Workplace Diversity Program
2015–2019
ACLEI's Diversity Policy
ACLEI recognises that the diversity of its employees is one of its strengths, and is to be fostered.
This policy intends to assist all ACLEI staff to respect and manage diversity within the workplace to
create an environment in which the perspectives, abilities and experiences of employees are used
to their fullest positive effect.
What is Diversity?
Workplace diversity relates to the positive recognition, valuing and use of the diverse skills and
perspectives that people bring into the workplace because of their gender, origin, ethnicity, cultural
background, disability, age, sexual orientation and spiritual or religious beliefs. Diversity also refers
to the myriad ways people differ in other respects, such as educational level, life experience, job
function, work experience, socio-economic background, personality, geographic location, and family
status.
ACLEI's Diversity Principles
Valuing workplace diversity is an important way for employees and managers to put into practice
the Australian Public Service Values—for instance, by creating and maintaining a working
environment which is fair, free from discrimination and respectful of the diversity of employees and
the community.
ACLEI recognises and values the advantages of having a workforce that reflects the wider
community. A diverse workforce helps to create and sustain a work culture in which a broad range
of ideas and insights can come forward that may inform strategy and strengthen agency practices.
ACLEI's Diversity Principles are as follows:
1.
ACLEI encourages the recruitment and participation of members from the wider community
and has measures in place to eliminate employment-related disadvantages on the basis of:
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gender
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race or ethnicity
family responsibilities, and
disability.
2.
ACLEI bases all employment decisions on the APS Employment Principles. For example,
ACLEI’s selection processes measure objective work-related qualities against those required
for effective and efficient performance in the workplace.
3.
Where operational considerations and resources allow, ACLEI creates professional
development opportunities to strengthen diversity objectives.
4.
ACLEI encourages all staff to contribute to their workplace and work programs within
appropriate management and consultative frameworks.
5.
ACLEI encourages and enables staff members to balance their work, family and other caring
responsibilities.
6.
ACLEI makes reasonable adjustments in the workplace to accommodate people with
disabilities or other special needs.
How does Diversity apply in our Workplace?
Workplace diversity is intrinsic to all aspects of ACLEI's operations. Some examples of how the
agency applies diversity include:
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recruitment and selection processes provide fair access to all potential candidates
flexible working arrangements, including part-time work, extended working hour
bandwidth and purchased leave provide opportunities to all employees;
flexible maternity and paternity leave arrangements provide opportunities to balance
work and family needs
indigenous employees may take leave for ceremonial purposes or to participate in
NAIDOC Week celebrations, and
colleagues may draw on each other’s skills and abilities – for instance, people with
language skills providing working translations to assist other staff.
The Workplace Diversity Program
ACLEI has developed a Workplace Diversity Program to ensure its Diversity Principles translate into
everyday business operations. This program aims to:
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ensure recruitment practices are based on APS Employment Principles, are open and
are consistent with diversity principles (to ensure that potential candidates are not
excluded on an unfair or arbitrary basis)
encourage employees to be aware of, and committed to, workplace diversity principles
encourage employees to help foster a diverse workforce
create a supportive environment that is sensitive to the diversity of the workforce
ensure employees are afforded reasonable opportunities to develop their work skills
fully utilise ACLEI programs to help employees balance work and personal life, and
provide accurate information on workplace diversity to the Integrity Commissioner and to
the Australian Public Service Commissioner, for the annual State of the Service report.
Australian Commission for Law Enforcement Integrity—Workplace Diversity Program 2015–2019
OBJECTIVE
1. Ensure relevant
recruitment practices are
based on the APS
Employment Principles,
are open and consistent
with diversity principles.
STRATEGIES
OUTCOME
 Ensure job advertising is inclusive,
based on APS Employment Principles
and supported by the appropriate
information.
 ACLEI is able to attract sufficiently
diverse fields for advertised
vacancies.
 Encourage applicants to nominate
any assistance needed to participate
fairly in the process.
 Applicants assisted through the
process if necessary.
 ACLEI recognised as sensitive to and
supportive of diversity.
 Capture employee diversity data on
commencement.
2. Encourage employees
to be aware of, and
committed to, workplace
diversity principles.
3. Encourage employees
to help foster a diverse
workforce.
4. Create a supportive
environment that is
sensitive to the diversity
of the workforce.
 All new staff informed of diversity
principles during staff induction.
 Staff recognise and support the
principles of workplace diversity.
 Consult with employees to develop
and review the Workplace Diversity
Program.
 Encourage staff input into corporate
management arrangements including
policies and programs.
 Employees have input into the
Workplace Diversity Program.
 Foster and use the diverse skills
employees bring to the workplace.
 Establish and promote Workplace
Harassment Policy and Workplace
Harassment Contact Officers
(WHCO).
 Maintain an Employee Assistance
Program for all employees and their
 ACLEI recognised as supporting
diversity in all aspects of its
operations.
 ACLEI utilises the skills and
experiences of employees to their
fullest possible effect.
 Diversity principles actively promoted.
 Employees assisted in achieving
appropriate outcomes.
SUCCESS INDICATOR
 All ACLEI recruitment activities are
completed as planned, utilising all
appropriate methods for attracting
diverse fields of applicants.
 Number of requests from applicants
for assistance.
 Proportion of ACLEI staff with
diversity data recorded.
 Staff display a positive attitude to
diversity and actively support
associated initiatives.
 Workplace Diversity Program
reflects employee input.
 Policies and programs align with
diversity principles.
 Corporate management
arrangements embody teamwork
and diversity practices and values.
 Statistics on grievances and WHCO
activities.
 Feedback from WHCO network
satisfactory.
 Feedback and de-identified statistics
from EAP provider.
OBJECTIVE
5. Ensure employees are
afforded reasonable
opportunities to develop
their work skills.
STRATEGIES
families.
 Make reasonable adjustments to the
workplace to accommodate people
with disabilities or other special
needs.
 Include people with diverse skills, and
perspectives in project teams.
 Match training, development and work
provided to fully utilise employee
skills.
OUTCOME
SUCCESS INDICATOR
 Work Health & Safety Reporting
 Employees provided with challenging
and rewarding work.
 Ability to quickly source people and
skill sets to fill project jobs.
 Employees provided with appropriate
training and development.
 Personal Performance Program
delivers training against identified
needs.
 Encourage participation in diversity
support initiatives and programs (e.g.
HOCLEA Women in Law Enforcement
Strategy Program)
6. Fully utilise ACLEI
programs to help
employees balance work
and personal life.
 Encourage managers and peers
within teams to promote programs
and opportunities to achieve balance.
 ACLEI facilitates opportunities for a
balanced work and personal life.
 Employees are aware of and utilise
programs for flexible working
arrangements.
 Support community and life-style
programs.
 Employees participate in personal and
community activities.
 Take up of programs and services
offered in-house.
7. Provide accurate
information on workplace
diversity to the Integrity
Commissioner and to the
APS Commissioner, for
the annual State of the
Service report.
 Capture relevant diversity information
at commencement of employment
and in census.
 ACLEI meets legislative requirements
for developing and implementing a
Workplace Diversity Program.
 Leave Reporting
 Statistical reporting systems and
relevant records maintained and
reports provided.
 Encourage employee participation in
APS wide survey initiatives.
 Employees' participation in wider APS
programs.
 Employees contribute to APS wide
research and performance reporting.