Table of Contents Acronyms used in this document AMP – Agency Multicultural Plan CEE Working group – Community Education and Engagement Working Group CET – Community Engagement CALD – Culturally and Linguistically Diverse CT - Communications Team DAP – Disability Action Plan HR – Human Resources HRBA – Human rights based approach ICS – Investigation and Conciliation Service RAP – Reconciliation Action Plan RDT – Race Discrimination team
access and equity processes and organisational culture. Including holding a staff launch event to raise staff awareness of our AMP, ensuring internal reporting on our AMP is included in key formal internal reporting mechanisms, adding AMP milestone updates to the Exec Dir. internal newsletter ‘NED’ (news for the Exec. Dir.) We will explore the feasibility of establishing a staffed support role to work across all our access and equity forums. Executive Director Oct 2013 Feasibility process undertaken and agreed staff support staff are identified with the role reflected in performance management and individual work plans. 1.3 Other actions We will use the AMP as an opportunity to strengthen all our access and equity initiatives: DAP, RAP and actions under our AMP. We will establish an AMP Committee and develop a more integrated coordination process to support the performance of all our access and equity forums (AMP/DAP/RAP). Executive Director Oct 2013 An AMP Committee is recruited. Members of our AMP, DAP and RAP Committees have been engaged in creating the new processes. Engagement As the body with a statutory responsibility to ensure the observance of rights in Australia, successful engagement with people from CALD backgrounds is already an integral part of our work. We recognise that, through engagement, CALD communities benefit from more relevant human rights work and the development of a more inclusive community that works together to address complex human rights issues. Engagement can foster a sense of belonging, ownership of solutions and empowerment which improves individual and communal wellbeing. The Commission also supports the realisation of the right to participate in public affairs under article 25 of the International Covenant on Civil and Political Rights.
4.2 Research and data: Department or agency to collect ethnicity data on the culturally and linguistically diverse groups with which the department or agency engages and to which it delivers services directly or indirectly Action Responsibility Target 4.1 Cultural competency Strengthen our current strategies to build a culturally competent workforce by introducing face to face cultural competency training into our training program across the Commission We will also continue to ensure that all new staff completes the established online cultural awareness training program. Manager of HR By Dec 2014 Face to face cultural competency training is sourced and introduced into our staff training program. All new undertakes online cultural awareness training in order to complete their probation process. 4.2 Research and data Review the potential of our policy programs to provide additional information (and how to promote this information) about access and equity issues. For example those faced by asylum seekers and refugees, or by older people from culturally and linguistically diverse backgrounds seeking or receiving home or residential aged care services. Review our process to: collect demographic information relating to complainants (e.g. country of origin, languages spoken). record the use of interpreters Director of Policy and Programs Director of ICS Jan 2014 Annually Sept. Review undertaken and any improvements to process are updated in the Planning, Monitoring and Evaluation Toolkit and communicated to staff. Annual review undertaken and any required improvements implemented within 3 months. 4.3 Other actions (optional) Expand our current ICS policy on working with interpreters to a Commission-wide Executive Director June 2014