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1010.0 - ABS Workplace Diversity Action Plan, 2013-2017  
Latest ISSUE Released at 11:30 AM (CANBERRA TIME) 23/05/2013  First Issue
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ABS WORKPLACE DIVERSITY STRATEGIES AND ACTIONS

Strategy 2: Improve our ability to attract, recruit and retain people of diverse backgrounds and targeted under-represented diversity groups*
*see End note for more information on targeted under-represented diversity groups

Desired outcomes for targeted groups (including Aboriginal and Torres Strait Islander people and people with disability):

  • Greater access to ABS recruitment opportunities for Aboriginal and Torres Strait Islander people and people with disability
  • Increase representation of Aboriginal and Torres Strait Islander people in the ABS workforce to meet the APS target of 2.7 per cent by 2015
  • ABS work environment is supportive of targeted under-represented diversity groups
  • ABS is considered an employer of choice for people with disability and Aboriginal and Torres Strait Islander people
Key DeliverablesMeasures and TargetsTimelineAccountability
2.1 Improve the ability of the ABS to attract, recruit and retain people of diverse backgrounds.2.1.1 Job advertisements and selection documentation are provided in plain English and selection criteria refer to the inherent requirements of the job. By February 2013Director National Recruitment Unit
2.1.2 Cultural awareness information is included within selection panel training and guidelines. By May 2013Directors National Recruitment Unit and Workforce Strategies Section
2.1.3 Recommendations are put to ELG following an assessment of the barriers and access challenges to senior leadership roles for women in the ABS.September 2013Director Workforce Strategies Section
2.1.4 Feedback from staff and their representatives indicates awareness of and usefulness of support services such as the Employee Assistance Program (EAP) and the APSC My Career, My APS online career tool. August 2013 through feedback from Consultative ForumsDirector Workforce Strategies Section
2.1.5 Leverage off current and future workforce shaping exercises to create opportunities for employing people from specific diversity groups.By July 2014Assistant Statistician Human Resources Branch
2.2 Increase the attraction to the ABS of targeted under-represented groups. 2.2.1 Statement 'Aboriginal and Torres Strait Islander people and people with disability are encouraged to apply' is included in job advertisements. From March 2013Director National Recruitment Unit
2.2.2 Bulk rounds are advertised through 'Indigenous Jobs Australia'.
From March 2013Director National Recruitment Unit
2.2.3 Aboriginal and Torres Strait Islander employees attend appropriate career fairs with NRU.From March 2013Director National Recruitment Unit
2.3 Recruitment processes support targeted under-represented diversity groups. 2.3.1 RWAs are made to address the needs of individual applicants with disability during selection processes through delivery of Action 1.5 of this Plan. From September 2013 Chairs of Selection Panels
2.3.2 Selection panels for Identified Positions include a representative with appropriate experience from the Aboriginal and/or Torres Strait Islander community, or someone who has a breadth of professional and/or personal experience in the Aboriginal and Torres Strait Islander context in Australia. From April 2013Delegates of Selection Panels
2.3.3 Through delivery of Action 1.2, ABS recruitment and retention policies and guidelines refer to the definition of 'disability' from the Disability Discrimination Act 1992. By July 2013, then reviewed as necessary Directors National Recruitment Unit and Workforce Strategies Section
2.4 Increase the representation of Aboriginal and Torres Strait Islander employees in the ABS. 2.4.1 ABS Aboriginal and Torres Strait Islander representation increases to 2.7 per cent by 2015.Review annually (June)Resource Centre Heads
2.4.2 Subject to availability of interested and suitable candidates, up to 12 Aboriginal and Torres Strait Islander people are recruited annually through the APSC Indigenous Graduate Program (six) and the APSC Indigenous Cadetship Program (six).Review annually (June)Resource Centre Heads
2.5 Support mechanisms are available and promoted for targeted under-represented diversity groups. 2.5.1 Promotion of Case Managers for people with disability, by People Management and Wellbeing, results in higher usage of service, as measured by Services@ABS and People Management and Wellbeing data. From April 2013
Director People Management and Wellbeing Section
2.5.2 At least one Aboriginal and/or Torres Strait Islander employee, or an employee with a demonstrated level of cultural competence, is listed as a Harassment Workplace Support Officer. By September 2013 Director Workforce Strategies Section
2.5.3 A network for Aboriginal and Torres Strait Islander people and a network for people with disability and carers of people with disability are established and have regular members and attendance. By September 2013
Director Workforce Strategies Section
2.5.4 A mentoring program for Aboriginal and Torres Strait Islander employees is established.
By June 2014Director Workforce Strategies Section
2.6 APS Diversity Council project recommendations (job readiness and retention) are considered and implemented as appropriate in this Plan.2.6.1 Implemented recommendations are supporting the recruitment and retention of Aboriginal and Torres Strait Islander people and people with disability. From August 2013 Director Workforce Strategies Section

End note on Strategy 2: Improve our ability to attract, recruit and retain people of diverse backgrounds and targeted under-represented diversity groups

At the time of the development of the ABS WDAP 2013-17, Aboriginal and Torres Strait Islander peoples and people with disability were specifically targeted as initial priorities under this Strategy for the following reasons:
  • Australian Public Service initiatives and accompanying campaigns, including the 2.7 per cent employment target for Aboriginal and Torres Strait Islander people;
  • these two groups being under-represented in the ABS when compared to the general population and the 2011-12 APS representation rates; and
  • the already established guidelines and values in place, including the APS Code of Conduct and ABS values, which support equal employment opportunities, value and respect for all employees.

The ABS WDAP 2013-17 is a living plan and will be updated to reflect organisational priorities as they emerge.

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