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Department of Premier and Cabinet

Chapter 1 – Building Diversity and Inclusion

Diversity and Inclusion Policy and Framework Implementation

Our commitment to workforce diversity and being an inclusive employer was strengthened in May when we launched the Diversity and Inclusion Policy and the supporting Diversity and Inclusion Framework.

The Framework sets out three critical action areas that we will focus on for the next three years:

  • building an inclusive and diverse workforce;
  • supporting our employees; and
  • working together to create change.

The Framework was developed with the assistance of all agencies, relevant community groups and other stakeholders, and outlines the priorities and initiatives the State Service will champion over the next few years to achieve our commitment. This includes:

  • establishing a workforce flexibility policy;
  • releasing toolkits with practical advice on making employment practices more inclusive; and
  • initiatives that focus on increasing participation of specific groups in the workforce.

We will also be trialling new recruitment methods to eliminate barriers and encourage people with diverse backgrounds to apply for roles in the Tasmanian State Service (TSS), providing agencies with appropriate tools to support positive workplace cultures, and working closer with community stakeholders to achieve positive outcomes.

Welcome to Country at the launch of the Diversity and Inclusion Policy and Framework with Auslan interpretation

Youth Employment

In December 2016, the State Service Management Office (SSMO) co-ordinated a new Whole-of-Government Graduate Recruitment Program that offered vacancies in policy, human resources, and corporate services areas across seven agencies. The Program attracted applications from 122 graduates and resulted in 17 appointments being made. The Program includes a calendar of professional development events to support the Graduates’ ongoing development.

The 2017-18 budget announced funding for four years to support a coordinated approach to employment in the State Service for young Tasmanians. Working with agencies and community stakeholders, the State Service Management Office is developing a new program to provide young Tasmanians in regional areas with employment opportunities through school-based traineeships.

"As at 30 June 2017, there were 3,293 people under the age of 30 working in the State Service. This is 11.33 per cent of our total workforce."

Gender Diversity in the State Service

In August 2016, we made a commitment to having equal representation of women and men in the Senior Executive Service with the launch of Gender Diversity in Tasmanian State Service. As part of this commitment, Heads of Agencies and Deputy Secretaries attended unconscious bias training in March 2017. This training aimed to raise awareness of automatic associations made about people based on life experience and external influences such as the media. Additional unconscious bias training is planned for the 2017-18 period.

In April, Heads of Agencies and Deputy Secretaries across all State Service departments completed training and coaching in diversity, and are now implementing strategies in their organisations to be more inclusive.

We also continued working with agencies and unions to increase opportunities for employees to access flexible working arrangements.

In May the first forum focussing on women in the State Service was held. This Forum featured female State Service officers and employees talking about their career experiences and provided an opportunity for women across agencies to meet and network. A second forum is being planned for 2017-18, to build on and consolidate the key aspects of the initial forum.

Agencies also continue to support gender diversity through a variety of activities, including strategies to increase the proportion of women in senior leadership, the creation of gender diversity working groups, and reviewing recruitment activities to support increased gender diversity.

Heads of Agencies and Deputy Secretaries at the first in a series of sessions to raise awareness of unconscious bias

"As at 30 June 2017, there were 149 SES officers in the TSS: 36.91% were women 63.09% were men"

Diversity in Employment

The principles of diversity and inclusion have also been extended to conditions in our industrial Awards and Agreements. In 2016-17 negotiations were completed to finalise the new Public Sector Union Wages Agreement. Changes implemented cover important entitlements like increasing paid parental leave for the non-birth parent, compassionate and bereavement leave, and family violence leave.

We have also commenced working on removing gender-based wording from our Awards and Agreements.

Agencies have continued to support diversity in employment through a number of measures, including:

  • targeted graduate and cadet recruitment;
  • work experience placements;
  • improved flexible work options;
  • the Working on Country Trainee Ranger Program;
  • the Teacher Internship Placement Program;
  • occupational-specific intakes (e.g. nurses and teachers); and
  • medical intern placements for pharmacists and medical practitioners.

To increase inclusion and diversity within workplaces  agencies developed policies and programs to support  greater employment opportunities for people with disability, Aboriginal or Torres Strait Islander people, and people who identify as LGBTIQ. Education and awareness-raising activities along with the establishment of working groups to support existing employees and promote greater awareness in the way agencies work with the community are also noted.

"In partnership with the University of Tasmania we provided 10 internship placements in 2016-17. Students worked on projects in the Departments of Health and Human Services, Justice, Premier and Cabinet and State Growth."

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