1013.0 - ABS Gender Diversity Action Plan, 2014-17  
ARCHIVED ISSUE Released at 11:30 AM (CANBERRA TIME) 03/11/2014  First Issue
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  • Appendix 1: Other Recommendations (Appendix)


The following actions will be monitored by the GDAP working group, but will be progressed under the People Plan and/ or Organisational Capability Plan:

    • Improve recognition of SES staff who provide mentoring support
    • Strengthen the development and performance management system at all levels
    • Review and update the ABS employee departure questionnaire and process

In addition to the deliverables identified in this GDAP, current and future forward work program activities that contribute to achieving the ABS GDAP 2014-17 outcomes also include:
    • Workplace environment scanning
    • Exchanges with diversity sections at other agencies and adoption of associated best practice



The success of the ABS Gender Diversity Action Plan 2014-17 relies on a commitment from a range of ABS stakeholders to support the Plan and its objectives.

ABS Leaders and Managers: are responsible for fostering a gender diverse and inclusive work culture by:
    • demonstrating individual commitment to the APS Values, APS Employment Principles and principles of diversity throughout the organisation;
    • actively engaging in implementing the Plan and its objectives across the ABS and within local work areas; and
    • integrating diversity principles with broader people management and organisational planning and strategies.

ABS Employees: are responsible for taking a role in creating and supporting a gender diverse workforce by:
    • upholding individual obligations under the APS Values, APS Employment Principles and Code of Conduct and applying principles of diversity to their day to day work practices; and
    • undertaking gender diversity related activities as required or sought, such as training, information sessions, coaching or mentoring.

Resource Centre Heads and Directors of Accountable Business areas: are responsible for implementing and reporting on their specific action items within the ABS Gender Diversity Action Plan 2014-17.

Gender Diversity Working Group (GDWG) members: are responsible for implementing and evaluating the Plan and supporting its objectives through integration of diversity principles with applicable ABS policies, processes and strategic planning. Members will also act as corporate champions of gender diversity.

    • Oversight: Gender Diversity Working Group (GDWG)
    • Sponsor: Australian Statistician
    • Implementation and review: Assistant Statistician, Human Resources Branch
    • Program Manager: Director, National Work Health and Safety Section
    • Project Managers: See deliverables under each strategy


    • Measures and Targets have been established for each deliverable under the ABS Gender Diversity Action Plan 2014-17.
    • Analysis of employee survey results will inform the review and further development of the Plan's strategies.
    • An annual report on progress against the ABS Gender Diversity Action Plan 2014-17 will be presented to ELG/ SMG.
    • As per Deliverable 4.1.3 the GDWG will undertake a review of the ABS Gender Diversity Action Plan 2014-17.

Feedback on the ABS Gender Diversity Action Plan 2014-17 is invited at any time by emailing Services@ABS.


The Australian Human Rights Commission definition of gender has been adopted throughout the Plan. The term ‘gender’ refers to the way in which a person identifies or expresses their masculine or feminine characteristics. Gender is generally understood as a social and cultural construction. A person’s gender identity or gender expression is not always exclusively male or female and may or may not correspond to their sex.