This page belongs to: Inclusion strategy 2021–2023

Progress so far

We have a lot to celebrate, such as…

Employee diversity networks

  • Establishing 6 employee-led diversity networks
  • Establishing an Inclusion Insights forum that provides an opportunity for the Executive to meet with employee diversity network chairs quarterly
  • Appointing 17 diversity champions and 5 Reconciliation Action Plan champions, held by SES employees in the department who play a key role in driving cultural change
  • Delivering a workshop called ‘Let’s talk race’, based on workshop facilitation materials produced by the Australian Human Rights Commission
  • Providing lunchtime language classes for Mandarin, Chinese and Spanish
  • Supporting the rich diversity of our community on days of significance including Lunar New Year, International Women’s Day, Harmony Day, National Reconciliation Week, Ramadan, NAIDOC Week, Wear it Purple Day, R U OK? Day, Flexible Working Day, Diwali, and the International Day of People with Disability

Awards and recognition

  • Achieving a bronze tiered rank in Pride in Diversity’s national Australian Workplace Equality Index in 2019 and 2020
  • Our Pride Network being finalists in the Network Award category at the APSC Diversity and Gender Equality Awards in 2018
  • Being the 2019 Agency winner of the ACT Inclusion Awards for Inclusion in Public Sector Employment at Questacon

Learning and capability

  • Completing regular workshops and opportunities for staff to build their awareness and understanding around LGBTIQA+ inclusion issues in the workplace
  • Achieving 76% employee completion of the department’s Respectful Workplace Behaviours training module
  • Launching the University of Tasmania’s Introduction to disability awareness e-learning program which provides participants with an understanding of the lived experience of people with disabilities in Australia, particularly in relation to discrimination

Safety, health and wellbeing 

  • Providing Mental Health First Aid (MHFA) training to employees in September 2018 and being awarded gold recognition as an MHFA skilled workplace
  • Providing advice to employees on how to optimise home workspaces to maintain a safe environment during COVID-19
  • Creating inclusive architectural design principles in creating quiet rooms to support neurodiversity

Business process improvements

  • Launching our Innovate Reconciliation Action Plan 2019–21
  • Launching our Accessibility Action Plan 2020–25
  • Completing an inclusion and culture review in 2018 that resulted in the development of new departmental values to strengthen the department’s culture
  • Developing guidelines and a framework to support gender diverse employees to affirm their gender in the workplace
  • Adopting an ‘if not why not?’ approach to flexible work arrangements and our commitment to providing access to flexible arrangements to everyone, where appropriate
  • Completing a 12-month Autism Engagement Program pilot
  • Commitment to the Panel Pledge, signalling a tangible commitment to improving gender diversity