Workplace Diversity Program

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1 Workplace Diversity Program Version 1.0: November 2007 CASADOC 255

2 Copyright Australian Government 2007 This work is copyright. Apart from any use as permitted under the Copyright Act 1968, no part may be reproduced by any process without prior written permission from the Commonwealth. Requests and inquiries concerning reproduction and rights should be addressed to the Document Control Officer, Knowledge Services, Civil Aviation Safety Authority, GPO Box 2005, Canberra ACT 2601 or posted to You should always refer to the applicable provisions of the Civil Aviation Act, Civil Aviation Regulations and Civil Aviation Orders, rather than this manual, to ascertain the requirements of, and the obligations imposed by or under, the civil aviation legislation. Version 1.0: November 2007

3 Table of Contents Table of Contents 1 Introduction Overview What is Workplace Diversity and Why Do We Need a Program? What Is the Aim of Our Program and How Will We Achieve It? What is CASA s Role? How Can I Contribute to the Success of the Program?...2 As an individual...2 As a Manager How Will We Check on Our Progress? Reporting Workplace Diversity Program Action Plan How is CASA Going to Further Improve Workplace Diversity?...4 People are Treated Fairly...5 The Prevention of Harassment And Discrimination...6 Balance Between Work and Personal Responsibilities...8 The Best Use of Our Diverse Capabilities...9 Workplace Where Diversity Is Important...10 Measuring Performance...12 Revision History... 1 Version 1.0: November 2007 i

4 Table of Contents Blank page ii Version 1.0: November 2007

5 1. Introduction 1 Introduction 1.1 Overview What is Workplace Diversity and Why Do We Need a Program? The diversity of our staff is one of our greatest assets. Recognising the value of a diverse workforce is the basis of workplace diversity. It involves valuing the differences in every employee in the workplace and developing a culture where the diverse backgrounds, skills, talents and views of all staff and those seeking employment with CASA are recognised, valued and encouraged. The characteristics of a diverse workforce include, but are not limited to, gender, age, ethnicity, disability, language, religious beliefs, sexual orientation, educational and cultural background and an individual s perspectives on work and personal lifestyle issues. Workplace diversity also embraces employment equity where persons seeking employment with CASA receive fair and equitable treatment, where employment decisions are based on merit and where all staff can work in an environment that is free from discrimination, harassment and bullying. Equal Employment Opportunity principles remain a legislative requirement ensuring the elimination of discrimination on the basis of race or ethnicity, against women, Aboriginal and Torres Strait Islanders and people with disabilities. While retaining the essential principles of EEO, the concept of workplace diversity takes on a broader focus where the differences inherent in every employee are valued What Is the Aim of Our Program and How Will We Achieve It? The aim of CASA s Workplace Diversity Program is to create an environment where fairness and equity is encouraged and supported and where all forms of discrimination, harassment and bullying is eliminated. CASA will work to achieve this objective by implementing strategies and by measuring our successes. See the tables in Section 2 to find out what actions and measure we are taking What is CASA s Role? CASA will: Comply with anti-discrimination legislation to help prevent and eliminate any employment related disadvantage attributable to race, colour, gender, sexual preference, age, physical or mental disability, marital status, family responsibilities, pregnancy, religion, political opinion, national extraction, or social origin Promote workplace diversity and remain proactive in eliminating all forms of harassment and bullying in the workplace Consult with staff in developing and maintaining workplace practices that provide flexibility for staff to balance their work and personal life-style commitments Ensure selection committees: Are aware of and consider the benefits of moving towards a more diverse workforce Version 1.0: November of 12

6 1. Introduction Consider the interests of applicants who may possibly be subject to employmentrelated disadvantage because of Aboriginality, ethnicity, race, gender or disability Focus on any special facilities that an applicant may require to participate in a selection process (eg, wheel chair access, provision of interpreters) Are aware of the concept of reasonable adjustment which provides for physical and organisational changes to workplace design to enable a person with a disability to perform to their full potential Base their employment decisions on merit How Can I Contribute to the Success of the Program? As an individual All staff in CASA have a responsibility for fostering a culture in the workplace where diversity is valued and supported. We must: Treat each other with courtesy, respect and without harassment and foster good working relationships Maintain appropriate standards of ethical behaviour, conduct and performance in accordance with the Code of Conduct Draw on our diverse backgrounds, skills and talents and focus on areas where these attributes may be enhanced and of value to the working environment Listen to the views of others without prejudice Commit to eliminating all forms of discrimination, harassment and bullying in the workplace. As a Manager As a Manager, you will support CASA s role by: Displaying a positive commitment to workplace diversity Openly discuss and raise awareness of equity and diversity to staff Encouraging and supporting staff in managing their work and personal life-style commitments Dealing with inappropriate behaviour in the workplace Seeking a diverse range of views and encouraging staff to contribute Ensuring that staff selection processes adhere to the merit principle and that issues of diversity are considered How Will We Check on Our Progress? CASA will maintain appropriate systems and procedures to monitor and evaluate the effectiveness and achievements of the Workplace Diversity Program. Performance indicators will be used to measure program outcomes. 2 of 12 Version 1.0: November 2007

7 1. Introduction Reporting CASA will report on workplace diversity outcomes in each Annual Report. CASA will provide information on the Workplace Diversity Program to the Public Service Commissioner at the end of each financial year for inclusion in the Commissioner s State of the Service Report. Version 1.0: November of 12

8 2. Workplace Diversity Program 2 Workplace Diversity Program The Workplace Diversity Program demonstrates that CASA aims to create an inclusive workplace environment that uses the values, talents, abilities and contributions of all its people. The program is divided into three goals that are in line with the Public Service Commissioner s Directions framework. Goal One: Corporate, business and human resource plans demonstrate that CASA values the diverse backgrounds of its employees and values, and is able to access and make use of the diverse skills and experience of its employees. Goal Two: Workplace Structures, systems and procedures help employees balance their work, family and other caring responsibilities effectively. Goal Three: Recruitment and selection decisions take account of the diversity of the Australian community as well as the Authority s organisational and business goals and the skills required for the job; and employment decisions are open and fair Action Plan How is CASA Going to Further Improve Workplace Diversity? By ensuring: That people are treated fairly The prevention of harassment and discrimination A balance between work and personal responsibilities The best use of our diverse capabilities A workplace where diversity is important Measurement of performance. 4 of 12 Version 1.0: November 2007

9 2. Workplace Diversity Program People are Treated Fairly What are we wanting to achieve What will we do Who 1. Recruitment to utilise the Equity & Diversity co-ordinator in obtaining information for potential candidates with special requirements or diverse backgrounds for interview purposes 2. Follow guidelines for recruitment and selection including: using a variety of means to attract a diverse range of applicants diverse composition of selection advisory committees 3. Develop and implement measures to improve the recruitment and retention of Indigenous people 4. Develop and implement measures to improve the recruitment and retention of people with disabilities Recruitment to utilise the resources of the E & D Coordinator when interviews are arranged for people with special requirements Recruit and select in a wide variety to attract Aboriginal Torres Strait Islander s and people with disabilities. CASA recruitment to find out what guidelines the recruitment agencies use to attract a diverse range of applicants Investigate options to develop an Indigenous Employment Strategy Investigate options to develop a Disability Strategy Human Resources/Recru itment Recruitment Recruitment and Recruitment and What will we see Any potential candidates with special requirements will have their needs met for interview Fair selection decisions and wider range of advertising styles and media used Higher numbers of Indigenous employees Higher numbers of employees with disabilities When will it be done On request from Recruitment How will we know it has been done E & D Co-ordinator will be offering advice and assistance when recruitment ask for it 2008 Aboriginal Torres Strait Islander s to consider CASA as an employer There may be an increase in ATSI and people with disabilities applying for positions 2008 Indigenous people consider CASA as an employer We may see Indigenous people applying or retaining work in CASA taken from data collected from recruitment process and data taken from new start details 2008 People with disabilities consider CASA as an employer Employees with disabilities continue to work for CASA We may see people with disabilities applying or retaining work in CASA taken from data collected from recruitment process and data taken from new start details Version 1.0: November of 12

10 2. Workplace Diversity Program The Prevention of Harassment And Discrimination What are we wanting to achieve 5. To develop and implement a policy framework to support equity and diversity. What will we do Who What will we see When will it be done How will we know it has been done Review and approve the Discrimination, Harassment and Bullying Prevention Guidelines. Employees are aware of the guidelines and feel heard and supported By December 2007 New Guidelines will be published on CASA Connect. New Equity & Diversity Contact Officers are regularly trained and engaged as a support network that recurrently work together to achieve desired outcomes. & Designated Work Group Manager Updated Contact officer list on CASA Connect and network of officers established. Employees are aware of who they are to contact if they have an issue or concern Completed October 2007 E & D Contact Officer Trained 23 to 24 October 2007 Casawary article published 1 November All staff sent notifying of new Equity & Diversity Contact Officer s. E & D Contact Officer have completed E & D Contact Officer course. Employees will be contacting their local E & D Contact Officer. 6. to provide support and awareness to Managers on equity and diversity Establish and utilise procedures for reporting of inappropriate behaviour Discuss and raise awareness with Managers the role they play with E & D in the way of training sessions / Managers Parties feel heard and supported. Reporting shows timely and effective resolution of complaints Managers understanding all forms of bullying, harassment and discrimination and being able to identify and where possible address any issues before they escalate By December /2008/Ongoing New procedures will be published on CASA Connect A record will be kept of Managers who attend training sessions Data collecting and reporting to CEO and SMG on trends Provide ongoing assistance and support on individual matters In place E & D contact officer network provide feedback on individual matters and trends to E & D coordinator for statistical reporting purposes Individual briefing, debriefing and outcomes In place 6 of 12 Version 1.0: November 2007

11 2. Workplace Diversity Program What are we wanting to achieve 7. Managers to take on responsibility for equity & diversity within their area and to implement it What will we do Who What will we see When will it be done How will we know it has been done Managers to ensure staff complete E & D on line training Managers Employees having an understanding of E & D and the role they play 2008 Managers to notify when their staff have completed training Managers ensure that their direct reports to are aware of E & D principles and practices and that staff reporting to them are aware and apply them on a daily basis Awareness 2007/ To develop a Harassment Contact Officer Network and to promote E & D events Create a HCO Network to promote and encourage cultural awareness HCO/DWG Awareness being promoted around CASA E & D Contact Officer established Ongoing All staff s will be published along with Casawary articles to promote and raise cultural awareness Version 1.0: November of 12

12 2. Workplace Diversity Program Balance Between Work and Personal Responsibilities What are we wanting to achieve What will we do Who What will we see 9.Establish and support programs and initiatives that assist employees to integrate work and personal commitments Review and simplify the home based work procedure Review the Maternity Kit Develop and establish other programs relevant to assisting our employees in managing their work and personal commitments. A responsive and flexible work environment. Employees able to balance work and personal responsibilities When will it be done Completed September 2007 New guidelines published 2009 Ongoing How will we know it has been done New procedures for Home Based Work and maternity kit published on intranet Payroll providing maternity kits to employees going on maternity leave 10. Information regarding work/life initiatives is regularly communicated to all employees. 11. Manage the Employee Assistance Program (EAP) into Workplace Diversity contract to ensure that all employees, managers/supervisors and their families are fully assisted when required. Review intranet site/layout and content to ensure communication strategies are effective The EAP contract is fully utilised and usage rates are recorded to demonstrate the support that is provided to CASA employees and their families Additional Services are utilised (as required) in accordance with the Agreement of Service A responsive and flexible work environment. Employees able to balance work and personal responsibilities Employees using the EAP service, employees feel supported Completed September 2007 New guidelines published In place More employees balancing work/life Usage rates are recorded and reports maintained Briefings held in Canberra and Brisbane Feb/March of 12 Version 1.0: November 2007

13 2. Workplace Diversity Program The Best Use of Our Diverse Capabilities What are we wanting to achieve What will we do Who What will we see When will it be done Ongoing How will we know it has been done Report on L & D training program to see equity principles have been included 12. Ensure that all equity principles are integrated, as appropriate, into all learning and development programs and opportunities. Learning and development area of CASA to ensure that equity principles are included in all training programs and career opportunities within CASA. Learning & Develop ment L & D training programs have equity principles. Match between the needs identified and outcomes of learning and development activities. Advice about opportunities available. Version 1.0: November of 12

14 2. Workplace Diversity Program Workplace Where Diversity Is Important What are we wanting to achieve 13. That all employees of CASA will be trained in Equity and Diversity Awareness. What will we do Who What will we see Develop and implement an equity and diversity training program. E & D awareness on line training, packs and posters around CASA. Diversity issues are discussed openly and regularly. Employees understand links between Program and workplace issues When will it be How will we know it has been done done 2008 Promotion of E & D has been done around CASA such as Casawary articles, all staff s along with information at induction/orientation for new starts. Employee opinion surveys on E & D (to identify areas of weakness) Employees on commencement and within CASA will receive equity and diversity awareness training. Include equity details, information and HCO Network in induction packs DWG Manager and employees Employees have an understanding of what E & D is and how they play an important role within CASA Within three months of commencement and then follow up s sent if not completed Monthly report produced to see who has completed the training Equity & Diversity On line training questionnaire once employee has completed course to find out effectiveness of course All staff who participate in E&D training will be recorded and kept for reporting purposes by the Workplace Relations Department. A database with staff who have completed E & D training along with date completed Time frame given to each departments manager to notify employee of E & D training to be completed Monthly report produced and recorded to see who has completed the training Ongoing 10 of 12 Version 1.0: November 2007

15 2. Workplace Diversity Program What are we wanting to achieve What will we do Who What will we see When will it be done How will we know it has been done 14. Demonstrate with the Australian Public Service Guidelines that E&D principles are included in the induction and orientation program. 15. Communication strategies are developed to ensure that all employees of CASA are aware of Workplace Diversity Principles and contribute to these strategies. 16. Compliance with anti-discrimination and EEO legislation 17. Identify if employees from diverse backgrounds leave the organisation due to any detrimental organisational behaviours and address any systematic practises that contribute to the separation Inclusion of equity and diversity principles into the induction and orientation program for new staff. Ensure that all employees have the opportunity to provide voluntary Workplace Diversity data for the benefit of developing further and relevant diversity strategies. Staff to update their own record on Employee self service (managers to encourage staff to volunteer their data) We will audit criteria created to demonstrate the commitment CASA has with achieving compliance to legislation and the program. Employee s leaving the organisation to fill out a separation questionnaire and information is utilised to develop retention strategies not only for these groups but for the wider organisation. Review and update separation questionnaire to include information on disability and diverse backgrounds Employees/ Employee/ New staff will have an understanding of the E & D principles Workplace diversity data forms are being completed voluntary We will see information to employees is up to date and audit criteria changed if needed Any pattern of staff leaving the organisation from diverse backgrounds At induction and orientation sessions On commencement On going with 6-monthly reminders Ongoing Employee leaving 2009 Record will be kept of employees who attended orientation. A report and record of new starters will be obtained The data will be recorded on the database and data passed to E & D Co-ordinator for reporting purposes Alerts or reminders sent to complete Diversity Data Survey for any changes such as a disability (every 6 months) for evaluation purposes Policy and procedures comply with legislation Form given to Workplace relations for reporting purposes and review Version 1.0: November of 12

16 2. Workplace Diversity Program Measuring Performance What steps we will we use to evaluate workplace diversity program How often Why 1. Evaluation questionnaire given to employees who have completed On completion of E & D training To find out effectiveness of course content E & D on line training 2. Alerts or reminders sent to complete Diversity Data Survey Every 6 months To see if there are any changes such as disability 3. Employee opinion surveys on E & D Every 6 months To identify areas of weakness 4. Annual review against objectives of the program Annual To see whether objectives have been met 5. Quarterly reporting to CEO on identified workplace diversity issues 3 months To identify workplace diversity issues 6. Staff to update their own record on employee self service (managers to encourage staff to volunteer their data) 7. New starters will receive information on equity details and HCO Network in induction packs When there are any changes On commencement To see any changes in employees work and personal responsibilities New starters will be aware and informed of E & D and the HCO Network 8. Gather information on demographics in CASA such as: Casual and part time participation rates Recruitment, promotion, retention and separation rates for equity groups Rate of promotion compared to rate of application for EEO groups Absenteeism Returns from Mat leave or LWOP for family reasons 6 months To find out effectiveness of program and to identify any areas of weakness 12 of 12 Version 1.0: November 2007

17 Revision History Revision History Version Date Section Details of Change 1.0 Nov 2007 All First issue. Version 1.0: November 2007 RH-1

18 Revision History Blank page RH-2 Version 1.0: November 2007

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