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Child Safe Policy If you believe a child or young person is at immediate risk of harm phone Triple Zero (000) Contents ​ Objective Scope Statement of Commitment The Standards Deaf Children Australia’s Child Safety Code of Conduct DCA’s ongoing commitment to Child Safety Reporting and responding to a child safety concern or complaint Contacts Definitions References Related documents ​ Objective This document affirms Deaf Children Australia’s (DCA) commitment to providing a child safe and child friendly environment, where children and young people who come into contact with DCA or any DCA service are safe and feel safe and able to actively participate in decisions that affect their lives. This policy sets out the requirements that DCA staff, contractors, volunteers and authorised persons engaged by DCA must provide a child safe and child friendly environment. Scope This policy applies nationally to all DCA staff, volunteers, board members, parents, consultants and contractors at DCA. and applies to a broad range of situations where interaction with children may occur. DCA also includes DCA Plus and Sign For Work. 1. Statement of Commitment DCA’s Commitment to Child Safety is as follows: • We want children and young people to be safe, happy and empowered. • We support and respect all children, and young people as well as our staff and volunteers. • We are committed to the safety, participation and empowerment of all children and young people. • We have zero tolerance of child abuse, and all allegations and safety concerns will be treated very seriously and consistently with our robust policies and procedures. • We have legal and moral obligations to contact authorities when we are worried about a child’s safety, which we follow rigorously. • We are committed to preventing child abuse and identifying risks early and removing and reducing these risks. • We have robust human resources and recruitment practices to reduce the risk of child abuse by new and existing board members, staff and volunteers. • We are committed to regularly training and educating our board members, staff and volunteers on child abuse risks. • We are committed to the cultural safety of Aboriginal children, the cultural safety of children from culturally and/or linguistically diverse backgrounds, children who identify as LGBTIQA+ and to providing a safe environment for children with a disability. • We have specific policies and procedures in place that support our board members, staff and volunteers to achieve these commitments. • We are committed to making DCA’s Child Safe policy accessible to all staff, volunteers, board members and the public in child friendly language and in Auslan. ​ 2. The Standards DCA complies with Child Safe standards and legislation as they are stated in all states and territories where applicable. We acknowledge that ten standards are at the chore of the standards in most states with a requisite to safeguard cultural safety for Aboriginal children imposed in Victoria and Tasmania. In Victoria, cultural safety is discussed as an additional standard to be met. This Policy will therefore refer to eleven standards to ensure compliance across all states and territories. The eleven Child Safe Standards applicable to this Policy are as follows: 1. Organisations establish a culturally safe environment in which the diverse and unique identities and experiences of Aboriginal children and young people are respected and valued. 2. Child safety and wellbeing is embedded in organisational leadership, governance, and culture. 3. Children and young people are informed about their rights, participate in decisions affecting them and are taken seriously. 4. Families and communities are informed and involved in promoting child safety and wellbeing. 5. Equity is upheld and diverse needs respected in policy and practice. 6. People working with children and young people are suitable and supported to reflect child safety and wellbeing values in practice. 7. Processes for complaints and concerns are child focused. 8. Staff and volunteers are equipped with the knowledge, skills and awareness to keep children and young people safe through ongoing education and training. 9. Physical and online environments promote safety and wellbeing while minimising the opportunity for children and young people to be harmed. 10. Implementation of the national child safe principles is regularly reviewed and improved. 11. Policies and procedures document how the organisation is safe for children and young people. These standards are law in Victoria, as of the 01/07/2022, ​ 3. Deaf Children Australia’s Child Safety Code of Conduct DCA has a Child Safe Code of Conduct that all DCA staff, volunteers and the DCA board must agree to and sign annually. The Code of Conduct sets out the boundaries and expectations for appropriate behaviours between adults and children and young people. It also clarifies behaviours that are not acceptable in DCA’s physical and online environments. All staff should demonstrate appropriate standards of behaviour towards children and young people; ensuring that their rights are respected, they feel safe and protected and their concerns are taken seriously. ​ 4. DCA’s ongoing commitment to Child Safety Everyone involved at DCA has a responsibility to understand the important and specific role they play individually and collectively to ensure that the safety and wellbeing of children and young people who access DCA facilities and/or services is at the forefront of all that they do and every decision that they make. DCA has dedicated Child Safety Officers who are trained to respond to any concerns, incidents or accusations raised regarding child safety within DCA. DCA encourages consultation with children and young people on relevant policies throughout the organisation. All staff must ensure that at all times they display appropriate standards of behaviour towards children, ensuring that children’s rights are respected, they feel safe and protected and their concerns are taken seriously. Training DCA ensures all new staff and volunteers have training in recognising and responding to child safety risks related to their role and place of work. In-house refresher training will take place annually to ensure that staff understand DCA’s ongoing commitment to child safety and their responsibilities in ensuring the safety of a child or young person. DCA will provide access to learning resources on how to work with Aboriginal and Torres Strait Islander people and LGBTQIA+ children and youth. Recruitment DCA has a stringent recruitment and selection policy and procedure with specific checks in place to screen out potential threats to children from outside the organisation. Child Safety questions are asked at all job interviews within DCA. Where threats are identified, they are dealt with swiftly and in line with relevant legislation. ​ 5. Reporting and responding to a child safety concern or complaint DCA takes all allegations of child abuse and reportable conduct seriously. DCA complies with relevant state, territory and commonwealth legislation including reportable conduct. Mandatory reporting and voluntary reporting guidelines, DCA ensures compliance with these legislative requirements where they exist and apply. The Participant Incident Procedure which incorporates reportable conduct and mandatory reporting guides staff in the correct process to follow should there be a concern, allegation or incident surrounding Child Safety. DCA is committed to ensuring that such allegations are addressed in accordance with departmental processes for responding to and reporting suspected child abuse. It is important that all staff are aware of their obligations to report allegations of employee misconduct involving children and young people can be made against an employee even if the conduct occurred outside of their work. DCA works to ensure all children, families, staff and volunteers understand their obligations and know who to tell if they observe abuse, are a victim, or if they notice inappropriate behaviour. All concerns, incidents or allegations must be immediately reported to a Child Safety Officer (see contact details within this policy). Reportable Conduct DCA complies with Reportable Conduct legislation in all states and territories where applicable. Reportable conduct schemes require organisations to report and respond to allegations of child abuse and neglect by their workers and volunteers who are over the age of 18 who are or have been employed or volunteered for DCA as outlined in the Reportable Conduct Scheme. In New South Wales and the ACT this includes reporting known convictions to the relevant statutory authorities. As a result of this anyone who works or volunteers at DCA MUST IMMEDIATELY report any of the following allegations to the CEO or Head of People and Culture: • A sexual offence committed against, with or in the presence of, a child, whether or not a criminal proceeding in relation to the offence has been commenced or concluded. • Sexual misconduct, committed against, with or in the presence of, a child. • Physical violence committed against, with or in the presence of, a child. • Any behaviour that causes significant emotional or psychological harm to a child. • Significant neglect of a child. For information about reportable conducts for each state, please refer to the Reportable Conduct Policy and Procedure on SharePoint. Complaints and disclosure procedures at Deaf Children Australia DCA has also established internal processes to ensure that appropriate action is taken to respond to concerns about the wellbeing and/or safety of children and young people. Complaints and disclosure procedures at DCA include: • Client Incident Management • Freedom from Abuse and Neglect • Complaints and Compliments • Employee Code of Conduct Recording child safety complaints, disclosures or breaches of the code of conduct For DCA to perform its functions under the Child Safe Standards, it may be required to collect personal information about an employee, consultant/contractor or volunteers and disclose that information to a third party. Personal information which is collected and/or disclosed about an individual is managed in accordance with the Privacy and Data Protection Act 2014 and the Child Wellbeing and Safety Act 2005. Risk Management Deaf Children Australia is committed to proactively and systematically identifying and assessing risks to child safety across our whole organisation and reducing or eliminating (where possible) all potential sources of harm. We document, implement, monitor and periodically review our risk management strategies for child safety and ensure that the strategies change as needed and as new risks arise. DCA’s approach to risk management is documented in the Risk Management Policy and Framework and associated policies and procedures. ​ 6. Contacts DCA Child Safety Officer Email: childsafetyofficer@deafchildren.org.au Phone/SMS: 0420 971 391 ​ 7. Definitions Child means a child or young person under the age of 18 years. Child Abuse means any act committed against a child involving a sexual offence or an offence under section 49B(2) of the Crimes Act 1958 or the infliction on a child of physical violence, serious emotional or psychological harm, or the serious neglect of a child. Child Safety Officer is a person who will help lead the implementation of a child safe environment for children and young people. Child Safe Officers are people within the organisation that children and young people and DCA staff can go to for help or to raise concerns. Appropriate training is provided to or arranged for Child Safe Officers. Child Safe Standards in this policy listed are as defined in the Child Wellbeing and Safety Act 2005 Vic. LGBTQIA+ is an inclusive term that includes people who identify as lesbian, gay, bisexual, transgender, questioning, queer, intersex, asexual, pansexual, and allies. ​ References • Commissioner for Children and Young People - Victoria • Working With Children Act 2005 • Worker Screening Act 2020 • Reportable Conduct Scheme • Privacy and Data Protection Act 2014 • Child Wellbeing and Safety Act 2005 • Children, Youth and Families Act 2005 (VIC) • Crimes Act 1958 (VIC) in particular three new offences added under the Act – Failure to disclose offence, Failure to protect offence, and Grooming offence • Charter of Human Rights and Responsibilities Act 2006 • Children Legislation Amendment (Reportable Conduct) Act 2016 • Child Safe Standards • National Principles for Child Safe Organisations • OHCHR Convention on the Rights of the Child ​ Objective Scope Statement of Commitment The Standards DCA child safety code of conduct DCA's ongoing commitment to child Safety Reporting & Responding to a child safety concern Contacts Definitions References POL-CP-23 Child Safe Policy Version 5.0 05/03/2024

Location Phone Location Phone Mail CONTACT VICTORIA ​ 597 St Kilda Road Melbourne VIC 3004 P: 03 9539 5309 M: 0409 553 121 ​Suite 9 , 1 34/136 Cambridge St Collingwood VIC 3066 ​ P: 03 8459 9022 M: 0409 553 121 ​ ​ enquiriesVIC@signforwork.org.au ​ ​ Location Phone Location Phone Mail QUEENSLAND ​ Suite 202B, Toowong Tower 9 Sherwood Road Toowong QLD 4066 P: 07 3548 8918 M: 0481 006 587 ​ Gold Coast Business Hub Level 2, 35 Scarborough St Southport QLD 4215 ​ P: 07 5628 3191 M: 0481 006 587 ​ enquiriesQLD@signforwork.org.au ​ Phone Info Line: 1300 350 560 Phone Info Line: 1300 350 560 School Leavers Employment Supports (SLES) Email: sles@signforwork.org.au ​ Finding, Keeping Changing and Jobs Email: info@signforwork.org.au Send us your Feedback!

Quality Policy Statement of Commitment to Quality Deaf Children Australia (DCA) is a not-for-profit organisation committed to removing the barriers to personal development and social inclusion faced by deaf and hard of hearing children, youth, and their families. We provide a range of services including Parent Mentoring, Family Camps, Disability Employment Services, bilingual language resources, and specialist -e-learning and information resources for the community. Through our Quality Management System (QMS), DCA intends to deliver and maintain reliable quality products and services that meet, or better, the expectations of our participants and other stakeholders. The prime responsibility for all our staff is to satisfy the needs and expectations of our participants and stakeholders and this will be met by the achievement of our quality objectives. The involvement and dedication of our staff to quality ensures we maintain our reputation for ongoing satisfaction and meeting the requirements of our participants. We aim to continually achieve compliance with the priorities and conditions of Board Governance Policies, current Government Funding Agreements, Government Acts and Standards, and International Quality Assurance management requirements. To this end, we have documented our quality management practices in a format that complies with the exacting standards of AS/NZS ISO 9001:2016 and the specific standards that apply to each area of our business. All staff are committed to this policy which provides the basis for our continuous improvement processes aimed at achieving high standards for our products and services. Chief Executive Officer 27/02/2024 ​ To obtain a copy of our full quality policy please contact us at admin@signforwork.org.au

Disability Employment Services I want help finding a job Eligible Sc hool Leaver I want help getting my first job after l eav ing school Work Assist I need support to keep my current role Workplace Modifications I 'd like more access at work

Work Assist AUSLAN TRANSLATION Are you at risk of losing your job? Are you having communication difficulties at work? Do you have other health issues or disabilities that are putting your job at risk? Our Work Assist program can work with you and your employer to provide supports and improve your work situation. If you choose to access Work Assist without including your employer, we can still help you. Disability Employment Service ​ We can help you break down barriers! Connect with Work Assist

Who We Are Sig n for Work is a division of Deaf Children Australia (DCA). This program is a Specialist Disability Employment Service for people with an injury, health condition or disability. We also have a team of deaf and hearing staff fluent in Auslan who are specially dedicated to supporting deaf and hard of hearing jobseekers. ​ If you are a jobseeker, the team at Sign For Work will help you address barriers that make it difficult to find the right job. We help organise anything you might need. Or if you are currently working, we can help you access the right supports to make your workplace more inclusive. ​ If you are an employer, we can work with you to understand your business, how your team operates and what skills and attributes your employees need to really fit into your organisation. ​ Our service is free of charge.

News The team at Sign for Work is dedicated to enabling people to develop and build fulfilling careers and supporting them at every step. The News page is where we share the stories of the wonderful people we support and of the committed team that is right there with you on your career journey. ​ Supporting clients through the unexpected . One of our clients, an older man, living in a boarding house in South East Melbourne, works as a cleaner for a major company. He faced a dramatic change in circumstances, but with support from Sign for Work the best possible outcome was achieved for both our client and his employer. Learn more

Workplace Modifications Sign for Work can help you to access changes in the workplace that will allow you to do your job better. These include making adjustments to your physical work area and arranging extra equipment or services. Some examples are: ​ · A desk that can be adjusted for height (if you use a wheelchair) · Adjustable standing desk risers and office chairs if you have back issues · Modifications to work vehicles · Building modifications to allow access in the workplace e.g. bathrooms if you have a mobility issue, wider doorways and ramps · Increasing lighting if you have vision impairment · Work-related assistive technologies e.g. screen enlargement applications, screen-reading software, voice recognition software · Lifting equipment if you are unable to lift heavy objects This service is available to eligible people with disability who are preparing for work, about to start a job, are self-employed or who are currently working. Please note some funding caps apply to particular items. Get In Touch

Discover your Career Potential! The dedicated team at Sign for Work can match you with the job you want so you can achieve your career and life goals. If you have a disability, injury, health condition or are deaf or hard of hearing, we can help you reach your potential when Finding, Keeping and Changing Jobs. Who is eligible? You are receiving NDIS support and have Finding, Keeping, and Changing Jobs built into your plan. ​ We work with you Our consultants have the knowledge and experience to connect you with the right supports and the right employer. For jobseekers that are deaf or hard of hearing, we have a team of deaf and hearing staff fluent in Auslan. ​ We will work with you to meet your goals, putting your needs first. We can help you find a job to match your abilities, interests, and goals. Finding you a Job There are many ways we can assist you with your job search, including: • Identifying your skills and interests • Brainstorming your career options • Job search • Writing cover letters and resumes • Planning and attending interviews • Coaching and mentoring • Arranging volunteering and work experience • Job-related training • Building your skills in time management • Helping you communicate • Connecting with employers Keeping you in a Job Our support doesn't end when we find you a job. We continue to assist both you and your employer, so you have the best chance of success. This includes: • Travel training • Advocating for your workplace needs • Workplace assistance • Workplace modifications • Budget planning • Work Assist should any changes happen Changing Jobs If you would like to apply for a new role or a new job with another organisation, there are many ways we can support you including: • Resignation assistance • Finding a new role • Training and study • Transition support • Coaching and mentoring • Planning your future Get in Touch There are many benefits to having a job, and we are here to help you secure the job and life you want. Get in touch today, email at support@signforwork.org.au . Useful Resources Work Assist Workplace Modifications Contact Us Disability Employment Services

Work with us No Positions are currently available ​ This page is updated regularly. Please check this page if you would like to find any future vacancies that may suit you. ​ About Sign for Work ​ Sign for Work has been a quality provider of Disability Employment Services (DES) for over 20 years, supporting people with a permanent injury, health condition, or disability to gain meaningful, long-term sustainable employment. Sign for Work delivers DES for people who are deaf or hard of hearing as well as people with All Disabilities in the Melbourne Metro region. Sign for Work also delivers Specialist DES for people who are deaf or hard of hearing in Brisbane Metro and Gold Coast regions. ​ Sign for Work/DCA offers a competitive salary including salary packaging benefits available (up to $15,900 per annum), career-building opportunities, professional development, Employee Assistance Program (EAP), and the opportunity to work in a a values-based organisation with a clear vision and commitment to our clients. ​ Sign for Work is a key business of Deaf Children Australia (DCA) whose purpose is to remove barriers to the personal development and social inclusion faced by deaf or hard of hearing children and youth. ​ ​ ​

DES Services and You DES, or Disability Employment Services, are designed to help people with a disability, injury or health condition - offering them support and assistance in your employment journey. DES providers consist of both for-profit and not-for-profit organisations, in a variety of sizes, who are experienced in supporting people with a disability, and can additionally provide assistance to employers - ensuring that practices are in place to support employees during their work. ​ Sign for Work is a not-for-profit Disability Employment Service (DES), designed to help people with an injury, health condition or mental illness to thrive in the workplace. We also specialise in helping deaf and hard of hearing jobseekers - helping people to reach their professional and personal goals. How Sign for Work Can Help As a not-for-profit Disability Employment Service, Sign for Work assists jobseekers with getting job-ready - giving you the tools to take the next steps in your professional journey. At Sign for Work, our Employment Consultants can help you to build a job plan - helping you to find opportunities that can help you with your own professional development. We will work with you, assisting you in your job search - and supporting you in putting your best foot forward. ​ We also support you in ensuring your needs are met in the workplace, providing employment support and working to ensure that your needs are being accommodated in the workplace. We can work with you and your employer, offering additional assistance and support, to ensure that you are able to reach your full potential at work. Discover Your Potential! I am a Deaf or Hard of Hearing Jobseeker. I have an injury, health condition or disability Useful Resources About Us Contact Us Our Services

Rights and Responsibilities You have the Right to: · Receive competent and professional services from Sign for Work · Be treated fairly, ethically and with dignity · Have your religious and cultural beliefs acknowledged · Receive services in a safe, supportive and professional environment · Sign consent before any personal information can be obtained/released to any third party · Have your personal information stored securely · Access your personal records · Make a complaint and have this processed under Sign for Work’s Complaints Policies and Procedures, including the right to confidentiality and to have a support person present. Conduct ​ · Conduct yourself as you would in a workplace environment · Treat Sign for Work staff in a respectful and fair manner at all times · Adhere to Occupational Health and Safety procedures · Ensure there is no danger to you, others or the public · Not attend appointments or activities, including work, under the influence of illicit drugs or alcohol · Not discriminate against others in any way · Not act in a violent, threatening or abusive manner Appointments and Mutual Obligation ​ · Attend all appointments, training, interviews and employment as negotiated and arranged. If you are unable to attend an appointment, please contact Sign for Work to reschedule before the appointment time · Maintain contact with Sign for Work on a regular basis as agreed in your Job Plan and with your Employment Consultant · Inform Sign for Work of changes to your personal circumstances such as your personal contact details, medical details, additional support needs, or other details related to your Job Plan · Ensure you comply with your Mutual Obligation requirements with Services Australia Your Employment Consultant will help you to understand your requirements. Your active participation in this will enable you to avoid payment suspension, financial penalties or cancellation of payment. Paid Work ​ · Provide Sign for Work with your employment details including the name of your employer, hours/days of work, pay rate, and evidence of employment e.g. copies of pay slips · Declare your income and hours of work to Centrelink. Your Employment Consultant can provide training on how you can complete this task · Provide your Employment Consultant with details about any course or training you are enrolled