and identify opportunities within DHUD to support people with disability in engaging in volunteering, work experience, or cadet programs as pathways to employment.

State Plan Measure 2.3.5

The number of initiatives taken to encourage people with disability to volunteer.

 2029 Lead: People and Culture.

Support: All managers.


Data Sources:


  • HR system.
  • Program participation logs.

Outcome: People with disability have opportunities to achieve, develop and succeed in their chosen fields.

Action Measures Timeframe Responsibility and Data Source
Action 21

Review and update the Recruitment and Selection procedure to embed accessibility and disability considerations, alongside contemporary, inclusive, and non-discriminatory practices and reference the Office for the Commissioner for Public Sector Employment (OCPSE) Disability Employment Toolkit as a guide for implementation.

 State Plan Measure 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.

 December 2027 Lead: All managers.

Support: People and Culture.


Data Sources:


  • Updated policy documents.
  • HR compliance reports.

Outcome: People with disability have access to supportive places to earn.

Action Measures Timeframe Responsibility and Data Source
Action 24

Review, adapt, and implement workplace practices that support employees with disability, including flexible work arrangements, workplace adjustments, outcome-based roles, and mentoring programs to ensure equal opportunities for growth and retention.

 State Plan Measure 2.5.1

The number of workplace practices implemented to support people with disability to have equal opportunities for growth and success, including support to remain in employment. For example, outcome-based employment, flexible work arrangements, workplace adjustments and mentoring programs.

 December 2027 Lead: People and Culture.

Support: Diversity, Equity & Inclusion (DEI) Working Group and all managers.


Data Source: HR system records and workplace adjustment logs.

Outcome: People with disability benefit from state authorities working to improve disability data at both state and national levels.

Action Measures Timeframe Responsibility and Data Source
Action 26

Engage employees with disability and neurodiversity to provide guidance on improving HR reporting systems and reasonable adjustment procedures to better capture and support employees.

 State Plan Measure 2.6.2

Development and implementation of data collection and reporting systems.

 December 2029 Lead: People and Culture.

Data Sources:


  • HR system records.
  • Employee engagement surveys.
  • Reasonable adjustment logs.

Domain 3: Personal and community support

Outcome Statement:

A South Australia where people with disability can access quality, tailored personal and community supports addressing their individual needs.

Objective

To build a service system in South Australia that takes a person-centred approach that recognises the contributions and potential of all people with disability.

Outcome: People with disability can easily access community supports and services.

ActionMeasuresTimeframeResponsibility and Data Source
Action 29

Review and enhance existing systems, platforms, and partnerships to improve access to housing and urban development services for people with disability. This includes creating accessible information hubs, training frontline staff, and strengthening collaborations with disability-focused community organisations to ensure housing options are inclusive and easily accessible.

State Plan Measure 3.1.1

The number of initiatives and improvements made to connect people with disability to community supports and services wherever they present. For example, referral hubs, mobile outreach, online information platforms, frontline worker training, and partnerships with community organisations.

December 2028Lead: Diversity, Equity & Inclusion (DEI) Working Group.

Support: ICT team and Media and Communications team.

Data Sources:

  • Learning Management System (LMS) reports.
  • ICT system changes logs.

Outcome: People with disability receive more coordinated and effective support when services work together and share information.

ActionMeasuresTimeframeResponsibility and Data Source
Action 30

Coordinate and participate in inter-agency meetings and initiatives to support the implementation of the State Plan and DAIP, ensuring collaboration, knowledge sharing, and alignment across agencies.

State Plan Measure 3.3.1

The number of inter-agency meetings and initiatives to support the implementation of the State Plan and DAIP.

2029Lead: Diversity, Equity & Inclusion (DEI) Working Group.

Support: Organisational development.

Data Sources:

  • Meeting minutes from inter agency working groups.
  • Calendar invites / attendance logs showing participation.
  • Emails and correspondence confirming DHUD involvemen.

Outcome: Government-funded programs and services include disability-specific provisions to enable full and equal participation.

ActionMeasuresTimeframeResponsibility and Data Source
Action 32

Ensure that all DHUD-led programs and initiatives – particularly in housing delivery, urban development, and planning – incorporate accessibility and inclusive design considerations, even where no direct funding or grants are provided.

State Plan Measure 3.5.1

The number of grants and funding amount distributed to enhance disability inclusion.

December 2028 – ongoingLead: All managers.

Data Source: Program owners report.

Domain 5: Safety, rights and justice

Outcome Statement:

A South Australia where all people with disability feel safe, have their rights upheld and have full and equal protection before the law.

Objective

To improve the safety and overall experience of people with disability coming into contact with our emergency services, criminal justice and civil law systems.

Outcome: People with disability are kept safe during emergencies, with their needs planned for and prioritised.

ActionMeasuresTimeframe Responsibility and Data Source
Action 33

Conduct an internal audit of departmental facilities, programs, and emergency procedures in consultation with people with disability to identify barriers and implement documented improvements to ensure accessible and safe emergency response. Provide staff training on inclusive emergency practices.

State Plan Measure 5.2.1

The number of emergency response resources and systems developed for people with disability.

 December 2028 Lead: People and Culture (WHS) team and Facilities management (where applicable).

Data Sources:

  • Audit reports.
  • Training records.
  • Emergency procedure documentation.
  • Event feedback logs.

DAIP Implementation

DHUD will implement this Disability Access and Inclusion Plan (DAIP) through clear governance, transparent reporting and ongoing engagement with people with disability. Disability inclusion will be embedded into day‑to‑day operations by applying an accessibility and inclusion lens across policies, procedures, workforce practices and service delivery.

Responsibility for delivery

All action owners, including Executive Directors and Managers are responsible for delivering the actions in this DAIP within their business areas. People and Culture will coordinate whole-of-department oversight, supported by the Diversity, Equity and Inclusion (DEI) Working Group.

Monitoring and progress tracking

Progress will be monitored quarterly through internal reporting to the DEI Working Group and the Executive Leadership Team. Data sources identified in the action tables will guide consistent tracking and evidence collection.  In addition, and as required by the Disability Inclusion Act 2018 (SA), a formal review of the DAIP will take place at least once in each 4-year period.

Sharing the plan

  • The DAIP will be published on the DHUD website and shared with staff through internal communication channels. Updates and progress information will be made through internal communication channels.
  • The DAIP will be promoted through internal communications, leadership endorsement and participation in relevant disability-related initiatives and events to raise awareness and support implementation.

Annual reporting

As required by the Disability Inclusion Act 2018 (SA), DHUD will report on DAIP progress each calendar year, with the annual report submitted to the Minister for Human Services every March.

Involvement of people with disability

People with disability will continue to shape the implementation of this DAIP through staff surveys, workshops, DEI Working Group. Their lived experience will guide ongoing improvements and ensure actions remain relevant and effective.

Acknowledgments

We warmly acknowledge the people with disability, their families and carers who generously shared their lived experience, insights and feedback throughout the development of the State plan.

We thank our internal collaborators, including the Department’s Diversity, Equity and Inclusion (DEI) Working Group and Co-design Points of Contact, for their leadership and coordination during the action-planning workshops.

We also acknowledge the Office of the Chief Executive, Executive Leadership team, and People & Culture for their guidance and governance support across planning and approvals.

We appreciate the sector leadership and practical guidance provided by the DHS Disability Inclusion team through the Inclusive SA Communities of Practice, which helped us align our DAIP with statewide domains, mandatory measures and reporting expectations.

We further acknowledge our collaborators in the State Autism Strategy Action Plan Working Group, including the Autism Advisory Committee, whose expertise and partnership informed

our approach to inclusive practice and implementation.

Glossary and Definitions

Accessible events
Events designed to meet diverse needs (physical, sensory, digital, communication).
Accessible formats
Information provided in formats such as Easy Read, large print, Braille, Auslan, or screen-reader compatible digital files.
Advocacy
Support that helps people with disability speak up, understand their rights, and make decisions. This includes independent advocacy (support from someone not connected to a service) and also microboards (a small group that supports one person to take control of their life).
Best practice
A method or technique that has been generally accepted as superior to any alternatives because it produces results that are better than those achieved by other means, or because it has become a standard way of doing things.
Built environment
Man-made structures, features and facilities viewed collectively as an environment in which people live and work.
SA Carers Recognition Act 2005
Legislation that acknowledges and supports the role of carers in South Australia.
Civil law
A branch of law that deals with disputes between individuals, groups, or organisations. It covers areas such as contracts, property, family matters and personal injury.
Closing the Gap
A government strategy and a national agreement focused on improving life outcomes for Aboriginal peoples.
Commonwealth
The Commonwealth of Australia – commonly referred to as the Australian Government or the Federal Government.
Criminal justice system
The set of government institutions and processes responsible for responding to crime. It includes the police, courts, legal representatives, youth justice and correctional services.
Cultural safety
Creating environments where people feel respected, valued and safe to be themselves. It involves recognising and addressing power imbalances, and making sure services and interactions support their identity and needs. Only the person receiving the service can say whether it feels culturally safe.
Disability (as defined in the Act)
A broad definition including physical, sensory, intellectual, cognitive, neurological, learning disabilities, mental illness, disfigurement, and the presence of organisms causing disease.
Disability Disclosure
Sharing information about a disability is a personal choice. Employees may disclose when they need reasonable adjustments, when their disability or access needs change, or when work duties or environments shift. DHUD may request this information to understand workforce diversity, ensure safe and inclusive workplaces, and provide appropriate adjustments throughout recruitment and employment.
Hidden / invisible disabilities
Disabilities not immediately visible, including chronic illness, mental health conditions, and some neurodivergent conditions.
Lived experience
First-hand experience of disability, used to inform inclusive practice.
NCC Livable Housing Design
National Construction Code requirements for housing accessibility.
Neurodivergence
Differences in cognitive functioning such as autism, ADHD, dyslexia, dyspraxia.
Racism
The systems, policies, actions and attitudes that create unequal opportunities and outcomes for people based on race. Racism can be further categorised as:
  • Interpersonal – during interactions between individuals, e.g. abuse, harassment, humiliation, exclusion, or violence.
  • Internalised – when a person incorporates racist attitudes, beliefs or ideologies into their view of the world and/or themselves.
  • Systemic – when cultural norms, laws, ideologies, policies and practices of a society, organisation or institution result in unequitable treatment, opportunities and outcomes.
Reasonable adjustments
Changes to a workplace or practices to enable a person with disability to participate equally.
State Disability Inclusion Plan (SDIP)
The whole-of-government plan (2025–2029) setting out goals, outcomes, and measures that all DAIPs must align with.
Universal Design
Design approach that makes environments usable by all people, to the greatest extent possible, without the need for adaptation.
WCAG
Web Content Accessibility Guidelines – International standards for accessible digital content.