The Program Strategy Action Responsibility Timeframe Performance Indicators Progress Planning Strategic Plan incorporates diversity principles Workforce planning includes objectives and strategies for increasing the diversity of the workforce Priority status is considered for recruitment and/or work placement opportunities wherever possible Executive Director HR Manager HR Manager Ongoing Ongoing and reviewed annually Ongoing and reported annually Strategic Plan implemented Diversity considered through change management processes and any proposed structural change Internship intake prioritises target groups and statistics reflect accessible process
Sharing Accessible and current intranet Encourage disclosure of EEO status Encourage responses to of the Service survey Regular ‘At Home with HR’ sessions on workplace diversity and flexibility Workplace Reasonable Adjustment Policy promulgated Internal Communications Team HR HR HR HR Ongoing and reviewed annually Annually Annually As issues arise At induction and every 2 years or as issues arise Intranet revised and evaluated by Percentage of staff completing EEO data forms Percentage of staff completing SoS Attendance levels and/or requests for topic information Inductions and At Home with HR sessions conducted Learning Cultural Competence training Induction includes cultural awareness modules External HR Incorporated into induction learning Training delivered Modules identified and staff completion
Induction training incorporates diversity Create awareness and understanding around intergenerational issues HR HR Manager Incorporated into induction Ongoing and reviewed annually Ongoing and events scheduled within probation period Inductions delivered Statistics monitored in target groups Creating Active use of disability networks for temporary employment opportunities, work experience and mentoring Internal and external professional development opportunities supported Enterprise Agreement showcases creativity around workplace All Managers ED Ongoing and reviewed annually Annually Ongoing and reviewed within government Increased numbers of candidates sourced and placed Monitor number of staff supported Enterprise Agreement
flexibility, professional development and leave types to set benchmarks for other APS agencies Support for carer’s under the Carer Recognition act 2010 Interview priority for candidates with a disability where selection criteria is met Implement a respectful workplace policy Develop and implement a health and wellbeing strategy Investigate Graduate Rotation options through portfolio agencies Diversity Committee SES HR Manager HR Manager HR Manager bargaining policy Ongoing and reviewed annually Ongoing and reviewed annually Induction and reviewed annually Reviewed annually Ongoing and subject to AGD support approved and implemented Number of staff supported leave monitored Increased numbers of candidates sourced and placed Policies implemented and reinforced
Agreement between agencies Monitoring Activity reports provided twice yearly to Commission meetings Data collection on employment of diversity trends including: Flexible working arrangements Employment of target groups Workforce profile Exit information Monitor HCO contacts quarterly Monitor implementation of RAP and DAP ED HR Manager Diversity Committee Ongoing Annually Quarterly Evaluated to determine success of new and existing strategies Data analysed and reported annually Ensure commitments are on target