People with disability are among visitors to parks and recreation facilities managed by DBCA. They are among people seeking information from department public counters, and are included among departmental employees.
The number of accessible sites on DBCA-managed lands and waters is increasing every year, and more people than ever are experiencing the benefits of our natural areas. You can read about the ways in which the department will ensure that the one in five Western Australians who have disability have access to its facilities and services in the Access for All booklet; a collection of articles from LANDSCOPE magazine.
Free printed copies are available on request by emailing firstname.lastname@example.org.
Disability Access and Inclusion Plan
DBCA adopted its first Disability Services Plan (now called the Disability Access and Inclusion Plan (DAIP)) in 1995 to address the barriers for people with disability wanting to access the department’s services and facilities. Over the years the agency has achieved some significant accessibility improvements such as the Kalbarri Skywalk in Kalbarri National Park, and the Access for More track, which is a part of the Cape to Cape Track in the Leeuwin-Naturaliste National Park.
The DBCA DAIP 2021–2025 replaces the existing DAIPs from each of the four entities – Botanic Gardens and Parks Authority, Rottnest Island Authority, Zoological Parks Authority and the former Department of Parks and Wildlife – and will guide the department over the next five years in delivering a whole-of-agency approach to improving access and inclusion.
You can download a copy of the DBCA DAIP 2021-2025 below.
The plan is available in alternative formats on request by emailing email@example.com.
Workforce and Diversity Plan
DBCA is committed to building a workforce that demonstrates behaviours, attitudes and skills that foster a productive, collaborative and inclusive workplace.
DBCA’s Workforce and Diversity Plan 2021-2025 aims to set the strategic agenda for achieving our current and future workforce needs across the department, and replaces the previous Workforce and Equal Employment Opportunity (EEO) management plans held by its entities.
It provides a departmental strategy for ensuring a productive, inclusive and diverse workforce through effective leadership, planning, service provision and engagement with communities.
The plan will be available for download soon.