Diversity and inclusion

Our Commitment to Diversity and Inclusion

We are committed to integrating diversity and inclusion into the way we work and how we do business. We aim to do this by providing a supportive and respectful work environment through a range of targeted programmes and initiatives. We will leverage diversity and foster inclusion, so all employees feel valued and respected.

We have and continue to work towards a supportive, flexible and inclusive workplace in which differences between employees are acknowledged and respected. Our Diversity and Inclusion strategy acknowledges that every employee regardless of gender, age, ethnicity or cultural background, disability, sexual orientation, religious faith, political affiliation, socioeconomic origin, or family responsibility can make valuable contributions to our department.

It supports all aspects of employment, people management and development within the department and allows us to deliver our business.

Inclusion Strategy 2017-2020

Collapsed - View the Inclusion Strategy 2017-2020 as text

Diversity and inclusion supports the department to achieve its objectives and realise its vision by fostering creativity, innovation and problem
solving abilities. A robust and agile organisation depends on every person having the opportunity to contribute fully. Everyone within our department
has a role to play in making this a reality. We must walk the talk and ensure that we draw on diversity and inclusion at every level, every day. An inclusive
culture must be part of the way we do business.

By working with people from different backgrounds, different experiences and working styles, we learn and achieve the best possible outcome. Diverse views make
for better decisions, and thus drive a high-performance culture. Diversity and inclusion at leadership levels will strengthen service delivery, productivity,
capability and innovation. This is an SES level priority and I believe it is an important consideration for all staff.

The benefits of diversity are clear and unarguable. But this does not mean that embracing diversity is always easy. That’s why we all need to show
leadership and hold ourselves to account. Promoting a fair, equitable, supportive and inclusive work environment enables all staff to perform at a high level.

Impacts of an Inclusive Culture

  • 6x more likely to be agile
  • 6x more likely to be innovative
  • 3x more likely to be high performing
  • 8x more likely to have overall better business outcomes

Inclusive Culture – Who is responsible

Senior Executive
  • As a business priority, promote inclusion & model inclusive leadership
  • Support the Secretary to meet government and APS accountabilities
  • Shape a culture of respect, safety, innovation and diversity of views
  • Realise benefits of & provide an enabling work environment for all staff
  • Avoid bias and actively practice inclusive leadership, not just diversity
  • Recognise, appreciate and utilise the unique insights, perspectives & backgrounds of staff
  • Recognise and support workplace requirements, flexibility and adjustments for staff
  • Recognise, appreciate and utilise the unique insights, perspectives and backgrounds of others
  • Call out bias, discrimination and disrespectful behaviour
  • Contribute to an environment of trust, respect and tolerance
Diversity & Inclusion Team
  • Facilitate diversity programs and employment solutions
  • Shape and develop departmental strategy, actions, tools & collaboration

What are we doing next?

Collaborative, Innovative & Inclusive Environment
  • Obtain Disability Confident Recruiter status with Australian Network on Disability
  • Mental Health initiatives developed and communicated
  • Diversity champions/SES play a key role in the communication and commitment of this strategy
  • Targeted employment programs
  • Diversity internship opportunities
  • Disability and Mental Health in a productive and supportive workplace project
  • Parental Leave guidelines (keeping in touch)
Advancing Capability and Engagement
  • Identification and development of talented staff from all diversity pillars
  • Mentoring and coaching to support leaders and career development
  • Leadership programs to incorporate inclusive leadership behaviours and mitigation of bias
  • Partner with tertiary institutions to identify & promote employment opportunities for diversity groups
  • Scholarship styled development awards
  • Ongoing communication campaigns
  • Strategic APS engagement

External Resources and Partners

We enjoy memberships with a number of external independent, not-for-profit organisations. These memberships provide us with access to unique research, exciting events,
comprehensive resources and unrivalled expertise across the diversity and inclusion spectrum.

For more information 

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