Progress so far

We have a lot to celebrate, such as…

Employee diversity networks

Establishing 6 employee-led diversity networks
Establishing an Inclusion Insights forum that provides an opportunity for the Executive to meet with employee diversity network chairs quarterly
Appointing 17 diversity champions and 5 Reconciliation Action Plan champions, held by SES employees in the department who play a key role in driving cultural change
Delivering a workshop called ‘Let’s talk race’, based on workshop facilitation materials produced by the Australian Human Rights Commission
Providing lunchtime language classes for Mandarin, Chinese and Spanish
Supporting the rich diversity of our community on days of significance including Lunar New Year, International Women’s Day, Harmony Day, National Reconciliation Week, Ramadan, NAIDOC Week, Wear it Purple Day, R U OK? Day, Flexible Working Day, Diwali, and the International Day of People with Disability

Achieving a bronze tiered rank in Pride in Diversity’s national Australian Workplace Equality Index in 2019 and 2020
Our Pride Network being finalists in the Network Award category at the APSC Diversity and Gender Equality Awards in 2018
Being the 2019 Agency winner of the ACT Inclusion Awards for Inclusion in Public Sector Employment at Questacon

Completing regular workshops and opportunities for staff to build their awareness and understanding around LGBTIQA+ inclusion issues in the workplace
Achieving 76% employee completion of the department’s Respectful Workplace Behaviours training module
Launching the University of Tasmania’s Introduction to disability awareness e-learning program which provides participants with an understanding of the lived experience of people with disabilities in Australia, particularly in relation to discrimination

Providing Mental Health First Aid (MHFA) training to employees in September 2018 and being awarded gold recognition as an MHFA skilled workplace
Providing advice to employees on how to optimise home workspaces to maintain a safe environment during COVID-19
Creating inclusive architectural design principles in creating quiet rooms to support neurodiversity

Launching our Innovate Reconciliation Action Plan 2019–21
Launching our Accessibility Action Plan 2020–25
Completing an inclusion and culture review in 2018 that resulted in the development of new departmental values to strengthen the department’s culture
Developing guidelines and a framework to support gender diverse employees to affirm their gender in the workplace
Adopting an ‘if not why not?’ approach to flexible work arrangements and our commitment to providing access to flexible arrangements to everyone, where appropriate
Completing a 12-month Autism Engagement Program pilot
Commitment to the Panel Pledge, signalling a tangible commitment to improving gender diversity