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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This document was added 12/04/2013.



The success of the ABS Workplace Diversity Action Plan 2013-2017 relies on a commitment from all ABS employees to support the Plan and its objectives.

ABS Leaders and Managers: are responsible for fostering a diverse and inclusive work culture by:

  • demonstrating individual commitment to the APS Values and principles of diversity throughout the organisation;
  • actively engaging in implementing the Plan and its objectives in 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 diverse workforce by:
  • upholding individual obligations under the APS Values and Code of Conduct and applying principles of diversity to their day to day work practices;
  • undertaking diversity related training as required; and
  • actively participating in local workplace and broader organisational diversity initiatives, such as diversity events and information sessions.

Resource Centre Heads and Directors of Accountable Business areas: are responsible for implementing and reporting on their specific action items within the ABS Workplace Diversity Action Plan 2013-2017.

Strategies Services and Technology Group (SSTG): 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.


  • Oversight: ABS Senior Management (ELG and SMG)
  • Sponsor: Chief Operating Officer (COO)
  • Implementation and review: Assistant Statistician, Human Resources Branch
  • Program Manager: Director Workforce Strategies Section
  • Project Managers: See deliverables under each strategy


  • Measures and Targets have been established for each deliverable under the ABS Workplace Diversity Action Plan 2013-2017.
  • Analysis of employee survey results will inform the review and further development of the Plan's strategies.
  • Resource Centre and employee feedback will be sought to establish priorities for consideration.
  • Progress against strategies for employees with disability and Aboriginal and Torres Strait Islander employees will be provided to the Australian Public Service Commission (APSC) for the annual State of the Service Report.
  • Annual progress reports on strategies supporting access for clients with disability will be reported in the ABS Annual Report.
  • An annual report on progress against the ABS Workplace Diversity Action Plan 2013-2017 will be presented to ELG/ SMG.
  • Feedback on the ABS Workplace Diversity Action Plan 2013-2017 is invited at any time by emailing Services@ABS.