DIMA Annual Report 1996-97
Supplementary statement 3 — Social justice issues
Staff Equity and Diversity Management
A major emphasis was placed on implementing a number of the strategies identified in the 1995–98 EEO Program and the Department's Managing Diversity Plan. A number of key achievements in this area were highlighted throughout the year.
The first was the integration of EEO into the management practices of all Divisions in the Department through the development of Divisional EEO Plans. This will form part of the total EEO Program evaluation.
The first report from Divisions on their progress with implementing their EEO strategies will be provided to the National EEO Standing Committee in August 1997.
In an endeavour to increase the number of Aboriginal and Torres Strait Islander staff at all levels in the Department, an Aboriginal and Torres Strait Islander Recruitment and Career Development Plan and Cadetship Guidelines were finalised, published and distributed to all relevant staff.
The availability of detailed guidelines should encourage managers to take on a cadet and will support cadets in the workplace.
As outlined in the plan, staff were advised of available indigenous networks through letters and articles published in Staff News.
Information about the Department's Indigenous Network of NSW was provided to all recruitment areas for distribution to new starters who identify themselves as being from an Aboriginal or Torres Strait Islander background.
Harassment Contact Officer networks were strengthened and a draft Workplace Behaviour Strategy was developed.
The strategy has been received favourably and will be aimed at providing useful information on behaviour standards and harassment issues in the workplace.
It will replace the 1992 publication Guidelines on the Elimination of Sexual and Workplace Harassment.
In an attempt to meet the Department's objective of providing a workplace which supports staff with family responsibilities, both Melbourne Office and Central Office established carers' rooms for staff.
The rooms are specially prepared offices which allow staff members to carry on aspects of their normal work while caring for dependants in emergency situations as an alternative to taking short periods of leave.
Recognising the diversity of experiences and skills of staff, and the potential value of this asset, the Department promoted its Managing Diversity: Cultural Diversity Strategic Plan 1995–98 through the distribution of the plan to all staff in Australia and overseas.
The main focus of the plan is to encourage managers and staff to think about diversity management as an integral strategy in meeting the Department's wider corporate goals.
As a result, workshops were held for Senior Officers (SO) and Senior Executive Service (SES) officers. Separate workshops were held for general staff and promotion material was distributed widely.
EEO and diversity issues have been incorporated into the development of new National Staff Selection Guidelines and generic Selection Criteria.
Cultural understanding and sensitivity was also built into the assessment strategy to select Graduate Administrative Assistants for 1997.
Social justice within departmental programs
For information, see sub-program reports in the Department's 1996–97 Annual Report.
Access and Equity
For information, see sub-program reports in the Department's 1996–97 Annual Report and in the 1997 Access and Equity Annual Report, which is to be tabled in Parliament in November 1997.
EEO in appointments
- Business Advisory Panel
The total number of positions filled as at 30 June was nine and of that number the number filled by people belonging to EEO groups was three women and one person of non-English-speaking background.
All nine appointments were made during the year.
- National Multicultural Advisory Council
The total number of positions filled as at 30 June was 15. Of that number the number filled by people belonging to EEO groups was five women; 10 non-English-speaking background (nine, 1first generation and one second generation); and one Aboriginal.
All 15 appointments were made during the year.
- Migration Agents Registration Board
Details of appointments of EEO target groups to the Migration Agents Registration Board were as follows:
- total number of positions filled as at 30 June was five
- of that number three are women, two of whom are of non-English speaking background as is another member.
- one appointment was made during the year and it was the re-appointment of the Chairperson who is a woman.
- Refugee Resettlement Advisory Council
Details of appointments of EEO target groups to the Refugee Resettlement Advisory Council were as follows:
- total number of positions filled as at 30 June 1997 was nine
- of that number the number filled by people belonging to each EEO group four were women, four had non-English-speaking backgrounds and the EEO status of one member was unavailable.
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