DAFF Diversity Strategy and Action Plan 2012-16

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This workplace diversity strategy complements and supports the People Strategy 2011-16. It describes how we, individually and as a department, can help each of us to develop, embrace and be part of a diverse workforce that reflects the diverse society we serve.

Objective

Strategies

Measures of Success

To recruit, develop and retain a diverse workforce that is reflective of the Australian Community.
  • Design and implement employment programs to attract and maintain the participation of the following diversity groups
    • Indigenous
    • Disability
    • Mature age
    • Cultural and Linguistically Diverse
  • Continue to integrate workplace diversity principles into the business and human resource practices and systems
  • Increase awareness and understanding of workplace diversity principles and promote an environment of cooperation and commitment
  • Continue to implement procedures to eliminate harassment and inappropriate workplace behaviour
  • Provide a supportive work environment which identifies and addresses specific needs of diversity groups
  • Measure and report on our success.
  • Workforce participation
    • ≥ 3% Indigenous by 2015
    • increase participation rates for other diversity groups
  • Workforce retention
    • Retention rates for diversity groups are equal to or higher than the departmental averages.
  • Workforce satisfaction
  • Employee engagement rates for diversity groups are equal to or higher than the APS rates.

Action Plan

The DAFF Diversity Action Plan 2012-16 (Action Plan) adopts a comprehensive approach to addressing barriers to access and equality for target groups identified in legislation or policy. In following the APSC Guidelines on Workplace Diversity, this action plan will focus on attraction, retention and the work environment for:

  • Indigenous Australians - members of the Aboriginal race of Australia and Indigenous inhabitants of the Torres Strait Islands and their descendants.
  • People with a disability - includes but is not limited to physical, intellectual, psychiatric, sensory, neurological, physical disfigurement, learning disabilities as well as the presence of disease causing organisms in the body. Disability also includes anyone who currently has a disability, has had in the past or may have in the future.
  • Mature age - relates to employees aged 55 and over.
  • Culturally and Linguistically Diverse (CaLD) – those who identify as having a specific cultural or linguistic affiliation by virtue of their place of birth, ancestry, ethnic origin, religion, preferred language, language(s) spoken at home, or because of their parents’ identification on a similar basis.

The document provides the framework for delivering diversity activities in the department and will focus on attracting, recruiting and retaining a diverse workforce as well as cultivating a supportive workplace environment that encourages and engages in diversity.

DAFF is committed to ensuring that actions identified in this plan are implemented over the course of the Action Plan on a continuous improvement basis.

In compliance with the Public Service Commissioner’s Directions 19991, the DAFF Workplace Diversity Strategy 2012-16 will be reviewed every four years (as a minimum). The Action Plan will be reviewed bi-annually by the People branches, People and Service Delivery Division in consultation with key stakeholders. Progress against the Action Plan will be reported to People Management Committee.

Our targets for workplace participation for our diversity groups are:

  • Indigenous workforce participation rate ≥ 3% by 2015. The department has a regionally based workforce suggesting opportunities for Indigenous employment. At 1.8% for 2012 we will aim for a target of ≥ 3% by 2015 which will meet the Australian Government’s commitment, under the National Partnership Agreement on Indigenous Economic Participation, of increasing Indigenous employment in the Commonwealth public sector.
  • Being seen as an employer of choice for individuals from diversity groups – through creating an environment that values and uses the contributions of people with different experiences, backgrounds and perspectives.
  • Seek to increase workforce participation in diversity groups across the department.

Contributing to the success of the Diversity Strategy and Action Plan

The success of the DAFF Workplace Diversity Strategy 2012-2016 and the Action Plan is dependent upon all employees in the department working together to foster a culture where diversity is valued and supported.

As an Individual

As a Manager

As a Member of the Executive

 

  • treat each other with courtesy and respect
  • foster good working relationships
  • listen to the views of others without prejudice
  • draw on the department’s diverse backgrounds, skills and talents
  • focus on areas where our diverse attributes may be enhanced and of value to the working environment
  • develop personal understanding and knowledge of diversity
  • promote the principles of workplace diversity and apply in daily work activities and dealings with other staff, including applying and upholding the APS Code of Conduct and relevant legislation.

 

  • display a positive commitment to workplace diversity
  • actively support and implement this and other HR strategies, policies and programs in the workplace
  • work with staff to develop a healthy and supportive work environment
  • make the best use of diverse talents within the team to achieve results
  • support staff in managing their work and personal commitments
  • deal with inappropriate behaviour in the workplace
  • model the APS Values and Code of Conduct in your work and management of staff.

 

  • demonstrate a commitment to the principles of equity and diversity
  • support the aims of the DAFF Workplace Diversity Strategy 2012 -2016
  • champion the objectives and outcomes of the Diversity strategy
  • foster a culture where diversity of the workforce is recognised and valued
  • plan for and invest in the current and future workforce.

People Management Committee

People Management Committee (PMC) will provide strategic advice to the Secretary through the Executive Management Team (EMT) on policies, programs and approaches related to workplace diversity issues. PMC will be responsible for monitoring the progress of the DAFF Workplace Diversity Strategy 2012-16 and the Diversity Action Plan.

DAFF Diversity Champions

Representatives of the department’s Senior Executive Service are Diversity Champions. The Diversity Champions represent the interests of DAFF Employee Networks (the Networks) at EMT and various other forums. They actively encourage departmental employees to engage with the Networks and participate in workplace diversity initiatives and events.

DAFF Diversity Champions participate in the Champions’ Network for the APS. The Champions’ Network meets regularly to exchange ideas and discuss solutions to workplace diversity issues across the APS.

DAFF Diversity Ambassadors

Employee representatives are Diversity Ambassadors. The Diversity Ambassadors:

  • represent employees in their division, provide support and point them in the right direction for assistance
  • support and promote departmental diversity initiatives
  • encourage employees from a diverse background to disclose their diversity details to assist in providing accurate workforce statistics to enable initiatives to be developed that match our workforce needs.

DAFF Employee Networks

The employee networks will:

  • work with the appropriate Diversity Champion to represent the interests of employees identifying as belonging to the network group
  • communicate the benefits of a diverse workplace through the promotion of network activities and initiatives
  • meet and discuss issues relevant to employees identifying as belonging to the network group
  • provide input to departmental policies, strategies, action plans and programs
  • provide advice, support and guidance to employees identifying as belonging to the network group

Our Diversity Strategy in Action

Key: X - in place, O - in development, * - not yet commenced, N/A - not applicable to target group

Strategy / Action

Disability

Indigenous

Mature Age

CaLD

Comments

Design and implement employment programs to attract and maintain the participation of the diversity groups.

Ensure that information about employment opportunities is available in accessible formats.

X

X

N/A

N/A

 

Ensure recruitment practices facilitate access for people from a target group.

X

X

X

X

The People Strategy and Capability Branch is developing a checklist for independent panel members to agree that merit process, including diversity considerations, are adhered to.

Increase employment pathways for people from target groups into the department by actively participating in whole-of-government recruitment initiatives.

*

X

N/A

N/A

Includes programs such as: Disability traineeship, APSC Indigenous Pathways, APSC Disability entry level recruitment program.

Undertake Community Engagement programs (including Northern Australia Quarantine Strategy) with remote Indigenous communities.

N/A

X

N/A

N/A

 

Integrate workplace diversity principles into the business and human resource practices and systems.

Support employees in applying for training and development programs including:

  • Access to the department’s Study bank Scheme
  • Mentoring opportunities.

X

X

X

X

 

Implement provisions in the Enterprise Agreement to support employees from across the target groups: flexible working arrangements to balance work, family and personal responsibilities, cultural leave, Community Language Allowance.

X

X

X

X

As requested by CaLD Network, one day paid cultural leave will be included on the agenda for the next Enterprise Agreement negotiations.

Review procurement procedures to ensure suppliers and panels include diversity employment providers.

*

X

N/A

N/A

 

The department is a member of the Australian Indigenous Minority Supplier Council (AIMSC) and supports Indigenous suppliers.

Increase knowledge, awareness and utilisation of flexible working practices through targeted training and information for all staff and managers.

X

X

X

X

 

Promote the use of Welcome to Country and Acknowledgement of Country protocols by all SES staff at key departmental events including presentations to staff by the Secretary.

N/A

X

N/A

N/A

 

Utilise online sharepoint functionality to facilitate communication between members of the department’s Diversity Employees Network.

*

X

*

*

 

Provide notification to the Chief Warden about mobility, hearing or sight impaired staff requiring consideration in emergency situations.

X

N/A

X

N/A

 

 

 

Raise awareness and understanding of workplace diversity principles and promote an environment of cooperation and commitment.

Provide staff awareness training and actively promote to all departmental staff for all target groups including:

  • Indigenous cultural awareness training
  • Disability awareness training

X

X

*

*

 

Actively celebrate flagship diversity events such as International Day of People with Disability, Hearing Awareness Week, National Aborigines and Islanders Day Observance Committee (NAIDOC) week, Harmony Day, Multicultural Week, Chinese New Year.

X

X

O

X

 

Maintain a Mylink Diversity page which provides specific information, initiatives and events on diversity.

X

X

O

X

Updates to Mylink to include Mature Age employees still to be developed.

Establish a database of language and cultural skills, available for projects or services that need specialised skills.

X

X

N/A

X

 

Support participation in the Jawun Indigenous Corporate Partnership.

N/A

O

N/A

N/A

 

The department has agreed for two EL2 employees to participate in the program during 2012-13.

Support Indigenous Executive level employees to participate in the Organisational Leadership Program for Indigenous Leaders.

N/A

O

N/A

N/A

 

The department has nominated one participant to attend the program during 2012-13.

Implement procedures to eliminate harassment and inappropriate workplace behaviour.

Harassment Contact Officers trained and available within the department.

X

X

X

X

 

Departmental guidelines on handling suspected breaches of the APS Code of Conduct respect diversity target groups.

X

X

*

X

 

Provide a supportive work environment which identifies and addresses specific needs of diversity groups.

Engage a member of the Senior Executive to undertake a Diversity Champion role.

X

X

*

X

 

Engage departmental employees to undertake Diversity Ambassador roles.

X

X

*

X

 

Provide awareness training to actively support managers and co-workers in dealing with mental health issues in the workplace.

X

N/A

N/A

N/A

 

Promote and support participation in the following Diversity Networks:

  • DAFF Disability Employee Network (DAFFDEN)
  • Senior Women’s Network
  • Indigenous Employees
  • Culturally & Linguistically Diverse Network (CaLD)
  • Parent’s Network
  • Flexible Employee’s Network

X

X

*

X

 

Ensure departmental premises accommodate needs of diversity target groups.

X

N/A

N/A

X

Building accessible for people with a disability and where available:

  • a dedicated prayer and devotion room
  • dedicated facilities for nursing mothers
  • access to onsite car parking for female employees in 3rd trimester of pregnancy.

Ensure equipment and suitable working environment provided for employees with disability.

X

N/A

N/A

N/A

 

 

Provide managers with material to support a conversation with mature workers on issues such as:

  • postponing retirement
  • phasing-in retirement
  • returning to work after retirement.

N/A

N/A

*

N/A

 

Implement Web Content Accessibility Guidelines

O

N/A

N/A

N/A

 

Connect with Jobwise network and register as a mature age friendly organisation.

N/A

N/A

*

N/A

 

Measure and report on success

Ensure that department complies with the APS workplace diversity legal requirements.

X

X

X

X

 

Analyse the results of DAFF Employee Survey’s to determine changes in attitudes and perspectives in relation to diversity.

X

X

O

O

 

Improve collection and reporting of diversity data by encouraging staff to disclose their diversity status.

O

O

O

O

 

Review and implement the department’s Reconciliation Action Plan (RAP) in line with Reconciliation Australia’s reporting requirements.

N/A

O

N/A

N/A

RAP currently under review.

Set and monitor targets for workplace participation in diversity groups

X

X

X

X

 

1 Public Service Commissioner’s Directions 1999, chapter 3.6

Last reviewed:
08 Aug 2012
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