DDiversity & Inclusion
Strategy 2015-18
www.industry.gov.au
Secretary’s Foreword
The Executive and I are pleased to present the Department of
Industry and Science’s Diversity and Inclusion Strategy 201518. This strategy is our formal commitment to a workplace
culture that builds respect, fosters inclusiveness, promotes
diversity and embraces the unique skills and qualities of all our
employees. To be a high performing department it is essential
that together we create a workplace where all of us can
achieve our full potential, feel that our contributions are valued
and work effectively and flexibly together.
The diversity of our staff is one of our greatest assets. By having a diverse workplace
we will benefit from rich and challenging opportunities and experiences and better
reflect the communities and businesses we serve. While working together and
recognising the value of the differences among employees, the department can learn
and grow from these different backgrounds, experiences and views. It is also
important to acknowledge similarities in values and commitment to solving problems
and making a difference across our department.
Our Diversity and Inclusion Strategy 2015-18 provides the overarching framework to
diversity and inclusion across the department and is supported by a number of
targeted diversity plans and strategies including: the Reconciliation Action Plan
2015-17, our Disability Strategy and Action Plan and the Agency Multicultural Plan.
Harnessing workplace diversity creates a more inclusive and supportive work
environment, better team work and more effective service delivery. It increases
productivity, encourages greater creativity and different ways of thinking for improved
decision making.
To achieve this, over the next three years we will continue to focus on increasing our
Indigenous employee representation, increasing our disability confidence and
employee representation and developing an approach to assist our mature aged
workers as they transition to retirement.
I encourage you to draw on the value of your own life skills and experiences, as well
as the people with whom you work, to enhance our working environment and the
quality of decision making in the department.
Glenys Beauchamp
Secretary
Introduction
The Department of Industry and Science is committed to building diversity and
inclusion initiatives into our everyday business. It is committed to providing a
supportive and respectful work environment which recognises and values the
diversity of its employees.
This Strategy acknowledges that every employee, of any gender, age, ethnicity or
cultural background, disability, sexual orientation, religious faith, political affiliation,
socioeconomic origin, or family responsibility can make valuable contributions to
achieving business outcomes. It supports all aspects of employment, people
management and development within the department.
What is Workplace Diversity and Inclusion?
Diversity is about respect for individual difference. It acknowledges the myriad of
ways we are different and unique and the skills and experiences that we bring to the
workplace. In addition to those personal characteristics described above, things such
as our education level, job function, socio-economic background, personality and
preferences, geographic location and family responsibilities. Inclusion is about
fostering a work environment where those individual differences are valued.
Diversity and inclusion is about removing barriers to ensure all employees enjoy full
participation in a workplace which supports the development and achievement of
well informed and culturally appropriate business outcomes. No matter what
diversity means to you, it involves us all recognising the value of individual
differences and learning how to manage and nurture them in the workplace.
Benefits of Workplace Diversity and Inclusion
Having a diversity and inclusion strategy helps to build the department’s relationship
with the community and our stakeholders, enhance the contribution of our
employees and improve the quality of our programmes, policies and services.
Employing a diverse workforce provides a number of benefits to the department and
its employees, including but not limited to:
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fostering a strong and collaborative culture that builds and takes advantage of
employee capability and creates career opportunities
the achievement of a work environment in which all individuals are treated
fairly and respectfully, have equal access to opportunities and resources, and
can contribute fully to the organisation’s success
becoming an organisation of choice for new employees.
We maximise our capability by drawing on the diversity of our people and this has
the benefit of improving employee retention, enhancing productivity and our
wellbeing.
Responsibilities
All employees have an ethical and legal responsibility to maintain an environment
that is safe, respectful and productive. Everyone has the right to be treated fairly
within the workplace in an environment that recognises and accepts diversity.
Our Commonwealth and Australian Public Service employment, discrimination and
safety legislation reflects the expectations that the government and community have
about a fair, inclusive and productive public service. The aim is to take ownership of,
and observe, the spirit and intent of that legislative framework in order to make the
principles of diversity and inclusion a workplace reality.
We can all contribute by:
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participating in workplace diversity activities and opportunities
conducting business consistent with the APS values and Code of Conduct
including by treating everyone with courtesy and respect
complying with all anti-discrimination and workplace diversity legislation.
Our managers and supervisors can contribute by:
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displaying a positive commitment to workplace diversity and inclusion by
modelling the APS Values and Code of Conduct
ensuring that flexible work practices are observed and that the workplace is
accessible and provides support where needed
fostering an inclusive workplace culture in which people with diverse
backgrounds are included in work and social networks
dealing quickly and effectively with inappropriate behaviour in the workplace
participating in workplace diversity training opportunities and encouraging their
staff to attend
implementing and abiding by this strategy to assist staff in understanding its
importance and ensuring its achievements.
The success of the strategy is dependent upon the support of everyone in the
department. Everyone has a responsibility for contributing to a culture which
supports and values diversity and inclusion.
Identified Priorities
In meeting its obligations, the department will focus on the following groups:
INDIGENOUS
AUSTRALIANS
PEOPLE WITH
DISABILITY
The department is eager to
play its part in positively
influencing APS Indigenous
recruitment and retention and
to meet the wider agenda of
employment and equity
outcomes for Australia’s first
people – consistent with both
the Council of Australia
governments (COAG) Closing
the Gap principles and targets
and the Government’s
Indigenous Economic
Development Strategy 20112018.
The department supports its
employees with disability and
promotes the management
and implementation of
practices that provide a
working environment that is
accessible to all. Consistent
with Government and broader
APS strategic direction, the
department aspires to change
the way we think about
disability and develop staff
confidence and know-how to
create a diverse workforce.
We have and will continue to
work with a range of external
specialists to make available
better practice information and
resources on disability for our
staff and managers
PEOPLE FROM
CULTURALLY AND
LINGUISTICALLY
DIVERSE
BACKGROUNDS
MATURE AGE
WORKERS AND THE
INTERGENERATIONAL
WORKFORCE
Cultural and linguistic diversity
is a very broad concept and
encompasses the differences
that exist between people,
such as language, dress,
traditions, food, societal
structures, art and religion.
The department is committed
to creating development
opportunities and recognise,
value and leverage the
cultural and linguistic diversity
of our workforce.
The Australian Public Service
Commission defines mature
aged employees as 45 to 54
years, and other workers aged
55 years and older. For our
purposes mature aged
workers are those employees
over 45 years of age. As the
workforce profile is ageing, we
must look at ways to support
mature age workers in order
to utilise and retain their skills
and knowledge.
Our Strategy
Our strategy aims to create a supportive, flexible and fair workplace in which
differences between employees are respected and viewed as an
organisational asset. Our four key aims are:
Aim 1 - Foster diversity practice through our business planning and
outcomes
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Integrate workplace diversity principles into workplace structures and
procedures by encouraging the provision of flexible work practices, in
accordance with the department’s Enterprise Agreement, while at the
same time meeting operational requirements
Encourage diverse representation in policy making, programme
management and decision-making forums
Continue to improve SES, managers and supervisors leadership skills
through departmental leadership and management programs and
forums
Encourage new starters and existing staff to volunteer their diversity
details so we have a better understanding of our workforce
Invest in the Performance Planning & Review (PPR) process to provide
opportunities to support training needs, capability development and
career development
Aim 2 - Encourage a diverse workforce and employment
opportunities for employees
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Design and foster creative and targeted human resource solutions and
employment programmes to benefit from the energy, values and
perspectives that a broader talent pool can offer
Support and encourage human resource and people management
solutions that overcome what might be traditional barriers for some
elements of the workforce
Ensure recruitment, selection processes and panel training incorporates
diversity principles for flexible, fair and equitable outcomes
Ensure external recruitment agencies contracted by the department are
aware of our diversity and inclusion commitments and requirements
Advertise positions using a range of media and networks as
appropriate, to attract a wider range of applicants
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Continue to use exit survey data to inform HR strategy and workforce
planning
Aim 3 - Foster a workforce that is fully informed about and
committed to diversity and inclusion principles
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Launch and promote the 2015- 2018 Workplace Diversity and Inclusion
Strategy
Promote and celebrate key events that relate to workplace diversity and
inclusion e.g. NAIDOC Week, Harmony Day, International Woman’s
Day, International Day of People with Disability, Volunteer Week,
Mental Health Week
Continue to support Workplace Contact Officers and awareness raising
in relation to bullying and harassment in the workplace
Continue to promote and support groups like the Indigenous Employee
Network, Disability Consultative Network, RAP Working Group and
Divisional Consultative Committees
Ensure diversity and inclusive practices are integrated into key
departmental learning and development activities e.g. Orientation,
leadership development, SES Forums, etc
Continue initiatives that support employees future and current work life
e.g. Superannuation and retirement planning seminars, flexible
workplaces of the future
Aim 4 - Maintain a balanced working environment and ensure the
wellbeing of our people
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Build on existing health and wellbeing policies and practices including
the Employee Health Safeguard
Promote and support the Workplace Contact Officers and Health &
Safety Networks
Continue to provide an Employee Assistance Program (EAP) service for
professional, confidential counselling services for employees and their
immediate family members
Continue to provide, where appropriate, opportunities for teleworking
and other flexible workplace practices
Continue to support a healthy workforce and offer a range of activities
and initiatives to support the health and wellbeing of our employees
including FITTER programs, health and wellbeing seminars, mini health
checks etc
A snapshot of Diversity within the department
As at 30 June 2015, the department’s workforce comprised approximately
2,500 employees.
Some 16.2% of employees originate from non-English speaking backgrounds.
Employees who identify as having a disability represent approximately 2% of
the department workforce, while employees who identify as Indigenous
Australians comprise of 0.8%.
Of the total workforce, 51% are women. The median age is 41, and
significantly, more than a third of employees (41%) are aged 45 and over and
are included in the APS mature-age worker category.
We have identified the need to improve employment and retention of people
in these groups to meet or exceed the APS average. This comparison is
based on volunteered information and an objective of this strategy is to
encourage all new starters and existing employees to complete their diversity
information.