DEEWR aims to have a productive and supportive workforce by providing a safe workplace, modelling shared behaviours and providing equal opportunities for all employees.

What is Workplace Diversity?

Workplace diversity is about acknowledging differences and adapting work practices to create an inclusive environment in which our diverse skills, perspectives and backgrounds are valued.

Our diversity is shaped by a variety of characteristics including age, ethnicity, gender, disability, language, religious beliefs, life stages, education, carer responsibilities, sexual orientation, personality and marital status.

A key aspect of workplace diversity is the contribution that we all make to a workplace that is free from discrimination and harassment.

The department’s Workplace Diversity Strategy is a key component in delivering this aim. The strategy sets standards for performance and accountability in relation to diversity and provides strategies to improve in all areas of people management.

Objective 1—A safe workplace

• Provide support to employees and managers through the Employee Assistance Program.
• Provide flexible work opportunities to employees and support these through work place practices such as meeting times, work priorities and training opportunities.
• Promote, support and maintain an active network of trained Equity and Diversity Contact Officers (EDOs) in all departmental locations and offices.
• Capture and update equity and diversity profile data for employees across the department.
• Promote diversity related policies, including Workplace Harassment and Flexible Working Arrangements, across the department.

Objective 2—Model and support shared behaviours

• Explain to all new employees their obligations and responsibilities in relation to Workplace Diversity, the APS Values and the APS Code of Conduct.
• Promote and champion workplace diversity to all employees as in integral part of business and workforce planning.
• All employees model and support shared behaviours (RESPECT) with accountability through the department’s Performance Agreement Scheme.
• Manage breaches of behaviour in accordance with established departmental procedures.

Objective 3—Provide equal opportunities to all 

• Reward employees based on performance as laid out in the Performance Agreement Scheme.
• Train Selection Advisory Committees to ensure recruitment and selection is based on merit.
• Follow departmental policy and practice for recruitment and selection processes.

This strategy works in harmony with the department’s People and Leadership Statement and the Workplace Harassment Policy. The Human Resources Branch will monitor the implementation of the strategy and will report to the People and Leadership Sub-committee at regular intervals.