Workforce diversity and disability inclusion action plan

Appendix six

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.

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
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 2 of Indigenous internship program developed and implemented using the lessons learnt from Year 1, with one Indigenous intern employed
  • Two Indigenous cultural awareness training sessions conducted
  • Drafted Phase 1 (Reflect) of Reconciliation Action Plan (RAP)
  • 5 Indigenous applicants for our Graduate Program with one accepting our offer
  • Using Indigenous catering provider.
  • Develop and implement Year 3 of Indigenous internship program
  • Implement Phase 1 (Reflect) of Reconciliation Action Plan (RAP)
  • Investigate Phase 2 (Innovate) of Reconciliation Action Plan (RAP)
  • Continue to partner with Indigenous Accountants Australia.
Gender Equity

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

  • Conducted gender pay gap analysis
  • Conducted Women in Leadership focus groups
  • Developed a Champions of Change for Gender Equity program
  • Continued our approach to championing flexible working practices
  • Developed a Leadership Development Framework that has areas that focus on Women’s Development
  • Created a nursing/quiet room
  • Using the ‘if not, why not’ motto – we advertised roles as supporting flexible working arrangements
  • Tailored language in advertisements to attract female candidates
  • Supported a number of International Women’s Day events.
  • Implement our Leadership Development Framework with a focus on women’s leadership
  • Provide paternity leave support – prior, during and returning to work
  • Continue to encourage women in leadership events
  • Research and nominate women for leadership awards
  • Implement the Champions of Change for Gender Equity program
  • Continue to review and support flexible working options.
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 preliminary planning of our Future Workplace (office refit/move) Project
  • Ensured all service information was available in accessible electronic formats
  • Investigated training options for managers of staff with a disability
  • Provided resources to managers of people with disability who required work adjustments.
  • Develop new website with AA web content compliance
  • Apply the principle of universal design in our Future Workplace (office refit/move) Project
  • Implement training for managers of staff with a disability
  • Investigate and implement training solutions for staff with a disability
  • Review job design of roles, recruitment practices and on-the-job support to potentially broaden participation of people with a disability.
Cultural Diversity

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

  • Launched the ‘Kaleidoscope’ room (prayer/ meditation/parenting)
  • Regular intranet profiles of staff representing different cultural backgrounds
  • Diversity statement included in all job advertisements
  • Continued to build our diversity calendar
  • Ensured all new and existing employees complete compulsory Respect and Diversity online learning
  • Numerous diversity events.
  • Implement Online ‘Cultural Competence’ and ‘Respect and Diversity’ Programs
  • Continue to develop a diversity calendar
  • Develop a community services program.