2017–2019Diversity: Sharing Our Stories
Diversity and Inclusion Strategy
The Department acknowledges the traditional custodians of Country throughout Australia and their continuing connection to land, sea and community.
We pay our respects to them and their cultures and to their Elders both past and present.
© Commonwealth of Australia, 2017 ISBN: 978-1-925531-30-5 March 2017/INFRA3172Ownership of intellectual property rights in this publication: Unless otherwise noted, copyright (and any other intellectual property rights, if any) in this publication is owned by the Commonwealth of Australia (referred to below as the Commonwealth).Disclaimer: The material contained in this publication is made available on the understanding that the Commonwealth is not providing professional advice, and that users exercise their own skill and care with respect to its use, and seek independent advice if necessary.The Commonwealth makes no representations or warranties as to the contents or accuracy of the information contained in this publication. To the extent permitted by law, the Commonwealth disclaims liability to any person or organisation in respect of anything done, or omitted to be done, in reliance upon information contained in this publication.Creative Commons licence: With the exception of (a) the Coat of Arms; (b) the Department of Infrastructure’s photos and graphics; copyright in this publication is licensed under a Creative Commons Attribution 3.0 Australia Licence. Creative Commons Attribution 3.0 Australia Licence is a standard form licence agreement that allows you to copy, communicate and adapt this publication provided that you attribute the work to the Commonwealth and abide by the other licence terms. A summary of the licence terms is available from creativecommons.org/licenses/by/3.0/au/deed.en. The full licence terms are available from creativecommons.org/licenses/by/3.0/au/legalcode. This publication should be attributed in the following way: © Commonwealth of Australia 2017, 2017–2019 Diversity and Inclusion Strategy: Sharing Our Stories. Use of the Coat of Arms: The Department of the Prime Minister and Cabinet sets the terms under which the Coat of Arms is used. Please refer to the Department’s Commonwealth Coat of Arms and Government Branding web page http://www.dpmc.gov.au/resource-centre/government/ – in particular, the Guidelines on the use of the Commonwealth Coat of Arms publication. Contact us: This publication is available in hard copy or PDF format. All other rights are reserved, including in relation to any Departmental logos or trademarks, which may exist. For enquiries regarding the licence and any use of this publication, please contact: Director — Publishing and Communications Section, Department of Infrastructure and Regional Development GPO Box 594, Canberra ACT 2601 Australia Email: [email protected] Website: www.infrastructure.gov.au
Diversity: Sharing Our StoriesDiversity and Inclusion Strategy 2017–2019Workforce diversity is about appreciating that each employee has a unique story that has brought them to the Department. It is about respecting and valuing these differences. It also involves recognising the value of sharing and celebrating the different stories that each of our employees bring to the workplace, to support our goal of being a workforce that is reflective of the Australian community.
This artwork was created by Duncan Smith, a Wiradjuri man from central western NSW. Duncan is a well-established artist, known for both traditional and contemporary works. Duncan created this piece using a combination of traditional and modern colours, including purple, the Department’s assigned colour for Diversity. The artwork shows a series of dotted circles, which traditionally represent meeting places. In this case, the meeting places are the Department’s various offices around the country: in the centre is the Canberra office, surrounded by the regional offices. All the circles, like all the Department’s offices, are connected.
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Diversity and Inclusion Strategy: Sharing Our Stories | 2017–2019
At a Glance
Now in place • Our Reconciliation Action Plan
• Our Gender Equality Action Plan
• Cultural Competence Guide for Supervisors
Being developed• Our Disability Action Plan
• Our LGBTI Action Plan
• Cultural Awareness Competence Framework
Achievements to date• Women in senior leadership 46.0%
• Women 50.1%
• Aboriginal and Torres Strait Islander people 1.8%
• People with disability 4.0%
• Non-English Speaking Background 16.5%
Where we want to be• An employer of choice that
recognises our workforce as the source of our strength because of its diversity
• A leader and champion of inclusive behaviours so all employees feel valued and respected, and have continuing opportunities to develop and contribute to our success
• An integrated workforce where diversity is part of everyday business, modelled and promoted in the ways we attract, develop and sustain a skilled diverse workforce.
A Message from the SecretaryI am very pleased to present the Department of Infrastructure and Regional Development’s Diversity and Inclusion Strategy: Sharing Our Stories 2017–19.
Our Diversity and Inclusion Strategy is a clear statement of our commitment to a diverse workforce that is reflective of the community we serve. It establishes our ongoing commitment to embedding an inclusive workplace that values and respects the diverse backgrounds, skills, talents and perspectives that all our employees bring.
Our Diversity and Inclusion Strategy is also a statement of our recognition that a diverse and inclusive workforce strengthens our organisational capability. A diverse workforce contributes to increasing the respect and trust of our stakeholders and deepens our understanding of their needs. It also improves our capacity to harness creative and innovative approaches to our work.
Our challenge now is to consistently extend and embed our strategies into everything that we do and implement new actions that will help us achieve our purpose.
Creating a diverse and inclusive workplace is a shared responsibility. We all have a contribution to make and together can engage in a range of actions that will eliminate any employment-related barriers on the basis of gender, Aboriginal and/or Torres Strait Islander status, race or ethnicity, linguistically diverse backgrounds, disability, age, sexual orientation, gender identity or intersex status.
Our priorities will be monitored, evaluated and modified, as required, to ensure we truly are a workforce that is representative of the community we serve.
Mike Mrdak AO Secretary
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Department of Infrastructure and Regional Development
What is Workplace Diversity?Workplace diversity and inclusion is about harnessing the diverse skills and perspectives that people bring to the workplace because of their gender, age, language, ethnicity, cultural background, disability, religious belief, sexual orientation, educational level, professional skills, work and life experiences, socio-economic background, geographical location and family responsibilities. It’s about creating a workplace environment that achieves more by engaging and celebrating the differences that all people bring to the workplace and recognising and valuing these differences.
Purpose of our StrategyThe purpose of our Strategy is to:• grow the diversity of our workforce so
that it reflects the broader Australian community
• build respect and inclusiveness into all that we do.
We want to embrace inclusive behaviours and actions so that we can harness the unique differences and perspectives that a diverse workforce brings.
Our purpose will be achieved by focusing on three diversity and inclusion priorities, which include:1. attract and recruit a diverse workforce
2. develop and retain a diverse workforce
3. workforce diversity as part of everyday business.
Implementing our StrategyImplementation is key to our Strategy’s success and all employees have a responsibility to model and promote behaviours consistent with our Strategy so we are better able to develop and sustain a skilled and diverse workforce.
A series of action plans will support the implementation of our diversity and inclusion priorities. The basis of these action plans will be practical and manageable activities, that address gaps and barriers that prevent inclusive practices.
Action plans will be developed over time, in consultation with staff and employee networks, to ensure that we deliver practical and sustainable outcomes.
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Diversity and Inclusion Strategy: Sharing Our Stories | 2017–2019
Attract and recruit a diverse workforceTo attract a high quality diverse workforce, we will:• promote the Department as an employer of people from diverse backgrounds• encourage innovative approaches to attract people from diverse backgrounds• ensure accessible and inclusive recruitment and selection processes, that eliminate
unconscious bias and target a diverse range of talent• build strategic partnerships with agencies, other organisations and the broader Australian
community to improve our attraction and recruitment of a diverse workforce.
By 2019, our success will be measured by:1. improved attractiveness as an employer
of people from diverse backgrounds with an increased number of candidates representative of people from diverse backgrounds
2. participation in a range of entry level recruitment programs, such as traineeships, cadetships and graduate programs for people from diverse backgrounds
3. provision of professional development for recruitment delegates and selection panels, that improve the recruitment experience for prospective employees from diverse backgrounds, such as training in RecruitAbility, cultural awareness and unconscious bias
4. participation in recruitment programs that actively seek experienced candidates from diverse groups
5. increased partnerships within the Portfolio, other public sector agencies, the Australian Network on Disability, Reconciliation Australia, private sector organisations, regional universities and the broader community.
“I enjoy talking to those around me and sharing ideas and perspectives on systematic issues that impact on people with disability and thinking of ways to develop and promote disability confidence across the Department.”Silvia Nestoroska, Infrastructure Disability Engagement Alliance (IDEA) member.
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Department of Infrastructure and Regional Development
Develop and retain a diverse workforceTo develop and retain a high quality diverse workforce, we will:• provide professional development opportunities to employees from diverse groups• promote APS-wide pathways for employees from diverse groups to progress their careers• build the capability of leaders and managers to support the management of a diverse
workforce• provide mentoring opportunities for people from diverse groups• provide opportunities for employees to contribute to and provide advice on the
Department’s diversity initiatives.
By 2019, our success will be measured by:1. an increased number of employees
from diverse groups participating in professional development opportunities, including the development and implementation of career programs for people from diverse backgrounds
2. opportunities available for employees to participate in diversity networks and include this participation in their departmental performance plans
3. provision of diversity training for managers and the broader workforce
4. implementation of a diversity capability framework, including cultural and disability confidence competency
5. introduction of diversity mentoring initiatives
6. development and implementation of a action plans for identified diversity groups.
“I enjoy meeting with other Aboriginal and Torres Strait Islander people and knowing that we have a support network to promote Indigenous involvement in the Department. The social aspect of the Indigenous Staff Network is great as well. We have monthly lunches where everyone can interact on a more social level and get to know each other a bit better.”Carla Knight, Aboriginal and Torres Strait Islander Trainee.
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Diversity and Inclusion Strategy: Sharing Our Stories | 2017–2019
Workforce diversity as part of everyday businessTo ensure that workforce diversity is part of the way we do business, we will:• promote an inclusive culture whereby workforce diversity is valued, nurtured and
celebrated• develop the capabilities of leaders and managers in cross-cultural management and
communication to maximise individual and team effectiveness• continue to promote initiatives which foster inclusive work practices• provide robust workforce planning data and evidence based policy to support the
implementation of the Diversity and Inclusion Strategy.
By 2019, our success will be measured by:1. employees and departmental diversity
groups actively involved in the implementation of action plans that support our Strategy
2. diversity priorities included in Divisional business plans
3. increased knowledge and awareness of the Diversity and Inclusion Strategy in the workplace
4. increased number of employees sharing diversity information in the HR reporting system
5. celebration of key diversity awareness activities, including Harmony Day, National Reconciliation Week, International Women’s Day, NAIDOC week and International Day of People with Disability
6. proactively showcasing innovative workforce diversity activities from across the Department
7. reporting of the outcomes of the Diversity and Inclusion Strategy in the Department’s Annual Report
8. positive employee appraisals of diversity and inclusion in the workplace
9. achieving a 3 per cent representation of Aboriginal and/or Torres Strait Islander people; a yearly increase in the representation of people with disability; and 50 per cent gender equity in leadership positions.
www.infrastructure.gov.au
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For further information on the Strategy or Diversity in the Department contact the Department’s Diversity Team [email protected] or 02 6274 8100
