Workforce diversity and inclusion standards
Direction and guidance on the relevant plans, processes, and initiatives in place to recognise, promote, increase and expand workforce diversity and inclusion across all department areas.
Audience
All department employees, contractors and people applying for employment.
All department-funded programs must operate in line with this standard and must consider inclusive language and accessibility.
| Version | Date | Description of changes | Approved by |
|---|---|---|---|
| V01.0.0 | 05/09/2024 | Under the 2023 Policy and procedure review program, new policy document with consolidated instructions previously provided in the Workforce diversity policy and procedures. | Chief People Officer |
| Ongoing union consultation is occurring and amendments may be made from time to time. |
About the policy
Under the Our culture policy the department is proudly committed to creating open, supportive and inclusive workplaces where our workforce is safe, respected, included, valued, and inspired to bring their whole selves to work by:
- building a diverse workforce comprised of people from all backgrounds, identities and experiences that embraces, reflects and promotes the communities that we serve
- creating positive, culturally safe workplace cultures where all employees are valued, heard, supported and respected, and are engaged in doing their best work every day to support learners and communities.
| Term | Definition |
|---|---|
Belonging |
A sense of being valued and recognised for who you are and feeling like an important member of a group or environment. |
Culturally safe workplaces |
Workplaces where all employees – regardless of their age, race, ethnicity, gender, sexuality and religion – feel comfortable, supported and respected. |
Diversity |
The range of different identities, backgrounds and experiences that make up the workforce. The greater the mix of identities, backgrounds and experiences represented in the workforce, the more diverse that workforce is. |
Equity |
Providing fair and contextually appropriate treatment for all people so that their identity is not predictive of opportunities or outcomes available to them. |
Identity |
The aspects of a person’s self, experience or background that may impact their experiences or the way they are treated. Identity comprises how an individual may see themselves, how they choose to present in society as well as how they are perceived by others. |
Inclusion |
The practice of providing equitable access to opportunities, participation and resources for people who might otherwise be excluded or marginalised. |
Intersectionality |
The ways in which different aspects of a person’s identity can overlap and compound their experience of discrimination and marginalisation. |
Marginalisation |
The process of making a group of people less important and socially excluded. It is a form of acute and persistent disadvantage rooted in underlying social inequalities. Some identities are more likely to experience marginalisation than others. These may include (but are not limited to):
|
Workplace adjustment |
Under the Disability Discrimination Act 1992, all employers can and should modify recruitment practices to provide workplace adjustments to allow applicants to meet inherent requirements. |
All department employees:
- are responsible for supporting diversity, inclusion, belonging and complying with the Code of conduct procedures to prevent unlawful discrimination, harassment or bullying in their workplace.
All department areas:
- are required to promote and monitor their progress against the goals set out in the Diversity, Inclusion and Belonging Strategy 2023-26.
Senior employees in leadership roles (including senior executives, senior officers, principals, managers and supervisors):
- should model inclusive behaviours and ensure adherence to equal employment opportunity (EEO) principles.
Standards
The department is committed to creating and maintaining respectful, inclusive and fair working environments that reflect the rich diversity of the schools and communities we serve.
Employees are our greatest asset. Attracting and retaining people with diverse skills, experiences and different backgrounds is vital to delivering high-quality educational and training services.
The department recognises that people may experience marginalisation or discrimination based on their identity, background or experience, and therefore systemic change is required to create an inclusive and respectful working environment.
1. Support workforce diversity and inclusion
Supporting workforce diversity and inclusion requires an ongoing process of:
- reflection
- listening to staff
- reviewing practices.
The following list is not exhaustive:
- role model inclusive behaviours and have courageous conversations
- respectfully call out behaviours, processes and practices that do not support an inclusive culture
- actively identify and challenge barriers to participation and access
- develop a work environment that encourages open discussion, along with a diversity of perspectives, thoughts and practices
- actively question and challenge personal and unconscious biases and practices
- apply a fair and consistent merit-based selection process throughout recruitment
- maintain procedural fairness and justice in performance management processes
- support different forms of leave, including the observation of cultural and religious holidays
- implement work practices that are flexible to the needs of all employees.
2. Workforce diversity and inclusion plans, processes and initiatives
2.1 Diversity, Inclusion and Belonging Strategy 2023-26
The strategy details the actions everyone in the department can take to increase workforce diversity and create environments where people feel represented, included and valued. It sets out the focus areas, initiatives and measures of success to:
- remove participation barriers
- embed diversity, inclusion and belonging in every workplace.
Refer to the Diversity, Inclusion and Belonging Strategy 2023-26.
2.2 Reconciliation Action Plan
The Reconciliation Action Plan demonstrates the department's commitment to an inclusive workplace and celebrates our country's rich, diverse, and resilient cultures.
It outlines over 50 deliverables to progress reconciliation, with clear time frames, evaluation, and monitoring mechanisms to ensure accountability and impact.
2.3 Diversity and Inclusion Council
The council provides governance, accountability and resourcing for the systems and processes to support diversity, inclusion and belonging across the department.
It is chaired by the Chief People Officer and meets quarterly with the Staff Diversity Network and working group representatives to progress the actions set out in the Diversity, Inclusion and Belonging Strategy 2023-26.
2.4 Staff Diversity Networks
The department supports a range of employee-led diversity networks that help connect, empower and promote the needs of employee communities.
These networks:
- provide opportunities to develop personal connections across the department
- encourage career development
- provide feedback on diversity strategies and initiatives.
Employees are encouraged to start their own networks as they identify new community needs.
Refer to Staff networks (staff only).
These include:
- Aboriginal and Torres Strait Islander Employee Network
- Culturally and Linguistically Diverse Network
- Disability Employee Network
- Pride in Education Network
- Women’s Network
- Young Professionals Network.
2.5 Workforce Diversity Report
The Workforce Diversity Report provides managers and principals with an insight into the diversity of their staff, including age, gender and length of service. This helps them to better:
- understand school needs
- improve planning processes
- progress the department’s commitment to increasing workforce diversity.
Refer to Workforce diversity.
2.6 Equal employment opportunity
The equal employment opportunity (EEO) principles are an important foundation for the department’s workforce diversity plans, processes and initiatives.
They aim to:
- ensure staff are selected for positions on merit
- provide equitable access to employment, professional development and workplace participation for people who are underrepresented in our workforce
- ensure workplaces are free from all forms of unlawful discrimination and harassment.
Refer to the Equal Employment Opportunity (Commonwealth Authorities) Act 1987.
The department encourages all employees to complete an online workforce diversity survey to help inform our reporting on EEO principles.
Supporting tools, resources and related information
- Diversity, Inclusion and Belonging Strategy 2023-26
- Our Reconciliation Action Plan
- Workforce diversity
- Code of conduct procedure
- Anti-racism policy
- Our commitment to sustainability
- Recruitment and onboarding policy
- Induction and onboarding procedure
- Workplace adjustment procedure
- Complete, update or delete an Equal Employment Opportunity survey response – QRG (staff only)
- Anti-Discrimination Act 1977
- Equal Employment Opportunity (Commonwealth Authorities) Act 1987
- Disability Discrimination Act 1992
- Racial Discrimination Act 1975
- Sex Discrimination Act 1984
- Education (School Administrative and Support Staff) Act 1987
- Government Sector Employment Act 2013
- Teaching Service Act 1980
- Carers (Recognition) Act 2010
- Child Protection (Working with Children) Act 2012
Policy contact
The Executive Director, People, Culture and Capability monitors the implementation of this document, regularly reviews its contents to ensure relevance and accuracy, and updates it as needed.