Great Barrier Reef Marine Park Authority
Workplace Program Action Plan
Understanding Workplace Diversity
Workplace diversity is valuing the differences that individuals bring to the workplace, creating an
environment free from discrimination and harassment in which individual differences are
recognised and respected. Workplace diversity encompasses all of the things that make us
different encouraging individual to exploit their own potential and that of others. Valuing
individual differences enriches our working lives and our professional relationships with clients.
Workplace diversity relates to but is not limited to:
 Education level
 Race
 Gender
 Ethnicity
 Age
 Sexual orientation
 Religious belief
 Disability
 Family responsibility
 Personality
 Marital status
 Job function
 Skills
 Socio-economic origin
 Language
The GBRMPA’s Workplace Diversity Program has been developed to ensure that the Authority
recognises, values and utilises the background, skills and abilities of all employees, and thereby
making the best use of the diversity of the Australian community. This will help us achieve
corporate outcomes and create an efficient and adaptive organisation.
The GBRMPA recognises that employees from different cultural backgrounds may have
differing responsibilities in respect of families, community obligations and personal
achievements. Implementing flexible work practices to support and recognise these differences
if key to improving the capabilities and employment opportunities for these employees and for
the organisation. Effective people management will take account of these differences and be
sympathetic to accommodating individual needs of staff.
Workplaces throughout the Authority are varied both in nature of work and geographical
location. Essentially this requires a commitment to ensure that these differences are catered for
under the policies and practices we develop. It is recognised that workplaces may have
differing requirements and consequently practices, such as recruitment, may also be varied to
manage this.
Appendix 1
What’s in it for us?
For individuals;
 Greater recognition of individual talents
 Increased utilisation of skills
 More flexible work practices and leave arrangements
 A friendly and supportive work environment
 Flexibility to balance work, family and personal responsibilities
 Access to and understanding of differing views
For Groups;
 Working within a more open and understanding environment
 Sharing of individual ideas and solutions
 Supportive and flexible operations
 Increased innovation and creativity through variety
 Committed and responsive service to the government of the day
 Respect for our clients and each other
For the Great Barrier Reef Marine Park Authority;
 the more the workforce reflect the Australian community, the more it is able to understand
and serve the needs of the community
 Increased ability to attract and retain quality employees (A competitive advantage through
highly respected employment practices)
 A greater skills base
 A more effective and productive organisation through access to a broader range of talents
and ideas
 Increased return on training investment
 Increased productivity and effectiveness
Workplace diversity principles
The following principles are the foundation of our Workplace Diversity Policy:
 Employees behave in a way that is consistent with the APS values and Code of Conduct
 All employees will be valued, respected and highly trained
 Individual’s rights and differences are acknowledged and accepted
 Workplaces are free from unlawful discrimination
 Workplaces that have zero tolerance to harassment and/or bullying providing a supportive
and non-threatening work environment
 All employees have the opportunity to reach their full potential
 Workplace structures and conditions should enable all staff to contribute to their potential
and balance work and personal commitments
 Decisions affecting staff should be based on facts, not stereotypes ore discriminatory values.
Appendix 1
Roles and responsibilities
The Chair is ultimately responsible for ensuring that our Workplace Diversity Policy and Plan are
effective and meet the legislative requirements of the PS Act 1999. This responsibility is
delegated to the Executive Directors and all employees have roles and responsibilities in
implementing this policy. These may be common and apply to all employees, or specific to a
level or role. The role and responsibilities are:
Common roles and Responsibilities (apply to all employees and/or all employees at level)
All employees
 Have an understanding of the key elements of the Workplace Diversity Policy that apply
to them; and
 Demonstrate a commitment to Workplace Diversity by always behaving in accordance
with the APS Values, Code of Conduct and this Workplace Diversity Policy.
Line managers, supervisors and team leaders
 Act as a role model by demonstrating behaviours that are consistent with the APS
Values, Code of Conduct and this Workplace Diversity Policy and encouraging others to
embrace diversity;
 Promote and support this policy by providing induction training to employees and
incorporating Workplace Diversity principles into management practices and processes;
 Ensure the work environment is fair, flexible, safe and rewarding;
 Take immediate and decisive action to manage any inappropriate workplace behaviours
or workplace issues;
 Ensure team work plans include consideration of Workplace Diversity issues and are
developed to reflect Workplace Diversity principles; and
 Provide support to employees to access flexible work arrangements or to apply principles
of reasonable adjustment.
Chair and Executive Officers
 Establish Workplace Diversity arrangement and work practices that assist in giving effect
to the APS Values and that assist employees to effectively balance their work, family and
other caring responsibilities subject to operational requirements; and
 Put in place measures that ensure all forms of discrimination are prevented and that
recognise the positive advantages of, and make best use of, the diversity in the
workplace and Australian community.
Workplace Diversity Officers
 Promote this Workplace Diversity policy, the Workplace Diversity Plan and underpinning
Workplace Diversity principles in the workplace;
 Provide advice and support to managers and employees on Workplace Diversity issues;
 Conduct awareness and education sessions to employees on Workplace Diversity
issues;
 Promote the integration of Workplace Diversity issues into mainstream business plans
and practices;
 Participate in the development of the Workplace Diversity Policy and Workplace Diversity
Plan and actively implement strategies and assist in their evaluation;
 Support local consultative forums to discuss Workplace Diversity Issues
 Act as a role model by demonstrating appropriate workplace
Appendix 1
Other Workplace Diversity Arrangements
Although there is no requirement for the GBRMPA to establish a formal Workplace Diversity
Committee, the GBRMPA uses the Authority Consultative Committee to provide a forum for
Workplace Diversity issues to be raised. In addition, a Workplace Diversity Working Group that
provide input to the GBRMPA plan to ensure the plan is achievable, reflective of the culture of
our organisation and recognises the diverse roles, responsibilities and interests of our staff and
our client/stakeholder groups.
Evaluation and Reporting
The Chairman, GBRMPA is required to report on Workplace Diversity on an annual basis to
members of the public through the annual report. In addition, the GBRMPA has undertaken to
review this policy every three years to ensure relevance and effectiveness. Monitoring and
reporting strategies will be included in each Workplace Diversity Plan to facilitate evaluation of
the strategies. Each Workplace Diversity Plan will include specific roles and responsibilities in
relation to strategies outlined in the plan, such as reporting requirements.
The GBRMPA’s Legal Obligations
Section 18 of the Public Service Act 1999 requires agencies to establish a Workplace Diversity
Program to assist in giving effect to the APS Values. The APS Values are the foundation for
management in the APS and provide an ethical framework for work and decision-making by
Agency heads and employees. Four APS Values are especially relevant to diversity:
 The APS is a public service in which employment decisions are based on merit;
 The APS provides a workplace that is free from discrimination and recognises and utilises
the diversity of the Australian community it serves;
 The APS provides a fair, flexible, safe and rewarding workplace; and
 The APS promotes equity in employment.
All APS employee also have responsibilities that relate to Workplace Diversity under the Code
of Conduct:
 An APS employee, when acting in the course of APS employment, must treat everyone with
respect and courtesy, and without harassment; and
 An APS employee must all times behave in a way that upholds the APS Values and the
integrity and good reputation of the APS.
General Framework
 Racial Discrimination Act 1975
 Sex Discrimination Act 1984
 Human Rights and Equal Employment Opportunity Commission Act 1984
 Occupational Health and Safety (Commonwealth Employment) Act 1991
 Disability Discrimination Act 1992
Appendix 1