Workplace Diversity Policy and Action Plan - Word · Web viewWorking Environment Workplace diversity principles are integrated into the performance management process. Managers and

Workplace Diversity

Policy and Action Plan

DVA WORKPLACE DIVERSITY POLICY AND ACTION PLAN 2011-2015Updated July 2013

2011 - 2015


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TABLE OF CONTENTS

FOREWORD....................................................................................................3

1. INTRODUCTION........................................................................................4

Commitment............................................................................................................................................4

Principles..................................................................................................................................................4

2. WHY HAVE A WORKPLACE DIVERSITY POLICY..................................4

3. LEGAL FRAMEWORK..............................................................................5

Corporate Documents..............................................................................................................................6

4. OBJECTIVES.............................................................................................7

5. IMPLEMENTATION...................................................................................7

6. ROLES AND RESPONSIBILITIES............................................................7

7. MONITORING, EVALUATION AND REVIEW...........................................8

8. RESOURCES.............................................................................................9

ATTACHMENT A...........................................................................................10

WORKPLACE DIVERSITY – ACTION PLAN – 2011- 2015.....................10


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FOREWORD

I am pleased to present DVA’s updated Workplace Diversity Policy and Action Plan. This builds on previous DVA Policies and Action Plans and reflects the Department’s continued commitment to embedding the principles of diversity into our workplace.

Having a workforce which is diverse in background and life experience contributes positively towards meeting DVA’s vision and adopting the shared approach and Values outlined in our Corporate Plan. Valuing these differences is the cornerstone of our Workplace Diversity Policy.

The Workplace Diversity Policy will support us in meeting our business objectives as well as enhancing our ability to meet the needs and expectations of our workforce. It continues to reflect the Department’s commitment to providing a fair and equitable working environment, one which encourages innovation and new ideas as we work towards meeting the challenges and capitalising on the opportunities outlined in the Strategic Plan 2011-2015.

New initiatives outlined in the Action Plan aim to improve our recruitment, selection and retention performance as well as increasing the representation of people with disability, Indigenous Australians and younger people in our workforce.

Let us work together to support our colleagues and enhance our working environment and to continue to deliver high quality services to the veteran and defence force communities.

Ian Campbell Secretary


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1. INTRODUCTION

CommitmentWe are all different. The people of Australia come from a wide range of backgrounds including gender, age, ethnic and cultural backgrounds, religious beliefs, sexual orientation, family responsibilities, socio-economic background, and life and work experience. These are some of the things that make Australia such a great place to live and work. Through applying the principles of workplace diversity DVA is committed to reflecting the diverse and unique composition of the Australian community in our own workforce. Workplace diversity is all about recognising, celebrating and utilising these differences for the benefit of DVA, our clients and our workforce.

PrinciplesWorkplace diversity is about developing strategies that recognise and accommodate differences in background, perspectives and family responsibilities of our workforce.

The concept of workplace diversity retains the principles of equal employment opportunity (EEO). EEO addresses continued disadvantage experienced by particular groups of people in the workplace, including women, Indigenous Australians, people with disabilities and those who suffer disadvantage on the basis of race or ethnicity.

Workplace diversity principles should be incorporated into all aspects of human resource management, such as workforce planning, recruitment and selection, performance management, learning and development, leadership development, workplace health and safety and workplace relations.

By adopting the strategies contained in this Policy and the attached Action Plan, we will be better placed to attract, select, develop and retain a diverse, skilled and motivated workforce and harness the benefits which will flow from that.

2. WHY HAVE A WORKPLACE DIVERSITY POLICY

DVA has a Workplace Diversity Policy for a number of reasons. One of the reasons is to do with our legal framework (see next section). However the legal requirements exist to support the business and social outcomes that DVA as a public service agency aims to achieve.

The aim of the Workplace Diversity Policy is, through its implementation, to create a workplace which encourages and supports equity and fairness and eliminates all forms of discrimination, harassment and bullying.

Our Workplace Diversity Policy will directly and indirectly help us to achieve the business priorities set out in our Corporate Plan. Some of the benefits of a diverse workforce with a range of talents, perspectives and opportunities can include:


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increased innovation and creativity which are valued and encouraged; improved client service; increased ability to attract and retain quality employees; reduced recruitment and training costs; increased employee satisfaction and productivity; and improved teamwork and internal and external relationships.

3. LEGAL FRAMEWORK

DVA has a range of legislative obligations which relate to workplace diversity.

Public Service Act 1999 (the Act)

The Act includes a number of requirements relevant to workplace diversity:

The Secretary is required to establish a workplace diversity program under Section 18 of the Act. The Public Service Commissioner’s Directions 2013 provide more detail on how agencies are to develop, evaluate and review their workplace diversity programs, and meet the requirements of the APS Values.

The APS Code of Conduct sets out standards of behaviour for us as public servants. These include requirements to:

– treat everyone with respect, courtesy and without harassment (section 13(3)); and

– behave in a way that upholds the APS Values and Employment Principles and the integrity and good reputation of the APS (13.1(11)).

The APS Values and Employment Principles provide an ethical framework which underpins how the APS and its agencies operate and how we do our work. To strengthen the framework further the APS Values include the Value of ‘Respectful’ – the APS respects all people including their rights and heritage.

Behavioural requirements of the APS Values are contained in the APS Employment principles which define the APS as a career based service that:

– Provides flexible, safe and rewarding workplaces where communication, consultation, cooperation and input from employees on matters that affect their workplaces are valued;

– Provides workplaces that are free from discrimination, patronage and favouritism; and

– Recognises the diversity of the Australian community and fosters diversity in the workplace.

Other relevant legislation which provides legal obligations for DVA and its workforce in terms of workplace diversity include:

Racial Discrimination Act 1975


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It is unlawful to discriminate in employment on the grounds of race, colour, national or ethnic origin.

Sex Discrimination Act 1984

It is unlawful to discriminate in employment on the grounds of gender, marital status, pregnancy or potential pregnancy, or to sexually harass another person.

Disability Discrimination and Other Human Rights Legislation Amendment Act 2009

It is unlawful to discriminate on the grounds of disability.

Age Discrimination Act 2004

It is unlawful to discriminate on the grounds of age.

Human Rights and Equal Opportunity Commission Act 1986

Sets up a mechanism to deal with complaints of discrimination in employment. In 2009 the Human Rights and Equal Opportunity Commission changed its name to the Australian Human Rights Commission.

Work Health and Safety Act 2011

Requires employer / Person carrying on a business or Undertaking (PCBU) and workers to maintain a secure, health and safe working environment. It also requires that the employer / PCBU take practical precautions to prevent harassment.

Fair Work Act 2009

Prohibits discrimination against a person who is an employee, or prospective employee, because of the person's race, colour, sex, sexual preference, age, physical or mental disability, marital status, family or carer's responsibilities, pregnancy, religion, political opinion, national extraction or social origin in awards and agreements and in the termination of employment.

Corporate Documents

The Workplace Diversity Policy should be read in conjunction with a number of other corporate documents which specify related corporate requirements and commitments. These include:

DVA Enterprise Agreement DVA Corporate Plan DVA Workforce Strategy DVA People Policies


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4. OBJECTIVES

The objectives of the Workplace Diversity Policy for 2011 - 2015 have been grouped under five Key Result Areas – Leadership, Recruitment, Selection and Retention, Working Environment, Communication and Education and Work/Life Balance. The objectives are as follows:

Key Result Area ObjectiveLeadership Leaders at all levels in DVA actively encourage and promote

workplace diversity principles.Recruitment, Selection and Retention

Employees and those seeking employment with DVA are treated fairly and equitably in accessing employment opportunities and in selection and promotion processes.

DVA increases the representation of Indigenous employees, employees with a disability, and younger workers in its workforce.

Working Environment Workplace diversity principles are integrated into the performance management process.

Managers and staff have the skills and knowledge to prevent and deal with any harassment or bullying behaviours.

Communication and Education

The Workplace Diversity Policy is accessible and its principles are understood and supported by managers and staff.

Work/Life Balance DVA provides a flexible employment framework which enables employees to effectively balance their work, family, caring, other responsibilities and interests.

5. IMPLEMENTATION

An Action Plan is attached. This Action Plan details key activities against the Key Result Areas and Objectives outlined above. It allocates responsibilities and timeframes, and outlines success measures.

6. ROLES AND RESPONSIBILITIES

DVA as an employer will:

show its commitment to workplace diversity through its actions and decision making;

demonstrate and embrace the principles of workplace diversity in the organisation; and

foster a culture of inclusiveness.


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Managers and supervisors will:

consistently and actively encourage their staff to participate in workplace diversity education activities;

ensure that all performance agreements include tangible elements of adherence to workplace diversity principles; and

promptly deal with any complaints or observations of harassment or bullying in the workplace;

uphold merit principles when recruiting and selecting employees; and be supportive and assist staff to access flexible working arrangements or

conditions.

DVA workers will:

behave in ways that will actively contribute to the enhancement of a culture in which diversity is valued among the people we work with;

demonstrably value diversity through our team building and consultative processes, and the decisions and actions that we take;

draw on our own and others’ diverse skills and talents to enhance work outputs; not condone or ignore harassing or bullying behaviour in the workplace; and conduct ourselves in a manner consistent with the APS Values and Employment

Principles, and the Code of Conduct.

People Services Branch will support the Policy by:

incorporating the principles of workplace diversity in the development and implementation of all human resources policies and activities;

providing links to relevant programs and projects, including: Recruitment and Selection; Staff Attitude Surveys; Learning and Development Strategy; Leadership Development Program; Workforce Planning; Succession Management; and Career Development Strategy;

providing practical ongoing support and advice to management and staff on implementation of diversity principles; and

developing and implementing education processes to assist teams to implement workplace diversity principles themselves.

7. MONITORING, EVALUATION AND REVIEW

The Public Service Commissioner’s Directions 2013 require agencies to develop performance indicators to evaluate the effectiveness and outcomes of the agency’s Workplace Diversity Program and to evaluate and report to the Public Service Commissioner annually on the effectiveness and outcomes of the program.

The Action Plan, which forms part of this Policy includes performance measures that will be used to evaluate the effectiveness of the Policy, and to report to the Public Service Commissioner annually. Quantitative data (e.g. workforce data), and qualitative information (such as that gathered through staff attitude surveys and evaluation of learning activities) will be used to evaluate the Workplace Diversity Policy, and modify or re-direct the Action Plan each year.


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The Executive Management Group (EMG) will oversee the implementation of this Policy. An annual report will be provided to EMG on outcomes, with progress reports during the year as needed.

8. RESOURCES

Here are some useful links to help you find out more about Workplace Diversity:

Australian Public Service Commission. This site contains extensive information on Workplace Diversity in the APS.

Human Rights Commission This site contains information on Human Rights, Disability Rights, Racial Discrimination, Sex Discrimination and Aboriginal and Torres Strait Islander Social Justice.

Equal Opportunity for Women in the Workplace Agency

Multicultural Australia - Department of Immigration and Multicultural and Indigenous Affairs website.

Diversity@work This is a private sector organisation but their site contains a wealth of information about all aspects of workplace diversity.

You can also talk to your local Human Resources Adviser in People Services Branch to find out more.

9. EVALUATION/REVIEWThis policy will be reviewed in July 2015


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ATTACHMENT AWORKPLACE DIVERSITY – ACTION PLAN – 2011 - 2015Key result area Objectives Actions Responsibility Timeframe Success measuresLeadership Leaders at all levels in DVA

actively encourage and promote the workplace diversity principles.

To ensure there is top level support for the inclusion of people with disability in DVA:(a) appoint a Workplace

Diversity Executive Sponsor.(b) include workplace diversity

principles in leadership programs and managers training workshops.

People Services Branch (PSB)

Report: AnnuallyAction: Ongoing

Staff attitude surveys and other feedback mechanisms indicate that leaders are modelling and promoting the principles of workplace diversity.

Recruitment, Selection and Retention

Employees and those seeking employment with DVA are treated fairly and equitably in accessing employment opportunities and in selection processes.

DVA increases the representation of Indigenous employees, employees with a disability and younger workers in its workforce.

DVA improves retention through better identification of members of diversity groups; increased support for them; changing DVA culture; and improving opportunities to develop work skills.

RECRUITMENT(a) Include use of Indigenous

media for advertising (see list on Intranet).

(b) Support / publicise the National Indigenous Cadetship; Graduate Recruitment; and Contract Management Development Programs.

(c) Jobs to be advertised are reviewed for their inherent requirements by concentrating on what needs to be achieved rather than how the work should be done.

(d) Increase access to jobs for people with disability

Payroll, Recruitment and Workplace Relations


Indigenous staff recruited under the specific programs.

Increase in number of Indigenous employees, employees with a disability and younger workers in DVA

Practical information available for selection advisory committee members.


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Key result area Objectives Actions Responsibility Timeframe Success measures

SELECTIONEnsure selection processes that involve Indigenous applicants and members of ethnic or other diversity groups are fair and those involved in interviewing are sensitive to cultural issues.

RETENTION

(a) Encourage all employees and particularly members of diversity groups to update their APSED details.

(b) Encourage line managers to work closely with new recruits to identify issues early, e.g. ease of access, and implement solutions.

(c) Ensure reasonable adjustment policy is promoted and implemented.

(d) Wherever possible allow employees some flexibility in tasks and times to accommodate their disability or caring responsibilities, as well as using their other strengths.

Payroll, Recruitment and Workplace RelationsOrganisational Development

All DVA


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Key result area Objectives Actions Responsibility Timeframe Success measuresWorking Environment

Workplace diversity principles are integrated into the performance management process.

(a) Ensure DVA performance management scheme documentation and guidance material incorporate behaviours which support diversity principles.

(b) Identify specific career development needs and support development opportunities for Indigenous employees and other diversity groups in their performance management meetings.

(c) Support and encourage individual Indigenous employees to pursue career development through mainstream programs.

(d) Encourage managers to be aware of issues for staff with disabilities when relocation is being considered.

Organisational Development and Planning

Payroll, Recruitment and Workplace Relations / Organisational Development and Planning

All DVA

All DVA


Performance management scheme documentation/ guidance incorporates behaviours that support diversity.

Staff attitude surveys and other feedback mechanisms indicate that employees consider that the performance management processes incorporate workplace diversity principles


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Key result area Objectives Actions Responsibility Timeframe Success measuresManagers and staff have the skills and knowledge to prevent and deal with harassment and bullying behaviours.

(a) Provide tools for managers in training workshops to recognise and manage inappropriate behaviour.

(b) Increase profile of and support for Workplace Harassment Contact Officers (WHCO).

(c) Promote the availability of resources such as the WHCO group and the Employment Assistance Program for employees.

Working Environment and Consulting

Report: Annually Staff attitude surveys and other feedback mechanisms indicate that employees have confidence in support processes.

Decrease in number of harassment incidents reported.

Time taken to resolve harassment issues.

Key result area Objectives Actions Responsibility Timeframe Success measuresCommunication and Education

Workplace Diversity Policy is accessible and its principles are understood and supported by managers and staff.

(a) Undertake consultation with all staff to review and update the policy and promote to managers and staff.

(b) Distribute policy summary leaflet to all staff and include in induction packs.

(c) Maintain the currency of the Equity and Diversity Intranet site and promote to all staff.

(d) Include a disability module in training for selection advisory committees.

(e) Support and publicise support networks for Indigenous employees and employees with a disability.

Working Environment and Consulting

Ongoing Policy finalised and promoted.

Policy summary leaflet distributed and included in induction packs.

Intranet site updated and promoted.

Disability module included in training for selection advisory committees.

Work/Life balance DVA provides a flexible (a) Promote awareness of PSB / All DVA Report: Annually An information pack is


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Key result area Objectives Actions Responsibility Timeframe Success measuresemployment framework which enables employees to effectively balance their work, family, caring, other responsibilities and interests.

flexible employment provisions including leave, part-time work, home based work, the Employee Assistance Program, and the Work/Life Links service.

(b) Ensure all workers with a disability have the necessary equipment and ergonomic items to actively participate in the workplace.

PSB

Action: Ongoing available to all employees via the Intranet

Staff attitude surveys and other feedback mechanisms indicate that employees are aware of and able to access flexible employment provisions.

Workers have necessary equipment.


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