Workplace Diversity Strategy 2015-2018

2015-2018

WORKPLACE DIVERSITY ST R AT EG Y

Our Vision

To be acclaimed by our community for our passion, professionalism and performance.

Our Values

Trust, Respect, Innovation and Teamwork

what is this document all about?

The Workplace Diversity Strategy is Council’s formal commitment to a workplace culture that promotes diversity and inclusiveness, builds respect and recognises the true potential of all our employees.

Our approach is linked to our vision, our values and the principles of equal employment opportunity (EEO).

WHAT IS WORKPLACE DIVERSITY?

Workplace diversity is about acknowledging the diverse skills and perspectives that people may bring to the workplace because of their differences in gender, age, language, ethnicity, cultural background, disability, religious belief, sexual orientation, educational level, work and life experiences, socio-economic background, marital status and personality.

Workplace Diversity is about removing barriers to ensure all employees work in an environment that values and utilises their contributions to achieve organisational objectives. It also involves recognising the value of individual differences and managing them in the workplace.

WHAT ARE THE BENEFITS?

Workplace Diversity provides a number of benefits to Council and its employees, as well as our community, including but not limited to: Enriching our relationships with the community; Enhancing our employees’ contributions; Improving the quality of our programs and services; Creating a more inclusive and supportive work environment; • Building a diverse workforce with a broad range of ideas and insights; and • Strengthening employee attraction and retention.

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HOW WAS THIS DOCUMENT DEVELOPED?

Wagga Wagga City Council’s Workplace Diversity Strategy was developed in consultation with key internal stakeholders.

Our objective was to develop a strategy that reflects and responds to the needs of our workforce and supports all aspects of employment, people management and development within the organisation.

Our process involved: Reviewing organisational strategies and plans; Analysing our existing workforce profile; Undertaking industry and market research; Workshopping with key organisational stakeholders; Planning and designing strategic objections and action items; 6. Implementation; and 7. Monitoring and evaluation through annual reports.

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legislative context

The Local Government Act 1993 requires the preparation and implementation of an Equal Employment Opportunity Management Plan. As articulated within the Local Government Act 1993, the primary objective is to eliminate and ensure the absence of discrimination in employment and to promote equal employment opportunity particularly in relation to women, members of racial minorities and persons with disabilities.

The Workplace Diversity Strategy replaces the Equal Employment Opportunity (EEO) Management Plan developed in 2011 and the Aboriginal & Torres Strait Islander Employment Strategy developed in 2012. The Workplace Diversity Strategy will be subject to a review in 2016 and on a four yearly basis thereafter to coincide with the introduction of each newly elected Council. A progress report of the Workplace Diversity Strategy’s key objectives and action items will be provided to the Executive Team on a yearly basis.

The legislative framework underpinning Wagga Wagga City Council’s Workplace Diversity Strategy includes: • • • • • • • • • • •

NSW Local Government Act 1993 (as amended) NSW Anti-discrimination Act 1977 Racial Discrimination Act 1975 Sex Discrimination Act 1984 Age Discrimination Act 2004 Disability Discrimination Act 1992 Australian Human Rights Commission Act 1986 Work Health & Safety Act 2011 Workplace Relations Act 1996 Equal Employment Opportunity Act 1987 Local Government (State) Award 2014 (as amended)

RELATED DOCUMENTS

• Community Strategic Plan: Ruby & Oliver • CS.WHS.35 Preventing & Responding to Bullying Procedure • OPS013 Recruitment Operating Standard • POL080 Work Health & Safety Policy • POL085 Equal Employment Opportunity Policy • Wagga Wagga City Council Code of Conduct • Workforce Plan 2013-2017

WAGGA WAGGA CITY COUNCIL WORKFORCE TOTAL WORKFORCE DISTRIBUTION BY AGE

14O Casual staff

15%

27 Temporary staff

12%

14 Trainees/ Apprentices/ Cadetships

485 Permanent staff

9%

6%

TOTAL WORKFORCE 652 3%

Wagga Wagga City Council’s total workforce represents 2.2% of the total workforce within the City of Wagga Wagga Local Government Area.

0

15-19

20-24 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64

Female

Male

65+

Total

The various age groups represented in Wagga Wagga City Council’s workforce are fairly evenly spread across eight (8) age groups. Approximately 30% of Council’s workforce is over 50 years, with 48 employees over 60 years and 14 employees over 65 years .

FIGURES SHOWN AS AT 1 DECEMBER 2014

GENDER

DIVERSITY

Wagga Wagga City Council’s total workforce including permanent, casual and temporary staff is made up of approximately:

Wagga Wagga City Council is committed to achieving equal employment opportunity (EEO) for all employees as a means of increasing its effectiveness and recognising the true potential of its staff. Council recognises the many organisational and community benefits which derive from promotion and implementation of effective EEO management practices and seeks to broadly reflect the diversity of the local community within its workforce. The figure below demonstrates the existing diversity groups within Wagga Wagga City Council’s total workforce.

45% female

55% male

The permanent workforce is made up of:

38% female 62% male

TOTAL WORKFORCE DISTRIBUTION BY AGE AND GENDER AGE

FEMALE

MALE

TOTAL

15-19

9

17

26

20-24

46

29

75

25-29

36

27

63

30-34

42

40

82

35-39

33

37

70

40-44

35

38

73

45-49

32

39

71

50-54

27

44

71

55-59

21

52

73

60-64

8

26

34

65+

TOTAL

5

9

14

294

358

652

294 Women

14 Aboriginal & Torres Strait Islanders 20 Non English Speaking Backgrounds 1 Disability/ Special Needs

our strategies

Wagga Wagga City Council’s Workplace Diversity Strategy and action plan is built on three key focus areas:

DIVERSE AND SKILLED WORKFORCE

Our strategy strives to improve our ability to attract, recruit and retain people of diverse backgrounds. Our objectives aim to fashion Council as an attractive employment option for all by modeling processes that reflect the needs of our current and future workforce.

INCLUSION AND RESPECT

Our strategy seeks to strengthen Council’s inclusive and respectful work environment and culture. Our objectives are encompassing of our Corporate Values and aim to implement initiatives that will further instill diversity in our culture.

ACCESSIBILITY

Our strategy is based on the belief that all employees have the equal right to access information and opportunities. In strengthening this belief, our objective is to implement new, and strengthen existing methods that respond to the needs of our staff.

DIVERSE AND SKILLED WORKFORCE

INCLUSION AND RESPECT

ACCESSIBILITY

Strategy

Improve our ability to attract, recruit and retain people of diverse backgrounds.

Strengthen an inclusive and respectful work environment and culture.

Ensure equal access to information and opportunities for all employees.

What does it mean to us?

“A balanced and flexible workplace that recognises and practices equality”

“Non-exclusive environment that promotes diversity, respect and inclusion”

“A person-centered approach that creates an inclusive and flexible environment for all”

FOCUS AREA

workplace diversity strategy action plan

DIVERSE AND SKILLED WORKFORCE STRATEGY 1: IMPROVE OUR ABILITY TO ATTRACT, RECRUIT AND RETAIN PEOPLE OF DIVERSE BACKGROUNDS. OBJECTIVES

ACTIONS

1.1 Council recognised as an employer of choice to candidates from diverse backgrounds.

1.1.1 Include support statement in advertisements outlining Council’s commitment to workplace diversity.

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1.1.3 Develop the ‘Careers@Council’ webpage to include Council’s commitment to workplace diversity and to promote Council as an employer of choice.

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1.1.4 Adapt communication methods to ensure all staff are notified of upcoming employment opportunities e.g. emails, toolbox meetings and notice boards.

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1.1.5 Attend Career Expos and other major significant cultural events to promote Council as an employer of choice and career opportunities.

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1.1.6 Partner with learning institutions and employment agencies to atttract and encourage job seekers to apply and provide support through recruitment processes to increase the diversity of our workplace.

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1.1.2 Expand advertising strategies to attract a broader pool of applicants from diverse backgrounds.

1.1.7 Build an internal framework for trainees, apprentices, graduates, cadets and interns consistent with development and cultural needs.

OBJECTIVES

ACTIONS

1.2 Recruitment processes reflect the needs of applicants from diverse backgrounds.

1.3 Equal access to skill development and career progression.

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2018

1.2.1 Implement, promote and monitor Council’s Recruitment Operating Standard to ensure equitable processes are adhered to.

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1.2.2 Selection panels for identified positions include a representative with appropriate experience from the Aboriginal & Torres Strait Islander community.

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1.2.3 Selection panels contain an independent representative and a gender balance for each recruitment process.

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1.2.4 Conduct recruitment and selection training for all employees involved in recruitment covering workplace diversity and merit based selection principles.

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1.2.5 Ensure reasonable workplace adjustments are made for all applicants during recruitment processes.

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1.3.1 Provide personal and professional development opportunities for all staff through the Individual Performance and Development Plan (IPDP) process.

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1.3.2 Promote Council’s Corporate Training Program to ensure all employees have equal access to opportunities for training and development.

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1.3.3 Adapt training delivery methods to meet the learning needs of all employees e.g. face-to-face, e-learning etc.

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1.3.4 Identify diversity group’s skill and development needs and provide them with access to training e.g. LLN, computer literacy, recruitment and selection training etc.

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1.3.5 Promote Council’s mentoring and coaching program to enhance skills and the ongoing development of staff from diverse backgrounds.

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INCLUSION AND RESPECT STRATEGY 2: STRENGTHEN AN INCLUSIVE AND RESPECTFUL WORK ENVIRONMENT AND CULTURE OBJECTIVES

ACTIONS

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2018

2.1 Enable staff to meet cultural and personal obligations and balance work and life responsibilities.

2.1.1 Promote leave provisions for cultural holidays and religious celebrations to all staff e.g. NAIDOC week.

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2.1.2 Promote flexible work practices and maintain flexible work arrangement options for all staff e.g. 9-day fortnight, flexi-time.

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2.1.3 Identify and promote initiatives to support and reintroduce parents returning from parental leave.

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2.1.4 Review opportunities within existing Council infrastructure to develop and create a space in which staff can book and access a private space for personal reasons i.e. Meditation, breastfeeding or prayer.

2.2 Consult and engage with all employees on diversity related matters.

2.2.1 Conduct regular employee opinion surveys and include questions on diversity opportunities.

2.2.2 Analyse employee feedback and develop action plans to address employee diversity priorities and concerns.

2.2.3 Maintain consultative committee framework.

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OBJECTIVES

ACTIONS

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2.3 Maintain organisational awareness of workplace diversity principles.

2.3.1 Incorporate workplace diversity principles into organisational policies and procedures e.g. aboriginal protocols

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2.4.2 Trained Employee Support Officers (ESO) accessible to assist employees bringing workplace diversity related matters forward.

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2.4.3 Promote ESO, their roles and responsibilities throughout the organisation.

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2.4.4 People & Culture Division provide support and advice to supervisors to ensure a consistent and equitable approach to workplace relations matters.

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2.4.5 Provide all staff with access to support mechanisms e.g. Employee Assistance Program.

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2.3.2 Provide EEO associated training to all employees in line with Council’s Corporate Training Program.

2.3.3 Align the Workplace Diversity Strategy with Council’s Integrated Planning and Reporting (IPR) framework.

2.3.4 Promote the Women at Council Committee throughout the organisation.

2.4 Ensure our workplace is free of harassment and discrimination.

2.4.1 Implement an effective employee complaints handling process.

ACCESSIBILITY STRATEGY 3: ENSURE EQUAL ACCESS TO INFORMATION AND OPPORTUNITIES FOR ALL EMPLOYEES OBJECTIVES

ACTIONS

3.1 Maintain accurate and comprehensive diversity data on our workforce.

3.1.1 Capture employee diversity data upon commencement and include a message of Council’s commitment to diversity.

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3.1.2 Improve the quality of diversity data on Council’s human resource management information system.

3.1.3 Benchmark diversity data and programs against other Local Government Organisations e.g. HR Metrics Benchmarking and other relevant plans.

3.2 Access to information and opportunities

2015

3.2.1 Promote available EEO information throughout the organisation e.g. staff intranet, posters, and noticeboards.

3.2.2 Utilise Council’s monthly newsletters ‘Raven On’ to deliver more active and useful information to staff.

3.2.3 Simplify and redesign the People & Culture intranet page to ensure ease of use and access to information.

3.2.3 Implement universal signage throughout Council buildings.

3.2.4 Implement communication methods for outdoor staff e.g. correspondence for noticeboards, information for toolbox meetings etc.