WORKPLACE DIVERSITY PROGRAM

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1 WORKPLACE DIVERSITY PROGRAM

2 TABLE OF CONTENTS LEGAL FRAMEWORK... 2 CONCEPT OF WORKPLACE DIVERSITY... 2 AIM OF THE WORKPLACE DIVERSITY PROGRAM... 2 WORKPLACE DIVERSITY PROGRAM... 3 REPORTING... 5 INFORMATION ON THE PROGRAM

3 This Workplace Diversity Program builds on earlier workplace diversity plans and programs and recognises and incorporates more recent developments and progress we have made as an organisation in this important area. For the first time, it incorporates a specific objective in relation to the employment of Indigenous Australians and complements the recently published Reconciliation Action Plan. It also continues to provide a solid foundation in support of diversity in all its forms. Legal Framework General Framework Racial Discrimination Act 1975 Sex Discrimination Act 1984 Australian Human Rights Commission Act 1986 Work Health and Safety Act 2011 Disability Discrimination Act 1992 Public Service Act 1999 Fair Work Act 2009 APS and CDPP Framework Section 18 of the Public Service Act 1999 requires the Director to establish a workplace diversity program to assist in giving effect to the APS Employment Principles. Amongst other things, the APS Employment principles provide for a workplace that is free from discrimination, patronage and favouritism and recognises and fosters diversity. The Public Service Commissioner s Directions 2013 (the Directions) set out the scope and application of a number of the APS Employment Principles and provide more detail about implementing diversity. A copy of the APS Employment Principles can be found at Attachment A. The CDPP Enterprise Agreement and common law contracts (applicable to Senior Executive Service employees) reinforce our commitment to diversity by openly acknowledging our obligations and incorporating terms and conditions that support flexible leave and working arrangements. Concept of Workplace Diversity Workplace Diversity recognises, respects and values the differences between individuals. This includes differences in gender, age, language, ethnicity, cultural background, sexual orientation, religious belief, family responsibilities, educational level, life experience, work experience, socio-economic background, personality and marital status. The concept of workplace diversity includes, but is not limited to, the principles of Equal Employment Opportunity (EEO). EEO addresses disadvantage experienced by particular groups of people in the workplace including women, Indigenous Australians, people with a disability and those who may suffer disadvantage on the basis of race or ethnicity. EEO remains an important component of the broader concept of workplace diversity. Aim of the Workplace Diversity Program The broad aim of the program is to support diversity by creating an environment that enables our people to realise their full potential and in this way help them to fully contribute to the CDPP s Strategic Priorities. Essentially, it aims to recognise and capitalise on the contributions people with different backgrounds, perspectives and experiences can make to our workplace. The program outlines practical measures to enhance the integration of the principles of Workplace Diversity into all aspects of managing our people. This will include raising awareness of the value and benefits of 2

4 workplace diversity and continuing the process of embedding the principles (in word and in spirit) into our human resource management policies and practices. Our ultimate aim is to reach a point where the principles of Workplace Diversity permeate the way the CDPP conducts every aspect of its business. Workplace Diversity Program Objective Integration of workplace diversity into the corporate culture and planning processes. Practical Measures Continue to connect or incorporate workplace diversity principles and actions into corporate documents such as the CDPP Strategic Priorities, Enterprise Agreement and Reconciliation Action Plan. Elicit the views of all staff through regular workplace participation meetings. Continue to integrate workplace diversity principles into human resources policies and practices. Continue to include expected behaviours that promote workplace diversity in performance agreements and assessments. Raise awareness of the value and benefits of workplace diversity. Continue to develop ways in which flexible working arrangements can be better integrated into the corporate culture. Promote a commitment to the principles of Workplace Diversity and raise awareness of the positive advantages of diversity in the workplace by: Providing access to cultural awareness and related training and development opportunities; Publicising workplace diversity related events, initiatives, forums and seminars; Ensure that recruitment and selection practices are applied fairly and equitably and uphold the merit principle. Actively work towards increasing the number of Indigenous employees in the CDPP. Increase the number of staff providing equity and diversity data. Utilising DPPNet to share information on diversity. Ensure all job advertisements include a statement welcoming diversity and encouraging people of all backgrounds to apply for positions. Promote awareness and understanding of the merit principle through appropriate training. Periodically review and update recruitment and selection policies and guidelines. Implementation of the Reconciliation Action Plan (RAP). Participation in portfolio-wide and whole-of-government initiatives in relation to Indigenous employment. Investigation of short or long term opportunities for employment at a local/regional level. Encourage staff to volunteer equity and diversity data e.g. through the induction process. Actively seek staff participation in equity and diversity e.g. through the RAP working group and APS-wide networks and forums. Continue to conduct and evaluate exit questionnaires and interviews for indicators of issues relating to diversity. 3

5 Objective Continue to identify and eliminate all forms of discrimination and workplace harassment Practical Measures Continue to provide a free, confidential, professional counselling service to staff and their families. Continue to provide Harassment Contact Officers with regular opportunities to renew their knowledge and skills. Conduct periodic training on workplace harassment and discrimination. Review APS and CDPP data on the frequency and seriousness of bullying and harassment incidents in the workplace. CDPP Responsibilities To constantly work towards embedding the principles of Workplace Diversity into the culture and management systems of the Office. To disseminate the program as widely as possible and to ensure ease of accessibility. To continue to develop, review and give life to the program. Manager and Supervisor Responsibilities Model the principles of workplace diversity. Utilise the diverse backgrounds, experience and perspectives of their staff. Take a positive, supportive approach to the work and life balance issues affecting their staff Deal with inappropriate behaviour in the workplace Listen to, and be open to the views of their staff. Encourage their contributions. Individual Responsibilities Treat everyone with respect and courtesy, and without harassment. Adhere to the standards of behaviour and performance required by the APS Values, Employment Principles and Code of Conduct. Bring to the attention of your manager or supervisor any incidents of bullying or harassment or the potential for such/ Performance Indicators Feedback from workplace participation meetings. Use of flexible work and leave arrangements. Level of participation in cultural awareness training. Success of the Reconciliation Action Plan. Variation to the equity and diversity profile. Extent to which diversity issues are raised as a concern in exit questionnaires and interviews. Use of the Employee Assistance Program. Number of grievances lodged and reviews sought. Number of incidents of bullying or harassment. 4

6 Reporting The CDPP will report on Workplace Diversity in each Annual Report. The CDPP will provide a copy of the Workplace Diversity Program to the Public Service Commissioner and provide any information the Commissioner requires to evaluate and assess the program for the State of the Service Report. Information on the Program The Workplace Diversity Program will be available on the internal and external websites. The Workplace Diversity Program complements and supports the Enterprise Agreement, Reconciliation Action Plan, the Director s Personnel Instruction on the Elimination of Workplace Harassment and Personnel Policies on Recruitment and Selection and Performance Management. ATTACHMENT A APS Employment Principles 1. The APS is a career-based public service that: a. makes fair employment decisions with a fair system of review; and b. recognises that the usual basis for engagement is as an ongoing APS employee; and c. makes decisions relating to engagement and promotion that are based on merit; and d. requires effective performance from each employee; and e. provides flexible, safe and rewarding workplaces where communication, consultation, cooperation and input from employees on matters that affect their workplaces are valued; and f. provides workplaces that are free from discrimination, patronage and favouritism; and g. recognises the diversity of the Australian community and fosters diversity in the workplace. Decisions based on merit 2. For the purposes of paragraph (1)(c), a decision relating to engagement or promotion is based on merit if: a. all eligible members of the community were given a reasonable opportunity to apply to perform the relevant duties; and b. an assessment is made of the relative suitability of the candidates to perform the relevant duties, using a competitive selection process; and c. the assessment is based on the relationship between the candidates work-related qualities and the work-related qualities genuinely required to perform the relevant duties; and d. the assessment focuses on the relative capacity of the candidates to achieve outcomes related to the relevant duties; and e. the assessment is the primary consideration in making the decision. 5

7 Note: Commissioner s Directions may determine the scope or application of the APS Employment Principles (see subsections 11A(2) and (3)). 6

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