Trends in the representation of Workforce Diversity groups
Benchmark/Target* | 2014–15 | 2015–16 | 2016–17 | 2017–18 | |
---|---|---|---|---|---|
Workforce Diversity Group | % | % of total staff | |||
Women | 50 | 50.2 | 49.3 | 52.5 | 52.6 |
Aboriginal people and Torres Strait Islanders | 2.6 | 0 | 0 | 1.4 | 0.3 |
People whose first language spoken as a child was not English | 19 | 40.4 | 38 | 50 | 47.4 |
People with a disability | n/a | 2.7 | 2.5 | 2.5 | 1.7 |
People with a disability requiring work-related adjustment | 1.5 | 2.0 | 1.8 | 1.4 | 1.4 |
Trends in the distribution of Workforce Diversity groups
Benchmark/Target* | 2014–15 | 2015–16 | 2016–17 | 2017–18 | |
---|---|---|---|---|---|
Workforce Diversity Group | % | % of total staff | |||
Women | 100 | 100 | 97 | 96 | 100 |
Aboriginal people and Torres Strait Islanders | 100 | n/a | 0 | n/a | n/a |
People whose first language spoken as a child was not English | 100 | 98 | 98 | 86 | 93 |
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.
2 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 2017–18, we implemented the first year of our 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.
Key achievements and planned activity under this framework can be found in the table below.
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. Therefore, we 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 us in ensuring our people are representative of our community.
The framework includes initiatives across the Audit Office so that employees:
- are informed about diversity activities
- know their responsibilities and rights
- understand the Audit Office’s commitment to diversity
- understand the legislation and/or associated requirements underlying diversity
- are supportive of and engaged with the Audit Office’s diversity activities and events.
Focus Area | 2017–18 Achievements | 2018–19 Goals and Planned Activity |
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Indigenous (Reconciliation)
Aims to address barriers that exist for Aboriginal and Torres Strait Islanders for employment with the Audit Office. |
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Gender Equity
Aims to eliminate discrimination on the basis of gender and remove barriers to equal participation. |
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Disability and Inclusion
Aims to meet the needs of people with a disability and increase accessibility to information, services and the workplace. |
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Cultural Diversity
Aims for different cultures to respect each other’s differences and to remove cultural barriers such as language and communication. |
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