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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Strategy 3: Improve our understanding of workplace diversity issues and increase the analysis and utilisation of workplace diversity metrics

Desired outcomes:

  • Improved processes to identify priorities for the organisation and its employees around diversity matters
  • The collection and reporting of workplace diversity data is consistent and informs decision making
Key DeliverablesMeasures and TargetsTimelineAccountability
3.1 Processes for consulting and engaging with our employees on diversity related matters are conducted more regularly and widely, and are inclusive of people of diverse backgrounds and people with disability.3.1.1 Consultative Forums and Population Survey Operations Working Group (PSOWG) forums include an annual agenda item on Workplace Diversity (including the WDAP and the RAP).Consultative Forums and the PSOWG Forum provide feedback annually (August)Consultative Forums and PSOWG Secretariats
3.1.2 National Consultative Forum includes annual agenda item on Workplace Diversity (including the WDAP and the RAP).National Forum provides feedback annually (September)National Consultative Forum Secretariat
3.1.3 Aboriginal and Torres Strait Islander Reference Group, established under the RAP, provides biannual feedback on progress of the RAP, related WDAP actions and other diversity issues.
By June 2013 and reviewed every six monthsDirector Workforce Strategies Section
3.1.4 Employee networks, established under the WDAP (2.5.3), provide annual feedback on specific workplace diversity matters.Feedback sought March 2014 and then annuallyDirector Workforce Strategies Section
3.1.5 State of the Service Report and internal employee survey analysis is conducted and informs diversity initiatives and reporting.Annually (November)Director Workforce Strategies Section
3.1.6 Protocols for consulting and engaging with employees with disability and their representative organisations are developed in line with ABS RWA guidelines.
By November 2013Director Workforce Strategies Section
3.1.7 Local Resource Centre diversity networks are aligned with and recognised as part of a broader National Diversity Network.By April 2013Director Workforce Strategies Section
3.2 WDAP progress is reported on regularly.3.2.1 December HR Indicator Report, for SMG, includes a feature on Workplace Diversity.Annually (February)Director Workforce Strategies Section
3.2.2 WDAP progress and achievements are reported to ABS Senior management.Annually (July)Director Workforce Strategies Section
3.2.3 WDAP progress and achievements are reported to employees. Annually (August)Director Workforce Strategies Section
3.2.4 2018-2022 WDAP is developed and released, after consideration of the WDAP 2013-17 progress, achievements, APSC initiatives and consultation with employees and other stakeholders.December 2017Director Workforce Strategies
3.3 The availability of accurate and comprehensive diversity data on our workforce. 3.3.1 Promotion and education about disclosing diversity (on the Pay & Leave system) results in disclosure rates of over 80% for ABS staff (ongoing, non-ongoing and PSO interviewers). By March 2014Director Workforce Strategies Section
3.3.2 PSO Interviewers diversity data is captured through the Pay & Leave system, as per office based employees. From December 2012Director PSO