ࡱ> g 3@bjbjVV rr<r<82Z!Z!Z!Z!Z!$~!~!~!P!b"~!Vn.#<%R%R%R%&:((LVVVVVVV$Y[j>VZ!*&&**>VZ!Z!R%R%4SV---* Z!R%Z!R%V-*V--jPtTR%%d +S4ViV0VV>V,)))V****#\))))))))) : Australian Human Rights Commission everyone, everywhere, everyday 2009-2013 Workplace Diversity Program Table of Contents  TOC \o "1-3" \h \z \u  HYPERLINK \l "_Toc209925783" 1 Statement of Commitment from the President  PAGEREF _Toc209925783 \h 3  HYPERLINK \l "_Toc209925784" 2 Introduction  PAGEREF _Toc209925784 \h 4  HYPERLINK \l "_Toc209925785" 2.1 What is Workplace Diversity?  PAGEREF _Toc209925785 \h 4  HYPERLINK \l "_Toc209925786" 2.2 Legal Framework  PAGEREF _Toc209925786 \h 4  HYPERLINK \l "_Toc209925787" 3 Overview of the Development of the Workplace Diversity Program  PAGEREF _Toc209925787 \h 5  HYPERLINK \l "_Toc209925788" 4 Accountability  PAGEREF _Toc209925788 \h 5  HYPERLINK \l "_Toc209925789" 5 The Workplace Diversity Committee  PAGEREF _Toc209925789 \h 5  HYPERLINK \l "_Toc209925790" 6 The Workplace Diversity Objectives  PAGEREF _Toc209925790 \h 5  HYPERLINK \l "_Toc209925791" 6.1 Leadership  PAGEREF _Toc209925791 \h 6  HYPERLINK \l "_Toc209925792" 6.2 Empowerment  PAGEREF _Toc209925792 \h 6  HYPERLINK \l "_Toc209925793" 6.3 Education  PAGEREF _Toc209925793 \h 6  HYPERLINK \l "_Toc209925794" 6.4 Monitoring  PAGEREF _Toc209925794 \h 6  HYPERLINK \l "_Toc209925795" 6.5 Innovation  PAGEREF _Toc209925795 \h 6  HYPERLINK \l "_Toc209925796" 7 Monitoring and Evaluation  PAGEREF _Toc209925796 \h 6  Statement of Commitment from the President 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. Workplace diversity strategies help to build the Commissions relationship with the community, enhance the contribution of our staff and improve the quality of our programs and services. A diverse workforce with a range of different backgrounds and perspectives provides us with a broader range of ideas and insights to draw on in decision-making and policy development. Diversity makes good business sense. A workplace that reflects the Australian community will understand its clients better, which will lead to improved service and a more inclusive community for all. The establishment of a workplace diversity program does not in itself fulfil our obligations. We must also regularly assess our progress against our objectives. Diversity principles have been promoted across the Commission and awareness of diversity issues raised through staff training and through the celebration of significant events such as NAIDOC week, International Day of People with a Disability and International Womens Day. Our certified agreement reinforces our commitment to diversity and incorporates flexible working conditions to allow our employees to balance their work and other responsibilities. This year we go one step further and make a clear commitment about diversity and flexibility in our duty statements to ensure that from the first encounter with our organisation, potential candidates know that we see workplace diversity as a positive and important part of how we work together. We have also given high priority to the development and implementation of an Indigenous Employment Strategy to ensure better employment outcomes for this particularly disadvantaged group. Traineeships and work experience opportunities are supported for Indigenous peoples, new graduates, people with a disability and those who have been long term unemployed. We continue to ensure that our advertised employment opportunities are open and accessible to all. Our email and internet policy is regularly promoted so that staff are aware of the high standards we have for the appropriate use of technology in the workplace. Harassment Contact Officers are provided with refresher training so that they can continue to provide support should staff experience harassment in the workplace. We promote and support diversity both internally and externally. Our highest employment priority during the term of this Workplace Diversity Plan is to work creatively to address the attraction, recruitment and retention of Indigenous employees and employees with a disability. The Commission remains committed to promoting the acceptance of diversity at the workplace and the wider community. Catherine Branson President Introduction 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 responsibilities. Workplace diversity encompasses, but goes beyond, the traditional concept of Equal Employment Opportunity (EEO). The object is to ensure that, as part of the Australian Public Service, we are representative of the community we serve and that we value and make the fullest possible use of the diverse backgrounds, skills, talents and perspectives of all our people. EEO policies address continued disadvantage experienced by particular groups of people in the workplace, including women, Indigenous Australians, people with disabilities and those who suffer disadvantage on the basis of race or ethnicity. These policies remain an important foundation for our workplace diversity program. Workplace diversity programs are built on the principle that a diverse workforce is creative, innovative, and improves public service responsiveness and performance. Legal Framework The Public Service Act 1999 and Public Service Commissioners Directions require all agencies to establish workplace diversity programs to assist in giving effect to the APS Values. The APS Values are central to management in the APS. The following APS Values are especially relevant to diversity policies: merit-based employment (section 10(b) of the PS Act); non-discrimination and diversity (section 10(c)); fair, flexible, safe and rewarding workplace (section 10(j)); and equity in employment (section 10(l)). Section 10(g), which requires sensitivity to the diversity of the Australian public when delivering services, is relevant to the management of an agency. APS employees also have responsibilities which relate to diversity under the APS Code of Conduct: an APS employee, when acting in the course of APS employment, must treat everyone with respect and courtesy, and without harassment (section 13(3) of the PS Act); and an APS employee must at all times behave in a way that upholds the APS Values and the integrity and good reputation of the APS (section 13(11)). The Certified Agreement of the 鱨վ includes a commitment to Workplace Diversity. Priorities of the Workplace Diversity Program The Commission has had a Workplace Diversity Program in place since 1999. Over time our programs have developed and responded to the changing workforce and its needs. The Program is reviewed every four years by the Workplace Diversity Committee and staff are invited to comment on the revised program. The Commission then considers the final draft for approval. The Commission acknowledges with this program that our workforce has a number of defined life cycles, all of which need different approaches and support mechanisms. Through flexible employment policies and the celebration of diversity events we will seek to address some of those different needs. This program also highlights the particular employment disadvantage experienced by Indigenous Australians and people with a disability and through more innovative strategies will aim to improve our performance in these areas. Accountability The President and Commissioners are ultimately responsible for Workplace Diversity in the Commission. In practice, on a day to day basis, the Executive Director has responsibility for Workplace Diversity. The Commission has designated the Personnel Manager as the Workplace Diversity Co-ordinator and established a Workplace Diversity Committee to assist in developing, implementing and monitoring the program. The Commission as part of the accountability framework for Workplace Diversity is required to report in its Annual Report to Parliament and to the APS Commissions State of the Service Report. The Workplace Diversity Committee The Workplace Diversity Committee is responsible for the programs development, implementation and monitoring. The Committee meets quarterly. Current members of the Committee are: Mick Gooda (Aboriginal and Torres Strait Islander Social Justice Commissioner) Jai Rose (SPPT) Tricia Smith (Personnel) Tracey Lambert (Personnel) HJ Lee (Complaint Handling) Leila Daniels (Corporate and Public Affairs, OAIC) From 2009, the Committee composition will include a Commissioner on a 12 month rotational basis. The Workplace Diversity Objectives The objectives of the Workplace Diversity Program have been grouped under the Commissions five strategic goals: Leadership We are committed to valuing and promoting the principles of workplace diversity across the organisation and in our interactions with other government agencies and all sectors of the community with whom we engage. Objective 1: Workplace diversity values are integrated into the broader organisational values and staff are aware of and demonstrate diversity principles. Objective 2: The Commission has a lead role in improving workplace flexibility and employment opportunities for disadvantaged groups. Empowerment We support a healthy and safe working environment and recognise the importance for staff to maintain a balance between work and personal /family/ carer responsibilities. Objective 3: A flexible workplace that supports family and lifestyle choices. Objective 4: A workplace free from discrimination and harassment. Education We value individual differences, the skills, and the views of our entire staff and seek to encourage and develop these through our employment and work practices. Objective 5: Workplace diversity principles are integrated in everyday management and workplace practices, particularly in the areas of performance management, training and development and recruitment and selection. Objective 6: A workplace environment where information and resources are available and accessible to all. Monitoring Objective 7: The Commission measures, evaluates and reports its performance against the strategies. Objective 8: Data collected informs the allocation of resources for future activities. Innovation Objective 9: Employment and work practices which maximise opportunities for disadvantaged groups. Objective 10: Indigenous employment is a priority and opportunities to attract and retain Indigenous candidates are supported and encouraged. Monitoring and Evaluation It is important that the program is monitored and evaluated. This will assist in identifying successes and strengths as well identifying any barriers and problems. Strategies will be reviewed annually to determine if they have been effective and progress reported. The Workplace Diversity Co-ordinator will discuss progress with the Workplace Diversity Committee on a regular basis. The Committee will provide six monthly progress reports to the President and the Commissioners. In line with annual reporting requirements progress will be reported through the Annual Report as well as to the APS Commissions State of the Service Report. The Program StrategyActionResponsibilityTimeframePerformance IndicatorsProgressLeadershipStrategic Plan incorporates diversity principles Certified Agreement showcases improvements to workplace flexibility and parental leave to set benchmarks for other APS agencies Membership of and active participation in the Australian Employers Network on DisabilityExecutive Director Personnel Manager Personnel ManagerJanuary 2009 January 2009 OngoingStrategic Plan implemented Certified Agreement approved and implemented Attendance at meetingsEmpowermentAccessible, current and interactive intranet Development and implementation of workplace flexibility principles Review of prevention of harassment policy Commitment to diversity included in all duty statementsInternal Communications Team Personnel Manager Personnel Manager Personnel ManagerMarch 2009 January 2009 March 2009 December 2009Intranet revised and evaluated by staff Principles implemented and workplace flexibility measured Policy reviewed and implemented Duty Statements reviewedEducationDelivery of Culturally Sensitive Service Delivery Exploration of e-learning cross cultural awareness modules Performance Management Scheme incorporates diversity management Workplace Reasonable Adjustment Policy developed and implemented Review of accessibility of all employment policies Induction training incorporates diversityCHS Personnel Manager All Managers Personnel and All Managers Personnel Manager Personnel ManagerSeptember 2010 September 2011 December 2009 June 2009 September 2010 OngoingTraining delivered Modules developed and implemented Performance management Scheme reviewed and implemented Policy developed and implemented Policies reviewed and implemented Inductions deliveredMonitoringProgress reports provided every 6 months to Commission meeting Data collection on employment of diversity trends including: Flexible working arrangements Employment of target groups Workforce profile Personnel ManagerOngoingEvaluated to determine success of new and existing strategiesInnovationDevelopment and implementation of an Indigenous Employment Strategy Active use of disability networks for temporary employment opportunities and work experience Events calendarPersonnel Manager All Managers Workplace Diversity Committee and Social TeamMarch 2009 June 2011 January 2009Stage 1 of Indigenous Employment Strategy implemented Increased numbers of candidates sourced Greater attendance and awareness at WD events       PAGE \* MERGEFORMAT 6 %DHIJKTUjp{|}~˿wnc_TLD_hYoCJ,aJ,h[dCJ,aJ,h(h[dCJ,aJ,h5h}h/]CJ,aJ,hPth/]^JhPth/]CJP^JaJPhCJP^JaJPh/]CJP^JaJPhPth/]CJ`^JaJ`h/]5CJ`^JaJ` h}h/]h/]h[dh]h/]5@CJ( h]h/]6B*CJ^Jph hkh/]h]h/]5@^J jh]h/]5@U^J %DEFG /T$Ifgd3 /$Ifgd3 d.$Ifgd30$&dIfPgd3 NJ$If^gd3GHIKU}~oj_VVjjjj+^gd/]  ^gd/]gd[dkd$$IflCr a% R tm(44 layt3   p q + ,   j k $ % w x   " d# gd5! d# gd[d        ! = > ? @ N O P j үҤyngMҤ2jh5h+>*B*UmHnHphu h5h5h50J$mHnHuh]&"mHnHu jh+UmHnHujh5UmHnHuh5mHnHu2jh5h+>*B*UmHnHphuh5mHnHuhEOh50J$mHnHu$jhEOh50J$UmHnHuh5jh5Uj k l m n o p q r s ·¢¢ttc·¢ jh+UmHnHuh5mHnHu2jyh5h+>*B*UmHnHphuh5mHnHuhEOh50J$mHnHu h5h5h50J$mHnHu$jhEOh50J$UmHnHuh]&"mHnHujh5UmHnHu jh+UmHnHu % & ' ( ) * + , - . 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