| Visible leadership and accountability for DEI | - Establish or maintain the role of executive champions who take responsibility for championing DEI across DTF including acknowledging days of significance through communications and cross-departmental events.
- Identify opportunities for employees to engage with senior leaders and executive champions to share lived experience and discuss DEI related workplace polices and issues.
- Encourage all employees including executives to have regular discussions on role modelling inclusive behaviours and demonstrating DEI values in the workplace as part of PDP processes.
| - Senior leaders and executives demonstrate inclusive leadership and take accountability for championing DEI strategies and initiatives.
- Inclusive behaviours and values are embedded into PDP processes and discussions.
- Employees demonstrate inclusive behaviours and values in the workplace.
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| Attracting, developing, and retaining a diverse and talented workforce recruitment | - Provide tailored information, resources and supports for diverse cohorts during recruitment, onboarding and induction processes.
- Consider utilising a broader range of talent attraction strategies and recruitment channels to attract diverse and talented candidates.
- Embed expectation of hiring managers and panel members about maintaining organisational integrity and minimising bias in recruitment practices and decision making.
| - DTF’s workforce better reflects the community that we serve.
- Recruitment, onboarding and inductions practices are accessible, inclusive and culturally safe.
- Hiring managers and panel members actively demonstrate inclusive recruitment capability.
- Diverse cohorts have greater confidence that recruitment practices in DTF are fair and equitable.
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| Attracting, developing, and retaining a diverse and talented workforce career development and progression | - Identify targeted career development opportunities for diverse cohorts to support career progression including mentoring, coaching and sponsorship programs.
- Embed expectations for managers about maintaining organisational integrity and minimising bias when awarding career development opportunities including higher duties, secondments and promotions.
| - Increased opportunities for diverse cohorts to build leadership capability.
- Greater access to targeted career development opportunities to support career transition into more senior VPS roles.
- Diverse cohorts are more confident that career development opportunities are fair and equitable.
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| Ensuring equity in the workplace | - Ongoing communication of DEI related workplace policies including flexible working, workplace adjustments, respectful workplaces, parental leave, cultural and ceremonial leave, family violence, reproductive health and wellbeing leave, and gender affirmation leave.
| - HR practitioners and mangers demonstrate increased capability to support diverse cohorts and address complex DEI needs.
- Fair, consistent and equitable implementation of workplace policies for diverse cohorts.
- Greater communication and understanding of DEI related workplace policies.
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| Creating culturally safe, respectful and inclusive workplaces | - Continued promotion of a zero-tolerance approach to sexual harassment, bullying, violence and discrimination via consistent and ongoing messaging from Secretaries and Boards of Management.
- Provide culturally responsive and dedicated employee supports and networks to support the psychological safety, health and wellbeing of diverse cohorts where gaps exist.
| - Senior leaders actively demonstrate zero tolerance for negative behaviours.
- Diverse cohorts feel psychologically and culturally safe at work and more confident to report negative behaviours.
- Increased provision and access to culturally responsive and dedicated employee supports.
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| Measuring, monitoring, and reporting on DEI | - Monitor progress against employment targets for diverse cohorts in line with WoVG targets.
- Executive Leadership Teams to identify practical actions in their business plans to support the implementation of the DEI strategy.
- DTF Board to engage with People Committee to identify suitable targets and measures of success.
| - Increased understanding of the diversity of our workforce and specific needs.
- Effective measuring, monitoring and reporting on DEI including alignment with best practice strategies.
- Stronger evidence of senior leaders taking accountability for DEI and making progress against actions.
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