DAFF Diversity Strategy 2010-11

Workplace Diversity Strategy 2010-2011

• Secretary's Foreward
• What is workplace diversity and why do we need a strategy?
• Current workforce profile
• Our strategy and vision for diversity
• How can I contribute to the success of the strategy?
• Existing Achievements in Diversity

Secretary's Foreward

The Executive Management Team and I are committed to providing a workplace that seeks and encourages diversity. 

The Public Service has a leadership role in demonstrating the value of diversity in the workforce. As a responsible employer and under the APS Values, the department is committed to promoting equity in employment; providing a workplace that is free from discrimination; and making employment decisions based on merit. 

The benefits a diverse workforce can bring, such as innovative ideas and client service excellence, are essential to the department in developing and implementing policies and programs that ensure Australia’s agricultural, fisheries, food and forestry industries remain competitive, profitable and sustainable.

We aim to foster a supportive and understanding environment that promotes our values of respect, integrity, professionalism, openness and fairness, and we strive to assist all individuals to realise their maximum potential regardless of their differences. 

Through this strategy our goal is to improve our workforce capability by focusing on strategic objectives that align with the stages of the employment lifecycle and identify our priority outputs to better support people of diverse backgrounds.

Over the next two years we will focus on developing employment plans for Indigenous Australians,  mature age employees, people with disability and the promotion of flexible working arrangements.  These initiatives will form the foundation for the department in developing future strategies and strengthen our approach to diversity.

I look forward to working with you to achieve the benefits the strategy will bring.

Dr Conall O’Connell
Secretary

What is workplace diversity and why do we need a strategy?

Workplace diversity is about acknowledging the value of individual differences and making the most of these differences in the workplace.  It incorporates the principle of equal employment opportunity and addresses disadvantage based on sex, Indigenous status, disability, age and race or ethnicity.  Workplace diversity also includes socio-economic background, family responsibility, working style, life experience and educational level through flexible working practices and the provision of study leave.

Workplace diversity is one of the greatest strengths of the Australian Public Service (APS). Embracing diversity in the workplace means creating an environment that values and supports the contributions of people with different experiences, backgrounds and responsibilities.  This includes providing flexibility in working arrangements to enable employees to effectively contribute to the work environment while maintaining other responsibilities.  A wide range of different perspectives can add to an agency’s innovation, creativity and overall productivity. It also ensures the APS better understands the needs of the Australian community.  For DAFF, establishing a workforce that reflects all potential clients makes good business sense and there is a significant business driver to support employees of diverse backgrounds¹.

The department’s People Strategy 2009/10-2010/11 identifies diversity related responsibilities at all levels.  Individuals, managers and the executive each have an important role relating to diversity and specific responsibilities can be found later in this strategy.  The Workplace Diversity Strategy 2010-2011 will assist the People Strategy 2009/10-2010/11 to improve delivery and responsiveness of DAFF’s core services to meeting APS wide initiatives.

¹ There is also a regulatory requirement under section 18 of the Public Service Act 1999 for agency heads to establish workplace diversity programs that help give effect to the APS Values.

Current workforce profile

Establishing a workforce that reflects all potential clients makes good business sense.  DAFF currently has a diverse profile and employs a considerably higher number of people from a non-English speaking background than the APS average.  Statistics show there is a need to enhance the employment and retention of Indigenous Australians and people with disability within DAFF to meet the APS average.  This comparison is based on volunteered information and an objective of this strategy is to encourage new starters and existing employees to complete their diversity information.

When you consider the geographical spread of work locations and the variety of roles the department undertakes, the need to engage and embrace a diverse workforce is an important facet of our workforce planning and one necessary to ensure we can meet our business objectives.

Our strategy and vision for diversity

Our strategy aims to:

• foster a workplace environment that is supportive of diversity
• encourage fair and accessible programs and processes throughout the stages of the employment lifecycle: from initial recruitment, access to development and advancement opportunities and post employment options, and
• improve retention and career development of staff.

In 2010 – 11 there will be a focus on Indigenous Australians, mature age, people with disability and flexible working arrangements.  Focussing on these components of diversity will provide the department with a strong foundation in diversity which can be built upon in future strategies. 

The Workplace Diversity Strategy 2010-11 is supported by a number of plans and policies including:

• DAFF Collective Agreement 2009-11
• DAFF Disability Strategy 2008-10
• National Indigenous Employment and Capability Plan 2010-11
• Mature Age Employment Plan
• Workplace Adjustment Policy
• Managers Guide – Assessment of Applications for Flexible Working Arrangements.

The Workplace Diversity Strategy 2010-11 is intended to provide the framework for delivering diversity related outcomes within the department.  It outlines key themes, objectives and priority outputs which can be found in the following table.

How can i contribute to the success of the strategy?

The success of the Workplace Diversity Strategy 2010-11 is dependant upon the support of people of all levels within the department.

As an individual
All staff in the department have a responsibility for fostering a culture in the workplace where diversity is valued and supported.  As individuals we will:

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

As a manager
As a manager, you will support the department’s role by:

• displaying a positive commitment to workplace diversity
• actively supporting and implementing this and other HR strategies, policies and programs in the workplace
• working with staff to develop a healthy and supportive work environment
• making the best use of diverse talents within the team to achieve results
• supporting staff in managing their work and personal life-style commitments
• dealing with inappropriate behaviour in the workplace
• modelling the APS Values and Code of Conduct in your work and management of staff.

As a member of the Executive
In addition to the above, the Executive will:

• demonstrate a commitment to the principles of equity and diversity and support the aims of the Workplace Diversity Strategy 2010-11
• champion the objectives and outcomes of this strategy and foster a culture where diversity of the workforce is recognised and valued
• plan for and invest in the current and future workforce.

Existing Achievements in Diversity

It is important to recognise the progress the department has already made in supporting and promoting diversity in the workplace. Significant achievements include:

• the launch of the Disability Strategy 2008 -2010 in mid 2008 and the appointment of Deputy Secretary Phillip Glyde as the champion for disability
• the development of materials highlighting flexible work arrangements has been made available on MyLink. This includes a manager’s guide, ‘Assessment of Applications for Flexible Working Arrangements’, as well as information on options available and relevant approval processes
• participation in the Australian Public Service Commission’s Pathways Program. This includes the Indigenous Cadetship Support and Indigenous Entry Level Recruitment Programs, promoting employment opportunities to Indigenous Australians
• advertising job opportunities in Indigenous media to increase exposure of employment opportunities in Indigenous communities
• the continued success of the Graduate Program, Traineeship Program and University Vacation Employment Program in providing employment opportunities to persons from diverse backgrounds including youth, a range of educational backgrounds and diverse experiences from employment in both the agricultural and unrelated industries
• the establishment of the Disability Employees Network, Indigenous Employees Network and Senior Women’s Forum to assist in identifying and progressing issues affecting these groups.