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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Desired outcomes:

    • An increase in the proportion/ uptake of part-time and other flexible job design arrangements by EL2 and SES staff
    • Increased flexibility in the geographical location of SESB1 roles*
    • The ABS is seen as an employer of choice for those seeking flexible job design arrangements
Key DeliverablesMeasures and TargetsTimelineAccountability
2.1 SES working arrangements and mobility requirements are clarified. 2.1.1 SES working arrangements and mobility requirements are communicated to ABS staff. By December 2014Chief Operating Officer
2.1.2 All SES vacancies are advertised in line with the SES working arrangements and mobility requirements (unless ELG approval has been given to fill the vacancy by another means), including as being available:
    a. in any capital city (for SESB1s*)

    b. to be filled on flexible job design arrangements, including part-time
Reported annuallyELG
(reporting by Workplace Relations Section)
2.1.3 Placement and rotation decisions are aligned with the agreed SES working arrangements and mobility requirements. Reported annuallyELG
2.2 Mentors are identified and connected with EL2 and SES staff, especially those seeking to take or return from long-term leave, due to family caring responsibilities. 2.2.1 Gender Diversity Working Group members identify and promote appropriate mentors, and EL2s and SES are offered to opportunity to be mentored (including staff currently on long-term leave). From November 2014Mentor champions (Gemma Van Halderen and Jenine Borowik)
2.2.2 A program for connecting potential SES mentors and EL mentorees is established (e.g. regular paper-bag lunches and interview style panel sessions). From November 2014Mentor champions (Gemma Van Halderen and Jenine Borowik)
2.3 ABS flexible working arrangements are actively promoted to staff and potential staff through:
  • Delivery of flexible working arrangement sessions to SES/EL2s and EL1s/APS6s
  • The ABS website including information on ABS flexible work practices
2.3.1 ALL APS6 to SES staff are provided the opportunity to attend or view the flexible working arrangement sessions held in 2014. By 31 December 2014Director, Flexible Working Environment Section
2.3.2 There is an increase in the utilisation of, and satisfaction with, flexible working arrangements (including part-time arrangements) by EL2 and SES staff, as reported in the State of the Service Census. Measured annuallyFirst Assistant Statisticians and Regional Directors
(reporting by Workforce Strategies Section)
2.3.3 ABS recruitment web pages include information on ABS flexible work practices as appropriate. By January 2015Director, National Recruitment Unit
2.3.4 ABS results on the APS entry survey and ABS employee departure questionnaire show positive responses to flexible working arrangement questions. Measured annuallyDirector, Workforce Strategies Section
2.4 A feasibility study on the provision of ABS sponsored childcare places is undertaken, which will include assessing the demand and potential options for trial. 2.4.1 Feasibility study findings and recommendations are presented to ELG, including options for addressing the needs of staff impacted by the impending cessation of the Bluebell childcare lease. By May 2015Director, Workforce Strategies Section
2.4.2 Endorsed feasibility study recommendations are incorporated into the forward work programs of relevant areas. By May 2016Australian Statistician

* Excludes the Chief Financial Officer and the heads of Human Resources Branch and the Office of the Statistician. These positions have been identified as mandatory Canberra-based positions.