Utilise available expertise Hold agreed meetings with the Working and plan actions People Division Ongoing Annual feedback from WG members FOCUS 3: WORKPLACE FLEXIBILITY Description What How Who When Success measures Providing guidance and support Refresh the flexible work policies and provide advice to staff Refresh the application and approval forms People Division April 2017 Improvement in People Matter survey results on flexible work Develop managers’ guide, frequently asked questions sheet and other tools to support implementation People Division Raising awareness Communicate the policy and resources across the Department Develop a schedule for communications for the ‘all roles flex’ roll out People Division 2017 Improvement in People Matter survey results on flexible work Implement flexible work in job advertisements and in position descriptions People Division Provide information sessions for managers and staff about the implementation of the refreshed policies People Division Include in the communications plan good news stories and examples of the practical applications of flexible work and the benefits to our people and the organisation People Division Building skills and capability Ensure adequate support for implementation Provide information session across People Division staff prior to implementation April 2017 Improvement in People Matter survey results on flexible work Building evidence and tracking progress Collect evidence of effective flexible work options and implementation Monitor and report on the use of flexible work Identify areas for improvement and future opportunities People Division Ongoing Improvement in People Matter survey results on flexible work Undertake research to develop options for a job share register, including any tools that may be available to assist with implementation People Division Nov 2017 Ensuring good governance Utilise available expertise Hold agreed meetings with the Working Group and plan action People Division ongoing Annual feedback from WG members FOCUS 4: CULTURAL DIVERSITY Description What How Who When Success measures Providing guidance and support Provide information support Encourage take-up of the Language Allowance to staff, and promote the availability and use of Language Aides People Division June 2017 Staff perception of the effectiveness of inclusiveness (valuing diversity, equal opportunities, free from discrimination etc.) in the People Matter Survey Launch the Department’s Cultural Diversity Plan PRG April 2017 Raising awareness Promote cultural diversity across our workforce Develop a communications plan Promote cultural diversity week Encourage staff attendance at the Immigration Museum Provide toolkits to EOs and people managers to support team People Division March 2017 Staff perception of the effectiveness of inclusiveness (valuing diversity, equal opportunities, free from discrimination etc.) in the People Matter Survey
for staff Division inclusiveness (valuing diversity, equal opportunities, free from discrimination etc.) in the People Matter Survey Building evidence and tracking progress Understand the Department’s VPS workforce Koorie profile and trends and report regularly Report on the representation of Koorie staff in our workforce People Division Ongoing Staff perception of the effectiveness of inclusiveness (valuing diversity, equal opportunities, free from discrimination etc.) in the People Matter Survey Investigate the career experiences of Koorie VPS staff, and understand more about their challenges and enablers, and career progressions People Division Oct 2017 Ensuring good governance Utilise available expertise Hold agreed meetings with the Working Group and plan actions People Division Ongoing Annual feedback from WG members FOCUS 8: LGBTI Description What How Who When Success measures Providing guidance and support Provide advice and support across the Department and at the WoVG level on LGBTI inclusion issues Review and update policies and include examples of practical strategies to support LGBTI staff at work People Division Ongoing Raising awareness Promote LGBTI events and important dates Develop a communication plan for the promotion of LGBTI inclusion across the year People Division and Communications Division Ongoing Participation in the Department’s events Support the work of DPC’s equality branch including Rural Roadshow in 2017, LGBTI Outcomes Framework People Division Ongoing Building skills and capability Increase the understanding of staff about LGBTI diversity and inclusion Provide LGBTI ally and awareness training to VPS staff across central and regional offices People Division Feb 2017 Staff perception of the effectiveness of inclusiveness (valuing diversity, equal opportunities, free from discrimination etc.) in the People Matter Survey Make Pride in Diversity resources available to staff People Division Ongoing Building evidence and tracking progress Understand the Department’s VPS workforce LGBTI profile and trends Report on the workforce representation of LGBTI staff People Division Ongoing Support the activities of the VPS DET Pride Network, the VPS Pride Council, the VPS HR (LIPS) group, and departmental LGBTI Executive Sponsors forums People Division by June 2017 Staff perception of the effectiveness of inclusiveness (valuing diversity, equal opportunities, free from discrimination etc.) in the People Matter Survey Undertake the Australian Workplace Equality Index to have the Department’s inclusiveness tested and ranked against other organisations People Division Annually Participation in the Australian Workplace Equality Index Ensuring good governance Utilise available expertise Hold agreed meetings with the Working and plan actions Maintain Pride in Diversity membership People Division Ongoing Annual feedback from WG members FOCUS 9: GENERATIONAL DIVERSITY Description What How Who When Success measures
Providing guidance and support Provide support to staff working with multigenerational workforces Investigate mentoring and reverse-mentoring programs People Division Sept 2017 That the People Matter Survey results for ‘age being a barrier to success’ improve year on year Raising awareness Promote generational diversity across our workforce Investigate the level of staff interest in establishing staff led generational based staff networks People Division Nov 2017 That the People Matter Survey results for ‘age being a barrier to success’ improve year on year Building skills and capability Increase understanding of the needs of multigenerational workforces Provide resources and information to staff about working with multigenerational workforces People Division Nov 2017 That the People Matter Survey results for ‘age being a barrier to success’ improve year on year Building evidence and tracking progress Understand the Department’s VPS workforce age profile and trends Report on the workforce representation of staff across age categories People Division Ongoing That the People Matter Survey results for ‘age being a barrier to success’ improve year on year Disseminate the results of the ‘Fully engaging older workers at DET’ study across the organisation People Division July 2017 Undertake research into staff experiences of discrimination, and perceptions of differential treatment based on age People Division by Dec 2017 Ensuring good governance Utilise available expertise Hold agreed meetings with the Working Group and plan actions People Division Ongoing Annual feedback from WG members