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 1: Strengthen a respectful and inclusive work environment and culture

Desired outcomes

  • ABS employees have increased awareness of diversity related matters
  • The ABS is an accessible workplace for people with disability
  • The ABS work environment is supportive of people of diverse backgrounds
Key DeliverablesMeasures and TargetsTimelineAccountability
1.1 Deliver a suite of programs and information that increase ABS employee and manager awareness of diversity related matters, including:
  • cultural diversity;
  • workplace respect;
  • disability, including mental health and intellectual disabilities; and
  • other specific diversity related priorities, where identified.
1.1.1 Consolidated training and information resources addressing diversity matters, including disability, cultural diversity and workplace respect, are available for employees.
From September 2013Directors Workforce Strategies Section and National Training and Development Section
1.1.2 ABS induction and management training programs are assessed for gaps in diversity content and recommendations for new content are implemented. By January 2014 Directors Workforce Strategies Section and National Training and Development Section
1.1.3 National Health Promotion seminar calendar includes mental health information sessions from January 2013.Progress report annually (June)Director National Work Health and Safety Section
1.1.4 Mental health awareness 'snapshot' training, targeted at ABS line managers, is developed and delivered in each Regional Office and in Central Office, at least twice a year, from July 2013.

Monitored and measured through Workplace Collaborative Learning (WCL).
Progress report in June 2014 and then annually Director National Work Health and Safety Section
1.1.5 Disability organisations are engaged to provide training, information and awareness-raising activities for specific work areas as required and for general ABS employees on an annual basis.From July 2013Director Workforce Strategies Section and line management of individual work areas
1.2 Demonstrated awareness and commitment to workplace diversity through:
  • employee participation in relevant training; and
  • integration of relevant policies and whole-of-government best practice with management and HR guidelines, processes and practices.
1.2.1 SES officers complete a diversity awareness course.From October 2013Directors Workforce Strategies Section and Workplace Relations Section
1.2.2 New office employees are expected to complete the diversity on-line courses as part of the NewStarter@ABS Induction Program, within three months of their start date.

Monitored and measured through Workplace Collaborative Learning (WCL).
Ongoing, with review every quarter Resource Centre Heads and Director National Training and Development Section
1.2.3 Office employees appointed or promoted to the APS5 to SES levels are expected to complete the diversity on-line courses within three months of appointment/ promotion (as induction to level programs are rolled out).

Monitored and measured through Workplace Collaborative Learning (WCL).
From August 2013, with review every quarterResource Centre Heads and Director National Training and Development Section
1.2.4 All other office employees who are expected to complete the diversity on-line courses are identified and informed by July 2014. Courses to be completed within six months of being informed.

Monitored and measured through Workplace Collaborative Learning (WCL).
By June 2014, with review every six months
Resource Centre Heads and Director Workforce Strategies Section

1.2.5 PSO Interviewer induction course includes appropriate content on bullying and harassment.By December 2013Directors Population Surveys Operations and Workforce Strategies Section
1.2.6 The ABS National Workplace Diversity Network and the Harassment and Workplace Support Officer Network are managed and maintained. Review annually (November)Director Workforce Strategies Section
1.2.7 Regular reviews of relevant HR Corporate Manuals are undertaken to ensure diversity related policies and guidelines (e.g. merit principles and Reasonable Workplace Adjustment (RWA) guidelines) are integrated with people management, recruitment and training processes.From September 2013, then reviewed annuallyDirector Workforce Strategies Section
1.2.8 A review of current arrangements and processes for supporting carers is conducted and action taken to implement new initiatives, in line with the Carer Recognition Act 2010.By July 2013 Director Workforce Strategies Section
1.3 ABS Offices and employees celebrate diversity. 1.3.1 ABS Central Office and Regional Office staff attend at least one event annually, celebrating diversity in their respective locations.

Workforce Strategies will co-ordinate diversity events held in Central office, and report back to Central Office Consultative Forum Chairs.

Consultative Forum Chairs will report to their Consultative Forum on the local Workplace Diversity events that have occurred.
Consultative Forums provide feedback annually (August)Resource Centre Heads/ CF Chairs
1.4 ABS technology, information and premises are accessible for people with disability. 1.4.1 Annual confirmation from National Property that ABS accommodation aligns with Department of Finance and Deregulation planning guidelines, Building Codes of Australia and relevant State and Federal guidelines and standards, relating to access.Reported annually (June)Director National Property Section
1.4.2 Specialised software and hardware solutions are provided to assist people with a disability in accessing ABS technology and information. OngoingAS Technology Infrastructure Delivery
1.5 Reasonable Workplace Adjustment (RWA) guidelines are consistent, accessible and easy to understand and implement, to ensure that:
  • RWAs are effectively made to address the needs of individual applicants with disability during selection processes, including adjustments to direct testing methods where appropriate;
  • employees can readily access appropriate RWAs when required to participate in training and day-to-day activities, including broadcast presentations and business travel; and
  • ABS managers and business support areas understand the process for requesting and implementing RWAs.
1.5.1 RWA guidelines are reviewed and updated to include procedural documentation and are incorporated within appropriate training and recruitment documentation.By September 2013
Director Workforce Strategies Section