Access and Inclusion Plans (DAIPs) are meant to help organisations create workplaces and communities that are fairer and more inclusive. They’re a commitment to action.

But too often, they don’t deliver what they promise. I’ve seen plans that look polished, filled with good intentions, but don’t shift barriers.

This edition of Making Inclusion Work is for anyone writing, reviewing, or refreshing a DAIP and wanting it to do more than sit in a folder.

🌱 Where Access and Inclusion Plans Go Wrong

❌ Big goals, but no clear steps on how they’ll happen.

❌ Actions aren’t linked to budgets, so nothing moves.

❌ No clear ownership — so no accountability.

❌ Timeframes are vague (“ongoing”, “as resourcing allows”), and reporting gets forgotten.

❌ People with disabilities aren’t meaningfully involved in writing or reviewing the plan.

⚡ What makes a DAIP work

✅ Every action is specific, practical, and measurable. Example: “Audit all public-facing websites for current WCAG compliance by December 2025. Accountable: Digital team + Comms Manager.”

✅ It’s linked to existing strategies and systems. Example: “Add disability inclusion KPIs to manager performance reviews by July 2026.”

✅ There’s clear accountability. Each action has a named owner — no more “all staff” or “everyone” (which often means no one).

✅ It’s backed by budget (even small amounts). Example: “Allocate $3,000 annually for Auslan interpreting at key staff meetings.”

✅ It has been reviewed and reported on. Example: “Annual AIP progress update to be published each October.”

✅ Lived experience is embedded at every stage. Disabled people are part of the design, delivery, and review, not just a final sign-off.

🛠 Tips to get started (or refresh what you have)

🔹 Start with what’s already working. Look at your Strategic Plan, RAP, Workforce Strategy — where does disability inclusion already fit?

🔹 Map actions to existing structures. Don’t create standalone actions that aren’t connected to the way your organisation already works.

🔹 Set realistic, clear timeframes. Avoid “ongoing”. Instead, use: “By Q3 2025”, “By June 2026”.

🔹 Build reporting into the plan. Don’t wait until someone asks for an update — bake it in from the start.

🔹 Test your plan. Ask: Could someone new pick this up and know what to do?

💬 Reflection

➡ When did your organisation last review its AIP?

➡ Is it driving action — or sitting on a shelf?

➡ What’s one thing you could change this quarter to bring it to life?

✨ If your organisation is developing an Access and Inclusion Plan and you want to ensure it’s practical, realistic, and action-focused, I’m always happy to chat.

📌 Let’s make inclusion work — beyond the template.