Equity &
Diversity
ANNUAL
REPORT
2009
R
r E s E rv E BA N K O F Au s t r A L i A
R e s e rv e B a n k o f A u s t r a l i a
65 MARTIN PLACE
SYDNEY 2000
PHONE: (61 2) 9551 9507
FAX: (61 2) 9551 8030
EMAIL: governor@rba.gov.au
G.R. Stevens
GOVERNOR
24 September 2009
The Hon Wayne Swan MP
Treasurer
Suite MG 47
Parliament House
CANBERRA ACT 2600
Dear Treasurer
EQUITY & DIVERSITY ANNUAL REPORT 2009
In terms of section 9 of the Equal Employment Opportunity (Commonwealth
Authorities) Act 1987, I enclose a copy of the Reserve Bank’s report on its equity and
diversity program for the period 1 July 2008 to 30 June 2009.
We are making arrangements for the Report to be tabled in Parliament in October. I
seek your approval for tabling.
Yours sincerely
Table of contents
Foreword 1
Introduction
Approach to diversity 3
Responsibility for equity and diversity 3
Promoting awareness 4
Data collection 4
Diversity profile 5
Diversity Initiatives and Profile
Work/life balance 7
Gender 10
Age 16
Disability 20
Indigenous Australians 22
Race ethnicity 23
Appendix
Equity and Diversity Policy Committee
Terms of Reference 25
Statistical tables 27
Foreword
The Reserve Bank aims to ensure that all staff are treated with dignity and respect in the
workplace, and experience equal opportunity throughout their careers with the Bank. To
help achieve this, the Equity & Diversity Policy Committee devoted considerable efforts this
past year to the development of the RBA’s Diversity Plan 2009-2011, the eighth such Plan.
It sets out a number of new diversity initiatives that the RBA will seek to progress over the
next few years. In particular, the Plan aims to promote a better understanding of the issues
related to work/life balance, the factors influencing the career experience of women and
the needs of a maturing workforce. It is hoped that by doing so, this will assist the RBA
in its workforce planning. The Plan also identifies further opportunities to improve the
accessibility of the Bank’s computing systems and information and building facilities for
both staff and the broader community. Other notable initiatives over the past year have
included changes in Bank policies in support of more flexible work arrangements for staff
and the introduction of a diversity awareness seminar series.
Keith Hall
Chairperson
Equity & Diversity Policy Committee
■■
p.1
Foreword
Introduction
This is the twenty-second Equity & Diversity Annual Report of the Reserve Bank of Australia,
as required under Section 9 of the Equal Employment Opportunity (Commonwealth
Authorities) Act 1987.
Approach to Diversity
The RBA’s policies and processes aim to embed equity and diversity principles in its work
practices. To ensure that these practices remain appropriate, the RBA annually reviews its
diversity profile, the take-up of its existing policies and programs, as well as any relevant
external developments. This analysis, much of which is detailed in this Annual Report, helped
determine new initiatives for the RBA’s Diversity Plan. The Plan is updated every two to three
years, with the Diversity Plan 2009-2011 introduced during this reporting period.
The new Plan identifies four priorities:
■■
to gain an understanding of the issues related to work/life balance that are important to
staff and use that information to contribute to equity and diversity policy deliberations;
■■
to better understand the factors influencing the career experience of women;
■■
to continue improving the accessibility of the Bank’s computing systems and information
and building facilities for staff and the community; and
■■
to understand the needs of a maturing workforce, and use that information to assist in
workforce planning and knowledge retention.
The layout of this Annual Report reflects these priorities, as well as the need to focus on
the ‘designated groups’ defined in the Act – women, people with a disability, people of a
non-English speaking background, and indigenous Australians.
Responsibility for Equity and Diversity
The Reserve Bank’s Equity & Diversity Policy Committee is a consultative body which
includes representatives of management, Human Resources, the Finance Sector Union and
other staff. The Committee makes recommendations on equity and diversity matters to the
Governor, and is responsible for monitoring the development and implementation of equity
and diversity initiatives, policies and practices. The Committee reports annually on these
matters to the Governor.
During the reporting period, the Terms of Reference for the Committee (which are set out in
the Appendix) were updated. The main change was to vary the membership in order to:
■■
increase staff representation; and
■■
better integrate the Committee with other diversity fora in the Bank.
■■
p.3
Introduction
Responsibilities extend beyond the Committee:
■■
All staff are required to ensure that their actions in the workplace are consistent with the
RBA’s equity and diversity principles.
■■
The Heads of each functional group are responsible for equity and diversity activities and
performance within their areas.
■■
Diversity Contact Managers are responsible for monitoring the implementation of diversity
initiatives in their respective departments (which they report to the Committee) and act as
an intermediary between the Committee and staff.
■■
The Accessibility Consultative Group makes practical suggestions for improvements to the
accessibility of computing systems and information and building facilities. Representatives
are drawn from relevant departments (namely Systems & Technology, Information,
Facilities Management and Human Resources) and interested staff.
■■
Human Resources provides specialist services to assist in the development and
implementation of the RBA’s equity and diversity program.
Promoting Awareness
For equity and diversity principles to be considered part of normal work practices, staff must
remain well informed about the RBA’s diversity related policies and relevant legislation. There
are a number of ways in which the RBA strives to achieve this, including:
■■
ensuring that all staff and managers are appropriately trained about their equity and
diversity responsibilities, via face-to-face and online programs;
■■
conducting awareness sessions on diversity related issues and publishing topical articles
in the monthly staff magazine, Currency;
■■
making its equity and diversity related policies accessible on the Bank’s intranet and
communicating any policy changes via the staff newsletter, Staff Matters; and
■■
making available on the intranet diversity related resources, such as the Bank’s Diversity
Plan, the Equity & Diversity Annual Report, information on assistive technology and
a guide on disability awareness.
Data Collection
Equity and diversity information is sought from staff when they commence employment at the
RBA. It is provided on a voluntary basis and includes information on disability, ethnic origin
and capabilities in languages other than English. The RBA’s equity and diversity statistics are
based primarily on these data.
■■
p.4
Introduction
% of total staff
% of total staff
% of exits
44
44
42
42
40
40
30
The RBA’s Diversity Profile
20
38
38
36
36
At the end of June 2009, the RBA employed 989 staff, an increase of 6 per cent from a year ago
34 years. Most
and continuing34
the general upward trend in staff numbers evident over the past six
diversity groups have maintained a fairly constant share of employment at the RBA over the
32
32
past decade (Graph 1).
The only exceptions to this have been staff with a non-English
speaking
background, whose representation has steadily increased, and staff with a disability, whose
30
30
representation has fallen 2001
somewhat over
2003the past few
2005years. 2007
2009
10
0
55+
Graph 1
Diversity Profile at the RBA
As at 30 June
% of total staff
% of total staff
%
60
60
50
50
40
40
30
30
20
20
10
10
70
60
50
40
30
20
10
0
Other *
2001
0
2003
2005
2007
2009
0
Men
Women
Staff born overseas from a non-English speaking background
Staff with parent(s) from a non-English speaking background
People with a Disability *
Indigenous Australians
aking background 2
Drivers
* incorporates revisions to historical data due to changes in the definition of disability
Staff by Age Group
% of total managerial positions
Number
30
200
25
160
Number
Women
200
Men
160
30s
20
Less than 30
120
120
15
80
10
5
■■
40s
40
50 and above
p.5
80
Introduction
40
Diversity Initiatives and Profile
Work/Life Balance
Initiatives
The RBA aims to have work practices and policies that help staff achieve an appropriate
work/life balance while meeting its operational needs. During the reporting period, the RBA
undertook a review of its flexible work arrangements, which resulted in:
■■
changes to parental leave, with eligible employees able to take up to two years parental
leave (previously one year);
■■
the introduction of a purchased leave scheme, enabling eligible employees to purchase up to
four weeks additional leave in a calendar year;
■■
more flexible arrangements for long service leave, including shortening the length of notice
required to be able to take long service leave and reducing the minimum duration of leave
that can be taken;
■■
extending the maximum period of leave-without-pay staff can apply for from one year
to two years and expanding the list of circumstances in which staff can engage in outside
employment while on leave without pay; and
■■
enabling staff to cash out a maximum of two weeks of accrued annual leave per year, where
their annual leave balance exceeds six weeks.
The RBA continues to offer the services of the Employee Assistance Program to staff. In
2008/09 the Program was actively promoted through a presentation during Mental Health
Week and in the new Diversity Plan. Staff can access information about the Program on the
Bank’s intranet.
Profile
During the reporting period, a total of 27 staff commenced parental leave, of which one-third
were women. Over the past few years, a higher percentage of men have taken paid parental
leave (Graph 2). Of the women completing parental leave in the year to June 2009, a slightly
higher proportion returned to work full-time than has typically been the case (Graph 3).
Nevertheless, the majority returned to work on a part-time basis.
Transitional arrangements for the newly introduced purchased leave scheme came into effect
during 2009, with staff able to apply for purchased leave to be taken in the second half of the
year. Eleven applications were received, of which the majority were from managers.
Personal leave for caring purposes was used by 45 per cent of staff in the year to June 2009,
similar to the previous year. Fifty-five per cent of staff using carer’s leave were men, in line with
their overall representation at the RBA.
■■
p.7
Diversity Initiatives and Profile
0
15
Post-Secondary ^
Secondary
Women
10
15
Post-Graduate #
Graduate *
Men
10
^ Certificate and Diploma
* Bachelor Degrees
5
40 0
0
2000
Professional
Average
30
5
# Master's, Graduate Diploma, Doctorate, Charted Financial Analysts, Certified Practising Accountants, Charted Accountants
0
2000
Graph 2
2009
2000
Year to 30 June
10
% of gender
Staff Commencing Parental Leave
Year to 30 June
100
Exit and Resignation Rates by Gender
0 90
1991
80
% of gender
% of gender
%7of gender
50
6
Training Participa
20
0
2009
% of 7
gender
Total exits
6
Resignations
1994
1
70
50
60
50
5
40
5
4
30
3
3
220
2 20
Men
10
0
0
Graph 3
2004
2000
2005
2006
2007
Women
2006
2009
2003
20
%
10
100
0
30
Men
2000
2008
2003
0
2009
2006
2009
*Excludes Bank-sponsored stud
10
60
Staff from a Non-
0
40As at 30 June
% of total staff
Women Completing Parental Leave (%)
20
40
Year to 30 June
2009
Women
Completing
Parental Leave
%
% of total women
80
completing parental leave
%
% of total women
80
completing parental leave
80
70
80
70
60
60
50
60
40
50
60
40
30
30
20
40
20
40
10
10
0
20 Resumed Part-Time%
0
20
Resumed Full-Time%
2005
0
Resumed Part-Time
2006
2007
2008
Resigned%
0
3015-19 20-24 25-29 30
June 79
20
* Percentage of female working
10
0
2001
Staff with parents b
Staff born oversea
2009
Resumed Full-Time
Average
Managerial Positions
by(2000-2008)
Gender
2005
80
1
Women
Fe
30
4
1
40
Australia-Wide
40
0
Resigned
2009
As at June 30
% of total female staff
35
■■
p.8
Women (LHS)
% of total male staff
Men (RHS)
Female Graduates
35
30
30
25
25
Diversity
Initiatives and Profile
20
20
15
15
10
10
% of total graduates
50
40
30
Average
8
During 2008/09, 79 staff worked part-time, an increase of 16 per cent from the previous year.
While this is the highest participation rate on record, it remains the case that the vast majority
of part-time working arrangements involve women (Graph 4). The average age of staff working
part time is 37 for both men and women.
Graph 4
Staff Working Part-Time
% of gender
30
25
20
15
10
5
2009
0
As at 30 June
Staff Mobility
% of total staff
% of total staff
9
9
8
8
7
7
6
6
5
5
4
4
3
3
2
2
1
1
0
2001
2003
Women
2005
2007
2009
0
Year to 30 June 2
% of total staff
100
80
60
40
20
0
Promoti
Men
Tenure Profile
As at 30 June 2009
Occupation by Gender
The RBA continues
offer childcare places to staff at Billabond Children’s Centre, for children
As at 30to
June
aged five years and under. As at 30 June 2009, eleven children from eight RBA parents wereNumber of staff
% of gender
of total
staff
% Centre.
of total female
staff2008/09, three children from two RBA parents %
200
using the
During
used
themale
Centre’s
Women (LHS)
Men (RHS)
40
80
Vacation Care80Program.
35
160
The average number of staff attending the health and wellbeing lunch-time information
increased
during
the
reporting
period.
On
average,
33 participants
attended
each
Head
60
60
Office session compared with 20 in 2007/08. Nine of the 15 sessions were held at Head Office120
25
with the remainder held at the Bank’s Business Resumption Site. Material from the sessions
20was distributed
40 to all other RBA locations. The sessions covered a variety of topics
40 including
nutrition,
exercise
and
mental
health.
In
addition,
48 staff
participated
in
a
13 week
program 80
15
aimed at improving their overall health.
30sessions
10
Post-Graduate #
20
20
40
The RBA supports staff being involved in philanthropic pursuits through its Volunteer Day
5 Program. As part of the program, the RBA makes a financial donation equivalent to a days’ pay
per annum) for staff who take leave to participate in volunteer
activities 0
0
0 (one day per employee
0
2000
2000
2009
for designated charities.
During 2008,2009
38 employees participated
in the
program with various
and managerial
Clerical
organisations endorsedProfessional
by the RBA’s
Benevolent Fund Committee.
<1
1-5
g Accountants, Charted Accountants
Training Participation*
Exits by Age a
Year to 30 June
% of gender
% of gender
■■
p.9
Year to 30 June 2009
Diversity%Initiatives
of gender and Profile
100
100
90
90
80
80
% of exits
30
Staff with a Disability
As at 30 June
ber of staff
200
160
120
% of total staff
% of total staff
Gender
10
10
8
8
Initiatives
Work over the past year has focused on better understanding the factors influencing the career
6
6
experience of women. This analysis, reported below, was also used to help formulate initiatives
for the latest Diversity Plan.
80
4
4
2
2
Profile
40
0+
The representation of women employed at the RBA has remained stable over the past five years at
42 per cent (Graph 5), comparable to the Australia-wide female employment share of 45 per cent.
0
0
2001
2003
2005
2007
0
2009
Graph 5
Female Staff
As at 30 June
% of total staff
% of total staff
of exits
44
44
42
42
40
40
38
38
36
36
34
34
32
32
30
20
10
30
2001
2003
2005
2007
2009
30
0
%
70
60
By occupation, the RBA continues to evolve from an organisation predominantly comprising
clerical and administrative positions, to one of a predominantly professional nature. As a
Diversity
Profileatatthe
theBank
RBAare now employed in professional/managerial roles
result, the majority
of women
As at 30 June
rather than in clerical positions, which contrasts to the situation nearly a decade ago (Graph 6).
Nevertheless,
continue to hold the majority of professional/managerial
roles,
% of total
staffaccounting
% of men
total staff
for two-thirds of such roles, while women continue to dominate clerical positions; these
60
60
proportions have changed little over the past decade.
Men occupy 50
the majority of managerial positions at the RBA, with women holding
around
50
one-quarter of these positions, a proportion largely stable over the past decade (Graph 7).
50
40
30
20
■■
p.10
40
40
30
30
20
20
Diversity Initiatives and Profile
10
10
10
0
2001
2003
2005
2007
2009
0
8
2009
0
2<25
25-34
35-44
1
0
2001
2003
Employment by Occupation
As at 30 June 2009
% of total staff
45-54
2005
Women
2007
2009
40
60
% of total female staff
Women (LHS)
50 80
35
10
30
0
g background
d
Post-Graduate #
Men (RHS)
%
Tenure
Profile
60
70
As at 30 June 2009
40
60
30
160 30
60
25
120
20
20
2009
As at 30Promoti
June
50
Number of staff
60
% of total male staff
200
40
50 80
40
30
Diversity Pr
0
% of total staff
As at 30 June
30% of gender
0
Men
Occupation by Gender
70
20
1
Graph 6 %
40
20
2
55+
Age Group
15
10
10
0
20
40
40
10
20
10
80
0
0
20
Professionals
20
Clerical &
Managers
Other *
Administrative Workers
All staff 1
Staff born overseas from a non-English speaking background 2
0
0
* Technicians
& Trade Workers, Community & Personal Service Workers, and Machinery Operators & Drivers
2009
2000
2009
% of Total staff 2000
5
0
0
<1
1
2
% of staff born overseas from non-English speaking backgound
Professional and managerial
200
40
Clerical
1-5
* incorporates revisi
g Accountants, Charted Accountants
Training Participation*
Graph 7
Exits by Age a
Staff by
Year to 30 June
Women in Managerial Positions
Year to 30 June 2009
% of gender
% of
Asgender
at 30 June
% of exits
100
Number
% of total managerial positions
90
30
200
30
80
100
% of total graduates
% of total managerial positions
90
50% of gender
30
80
7
70
25
40
60
6
50
20
5
40
30
4
30
15
20
3
10
10
2009
008
0
2
5
1
0
2009
50
20
40
30
15
20
20
10
70
25
60
0
2005
2006
2007
Women
2008
2001
2003
2009
120
10
40
0
2007
80
4
5
Men
2005
3
0
*Excludes Bank-sponsored study assistance & conferences
0
160
20
2009
0
<25
0
2000
Staff from a Non-English Speaking Background
Employment
Age
Distribu
As at 30
June 200
As at 30 June
Age Distribution of Female Staff
% of total staff
% of total staff
As at end June
40
%
100
80
Number of women
%
80
80
30
80
70
60
40
30
2000
60
■■
p.11
20
40
As at end June
%
Number
70 of men
120
60
100
50
Diversity Initiatives and Profile
60
2009
50
60
40
Number of women
40
20
8040
30
60
5
4
3
50
50
40 %
30 80
40 %
20
20
10
0
2
The
30
30 80
70
10
60
2005holding 2006
of50women
a managerial2007
position
10
70
60
0
2008
2009
has nevertheless increased 50
slightly,
proportion
Women
Men
40
reflecting the more40general shift towards professional
occupations, although the percentage
1
*Excludes Bank-sponsored study assistance & conferences
point increase has30
not been as large as that for men (Graph 8).
30
8
0 10
20important
20 make up around one-third of the Bank’s total recruits and are an
typically
source of professional
and
managerial
staff.
Typically,
female
graduates
comprise
around
10
10 from a Non-English Speaking Background
Staff
one-third of the As
total
intake,
a
proportion
that
has
been
relatively
constant
over
the
past two
0
0at 30 June
decades (Graph 9). For
the 2010
intake, female
representation
above average,
Resumed
Part-Time%
Resumed
Full-Time% was slightly
Resigned%
% of total staff
% of total staff
at 38 per cent.
2005 2006 2007 2008 2009
40
40
%
30
Managerial
Positions by Gender
80
60
35
40
30
20
Resigned%
% of total male
20 staff
Women (LHS)
30
3010
25
25
20 0
0
15
10
40
Female
Gradua
35
Men (RHS)
3010
10
09
% of total graduates
20
50
10
200
2009
15
Staff with parents born overseas from a non-English speaking background
Staff born overseas from a non-English speaking background
10
2001
2003
2005
2007
5
40
2000
2009
2000
2009
10
Exit and Resignation Rates by Gender
Female Graduates
% of gender
% of total graduates
50
50
20
0
10
30
30
Total exits
40
40
30
30
Average
0
20
0
2000
1994
2003
1997
10
10
Women
0
20
15
80 10
10
1991
%
20
20
Men
10
Australia-Wid
25
100
5
20
Women in
June
1991As at 301994
% of gender
% of total graduates
% of total managerial pos
50
Resignations 50
30
40
40
15
1
Aver
All staff
* Technicians & Trade W
1
% of Total staff
2
% of staff born overse
20
0
35
25
Professiona
30
Graph 9
30
0
5
0
% of total male staff
%
50
% of total20
female staff
50
2001
Staff with pare
As at 30 June 2009
Staff born ove
60
30
As at June 30
70
0
Employment b
70
Graph 8
esignations
<25
0
Graduates
2009
2009
20
60
2006
2003 2009
2006
2000 200920032000 2006
0
2009
5
0
0
40
20
% of gender
■■
50
p.12
40
Diversity Initiatives and Profile
Women Completing Parental Leave
20
Age Distribut
Australia-Wide Female Participation Rate*
% of total women
completing parental leave
% of total women
completing parental leave
As
0 at end June
15-19 20-24 25
25
25
20
20
15
15
9
8
7
6
Three-quarters of staff at the RBA have a post-secondary or tertiary educational qualification.
5
10
10
There is no significant difference in the percentage of women holding Certificate/Diploma or
4
Bachelor qualifications
when compared to men (Graph 10). Where differences exist,
5 they are that:
5
■■
■■
3
the HSC is the highest educational qualification for proportionately more women than men,
0
0
2
reflecting the higher
representation
roles; and 2009
2005
2006 of women
2007in clerical
2008
Women
Men
proportionately more men than women
hold a post-graduate
qualification, although this
gap has narrowed a little over the past five years (Graph 11).
1
0
2001
Graph 10
Highest Educational Qualification
Occupation by
As at 30 June 2009
As at 30 June
% of gender
% of gender
40
40
35
35
30
30
25
25
20
20
15
15
10
10
5
5
0
Post-Secondary ^
Secondary
Women
Graduate *
Post-Graduate #
0
% of total female staff
Wome
80
60
40
20
0
2000
Professio
Men
^ Certificate and Diploma
* Bachelor Degrees
# Master's, Graduate Diploma, Doctorate, Charted Financial Analysts, Certified Practising Accountants, Charted Accountants
Training Partic
Graph 11
Year to 30 June
Post-graduate Qualifications
As at 30Commencing
June
Staff
Parental Leave
% of gender
Staff Working
Year to 30 June
% of gender
% of gender
% 30
of gender
% of gender
30
7
25
7
25
6
20
5
15
4
10
3
5
2
0
1
6
20
2005
2006
2007
Women
0
2004
2005
2006
Women
2008
2009
Men
■■
2007
Men
p.13
5
15
4
10
3
5
2
0
1
100
As at 30 June
90
% of total staff
80
9
70
60
8
50
7
40
6
30
5
20
4
10
0
3
2
1
0
Diversity Initiatives
and Profile0
2008
2009
2005
*Excludes Bank-sponsor
2001
Staff from a N
As at 30 June
40
% of total male staff
% of total female staff
Women (LHS)
80
Men (RHS)
200
80
35
160
30
60
60
25
120
The proportion of staff participating in RBA-sponsored training courses was similar for both
20
40
40
females and males (Graph 12). The RBA continues to support programs that assist women to 80
15develop leadership skills and build support networks.
10Promotions, transfers
20
ost-Graduate #
20
and rotations within the RBA, including to overseas and regional
offices, 40
are
an
important
means
of
staff
development.
Staff
are
also
provided
with
opportunities
to act
5
in higher positions and to undertake secondments to other institutions. In 2008/09, female staff
0
0
0
accounted for half
of all2000
staff transfers 2009
and just under 40 per
promotions
(Graph 13). 0
2000 cent of all2009
Professional and managerial
<1
1-5
6-1
Clerical
Graph 12
untants, Charted Accountants
Training Participation*
Exits by Age at E
Year to 30 June
Year to 30 June 2009
% of gender
% of gender
% of gender
7
6
5
4
3
100
100
90
90
80
80
70
70
60
60
50
50
40
40
30
30
20
20
10
10
0
2
2006
2007
Women
1
2009
2005
2008
2009
% of exits
30
20
10
0
Men
0
<25
*Excludes Bank-sponsored study assistance & conferences
2
0
Graph 13
Staff from a Non-English Speaking Background
Indigeno
Employment
As at 30by
Ju
As at 30 June
Staff Mobility
% of total staff
9
8
%
7
80
6
70
5
60
As at 30 June 2009
30 June 2009
% ofYear
total to
staff
% of total staff
40
% of total staff
% of total40staff
100
100
%
70
60
30
80
30
80
60
20
60
20
40
40
10
40
10
30
30
2
20
20
20
1
0
0
10
0
2009 0
signed%
■■
p.14
0
2001
2003
2005
2007
2009 0
Promotions
Transfers
Total
Staff with parents born overseas from a non-English speaking background
Women
Men
Staff born overseas from a non-English
speaking
background
Diversity Initiatives and Profile
Tenure Profile
20
1.0
0.5
10
0.0
0
Professionals
All staff 1
Staff wit
* Technicians & Trade Wo
1
% of Total staff
2
atoverseas
30 Ju
% of staffAs
born
As at 30 June 2009
Number of staff
1.5
50
4
50
40
3
% of total staff
2.0
Number of staff
% of total staff
As at June 30
% of total female staff
35
% of total male staff
Women (LHS)
Female Graduates
35
Men (RHS)
30
30
% of total graduates
There was
the more 50
25 a marked slowing in turnover during the year to June 2009 reflecting
25
difficult economic conditions, with the number of exits falling by one-quarter. Over the past
20
20
few years, male exit rates (or the proportion of exits that are male) have been higher than that
40
for females,
owing largely to an increase in exits for reasons other than resignation
(typically
15
15
retirement or contract expiry, see Graph 14). In contrast, resignation rates overall have been
10
10
30
broadly similar between genders.
5
Average
5
Pay distribution within the RBA continues to be monitored. Salary data suggest that there is
20
no gender
0 inequity in terms of remuneration outcomes.
0
2000
2009
2000
2009
Graph 14
10
Exit and Resignation Rates by Gender
0
% of gender
50
1991
1994
% of gender
Total exits
50
Resignations
40
40
30
30
Australia-Wide F
%
100
20
20
Men
80
10
10
Women
0
2000
2003
2006
2009
60
2000
2003
2006
2009
0
40
20
Women Completing Parental Leave
% of total women
completing parental leave
% of total women
completing parental leave
80
0
15-19 20-24 25-29
80
June
* Percentage of female work
60
60
40
40
20
20
0
Resumed Part-Time
Resumed Full-Time
Average (2000-2008)
■■
Resigned
0
p.15
2009 Diversity Initiatives and Profile
% of total staff
% of total staff
%
60
60
50
50
40
40
30
30
70
60
Age
50
40
Initiatives
30
20
20
The ageing of Australia’s workforce is an important employment trend. Work over the past year
has focused
on understanding the implications for the Bank of changes in 10
its age distribution
10
and some of the workforce planning issues around retirement.
20
10
Profile
0
0
2001
2003
2005
2007
2009
0
Men
kground
2
Women
There have been important changes
in the age profile of employees at the RBA. In particular,
Staff born overseas from a non-English speaking background
Staff within
parent(s)
a non-English
background
the number of women employees
theirfrom
thirties
has speaking
decreased
markedly over the past decade,
People with a Disability *
while for men there have been
increases
in all age groups, with the exception of those aged
Indigenous
Australians
above 50 years
(Graph
15).
* incorporates
revisions
to historical data due to changes in the definition of disability
Graph 15
Staff by Age Group
Number
managerial positions
30
200
25
160
Number
Women
200
Men
160
30s
20
Less than 30
120
120
15
80
80
10
40s
2009
50 and above
40
5
0
0
2000
2003
2006
40
2009 2000
2003
2006
2009
0
Age
Male Staff
This trend
hasDistribution
resulted in aof
bimodal
age distribution for females (Graph 16). This has not
at end
June who have instead experienced an increase in numbers in the younger age
occurredAsfor
males,
groups (Graph 17).
r of women
80
60
Number of men
Number of men
In part,120
changes in the female age distribution reflect the restructuring of the
120RBA that
occurred in the late 1990s and early 2000s. This resulted in a disproportionately large share
of young women exiting the Bank, due to the abolition of clerical roles typically
held by this
100
100
demographic. The reduction in clerical positions has had an ongoing effect to the extent that
2009
there has been a reduction in the number of women recruited who are in their thirties.
80
80
60
60
40
■■
p.16
40
Diversity Initiatives
and Profile
2000
2004
40
20
20
20
0
Other *
0
10
0
eaking2009
background 2
5
2001
0
2003
2001
& Drivers
Graph 16
2005
2007
2009
Men
Women
Staff born overseas from a non-English speaking background
2003
2005
2007
Staff with parent(s) from a non-English speaking background
People with a Disability *
Indigenous Australians
0
40
5
0
2009
0
* incorporates revisions to historical data due to changes in the definition of disability
Age Distr
Age Distribution of Female Staff
As at end Jun
As at end June
Staff by Age Group
Number of women
%
Women
60
30s
2004
120
20
80
60
40
Less than 30
120
20
80
80
20
40s
05
0
0
50 and above
40
< 20
0
20-24 25-29 30-34 35-39 40-44 45-49 50-54 55-59
Age group
2000
2003
2006
2009 2000
2003
60+
0
2006
2009
40
0
Age Distribution of Male Staff
As at end June
Number of women
5-59
Number of men
Number of men
120
120
100
100
2009
60
80
80
60
60
2000
40
40
2004
20
20
20
60+
0
100
160
Graph 17
40
120
40
20
10
80
Number of men
60
2009
40
40
15
200
Men
160
20
2009
Number
2000
200
25
60
7June 09
80
Number
30
80
0-64 65-69 70+
Number of women
80
100
% of total managerial positions
200
0
< 20
20-24 25-29 30-34 35-39 40-44 45-49 50-54 55-59
60+
0
Age group
■■
p.17
Diversity Initiatives and Profile
0
< 20
20
30
30
Average
5
15
20
0
009
20
10
10
10
5
Another factor which could be contributing to this effect is the work/leisure (family) preferences
0
of women in0their thirties. Indeed, the distribution of the Australian female participation
rate by
1991
1994
1997
2000
2003
2006
2009
age group tends to be bimodal and has been for an extended period (Graph 18).
0
2001
% of gender
gnations
50
Graph 18
Age Distributio
Australia-Wide Female Participation Rate*
40
30
As at end June
%
%
100
100
80
80
60
60
Number of women
80
20
60
10
2006
2009
40
0
40
40
20
20
20
20
% of total women
completing parental leave
esigned
80
0
15-19 20-24 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64 65-69 70+
June 79
Age group
June 89
June 99
0
June 09
* Percentage of female working age population in the labour force
60
Male staff, on average, are younger than female staff. Around half the men employed at the
RBA are under the age of 35, compared to 44 per cent of women. In addition, there is a higher
40
proportion of women approaching retirement age, with one-third of women currently aged
45 and above, compared to one-quarter of men.
2000, the average tenure of employees at the RBA has shortened somewhat. Currently,
44 per cent of staff have spent less than five years at the RBA (Graph 19), compared with
35 per cent in 2000. Conversely, 20 per cent of staff have been employed by the RBA for more
0than 20 years, compared with 31 per cent in 2000. On average, staff spend about 10 years at
the Bank.
Since
20
Staff eligible for retirement (or over 54 years of age) accounted for 19 per cent of staff exits
during 2008/09 (Graph 20). The majority of staff leaving the RBA, however, do so before the
age of 35 (and account for half of total exits), although these exits represent only nine per cent
of staff in these age groups.
■■
p.18
Diversity Initiatives and Profile
0
< 20
20-24 2
43
40
40
32
40
20
40
20
20
0
20
21
007
2009
07
2009
10
Promotions
0
0
Women
Tenure Profile
0.0
0
Total
Men
Staff
As at 30 June 2009
As at 3
Staff
Tenure Profile
As at 30 June 2009
(RHS)
(RHS)
0.5
0.0
0
Total
Women
Transfers Men
Promotions
Graph 19
Transfers
0.5
As at 3
Number of staff
Number of staff
% of total
% of total male staff Number
200 of staff
% of total 80
male staff
200
200
Number of
staff
10total s
% of
160
160
8
60
160
160
8
60
120
120
6
120
120
6
80
80
4
80
80
4
40
40
2
40
20
20
Clerical 2009
10
80
40
2009
200
40
40
2
0
0
0
0
0
0
0
0
<1
1-5
6-10 11-15 16-20 21-25 26-30 31-35 36-40
40+
<1
1-5
Tenure
group
(years)
6-10 11-15
16-20
21-25
26-30 31-35 36-40
Women
Men
Tenure group (years)
Women
Men
40+
lerical
Graph 20
Fem
As at 3
Fema
Exits by Age at Exit
As at 3
% of total
Year to 30 June 2009
% of gender
100
% of gender
90
100
80
90
70
80
60
70
50
60
2009
2009
Exits by Age at Exit
% of44
total s
Year to 30 June 2009
% of exits
% of exits
% 30
of exits
30
% of exits
30
30
20
40
50
30
40
20
20
20
30
10
20
10
10
10
10
0
0
38
36
36
34
34
32
32
30
30
0
<25
0
<25
25-34
35-44
45-54
55+
25-34
Age
Group
35-44
45-54
55+
0
Age Group
ound
Divers
As at 30
Employment by Occupation
und
% of total staff
% of total40
staff
40
30
42
40
40
38
20
0
10
44
42
Divers
As at 30 June 2009
Employment
by Occupation
As at 30
% of total st
As at 30 June 2009
%
%
70
%
%70
70
60
70
60
■■
p.19
Diversity Initiatives
60 and Profile
% of60
total sta
60
50
50
40
30
60
50
20
50
40
50
40
40
30
20
40
40
30
50
Disability
Initiatives
A survey of staff with a disability was conducted by the RBA’s occupational health nurse during
the year. The bi-annual survey provides an avenue for feedback from staff with a disability
to establish if there are any improvements that can be made to the working environment.
Feedback provided in the survey was used in formulating the latest Diversity Plan.
The RBA offered staff a number of training sessions aimed at raising awareness on disability
in the workplace. These included:
■■
a half-day disability awareness workshop attended by the RBA’s trainees;
■■
a Deafness Awareness workshop conducted as part of the Diversity Plan’s new lunch-time
information sessions. Notes from the workshop, which was run by the Deaf Society of
NSW, were made available to all staff on the Bank’s intranet site; and
■■
health and wellbeing lunch-time information sessions, which included topics on mental
health and depression.
The RBA also promoted the government initiative, JobAccess, to raise awareness of workplace
assessments for assistive technology and the possibility of funding for staff with a disability.
The primary forum through which accessibility issues are raised and addressed is the
Accessibility Consultative Group. Two important changes were made to the Group over the
past year. First, the Chairperson of the Group was invited to become a member of the Equity
and Diversity Policy Committee to better integrate the work of the two bodies. Second, to
increase the visibility of the Group and to allow for greater staff participation, the minutes of
the Group’s meetings are now available to all staff on the intranet. During 2008/09, the bulk of
the Group’s work centred on computing-related accessibility, such as the development of user
guides for the assistive-technology software, and assessing the implications of new international
guidelines on web-content accessibility for the RBA.
Each year the RBA designates a position on its Traineeship Program for a person with a
disability. In 2009, mentoring and support for these trainees was introduced which includes
meetings with managers and Human Resources on a regular basis, assessing specific equipment
needs, and providing regular training assistance.
■■
p.20
Diversity Initiatives and Profile
Indigenous Australian Staff
As at 30 June
% of total staff
100
80
60
40
Profile
% of total staff
% of total staff
2.0
2.0
The proportion of staff with a disability was 4¼ per cent in the year to June 2009, a decrease of
1.5
1.5
around two percentage
points over the past three years (Graph 21). This decline largely
reflects
exits from the RBA: staff with a disability represented 11 per cent of all staff exits in this reporting
period, higher than their overall share of employment. In part, the exit rate was boosted by a pick1.0 amongst such staff over the past three years, and reflects the fact
1.0
up in retirements
that the age
profile of employees with a disability is somewhat older than for the RBA overall, with a median
age of 43 years at June 2009, compared with the overall median of 36 years.
0.5
20
0.5
There may also be some under-reporting of people with a disability. This could reflect an
unwillingness to declare a disability and lags in capturing people with newly acquired disabilities.
0.0
0
2001
2003
2005
2007
2009
0.0
Graph 21
Staff with a Disability
As at 30 June
Number of staff
40+
5+
% of total staff
% of total staff
200
10
10
160
8
8
120
6
6
80
4
4
40
2
2
0
0
2001
2003
2005
2007
2009
0
Female Staff
As at 30 June
% of total staff
% of total staff
% of exits
44
44
42
42
40
40
38
38
36
36
34
34
30
20
10
32
30
0
32
■■
2001
2003
2005
p.21
Diversity Initiatives and Profile
2007
2009
30
Indigenous Australians
Initiatives
Each year the RBA designates a position on its Traineeship Program for an indigenous
Australian. In 2009, a recruitment, mentoring and development pilot program was introduced.
The program included sourcing suitable candidates, providing ongoing support for both the
trainee and their managers, and running a cultural awareness session for staff.
To raise staff awareness of cultural issues, two Aboriginal Cultural Awareness workshops were
held during the year, with over 50 staff attending. The RBA’s indigenous artwork was displayed
in the Museum of Australian Currency Notes to celebrate NAIDOC week.
Profile
Indigenous Australians continue to account for a very small proportion of staff, at ¾ of a
per cent (Graph 22). This is lower than the representation in the Australian community and
the broader Australian workforce. It is, however, comparable to the proportion of indigenous
Australians working in occupations similar to those employed at the RBA.
Graph 22
Indigenous Australian Staff
As at 30 June
% of total staff
% of total staff
2.0
total staff
2.0
100
80
60
1.5
1.5
1.0
1.0
0.5
0.5
40
20
0.0
0
2001
2003
2005
2007
2009
0.0
Staff with a Disability
As at 30 June
ber of staff
% of total staff
% of total staff
200
10
10
160
8
8
120
80
■■
p.22
Diversity
Initiatives and Profile
6
4
6
4
30
60
60
25
20
120
40
40
20
20
15
10
5
Post-Graduate #
0
Race Ethnicity
Initiatives
0
2000
2009
2000
Professional and managerial
80
40
0
2009
0
<1
1-5
Clerical
During the reporting period, the RBA reviewed its recruitment policies and removed the
requirement of Australian Citizenship for permanent employment. This provides the RBA with
Accountants, Charted Accountants
greater flexibility
in engaging
employees from overseas and enables highly skilled staff without
Training
Participation*
citizenship to Year
remain
at
the
Bank.
to 30 June
Exits by Age a
Year to 30 June 2009
The RBA continued to offer English language skills training for staff from a non-English
% of gender
% of gender
speaking background. A cultural awareness workshop was also conducted for staff operating
% of exits
100
100
in the Asia-Pacific
region.
% of gender
7
Profile
90
90
80
80
70
70
10
10
30
The proportion
60 of RBA employees who identified themselves as having being born
60 overseas
6
from a non-English
speaking
background
has
steadily
increased
over
the
past
decade
and is 20
50
50
currently
23 per
cent
(Graph 23).
The
representation
of
these
staff
at
the
RBA
is
significantly
5
40
40
higher than their representation in the Australian community and is also higher than that
30
30
4 of the Australian workforce. The largest group of employees from a non-English speaking
20
20
10
background were born in the Philippines, followed by India and China.
3
Staff born overseas from a non-English speaking background represented 22 per cent of all
0
0
2 staff exits in this reporting
2005 period,
2006
2009
similar to 2007
their share of2008
employment.
The exit rate for these
staff was nine per cent, the same as for Women
the RBA as Men
a whole.
1
08
2009
0
0
<25
*Excludes Bank-sponsored study assistance & conferences
Graph 23
Staff from a Non-English Speaking Background
Employment
As at 30 June
As at 30 June 2009
% of total staff
% of total staff
40
40
%
70
%
80
30
30
50
70
60
60
20
20
10
10
40
50
40
30
30
20
10
Resigned%
0
0
2001
2003
2005
2007
2009
0
Staff with parents born overseas from a non-English speaking background
Staff born overseas from a non-English speaking background
009
20
10
0
Profession
All staff 1
* Technicians & Trad
1
% of Total staff
2
% of staff born ove
■■
% of total male staff
Female Graduates
p.23
Diversity Initiatives and Profile
Women i
Appendix
Equity & Diversity Policy Committee:
Terms of Reference
Role
The role of the Committee is to assist the RBA to achieve its aims relating to equity and
diversity in the workplace.
Functions
The Committee has the following functions:
■■
make recommendations to the RBA on equity and diversity principles and policy;
■■
set the priorities for and monitor the implementation of an equity and diversity program
for the RBA. This includes reviewing the work of the Accessibility Consultative Group; and
■■
monitor and report periodically to the Governor on these matters.
Membership
The Committee has 10 members.
■■
Chairperson – appointed by the Governor;
■■
Deputy Chairperson – Head of Human Resources (ex-officio);
■■
Secretary – Equity & Diversity Consultant, Human Resources (ex-officio);
■■
Staff Representatives (four) – appointed by HR via expressions of interest;
■■
Union Representative – an employee nominated by the Reserve Bank Officers’ Section
of the Finance Sector Union (and an alternate);
■■
Representative from the Accessibility Consultative Group (Chairperson, ex-officio); and
■■
Representative from the Diversity Contact Manager Network (Chairperson, ex-officio).
Membership should include some representation from the various diversity groups as set out in
the Equal Employment Opportunity (Commonwealth Authorities) Act 1987.
■■
p.25
Appendix
Meetings
The Committee will meet three times each year.
Membership as at 30 June 2009
Chairperson
Keith Hall
Deputy Chairperson (Head of HR)
Chris Aylmer
Staff Representative
Aaron Bovis
Staff Representative
Celine Chiu
Staff Representative
Ric Deverell
Staff Representative
Bernadette Donovan
Staff Representative
Alex Heath
Union Representative
Elizabeth Derdowski
Union Representative (alternative)
Karen Notley
Representative of the Accessibility Consultative
Group - Chairperson
Glen McLane
Representative of the Diversity Contact
Manager Network - Chairperson
Vacant
Secretary (HR)
Monica Walker
As an interim measure, one extra staff representative has been added as the Diversity Contact Manager Network representative has not yet
been nominated.
■■
p.26
Appendix
Statistical Tables
REPRESENTATION WITHIN SALARY RANGES
As at 30 June 2009
Number (% of Total Staff Within Salary Range)
Salary
Below $30,000
$30,000 - $39,999
$40,000 - $49,999
$50,000 - $59,999
$60,000 - $69,999
$70,000 - $79,999
$80,000 - $89,999
$90,000 - $99,999
$100,000 & over
TOTAL
NESB1
NESB2
IA
PWD
Women
Men
Total Staff
5
(9)
4
(11)
18
(28)
30
(26)
29
(24)
44
(27)
23
(29)
16
(24)
53
(19)
11
(19)
8
(22)
10
(15)
22
(19)
15
(12)
22
(14)
11
(14)
11
(17)
36
(13)
1
(2)
1
(3)
1
(2)
1
(1)
2
(4)
1
(3)
4
(6)
3
(3)
6
(5)
6
(4)
6
(8)
1
(2)
12
(4)
30
(53)
20
(56)
42
(65)
60
(53)
59
(48)
72
(44)
33
(42)
22
(33)
75
(27)
27
(47)
16
(44)
23
(35)
54
(47)
63
(52)
90
(56)
45
(58)
44
(67)
208
(73)
57
222
(23)
146
(15)
7
(1)
41
(4)
413
(42)
570
(58)
2
(1)
1
36
65
114
122
162
78
66
283
983
Total Staff excludes 6 locally-employed representative office staff based in London and New York.
KEY
NESB1
NESB2
IA
PWD
People from non-English speaking backgrounds
People with parent(s) from non-English speaking backgrounds
Indigenous Australians
People with disabilities
■■
p.27
Appendix
REPRESENTATION WITHIN CLASSIFICATION LEVELS
As at 30 June 2008 and 30 June 2009
Number (% of Total Staff Within Classification Level)
Levels
L1
NESB1
NESB2
08
09
08
09
08
09
08
09
08
09
08
09
08
09
15
12
5
8
1
1
4
2
26
21
18
18
44
39
(2)
(3)
(9)
(5)
82
84
91
94
(34) (31)
L2
26
23
(32) (27)
GR
21
23
(23) (24)
L3
47
44
(30) (27)
L3/4
6
18
(7) (16)
L4
66
77
(32) (35)
L5
16
15
(13) (11)
L6
5
6
(10) (10)
(11) (21)
16
14
(20) (17)
10
IA
PWD
1
1
4
5
(1)
(1)
(5)
(6)
1
1
12
(11) (13)
24
24
(15) (15)
10
(1)
(1)
2
3
12
9
(1)
(2)
(8)
(5)
17
(12) (15)
30
30
(15) (14)
19
22
(15) (16)
8
10
(15) (17)
DH
1
3
6
(4)
(5)
13
10
(6)
(5)
4
5
(3)
(4)
2
2
(4)
(3)
1
OTHER
(59) (54)
54
57
(66) (68)
34
35
(37) (37)
97
99
(61) (60)
23
32
(28) (28)
87
94
(42) (42)
34
37
(28) (28)
16
18
(31) (30)
2
(8) (10)
HD+
Women
1
(17) (10)
1
1
1
1
1
1
(4)
(4)
(4)
(4)
(4)
(4)
5
3
10
8
2
1
3
1
3
4
(11) (15)
12
15
Men
(41) (46)
28
27
(34) (32)
57
59
(63) (63)
61
65
60
81
119 128
113
206 222
(58) (58)
89
97
123 134
(72) (72)
36
42
52
60
12
10
27
27
42
36
(69) (70)
10
9
(83) (90)
24
23
(89) (85)
30
21
(24) (22)
(5)
(3)
(7)
(3)
(29) (42)
(71) (58)
TOTAL
208 222
133 146
7
7
47
42
388 413
532 570
(23) (23)
(14) (15)
(1)
(1)
(5)
(4)
(42) (42)
(58) (58)
Total Staff excludes 6 locally-employed representative office staff based in London and New York.
KEY
GR
Graduates hired in 2008/09 under the Graduate Development Program.
DH
Deputy Heads of Department
HD +
Heads of Department, Governors
Other Staff Legal Counsel, Printing & Publishing staff, Maintenance staff, Support Officers, Trainees and Cadets.
NESB1
People from non-English speaking backgrounds
NESB2
People with parent(s) from non-English speaking backgrounds
IA
Indigenous Australians
PWD
People with disabilities
Appendix
83
(72) (72)
(12) (8)
p.28
158 164
(39) (40)
STAFF
■■
Total Staff
920 983
REPRESENTATION WITHIN OCCUPATIONAL GROUPS
As at 30 June 2008 and 30 June 2009
Number (% of Total Staff Within Occupational Group)
Occupational Group
Managers
NESB1
NESB2
08
09
08
09
08
09
08
09
08
09
08
09
08
7
8
10
12
1
1
4
3
22
23
79
77
101 100
(7) (8)
Professionals
120 137
(24) (24)
Technicians &
Trade Workers
15
16
(26) (28)
65 60
Clerical &
Administrative Worker (27) (25)
Community &
Personal Services
1
1
(25) (25)
(10) (12)
69
PWD
(1) (1)
84
(14) (15)
10
4
42
44
(17) (18)
1
6
5
(2) (2)
Women
Men
(4) (3)
(22) (23)
(78) (77)
22
22
184 211
326 367
(4) (4)
(36) (37)
(64) (63)
5
(17) (7)
3
13
15
(9) (5)
(22) (26)
16
14
167 162
(7) (6)
(68) (67)
1
2
(25) (25)
1
Machinery Operators
& Drivers
IA
2
(50) (50)
1
45
09
510 578
58
58
(78) (74)
78
79
245 241
(32) (33)
2
2
4
4
2
2
(50) (50)
2
(50) (50)
43
Total
Staff
2
(100) (100)
Sales Workers
Labourers
TOTAL
208 222
133 146
(23) (23)
(14) (15)
7
6
(1) (1)
47
42
388 413
532 570
(5) (4)
(42) (42)
(58) (58)
920 983
Total Staff excludes 6 locally-employed representative office staff based in London and New York.
KEY
NESB1
NESB2
IA
PWD
People from non-English speaking backgrounds
People with parent(s) from non-English speaking backgrounds
Indigenous Australians
People with disabilities
■■
p.29
Appendix
RECRUITMENT
Year to 30 June 2008 and 30 June 2009
Number
Occupational Group
NESB1
NESB2
08
08
09
09
IA
08
PWD
09
08
09
Women
08
27
Technicians &
Trade Workers
Clerical &
Administrative Worker
4
29
7
1
2
4
8
16
7
1
2
1
2
1
2
09
Total Staff
09
08
1
4
31
39
70
76
2
3
6
9
8
12
18
17
15
8
33
25
Managers
Professionals
Men
08
09
4
1
101 115
Community &
Personal Services
Machinery Operators
& Drivers
1
1
1
Sales Workers
Labourers
TOTAL
31
34
(% of Total Recruitment) (21) (22)
18
23
(12) (15)
2
1
(1) (1)
3
Figures are based on total staff recruitment.
Includes trainees, cadets and graduates.
Excludes renewal of contract, cadets rehired as graduates.
Excludes locally-employed representative office staff based in London and New York.
KEY
NESB1
NESB2
IA
PWD
■■
p.30
People from non-English speaking backgrounds
People with parent(s) from non-English speaking backgrounds
Indigenous Australians
People with disabilities
Appendix
3
(2) (2)
51
60
(35) (39)
96
93
(65) (61)
147 153
PROMOTIONS
Year to 30 June 2008 and 30 June 2009
Number
Occupational Group
NESB1
NESB2
08
09
08
09
Managers
1
1
1
2
Professionals
12
12
7
15
Technicians &
Trade Workers
2
2
1
Clerical &
Administrative Worker
2
6
4
4
17
21
13
21
IA
08
PWD
09
1
08
1
09
Men
Total Staff
08
09
08
09
08
09
3
2
9
6
12
8
20
18
34
41
54
59
2
1
4
3
6
4
1
11
16
2
13
13
29
2
36
37
49
63
85 100
1
1
2
Women
Community &
Personal Service
Machinery Operators
& Drivers
Sales Workers
Labourers
TOTAL
(% of Total Promotions) (20) (21)
(15) (21)
1
3
(1) (3)
2
(2) (2)
(42) (37)
(58) (63)
Excludes locally-employed representative office staff based in London and New York.
KEY
NESB1
NESB2
IA
PWD
People from non-English speaking backgrounds
People with parent(s) from non-English speaking backgrounds
Indigenous Australians
People with disabilities
■■
p.31
Appendix
SEPARATIONS
Year to 30 June 2008 and 30 June 2009
Number (Percentage of Total)
Occupational Group
NESB1
NESB2
08
08
09
09
IA
08
PWD
09
08
09
Women
08
09
Managers
Men
Total Staff
08
09
08
09
2
1
2
1
64
53
7
9
19
14
(100) (100)
Professionals
13
11
(20) (21)
5
4
4
4
(8)
(8)
(6)
(8)
4
Technicians &
Trade Workers
2
3
(11) (21)
18
(31) (34)
1
(44)
1
5
Clerical &
Administrative Worker (5) (36)
20
1
(14) (11)
2
1
3
(11) (7)
(21)
10
9
(53) (64)
44
35
(69) (66)
6
8
(86) (89)
9
5
(47) (36)
2
Community &
Personal Service
(100)
Machinery Operators
& Drivers
(100)
2
1
1
Sales Workers
Labourers
TOTAL
14
16
(% of Total Departures) (15) (21)
7
11
(7) (14)
2
1
4
7
(2)
(1)
(4)
(9)
31
28
(33) (36)
64
49
95
77
(67) (64)
Figures are based on total staff terminations, excluding retirements.
Excludes staff rehired at end of contract and cadets rehired as graduates.
Excludes separations of locally-employed staff based in London and New York.
KEY
NESB1
People from non-English speaking backgrounds
NESB2
People with parent(s) from non-English speaking backgrounds
IA
Indigenous Australians
PWD
People with disabilities
■■
p.32
Appendix
RETIREMENTS
Year to 30 June 2008 and 30 June 2009
Number
Occupational Group
NESB1
NESB2
08
08
09
09
IA
08
PWD
09
Managers
08
09
Women
08
Men
09
2
Professionals
2
Technicians &
Trade Workers
1
Clerical &
Administrative Worker
3
1
Total Staff
08
09
08
09
4
2
4
2
1
1
6
2
7
2
1
1
1
1
2
1
1
4
7
4
4
6
Community &
Personal Service
1
1
Machinery Operators
& Drivers
1
1
Sales Workers
Labourers
TOTAL
6
4
(% of Total Retirements) (32) (33)
3
2
(16) (17)
6
6
13
(32) (50)
6
19
12
(68) (50)
Figures are based on total staff retirements, redundancies above retirement age & early retirements.
Excludes locally-employed representative office staff based in London and New York.
KEY
NESB1
NESB2
IA
PWD
People from non-English speaking backgrounds
People with parent(s) from non-English speaking backgrounds
Indigenous Australians
People with disabilities
■■
p.33
Appendix
Notes
■■
p.34
Notes
Notes
■■
p.35
Notes