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Commission - General
27 January 2015Book page2 Introduction
2.1 What is Workplace Diversity? The term diversity refers to what makes us different. It covers gender, age, language, disability, ethnicity, cultural background, sexual orientation and religious belief. Diversity also refers to our many other differences in education, work experience, occupation, socio-economic background, marital status and whether or not we have family and carer -
Human Resources27 January 2015Book page
3 Priorities of the Diversity Strategy
In this Diversity Strategy, we have brought together our commitments under 4 separate reporting areas which all have a diversity focus. Our commitments under the Reconciliation Action Plan, the Disability Action Plan, the Agency Multicultural Plan and our Workplace Diversity Program intersected and overlapped and streamlining was designed to reduce our reporting time, duplication of activity… -
Rights and Freedoms
27 January 2015Book page4 Accountability
The President and Commissioners are ultimately responsible for our Diversity Strategy and how it is implemented in the Commission. In practice, on a day to day basis, the Executive Director has responsibility for ensuring the most effective diversity related outcomes are delivered. The Commission has established a Diversity Committee to assist in developing, implementing and monitoring this… -
Human Resources27 January 2015Book page
5 The Diversity Committee
The Diversity committee is responsible for ensuring that commitments within the Diversity Strategy are monitored, reported and achieved. The committee meets quarterly and works to agreed terms of reference. The membership of the committee is representative of the various business functions across the Commission and to emphasise the importance of diversity as an issue to the Commission, the … -
Human Resources27 January 2015Book page
6 The Diversity Strategy’s Objectives
The internal objectives of the Diversity Strategy have been distilled to employment related activities under the headings Planning, Sharing, Learning, Monitoring and Creating. The Commission’s other external diversity activities relating to engagement and service delivery are well covered under our RAP, DAP and AMP commitments and cross referenced in Annexure A. Our Diversity Strategy… -
Human Resources27 January 2015Book page
7 Monitoring and Evaluation
It is important that the Diversity Strategy is monitored and evaluated. This will assist in identifying successes and strengths as well identifying any barriers and problems. The Strategy will be reviewed annually to determine if the identified activities have been delivered and were effective and progress reported. The Diversity Committee will discuss progress against the strategy’s… -
Commission - General
27 January 2015Publication
2014 Diversity Strategy
As the body with a statutory responsibility to ensure the observance of human rights in Australia, it is important that respect and acceptance of diversity is an integral part of our own workplace. Diversity in our staff is one of our greatest assets and assists us to meet our organisational objectives. Our diversity strategy, for the first time incorporates all of our commitments and… -
Rights and Freedoms
19 January 2015Opinion piece
Charlie Hebdo V 18C: no contest
Charlie Hebdo would have risked being censored by the courts, but self-censorship is the reality of Section 18C of the Racial Discrimination Act. -
Commission - General
19 December 2014Publication
Our Agenda 2014-2015
A guide to the Commission and its activities for 2014-2015 -
Rights and Freedoms
17 December 2014Publication
Free Speech 2014 Symposium Papers
This report is a collection of the presentations given by the various speakers at Free Speech 2014. These papers represent the views of the speakers, not the Commission. Whilst some minor edits have been made to the original transcripts, the Commission has maintained the integrity of the speeches as they were delivered on the day.