That our recruitment processes and systems, enable, encourage and value the attraction of a diverse workforce that reflects the diversity of the communities we serve.
Identify the current barriers to an inclusive recruitment experience and develop an approach to address those barriers including new or revised procedures and capability/training needs.
Establish continuous improvement mechanisms and review annually to ensure processes continue to meet project objectives.
‘Our kids can’t be what they can’t see’. A diverse workforce embedded in an inclusive culture supports innovation and high performance.
Having more diverse staff and leaders across the department and in particular our schools will provide the role models to inspire others to see Education as a positive career choice.
What will success look like?
- Recruitment practices are accessible and barrier free for all applicants.
- Hiring Managers understand the barriers that some applicants face in the recruitment process and take steps to address them.
- Increase the number of people with a disability applying for roles.
- Increase the number of people with a disability who are successful in obtaining a role.
How will success be measured?
- # Number of information and training sessions to support a greater understanding of the principles of inclusive recruitment (school vs corporate)
- # Increase in number of staff with disability
- # Number of times Job Access is engaged
- # Number of applicants that identify with a disability
Key project milestones
By May 2022: Develop clear Barrier Free Recruitment processes and procedures
Commence in August 2021 and completed by June 2022: Build awareness and understanding of the value of barrier free recruitment through the delivery of initial Barrier Free Recruitment training to the recruitment teams
- Division: People Group
- Project executive: Executive Director, People and Culture
- Project lead: Manager, Corporate Recruitment and Manager, School Recruitment and Placement