Workforce diversity and disability inclusion action plan

Appendix six

Trends in the representation of Workforce Diversity groups

 

Benchmark/Target* 2013–14 2014–15 2015–16 2016–17
Workforce Diversity Group % % of total staff
Women 50 51.3  50.2 49.3 52.5
Aboriginal people and Torres Strait Islanders 2.6 0 0 0 1.4
People whose first language spoken as a child was not English  19  43.2  40.4 38 50.0
People with a disability n/a 2.2 2.7 2.5 2.5
People with a disability requiring work-related adjustment 1.5 1.5 2.0 1.8 1.4

 

Trends in the distribution of Workforce Diversity groups

 

Benchmark/Target* 2013–14 2014–15 2015–16 2016–17
Workforce Diversity Group % % of total staff
Women 100 96 100 97 96
Aboriginal people and Torres Strait Islanders 100 n/a n/a 0 n/a
People whose first language spoken as a child was not English 100 94 98 98 86
People with a disability 100 n/a n/a n/a n/a
People with a disability requiring work-related adjustment 100 n/a n/a n/a n/a

Provided by the Public Service Commission.

1 A Distribution Index of 100 indicates that the centre of the distribution of the Workforce Diversity group across salary levels is equivalent to that of other staff. Values less than 100 mean that the Workforce Diversity group tends to be more concentrated at lower salary levels than is the case for other staff. The more pronounced this tendency is, the lower the index will be. In some cases the index may be more than 100, indicating that the Workforce Diversity group is less concentrated at lower salary levels.

The Distribution Index is not calculated where Workforce Diversity group or non-Workforce Diversity group numbers are less than 20.

 

Diversity Inclusion and Accessibility Framework

 

In 2016–17, the Audit Office developed a Diversity Inclusion and Accessibility Framework. This framework provides an overarching platform for the Audit Office to ensure meaningful employment opportunities to all employees regardless of culture, disability, gender or background. We are working towards breaking down any barriers that may exist and putting strong targets in place to allow us to build a stronger, more innovative workforce. The framework also incorporates our Disability Inclusion Action Plan.

A description of each area, as well as achievements in 2016–17 and goals for 2017–18, are included in the table following.

 

Multicultural Policies and Services Program

The Audit Office’s activities are centred on providing services to parliament and government agencies, not directly to members of the public. We therefore have limited capacity to address multicultural services issues.

We respect the rights of Australian citizens and residents who wish to become citizens to seek employment from advertised vacancies in the Audit Office.

Our employment record is evidence of our support for cultural diversity. Our commitment is reflected in the number of racial, ethnic and ethno-religious groups that comprise our staff.

Our Diversity Inclusion and Accessibility Framework provides a structure to assist the Audit Office in ensuring its people are representative of our community. The framework will ensure our employees:

  • are informed about diversity activities
  • know their responsibilities and rights
  • understand our commitment to diversity
  • understand legislation and other associated requirements underpinning diversity
  • are supportive of and engaged with our diversity activities and events.

 

Focus Area 2016–17 Achievements 2017–18 Planned Activity
Indigenous (Reconciliation)

Aims to address barriers that exist for Aboriginal and Torres Strait Islanders for employment with the Audit Office.

  • Investigated practical initiatives for increasing the employment of Aboriginal and Torres Strait Islander people
  • Year 1 of our Indigenous Internship Program developed and implemented with four Indigenous interns employed
  • 2 Indigenous cultural awareness training sessions conducted
  • Investigated Phase 1 (Reflect) of Reconciliation Action Plan (RAP).
  • Develop and implement Year 2 of our Indigenous Internship Program
  • Implement Phase 1 (Reflect) of Reconciliation Action Plan (RAP).
Gender Equity

Aims to eliminate discrimination on the basis of gender and remove barriers to equal participation.

  • Formed an International Women’s Day focus group to develop initiatives to support women in the workplace
  • Remuneration review data analysed including statistics on gender by branch and classification
  • Continued to support female participation in the workplace.
  • Conduct gender pay gap analysis
  • Conduct regular Women in Leadership focus groups with male champions
  • Develop a Women in Leadership Action Plan
  • Create a nursing/quiet room.
Disability and Inclusion

Aims to meet the needs of people with a disability and increase accessibility to information, services and the workplace.

  • Applied the principles of universal design in the implementation of our Level 14 office refit
  • Ensured all service information was available in accessible, electronic formats
  • Provided resources to managers of people with disability.
  • Maintain web content compliance to conformance level AA in the W3Cs Web Content Accessibility Guidelines in our website replacement project
  • Ensure the principle of universal design is incorporated in our end-of-lease facilities strategy.
Cultural Diversity

Aims for different cultures to respect each other’s differences and to remove cultural barriers such as language and communication.

  • Ensured all new and existing employees complete compulsory respect and diversity online learning
  • Celebrated diversity on a regular basis through workplace social gatherings.
  • Develop a Cultural Diversity Action Plan including:

– Online ‘Cultural Competence’ and ‘Respect and Diversity’ programs

– Diversity calendar

– Community services program

– Prayer/meditation room.