Representative data is sourced from the sector’s Equal Employment Opportunity (EEO) survey which does not separate responses provided for the EEO category of Aboriginal or Torres Strait Islander.
An inclusive term encompassing lesbian, gay, bisexual, transgender/gender diverse, intersex, queer or questioning, and other sexuality and gender diverse people.
Aboriginal Affairs Strategy includes the Opportunity, Choice, Healing, Responsibility and Empowerment (OCHRE) Plan, the NSW Government’s Aboriginal affairs plan.
Double the number of Aboriginal and Torres Strait Islander people in senior leadership roles in the government sector by 2025.
Workforce Profile 2017.
Defined by the PSC as anyone employed by the NSW Government on $153,915 (2017) salary (adjusted to CPI annually). Senior leadership positions include PSSE band 1-4, Principals grade P3 – P5, Executive Principals and CEO positions.
Increase the number of Aboriginal people in senior leadership roles to 3.0% by 2025
Based on Premier’s Priorities.
5.6% representation by 2027
Jobs for People with Disability: A plan for the NSW public sector.
Historical data includes Non-English Speaking Background and English as a Second Language. Measure to be extended to include all CALD data.
Increase the representation of male teachers
Research is to be conducted to better understand the declining rate of male teachers, this target will be revised annually in conjunction with evidence and findings.
Specifically, compliance with the Web Content Accessibility Guidelines (WCAG) 2.0 Level AA.
Inclusive of all diversity groups, including but not limited to, our focus areas and age, carer responsibilities, marital status, sexual orientation, educational level, life experience and socio-economic background.
Inclusive of all diversity groups, including but not limited to our focus areas and age, carer responsibilities, marital status, sexual orientation, educational level, life experience and socio-economic background.
In line with the Government Sector Employment Act 2013.