ABS Employee Networks
 



ABS Employee Networks

One of the key goals for the future state of our people is to have a more diverse workforce that reflects the Australian community. We are strongly committed to increasing our diversity and we particularly welcome applications from Aboriginal and/ or Torres Strait Islander graduates and graduates with disability, two of the most under-represented groups in the ABS.

The ABS Workplace Diversity Action Plan 2013-17 reaffirms the importance the ABS places on providing a workplace that is inclusive, supportive and safe for all its employees and respectful of differences in race, disability, age, sexuality and gender.

We are a proud member of the Australian Network on Disability and have senior executive staff as champions for Reconciliation, Disability, our LGBTI community and Gender Diversity.

Our commitment to diversity however, goes beyond our formal diversity plans. The ABS has formed support networks for employees with disability and carers of people with disability, an Information and Communication Technology (ICT) gender diversity group, an Aboriginal and Torres Strait Islander employee network and employee networks for people with Aspergers and Autism, as well as a network for our LGBTI employees.

Hide details for ABORIGINAL AND TORRES STRAIT ISLANDER PEOPLEABORIGINAL AND TORRES STRAIT ISLANDER PEOPLE

As a world leader in its field, the ABS provides a range of information to governments, researchers and the community. This information is used to understand economic, social, labour and other issues that are relevant to Australian society and to assess how our society is changing over time. We are a nationally and internationally respected for our integrity and the quality of our work.

The ABS has a proud history that learns from the past and builds on tradition. We work with Aboriginal and Torres Strait Islander peoples and communities to record accurate data, identify and understand changes over time and support them to make full use of the information available to plan for the future. The ABS Reconciliation Action Plan, 2013-16 commits the ABS to increase the recruitment, retention and development opportunities for Aboriginal and Torres Strait Islander peoples in the ABS. If you identify as an Aboriginal and/or Torres Strait Islander person please include this in your application.

National Centre for Aboriginal and Torres Strait Islander Statistics

The ABS's National Centre for Aboriginal and Torres Strait Islander Statistics (NCATSIS) is responsible for the collection, production and dissemination of Aboriginal and Torres Strait Islander statistics, through collections such as the National Aboriginal and Torres Strait Islander Health Survey, the National Aboriginal and Torres Strait Islander Social Survey, as well the the Census of Population and Housing. The National Centre for Aboriginal and Torres Strait Islander Statistics Engagement Management Unit (NCATSIS EMU) is responsible for stakeholder engagement, returning information to Aboriginal and Torres Strait Islander communities and improving the quality and relevance of Indigenous statistics for key stakeholders, including meeting the needs of Aboriginal and Torres Strait Islander communities.

The primary objectives of the NCATSIS EMU program are:
  • to enhance ABS engagement with Aboriginal and Torres Strait Islander communities in both data collection and dissemination 
  • to develop and deliver statistics that are accessible, appropriate and relevant to the local needs of Aboriginal and Torres Strait Islander communities, and
  • to advise Aboriginal and Torres Strait Islander communities, organisations and analysts on the effective use of ABS statistics. 

The Youmpla Network

The ABS has established an Aboriginal and Torres Strait Islander Employee Network (known asYoumpla) to provide an avenue to support ABS Aboriginal and Torres Strait Islander employees. The network provides an opportunity for Aboriginal and Torres Strait Islander employees to meet on a regular basis in a friendly informal environment to share knowledge, information and experiences and foster meaningful and sustainable relationships to support one another in the workplace. The Youmpla Network is open to all office based ABS employees at all classification levels, in particular Aboriginal and Torres Strait Islander employees, who have an interest in networking with other Aboriginal and Torres Strait Islander employees, who may be looking for support in the workplace or to provide support to other Aboriginal and Torres Strait Islander employees.



For more information on employment of Aboriginal and Torres Strait Islander peoples in the APS, go to http://www.apsc.gov.au/managing-in-the-aps/indigenous
    Hide details for PEOPLE WITH DISABILITYPEOPLE WITH DISABILITY

    The As One: Australian Public Service Disability Employment Strategy, published in 2012, set an agenda for change and delivery of improved Australian Public Service (APS) employment opportunities for people with disability.
    As One: Making it Happen, APS Disability Employment Strategy 2016–19 builds on the initiatives and momentum of the first strategy to improve the employment experience of people with disability in the APS.

    For more information on the APS Disability Employment Strategy go to http://www.apsc.gov.au/managing-in-the-aps/disability

    When you apply for a graduate role with the ABS you may elect to be considered under the Australian Public Service (APS) RecruitAbility scheme, if you have a disability. RecruitAbility offers you the opportunity to progress to
    further assessment stages in the selection process if you:
    • declare you have a disability,
    • apply and opt into the scheme, and
    • are assessed as meeting the minimum requirements of the vacancy.



    For more information on the RecruitAbility scheme, go to RecruitAbility scheme: A guide for applicants.

    Even if you don't nominate to be part of the RecruitAbility scheme you can request reasonable assistance throughout the graduate recruitment process, and if successful you will be provided with the equipment and support you require to
    assist you in the workplace. If you require help throughout the recruitment process you can either nominate this on your application form, email recruitment@abs.gov.au or phone 1800 249 583 to discuss.

    DISABILITY AND CARERS NETWORK


    The establishment of a national Disability and Carers employee network was a key deliverable in the ABS Workplace Diversity Action Plan 2013-17 (Action 2.5). The network aims to provide an avenue of support for employees with disability and employees who are carers for someone with disability.

    The network provides an opportunity for employees to regularly meet in a friendly and informal environment, to encourage sharing of knowledge, information and experiences while fostering meaningful and sustainable supportive relationships between staff. Network members are also provided with updates on relevant ABS and APS projects, forums and initiatives relating to disability and carers. Members are also provided opportunities to inform ABS and external diversity related strategies, as they arise.

    The establishment of the Network also supports the whole of government strategies (National Disability Strategy and As One Strategy) to improve the retention rates of employees with disability, as well as recommendations as per the Carer Recognition Act 2010 for implementing and promoting support mechanisms for those in the workplace who care for someone with a disability.

    The network is primarily aimed at office based employees with disability and those who are carers of someone with a disability. Staff who manage or work with employees with disability or carers may also find the network a good source of information and support.

    The ABS Senior Disability Champion and ABS Workplace Diversity team also attend meetings.

Hide details for FEMALE INFORMATION AND COMMUNICATION TECHNOLOGY (ICT) AND METHODOLOGY GRADUATESFEMALE INFORMATION AND COMMUNICATION TECHNOLOGY (ICT) AND METHODOLOGY GRADUATES

One of the aims of the ABS Gender Diversity Action Plan is to increase female representation in the areas of ICT and Methodology. Female graduates in these graduate fields are strongly encouraged to apply for these streams.

TECHNOLOGICAL SERVICES DIVISION (TSD) GENDER DIVERSITY WORKING GROUP

The TSD Gender Diversity Working Group comprises a number of staff at all different levels from within TSD. Our group aims to increase the representation of female staff within the section and in particular, at the TSD executive levels. This
is in support of similar overall ABS goals for SES levels.

As part of the group's work in achieving this goal, members focus on developing a range of activities and strategies that are implemented across the ABS. Initiatives we currently work on include sponsorship programs, school recruitment and
careers fairs, and collaborating with experienced external speakers to facilitate presentations to ABS staff. These are just some of the activities initiated and driven by our Gender Diversity Working Group.

Membership of the group is on an 18 month cycle, and opportunities arise regularly for new members to join and contribute to the work and activities our group is engaged in.
We encourage all members to contribute their own ideas and creativity to the membership role, and in turn all group members work together to bring these to completion as we collectively champion gender diversity within TSD.

Hide details for LEVERAGING ASPERGERS/AUTISM NETWORKLEVERAGING ASPERGERS/AUTISM NETWORK

People with Aspergers/Autism have a huge contribution to make to the ABS now and into the future.

As part of the ABS' ongoing commitment to Diversity and Inclusion in the workplace, the ABS is proud to have started the Leveraging Aspergers/Autism Network. It is supported in its first year by the I CAN Network with Paul Micallef as a mentor.

The Leveraging Aspergers/Autism Network welcomes everyone, whether you have Aspergers or Autism, support a friend, colleague or family member, or manage employees with Aspergers or Autism as well as those who have a general interest
in learning more. Some members are happy to talk about what inspired them to join the network but it is up to you how much or little you share in meetings. What everyone in the network has in common is a desire to use the network to build skills and
confidence, encourage creativity and support each other through challenges to achieve organisational and personal goals.

I CAN Network

I CAN Networkis an organisation founded by people with Aspergers/Autism to empower other people on the Autism Spectrum to focus on what they can achieve personally, professionally and organisationally.

In addition, as part of the ABS' ongoing commitment to Diversity and Inclusion in the workplace, the ABS is proud to be setting up an Autism Interest Group, supported in its first year by the I CAN Network again with Paul Micallef as a mentor.

About Paul Micallef

Prior to joining I CAN, Paul completed a double degree in Mechanical Engineering and Aerospace Technology. He worked as a structural stress analyst for Boeing before leaving engineering to pursue a career which makes use of his natural talent
for communication and emotional intelligence.  Since discovering he has Aspergers, he has turned his focus to Autism advocacy. In addition, Paul is studying a Masters of Theology and writes a blog Aspergers from the Inside: My Aspergian Mind Explained.

For more information about the Leveraging Aspergers/Autism Network or the Autism Interest Group, please contact Jenni Montgomery, National Partnerships Strategy on (03) 9615 7052.



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