ACIAR WORKPLACE DIVERSITY PROGRAM
ACIAR’s Workplace Diversity Program builds on the initiatives introduced in previous plans
and includes the requirements of the Commonwealth’s Disability Strategy and Indigenous
Employment Strategy. ACIAR’s Workplace Diversity & Accessibility Plan confirms our efforts
to value diversity and promote initiatives to assist employees with a variety of needs
including family and caring responsibilities. The Plan is supported by the ACIAR Values and
the ACIAR Reconciliation Action Plan.
The Public Service Act 1999 (the PS Act) includes a range of values that must be upheld and
promoted.
EEO statistical data continues to play an important part in helping us to recognise the
diversity of staff, and assists in ensuring that our management and work practices are
appropriate to the needs of all current and potential employees.
Each of us has responsibilities relating to the implementation of the Program in our work. I
therefore urge you to read this document and to support our diversity initiatives.
Nick Austin
Chief Executive Officer
INTRODUCTION
A fair and diverse workplace is important for ACIAR and its current and future employees.
This document gives effect to the APS Values, in particular those that are central to the
matters of equity and diversity in employment, and sets out how these are to be promoted
within ACIAR.
The relevant value and employment principles of the PS Act are:
 Respectful: The APS respects all people, including their rights and their heritage.
And includes the Employment Principle
 (g) recognises the diversity of the Australian community and fosters diversity in the
workplace.
This plan has regard to section 18 of the PS Act, which requires an agency head to establish
a Workplace Diversity Program (WDP), and to publish diversity programs online.
WHAT IS WORKPLACE DIVERSITY?
The concept of workplace diversity includes the principle of equal employment opportunity
(EEO) and addresses the continued disadvantage experienced by some groups including
Indigenous Australians, women, people from non-English speaking backgrounds and people
with a disability. However, diversity is also inclusive and not limited to EEO groups - it is
about valuing everyone’s differences and making full use of the diverse backgrounds, skills,
talents and perspectives of all employees.
The identified components of WDP include ethnicity, cultural background, language, gender,
age, disability, family structure, religious beliefs, educational level, work experience, system
accessibility, work style, socio-economic background, sexual orientation and marital status.
Each of these variables can influence (either positively or negatively) an employee’s attitude
and behavior in the workplace and thereby impact upon working relationships.
Diversity in the workplace can be managed by creating and sustaining an environment
where everyone can work towards achieving their potential. Recognising and respecting the
value of human differences can enhance workplace performance. Managers and
supervisors can acknowledge diversity by appreciating how each employee’s unique abilities
and experience can be utilised to improve outputs and outcomes in the workplace.
OBJECTIVES
The objectives of ACIAR’s WDP are to:
1. provide an awareness of workplace diversity principles;
2. eliminate discrimination and provide an environment that is free from harassment;
3. ensure recruitment and selection processes embrace equity and workplace diversity;
4. provide a flexible, family-friendly workplace;
5. provide an accountability framework for reporting purposes and
6. build and maintain accessible systems for internal and external stakeholders.
ACIAR will develop and implement policies and practices which support, value, promote and
utilise an understanding of diversity in the workplace, to improve both ACIAR’s capacity to
meet its objectives as well as job satisfaction and career development options for all ACIAR
employees.
ACIAR recognises that its small size limits the available opportunities for job-sharing, parttime work and career progression. In addition, ACIAR’s ability to have representation of
EEO groups in proportion to their community representation is limited. Notwithstanding
this, where practicable, ACIAR will endeavour to provide employees with opportunities that
develop and utilise particular skills and abilities that are complementary to ACIAR’s mission.
ACIAR’s Workplace Diversity & Accessibility Plan is at Attachment A of this document.
RESPONSIBILITIES
All ACIAR employees have a responsibility under section 10 of the PS Act to be aware of and
understand their obligations under the WDP and to treat everyone with courtesy and
sensitivity at all times.
In addition to their responsibilities as individuals, managers and supervisors are also
responsible for the provision of a discrimination- and harassment-free work environment
where employee diversity and individuality is encouraged and recognised.
MONITORING AND EVALUATION
The HR Unit is responsible for providing data to the Australian Public Service Commission for
inclusion in its State of the Service Report to Parliament and material for inclusion in ACIAR’s
Annual Report.
INDIGENOUS EMPLOYMENT STRATEGY
Due to the limitations recognised by ACIAR in subpara 1.3.3 the agency has developed a
strategy to partner with our portfolio agencies to provide learning and development
opportunities for Indigenous employees. ACIAR will work with AusAID, DFAT, Austrade and
EFIC to identify appropriate opportunities within ACIAR for Indigenous staff to be seconded
to for periods of 3-6months. Secondees will gain valuable experience in the areas of
corporate governance in a small agency and administration of Research and Development
programs.
The effectiveness of this plan will be reviewed annually.
ACIAR’s WORKPLACE DIVERSITY & ACCESSIBILITY PLAN
Objective 1:
Provide an awareness of workplace diversity principles in ACIAR
STRATEGIES
PERFORMANCE INDICATORS
Incorporate workplace diversity principles that comply with the
requirements of the Disability Discrimination Act 1992 in all HR policies
and procedures.
All HR policies and procedures adhere to diversity principles, in particular the
Recruitment and Selection Policy and Guidelines, the Workplace Harassment
Policy and Performance Management procedures.
Ensure employees are aware of, and have access to, all relevant WPD
information, including policies and procedures and are aware of
reasonable adjustment practices.
HR policies and procedures are available electronically on the Intranet.
Encourage an environment that seeks to capitalise on the diversity and
individuality of employees.
Develop and promote an ACIAR Reconciliation Action Plan.
Inclusion of diversity issues in induction material and at staff meetings as
appropriate.
Reconciliation Action Plan registered with reconciliation Australia and placed
on the Intranet.
Objective 2:
Eliminate discrimination and provide an environment that is free from harassment
STRATEGIES
Enterprise Agreement and Individual Flexibility Agreements contain antidiscrimination clauses.
Include behaviours that promote workplace diversity in ACIAR’s
Values, Work Level Standards, job profiles and performance
agreements.
PERFORMANCE INDICATORS
Agreements contain appropriately worded clauses.
ACIAR Values, Work Level Standards, job profiles and performance
agreements promote appropriate behaviours.
Policies promoted at appropriate forums. Information on workplace
diversity included in induction material.
Staff are aware of workplace harassment policies and procedures.
WHCOs are appropriately trained.
Ensure that Workplace Harassment Contact Officers (WHCOs) receive
appropriate training.
Objective 3:
Recruitment and selection processes embrace equity and workplace diversity principles.
STRATEGIES
PERFORMANCE INDICATORS
Recruitment information is available on the intranet and website and
meets accessibility standards.
Develop and maintain a recruitment page on website that complies with
accessibility standards.
Workplace diversity principles included in all recruitment procedures
and materials.
Recruitment policies and procedures are reviewed, updated and promoted
at appropriate forums.
Selection panels are aware of diversity principles and the principle of
HR Manager to brief selection panels as required on equity and diversity in
“reasonable adjustment”.
relation to recruitment/engagement procedures.
Indigenous employment strategy implemented in partnership with
portfolio agencies.
HR Manager to liaise with AusAID and DFAT to identify opportunities within
ACIAR for the secondment of Indigenous employees to support the
development of individuals within the portfolio
Objective 4:
Provide a flexible, family-friendly workplace.
STRATEGIES
PERFORMANCE INDICATORS
Provide a range of flexible working arrangements in the enterprise
agreement and/or individual agreements .
Employees report, through staff surveys, exit questionnaires, feedback to HR,
a high level of satisfaction in the working conditions and practices at ACIAR.
Provide access to an Employee Assistance Program (EAP) that offers a
range of services including counseling, lifestyle workshops and
information sessions tailored to staff needs.
Employees confirm that the EAP is a valuable support service.
Address issues identified in Staff Surveys.
Objective 5:
Employees confirm that issues of concern have been adequately addressed.
Results show in subsequent staff surveys.
Provide an accountability framework for reporting purposes.
STRATEGIES
PERFORMANCE INDICATORS
Maintain APS Employment Data (APSED) information and provide
reports to the Public Service Commissioner as required.
APSED data for all employees collected and forwarded to the payroll services
provider, who provides reports to the Public Service Commissioner on
ACIAR’s behalf.
Include data on workplace diversity issues, including reporting for the
National Disability Strategy (NDS), in ACIAR’s Annual Report under
social inclusion.
Provide data to the Public Service Commissioner for the annual State
of the Service Report.
Contributions for Annual Report accepted by the CEO.
Data submitted on time and accepted as correct.
Review Workplace Diversity & Accessibility Plan.
Annually.
Review Reconciliation Action Plan.
Annually.
Objective 6:
Build and maintain accessible systems for internal and external stakeholders
STRATEGIES
PERFORMANCE INDICATORS
Work towards access to internal systems for all ACIAR employees.
ACIAR is working towards improving access to our internal systems, so that
all employees can benefit from internal information sharing.
Aim to meet the Australian Government target of full accessibility for
internal systems by December 2014.
ACIAR will request that consultants working on internal systems comply with
government accessibility guidelines.
Maintain fully accessible external websites and applications.
Compliance with the Australian Government’s Web Accessibility National
Transition Strategy (NTS) by December 2014.