Diversity Strategy 2013–2017
Secretary’s Message
I am pleased to present the department’s Diversity Strategy 2013–2017 which articulates our ongoing commitment to
workplace diversity and builds on our achievements from the last strategy.
Our department is delivering a significant program of work in this space and we have a proud history of supporting a
diverse workforce. However, there is always room for improvement and this strategy clearly articulates our objectives,
identifies opportunities to target our efforts, and provides mechanisms for measuring our progress.
Our Diversity Strategy provides the overarching framework from which targeted diversity plans are being executed: Agency
Multicultural Plan 2013–2016, Disability Action Plan 2012–2014, Indigenous Employment and Capability Strategy 2012–
2014 and Reconciliation Action Plan 2013–2015.
Our Agency Multicultural Plan 2013–2016 focuses on creating a baseline of understanding of our multicultural clients
and stakeholders and developing our organisational capability to better meet their needs.
Through the Disability Action Plan 2012–2014 we are cultivating an organisational culture that embraces a diverse
workforce and removes barriers that prevent participation. This extends beyond our workplace to the consideration of
disability issues in policy development and in our stakeholder engagement.
Under the Indigenous Employment and Capability Strategy 2012–2014 we are delivering initiatives that will help us
attract and retain highly skilled, capable and engaged Aboriginal and Torres Strait Islander employees.
Our Reconciliation Action Plan 2013–2015 is working to turn good intentions into real actions. We have expanded the
focus from Indigenous-specific programs to incorporate broader functions across the department. We are promoting
cultural awareness internally and strengthening relationships with Traditional Owners and Aboriginal and Torres Strait
Islander communities where we do our business.
Just as there are action plans in place that have targeted initiatives for each of these diversity groups, so too there is
an action plan which underpins the Diversity Strategy. The Diversity Action Plan outlines the agenda of work over the
coming four years that will help further embed diversity values in our organisational culture and in our business
operations.
Our organisation, like the broader Australian community, is a rich tapestry of people and cultures. This strategy affirms
our commitment to embracing and celebrating the differences that influence our business and how we do our work.
The Executive Board commends the Diversity Strategy 2013–2017 and the initiatives being implemented under the
action plan.
What is workplace diversity?
The term diversity is used to describe the things that make us different from one another. Diversity includes, but is not
limited to, factors such as age, cultural and socio-economic backgrounds, life experience and perspectives, education
level, working styles, personality, marital status, family and personal responsibilities, geographic location and sexual
orientation. Diversity in the workplace is about every member of our workforce bringing their unique perspective to the
organisation and being heard and valued by colleagues and management. The department recognises the importance of
workplace diversity to a healthy organisation, and seeks to foster a culture of inclusion in all that we do.
Objectives
The Diversity Strategy 2013–2017 has four key objectives underpinned by initiatives being delivered under the Diversity
Action Plan in recruitment, retention, capability/development and celebration. These objectives are supported by activities
in the Disability Action Plan (DAP), Reconciliation Action Plan (RAP), Indigenous Employment and Capability Strategy
(IndECS) and the Agency Multicultural Plan (AMP).
 Recruitment—Promote fair, equitable, transparent and flexible recruitment and selection of employees, taking
into consideration the representational levels for the identified diversity groups within with the APS, Australian
workforce and wider Australian community.
 Retention—Implement initiatives that promote a culture of inclusion in the workplace and demonstrate the
value of diversity to the organisation. This will foster a diverse and supportive work environment that will help
our organisation retain staff and continue to be an employer of choice.
 Capability/Development—Advance a workplace that actively promotes the diverse skills and experiences of all
employees. Maintain a workforce where all employees are encouraged, and provided with opportunities to
develop and reach their potential. Encourage a workforce where employees recognise and value the diversity of
the wider community and our stakeholders.
 Celebration—Recognise employees who contribute to a supportive workplace culture and celebrate diversity
through recognised events.
The benefits of diversity at work
Individuals
 Greater recognition of individual skills, talents and abilities.
 Opportunities to get to know other team members.
 An equitable, respectful, open and supportive work environment.
 Flexibility to balance work, family and personal responsibilities.
Teams
 Appreciation of different ways of thinking, gathering and analysing data and evidence, and problem solving.
 Improved communication, coordination and collaboration.
 Greater productivity and capacity to plan for the future.
 Respect for our stakeholders and each other.
 Innovation and creativity.
 Opportunities for attaining excellence.
 Collaborating effectively and with integrity to achieve results.
The department
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 Reflecting the broader community in our workplace will help us to better understand and serve the needs of the
Australian public.
 Better positioning to attract top quality employees.
 The stimulation of diversity will challenge us to apply imaginative solutions, creating a more effective and
productive organisation.
 Interacting with our stakeholders in a culturally sensitive manner.
Reporting requirements
Our department is required to report to the Public Service Commissioner on the progress and effectiveness of our
workplace diversity program annually. Our Secretary is responsible for the method and nature of the reporting,
therefore the content of the report will vary depending on the objectives and strategies of our program.
Our department is also responsible for keeping up-to-date data on the diversity status of our staff. This is essential for
monitoring diversity in our organisation and to provide accurate information to the Australian Public Service
Employment Database to enable APS-wide monitoring of diversity.
All Australian Government agencies must review their workplace diversity program at least once every four years to
ensure it aligns with APS Employment Principles and achieves the APS measures for workplace diversity programs.
Part Two
Diversity Action Plan
The initiatives, actions and targets outlined in this plan demonstrate the department’s commitment to achieving an
inclusive organisational culture that values the contributions, skills and knowledge of all employees. Diversity actions
regarding our external stakeholders are covered in the Agency Multicultural Plan 2013–2016 and the Reconciliation
Action Plan 2013–2015.
Objective 1:
Recruitment
Lead
Responsibility
Timeframe
Actions
All convenors of
selection advisory
committees are
appropriately trained.
People Strategies
Branch
Ongoing
Provide recruitment accreditation training to
participants of selection advisory committees.
Employment profile
better reflects the
diversity of the
Australian community.
People Strategies
Branch
Ongoing
Review recruitment processes to bring diversity
employment profile to parity with similar APS
agencies and the Australian community.
People Strategies
Branch
Ongoing
Review recruitment data collection activities to
provide realistic data on diversity employment
profile to reflect parity with similar APS agencies
and the Australian community.
Managers
Ongoing
Managers to better inform new starters about
flexible work practices (e.g. job sharing, home
office, purchased holidays, carer’s leave, parental
Promote flexible work
arrangements from the
recruitment stage.
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leave and part-time work) in light of increasing
flexibility in working patterns and arrangements.
Organisational
processes support the
principles of diversity.
All selection panels
Ongoing
Employ alternative recruitment strategies to
ensure fair and equitable assessment of skills e.g.
recognition of Indigenous traditional knowledge.
Diversity Action Plan
Objective 2: Retention
Lead Responsibility
Timeframe
Actions
Encourage mutually
beneficial work
practices between
managers and staff
through sharing of skills,
tasks and projects, and
Enterprise Agreement
provisions.
People Strategies
Branch
December
2013
Develop and implement internal
communications principles to educate
managers on People Strategy Branch
services.
Ensure key documents
incorporate the
principles of diversity, to
encourage diversity and
ensure there are no
obstacles to diversity.
People Strategies
Branch
Development
of key
corporate
documents
Ensure new corporate documents such as
the Enterprise Agreement and new strategies
recognise and incorporate diversity
principles.
Demonstrate the
department’s
commitment to the
principles of workplace
diversity.
People Strategies
Branch
Annually
Collect and use data from the annual APS
employee census to inform the diversity
strategy.
People Strategies
Branch
Ongoing
Educate employees about Enterprise
Agreement provisions that encourage the
principles of workplace diversity such as the
Community Language Allowance.
People Strategies
Branch
Ongoing
Continue the allowance for Workplace
Contact Officers and promote the network
across the department.
People Strategies
Branch
Ongoing
Support other diversity networks within the
department.
People Strategies
Branch
Ongoing
Identify services and conditions that restrict
an employee’s ability to complete tasks.
Support the investigation and possible
application of reasonable adjustment
services/supports.
People Strategies
As needed
Promote news and information about
Recognise cultural
needs and obligations
of employees.
Provide regular
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information about
workplace diversity to
staff.
Branch
diversity on the intranet.
Diversity Action Plan
Objective 3:
Capability/Development
Lead Responsibility
Timeframe
Actions
Staff are made aware of,
are committed to, and
model best practice
diversity principles.
People Strategies
Branch
Ongoing
Raise staff awareness of the APS Employment
Principles, Values and Code of Conduct via
induction, staff seminars, development
programs and diversity intranet site.
Staff have strategies for
dealing with issues that
may arise from diversity.
People Strategies
Branch
On induction
Ensure diversity awareness is part of the
induction/orientation program.
People Strategies
Branch
Ongoing
Conduct diversity awareness training for staff.
People Strategies
Branch
As
necessary
Coordinate spoken and written language skills
programs to assist staff whose second
language is English.
People Strategies
Branch
Ongoing
Ensure all Workplace Contact Officers
complete diversity training.
People Strategies
Branch
October
Update and maintain the Diversity & Disability
page on the intranet.
Objective 4: Celebration
Lead Responsibility
Timeframe
Actions
Executive support for
Diversity Strategy 2013–
2017 and Diversity Action
Plan 2013–2017.
Executive Board
People Strategies
Branch
By
December
2013
Appoint a member of the Executive as a
Diversity Sponsor who will take a prominent role
at events and champion diversity issues.
A workplace where
diverse skills and talents
are recognised and
diversity is valued.
People Strategies
Branch
Ongoing
Provide a calendar of events and information on
ceremonies of cultural significance on the
intranet.
Diversity Action Plan
People Strategies
Branch
Organise events to celebrate:
8 March
International Women’s Day
21 March
Harmony Day
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People Strategies
Branch
27 May to 3
June
National Reconciliation Week
First full
week in July
NAIDOC Week
5 September
Don’t Dis my Ability Day
3 December
International Day of People with Disabilities.
Ongoing
Formally recognise individuals and/or teams for
significant contributions to fostering diversity
within the department. This may be implemented
at one or more of the events above in
accordance with the department’s Rewards and
Recognition Policy and Guidelines.
Review and Reporting
Lead Responsibility
Timeframe
Performance Indicator
Business Services
Branch
Quarterly
All employees are reminded to update their Personal Details
in ESS.
People Strategies
Branch
Annually
Report on implementation of the Diversity Strategy and
Diversity Action Plan in the annual report.
People Strategies
Branch
Ongoing
Coordinate and align workforce planning initiatives and
documentation with Diversity Strategy and Diversity Action
Plan.
People Strategies
Branch
Twice yearly
Report to Workforce Management Committee on the
progress of the Diversity Strategy and Diversity Action Plan.
Executive
Annually
Report to APSC on effectiveness and outcomes of Diversity
Strategy and Diversity Action Plan.
People Strategies
Branch
By 30 June 2017
Evaluation of Diversity Strategy 2013–2017 and Diversity
Action Plan. New strategy and plan created.
Relevant legislation
Although it is important to be aware of the following resources, our emphasis in this strategy is not on legislative
compliance. The aim is to take ownership of the spirit and intent of the following documents in order to make the
principles of diversity a workplace reality.
Public Service Act 1999 and Public Service Amendment Act 2013 provides the APS Employment Principles, Values
and Code of Conduct shaping the organisational culture of the APS.
Public Service Commissioner’s Directions 1999 (Amended 2013) instructs the implementation of the Public Service
Act.
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The Racial Discrimination Act 1975 makes it unlawful to discriminate in employment on the grounds of race, colour or
national or ethnic origin.
The Sex Discrimination Act 1984 and amendments makes it unlawful to discriminate on the grounds of a person’s sex,
marital status, pregnancy or potential pregnancy or to sexually harass another person.
The Australian Human Rights Commission Act 1986 provides for the rights of people with physical or mental
disabilities and addresses complaints of discrimination in employment. It also covers the monitoring of human rights of
Indigenous people.
Under the Work Health and Safety Act 2011 all employers and employees must maintain a secure, healthy and safe
working environment. An employer must take practical precautions to prevent harassment.
The Disability Discrimination Act 1992 makes it unlawful for an employer to discriminate against a person on the
grounds of disability (including a disease).
The Workplace Relations Act 1996 and amendments prohibits discrimination in awards and agreements and (subject
to some exemptions) in the termination of employment.
The Fair Work Act 2009 promotes social inclusion in employment for all Australians.
The Age Discrimination Act 2004 ensures that people are not treated less favourably on the basis of age and actually
provides for positive discrimination in areas such as superannuation, migration, taxation and social security laws.
Other relevant documents
Enterprise Agreement 2011–14
Strategic Plan 2013–2017
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