Focus areas

Goal

Our goal is to build inclusive leadership capability and develop a culture where senior leaders and executives take accountability for championing DEI strategies and initiatives. We also aim to ensure diversity, equity and inclusion is integral to performance development processes and support employees to role model inclusive values and behaviours.

Actions

People and Culture will:

• Build inclusive leadership capability of senior leaders and executives.
• Strengthen PDP guidance to incorporate discussions on DEI values and inclusive behaviours.

DTF will:

• Establish or maintain the role of executive champions for diversity, equity and inclusion.
• Identify opportunities for employees to engage with senior leaders on DEI.
• Encourage employees to have regular discussions on inclusive behaviours and DEI values as part of PDP processes.

Outcomes

• Senior leaders and executives role model inclusive leadership.
• Senior leaders take accountability for championing DEI strategies and initiatives.
• Inclusive behaviours and DEI values are embedded into PDP processes and discussions.
• Employees demonstrate inclusive behaviours and values in the workplace.

Goal

Our goal is to maintain integrity in our recruitment policies and practices and attract a diverse and talented workforce that better reflects the community we serve. We also aim to provide targeted career development opportunities that build leadership capability and ensure fair and equitable career progression outcomes for diverse cohorts.

Actions

People and Culture will:

• Review recruitment policies to ensure they are inclusive and reflect best practice.
• Identify strategies for attracting diverse and talented candidates.
• Build inclusive recruitment capability of hiring managers and panel members.

DTF will:

• Provide tailored information, resources and supports during recruitment and onboarding.
• Consider utilising a broader range of talent attraction strategies and recruitment channels.
• Maintain organisational integrity and minimise bias in recruitment practices and decision making.

Outcomes

• DTF’s workforce better reflects the community that we serve.
• Recruitment, onboarding and induction practices are accessible, inclusive and culturally safe.
• Hiring managers and panel members actively demonstrate inclusive recruitment capability.
• Employees have greater confidence in the integrity of recruitment policies and practices.

Actions

People and Culture will:

• Continue to promote and/or deliver leadership capability development programs.
• Build manager capability to support career aspirations of diverse cohorts.

DTF will:

• Identify targeted career development opportunities to support career progression.
• Maintain organisational integrity and minimise bias in career development practices and decision making.

Outcomes

• Diverse cohorts have greater confidence that career development opportunities are fair and equitable.
• Increased opportunities for diverse cohorts to build leadership capability.
• Greater access to targeted career development opportunities to support career transition.

Goal

Our goal is to build internal capability to support a diverse workforce and address complex workplace diversity, equity and inclusion needs. We also strive to ensure diversity, equity and inclusion related workplace policies are implemented fairly, consistently and equitably.

Actions

People and Culture will:

• Build the capability of managers to strengthen disability confidence.
• Support staff to manage work, family and caring responsibilities.
• Build capability of HR practitioners and managers to address complex DEI workplace needs.

DTF will:

• Ensure ongoing communication of diversity, equity and inclusion related workplace policies and leave provisions.

Outcomes

• HR practitioners and managers demonstrate increased capability to support employees with diverse and complex needs.
• Implementation of workplace policies for diverse cohorts is fair, consistent and equitable.
• Greater communication and understanding of diversity, equity and inclusion related workplace policies.

Goal

Our goal is to provide psychologically and culturally safe workplaces and ensure employees have access to culturally responsive and dedicated employee supports. We maintain zero tolerance for negative behaviours including bullying, sexual harassment, discrimination, violence and aggression.

Actions

People and Culture will:

• Build employee confidence to report negative behaviours.
• Continue to deliver the respectful workplace behaviours education program.
• Identify regular, bite-sized learning opportunities for employees to engage with diversity, equity and inclusion topics.

DTF will:

• Continue to promote a zero-tolerance approach to negative behaviours.
• Provide culturally responsive and dedicated employee supports and networks.

Outcomes

• Senior leaders actively demonstrate zero tolerance for negative behaviours.
• Employees 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.

Goal

Our goal is to strengthen our workforce systems to better understand the diversity of our workforce and specific needs. We also aim to take a continuous improvement approach to measuring, monitoring and implementing diversity, equity and inclusion initiatives and ensure accountability for progress.

Actions

People and Culture will:

• Prepare annual DEI strategy progress reports for each department.
• Analyse People Matter Survey and workforce data to support annual monitoring and reporting.
• Strengthen workforce data collection systems and processes and establish robust workforce diversity data sets.
• Monitor WoVG approaches and best practice diversity, equity and inclusion strategies.

DTF will:

• Monitor progress against employment targets for diverse cohorts in line with WoVG targets.
• Identify practical actions in business plans to support the implementation of the strategy.
• Engage with People Committee to identify suitable targets and measures of success.

Outcomes

• 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.