DIVERSITY@FINANCE
Diversity and Inclusion Strategy
and Action Plan 2017–19
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DIVERSITY@FINANCE
1
Contents
Secretary’s Foreword.................................................................................................................................................................................................................2
A message from our Diversity Champion......................................................................................................................................................................3
Purpose of DIVERSITY@FINANCE ....................................................................................................................................................................................4
A diverse and inclusive workplace means.....................................................................................................................................................................5
Our Achievements so far..........................................................................................................................................................................................................5
Objectives for Diversity and Inclusion..............................................................................................................................................................................6
Chapter 1: Community and Culture.......................................................................................................................... 7
Who we are........................................................................................................................................................................................................................................8
Chapter 2: Celebration and Awareness................................................................................................................ 13
Chapter 3: Attraction and Retention...................................................................................................................... 17
Performance Reporting..........................................................................................................................................................................................................18
Chapter 4: Our Leadership........................................................................................................................................ 19
Committee Involvement........................................................................................................................................................................................................20
Roles and Responsibilities....................................................................................................................................................................................................20
Our Commitments.....................................................................................................................................................................................................................21
2
Department of Finance
Diversity and Inclusion Strategy and Action Plan 2017–19
Secretary’s Foreword
I am pleased to introduce DIVERSITY@FINANCE,
the 2017-2019 Diversity and Inclusion Strategy. As
a central agency in the APS, we have an important
role to play to ensure we operate in a modern, agile,
collaborative, diverse and inclusive workplace.
DIVERSITY@FINANCE initiatives have been
developed in consultation with People Branch,
Finance Networks and staff from across the
department. We have also consulted with external
bodies such as Australian Network on Disability, Pride
in Diversity and Diversity Council Australia.
DIVERSITY@FINANCE reflects our Corporate Plan
and our defined capabilities and behaviours, which
further supports our commitment to a diverse and
inclusive workplace. DIVERSITY@FINANCE also
underpins the department’s 2016-18 Reconciliation
Action Plan and Indigenous Employment and
Retention Plan, which work to improve the
employment and experiences of Aboriginal and
Torres Strait Islander people.
A diverse and inclusive workforce will have a positive
effect on our overall productivity in shaping effective
and evidence-based policy, embedding our position
as an employer of choice and building the confidence
and capabilities of our people.
Throughout my career I have witnessed the
benefits of a diverse workforce. The variety of
perspectives and ideas generated by colleagues
from all backgrounds working together can produce
outstanding results. I fully support DIVERSITY@
FINANCE and encourage you to take action as
individuals, leaders and managers to consider how
you can help successfully implement these initiatives.
Rosemary Huxtable
Secretary
Embracing
diversity and
inclusion
DIVERSITY@FINANCE
A message from our
Diversity Champion
I am very pleased to support Finance’s 2017-19
Diversity and Inclusion Strategy and Action Plan.
The implementation of DIVERSITY@FINANCE will
help our department develop a robust approach
to implement key policies and processes that will
enable us to best support our diverse workforce. It
is important for all of us to draw on our backgrounds,
experiences and perspectives when we come to
work.
DIVERSITY@FINANCE is an important document
for our organisation. It complements our Corporate
Plan, and will help us to embed workplace diversity
principles into our culture. Our aim is to ensure a
collaborative workplace where individual differences
are recognised, respected and valued.
I would like to take this opportunity to acknowledge
the members of the Diversity Networks for their
role in shaping our culture and providing a sense of
belonging for everyone. I look forward to supporting
the networks and the department by continuing
to raise awareness and encouraging all staff to be
involved.
Stein Helgeby
Deputy Secretary
Governance and Australian Public Service
Transformation
Shaping
our culture
3
4
Department of Finance
Diversity and Inclusion Strategy and Action Plan 2017–19
Purpose of
DIVERSITY@FINANCE
DIVERSITY@FINANCE is a live, working
document developed with the input of
Finance staff test labs. The strategy aims
to achieve greater diversity through the
collective contribution of all employees.
As a central agency in the Australian Public
Service (APS), it is important we achieve
our diversity outcomes in a manner that
can be used as a model by other agencies.
Our diversity outcomes require us to
create and maintain a modern, agile and
inclusive workplace, which welcomes
people from all racial, cultural, religious or
social backgrounds. We are a department
where everyone is valued and respected
for individual differences and are free from
direct and indirect discrimination.
DIVERSITY@FINANCE
To work
together to
create a valued,
respected and
diverse culture.
A diverse and inclusive
workplace means...
For our work:
• A greater appreciation of different ways of thinking
and working.
• The more our workforce reflects the Australian
community, the more we are able to understand
and serve the needs of the Australian community.
• Innovation and solutions driving greater
productivity.
• Improved collaboration through communication
and coordination.
For our employees:
• Flexibility to balance work, family and personal
responsibilities.
• An equitable, respectful, open and supportive
work environment.
• Being enabled in the workplace, including
workplace adjustments.
• A more effective and productive organisation with
access to a broad range of skills, experiences and
perspectives.
5
Our Achievements so far
The success of our action towards diversity is
demonstrated by our continued focus on achieving
more by overcoming barriers, including:
• Introduced RecruitAbility.
• Identified an SES Diversity Champion.
• Developed and implemented a Reasonable
Adjustment Passport Policy.
• Established Keep in Touch days.
• Substituted gazetted public holidays to recognise
religious or cultural ceremonies.
• Established Finance Networks: Lesbian, Gay,
Bisexual, Transgender, and Intersex plus (LGBTI+),
Young Leaders Network (YLN) and Gender Equity
Network.
• Conducted a disability building access audit for
One Canberra Avenue.
• Participated in Stepping Into Program coordinated
by the Australian Network on Disability (AND).
Provided diversity awareness training including
online services to staff, support
and opportunities through induction.
• Ensured web content is compliant with web content
accessibility guidelines.
• Implemented promoting the use of
Acknowledgement to Country.
• Employed 16 participants through the APS
Pathways Program and the Indigenous Government
Development Program.
• Developed and implemented a guide for
expectant parents.
• Accredited as a breastfeeding friendly workplace
by the Australian Breastfeeding Association and
provided nursery/breastfeeding and reflection
rooms.
6
Department of Finance
Diversity and Inclusion Strategy and Action Plan 2017–19
What does
diversity mean
to Finance?
Objective 1: Community
and Culture
“To create and maintain
a sense of belonging for
everyone”
To develop and preserve an effective,
inclusive and respectful workplace culture
through our networks and the way we treat
each other.
Objective 3: Attraction
and Retention
“To raise awareness of
support for our staff”
To demonstrate a flexible, accessible and
cohesive workplace that ensures Finance
is an employer of choice by attracting,
recruiting, developing and retaining from
different diversity groups and removing
barriers for an inclusive workplace.
Objectives for Diversity
and Inclusion
DIVERSITY@FINANCE has four key objectives to be
met through a targeted plan of action. The objectives
also support other departmental strategies and plans
such as the 2016-18 Reconciliation Action Plan (RAP),
Corporate Plan and Workplace Gender Equality
Agency Action Plan.
Objective 2: Celebration
and Awareness
“To explore, promote, and
celebrate diversity through
recognised events”
Empowering all Finance staff to feel a
continued sense of belonging through their
personal stories and promote Finance as a
great workplace that values, respects and
leverages diversity.
Objective 4: Our
Leadership
“To exemplify and promote
Finance’s policy on diversity
and inclusion”
Greater visibility and drive of diversity and
inclusion by providing a flexible, encouraging
and open work environment that supports all
staff members and works together to build
best practice.
7
Chapter 1:
Community and Culture
8
Department of Finance
Diversity and Inclusion Strategy and Action Plan 2017–19
Working Together
To create and
maintain a sense
of belonging for
everyone
Executive, diversity networks and departmental
staff contributed to our Diversity and Inclusion
journey. The focus is to build a workplace that is
supportive by providing a culture that is flexible, with
equitable opportunities and leadership, and that is
committed to breaking down barriers.
Who we are
Statistics as at 28 February 2017 (those who have chosen to identify and excluding casuals):
2%
6%
Aboriginal
and/or Torres
Strait Islander
peoples
Non English Speaking
Background (Cultural
and Linguistically
Diverse)
Target 2.5%
3%
11%
6%
People with
disability
Part-time
staff
Finance staff
aged 25 or
younger (Young
Leadership)
Target 5%
NOTE: Those who identify as LGBTI+ currently do not report on their statistics.
Age profiles (including casuals)
25-34
35-44
Total staff
45-54
Female - 922 | 49%
23%
23%
23%
55-64
Staff ages 25 or
younger (Young
Leadership)
Mature age
employees
(staff ages 65 or older)
11%
6%
11%
Male - 961 | 51%
DIVERSITY@FINANCE
Gender profiles
51%
49%
87%
13%
177
Part Time
19%
45%
19%
80%
46%
53%
85%
14%
Full Time
88%
11%
Part Time
Nil
EL 1-2
Full Time
APS 5-6
12%
Casual
54%
Part Time
Nil
100%
Casual
Casual
44%
55%
100%
SES 2-3
Full Time
SES 1
87%
Part Time
80%
320
Casual
Part Time
39%
Full Time
APS 1-4
Total staff
1386
Full Time
60%
47%
53%
25%
75%
SES2
Full Time
SES3
FullTime
9
10
Department of Finance
Diversity and Inclusion Strategy and Action Plan 2017–19
Staying Connected
“Diversity in the
workplace is about
providing an opportunity to
harness a broad range of perspectives,
experience and culture. The Aboriginal
and Torres Strait Islander culture is the
oldest living culture in the world and is both
complex and diverse. The Aboriginal and
Torres Strait Islander Staff Network at
Finance foster cultural awareness
and reconciliation whilst providing a
culturally safe environment for its
members.”
On behalf of Carmen
Richardson, ATSISN
Member
“We value working in an
organisation that values diversity
because we believe that greater
diversity equals better outcomes
and a better place to work. We are
excited to be supporting Finance’s diversity
goals through our communication and
engagement activities”.
Corporate Engagement Branch,
Corporate Services Division
“As Gender Equity Network
President, one of my goals is to
increase inclusiveness through challenging
unconscious bias and promoting diversity. To
me, diversity means celebrating and respecting the
qualities that make us unique as individuals and that
enable each one of us to contribute in different ways.
The great thing about a diverse organisation is that it can
achieve so much more, it is more accepting of change,
and has more satisfied staff. It is wonderful to see our
senior leaders’ commitment to diversity borne out in
our Diversity Strategy. I look forward to a time when
Finance becomes a truly diverse organisation”.
Annie Ryan,
Gender Equity Network President
DIVERSITY@FINANCE
11
Finance Diversity Networks
Finance has six diversity related networks, which collectively aim to increase awareness, share Finance’s aspirations
and values and make a positive contribution to the department’s culture.
The department encourages all staff to join a network whether you identify or as an ally.
Aboriginal and Torres
Strait Islander Staff
Network
Finance’s Aboriginal and Torres Strait Islander
Staff Network (ATSISN) continues to highlight
and promote events, which draw attention to
significant dates of importance, including National
Reconciliation and NAIDOC weeks. The network also
supports its members to increase cultural awareness
across the department. ATSISN also works across
the diversity networks to foster collaboration and
inclusion, and strengthen relationships. All Aboriginal
and Torres Strait Islander employees are welcome to
join ATSISN.
What I can expect from this network:
• Cultural support for when you move away from
country and your mob
• Chance to meet some real deadly people and form
friendships
• Opportunities for development in a safe space
• Advocacy if you ever need it
• Most importantly, FUN!
Lesbian, Gay, Bisexual,
Transgender and Intersex
plus Network
The LGBTI+ Network was established by passionate
staff who identify as LGBTI with the support of their
workplace ally. They aspire to help champion change
for LGBTI members of the department and the
broader Canberra community.
The LGBTI+ Network aims to positively contribute to
creating a more inclusive workplace, where LGBTI
staff feel comfortable to bring their whole self to
work. The LGBTI+ network is a supportive, inclusive
and safe network which welcomes all employees with
no stereotypes, labels or judgement. On a monthly
basis, the network meets to discuss ways in which we
can work to raise awareness of LGBTI+ issues – both
in the workplace and the broader community. The
network participates in national days that focus on
the LGBTI+ community.
Gender
Equity
Network
The Gender Equity Network builds on the
achievements of the former Finance Women’s
Network. The network’s purpose is to share
responsibility to educate and challenge unconscious
gender bias in achieving equality
The network has been inspired by the words and work
of the previous Sex Discrimination Commissioner,
Elizabeth Broderick, who said: “Gender equality is not
a battle of the sexes; it is a battle for equality – a battle
that men and women must wage side by side”.
The network acknowledges that equality cannot
be achieved without commitment from men and
welcomes members of all genders. The Network is
focusing its efforts going forward using a ‘Reach in,
Reach out, Reach up’ framework for achieving gender
equity goals within the Department and in the wider
community. The Network holds regular meetings
throughout the year and takes the lead on a number
of events, while supporting and facilitating other
events and corporate activities.
Ability
Network
The Ability Network is committed to recognising,
supporting and improving opportunities for people
with disability and their carers.
The network will create and sustain an inclusive
workplace, increase disability confidence and
awareness and leverage the skills and talents of
employees with disability, their carers and those with
mental health conditions.
All staff are welcome to join the network to help
provide a workplace that builds stronger support,
understanding, accessibility and opportunities
through events and by actioning key initiatives of the
diversity strategy.
12
Department of Finance
Diversity and Inclusion Strategy and Action Plan 2017–19
Young
Leaders
Network
The Young Leaders Network (YLN) unlocks the
potential of young leaders in the department by
creating opportunities, facilitating career planning,
mentoring and building relationships.
The network is open to all Finance employers and
seeks to promote and encourage contributions and
the development of all self-identified young leaders.
Social
Club
The Finance Social Club supports networks and
groups across the department to offer cultural,
sporting, and other fun social events to benefit the
Finance community and a wide-range of charities.
Examples of Finance Social Club activities include
department wide sporting competitions, balls, trivia
nights, Melbourne Cup and the Finance Christmas
party.
Diversity Team – DIVERSITY@
FINANCE
The Finance Diversity Team supports diversity in the
workplace and values the contribution of people from
diverse backgrounds. The department has various
networks and documents available to staff to share
ideas, promote diversity within the workplace, and
offer assistance to those who identify within diversity
groups. Should you require further information or
support contact [email protected].
13
Chapter 2:
Celebration and Awareness
14
Department of Finance
Diversity and Inclusion Strategy and Action Plan 2017–19
DIVERSITY@FINANCE
To explore, promote,
and celebrate
diversity through
recognised events
The Finance internal event calendar focuses on
national days, events and cultural diversity days.
The calendar is not an exhaustive list of events
celebrated around the world and should be used as
a guide only.
The key focus of celebrations is to encourage us
to embrace our personal stories from across the
department and increase the understanding of
issues and greater awareness of cultural
values to develop stronger relationships
with our colleagues.
15
16
Department of Finance
Diversity and Inclusion Strategy and Action Plan 2017–19
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17
Chapter 3:
Attraction and Retention
18
Department of Finance
Diversity and Inclusion Strategy and Action Plan 2017–19
To raise
awareness
of support
for our staff
Attraction
Raising the profile of Finance as an employer
of choice, and promoting our achievements in
supporting our staff.
Recruitment
Promoting fair, transparent, flexible recruitment and
selection of employees through targeted strategies
and programs. Identifying and removing barriers and
making reasonable adjustments to ensure the right
person is matched with the right role.
Retention
Being a flexible, adaptable and an educated
organisation that can accommodate the diverse
needs of people, in a confident and inclusive way and
provide equal opportunities to access development.
Performance Reporting
All Australian Government agencies must review
their workplace diversity program at least once every
four years to ensure it aligns with APS Employment
Principles and achieves the APS measures for
workplace diversity programs.
To ensure accountability and measuring success
of the actions within the DIVERSITY@FINANCE
document we will review, develop a schedule and
evaluate the impact through:
• Incorporating diversity and inclusion into
performance management conversations,
including the implementation and monitoring of
workplace adjustments.
• Attending APS and other agency networks,
roundtables, conferences and forums and provide
feedback to executive and responsible staff on
updates and action items.
• Extracting diversity data from the department’s
Human Resources Management Information
System to update executive and staff of our
representational targets.
• Deriving response rates from the annual APS
Employee Census (employees are encouraged to
disclose information about their diversity status) to
build future years’ action items.
• Developing departmental entry and exit surveys to
improve retention.
• Conducting ad-hoc pulse surveys for all diversity
groups completed frequently.
• Evaluating events and report to staff through Exec
Connect.
• Submitting a paper quarterly by the Diversity Team
(in consultation with Networks), to the Diversity
Champion and CCSC each year detailing progress,
data sets and evaluation of implemented initiatives.
• Submitting a paper to CCSC and Diversity
Champion after whole-of-government strategies
are released detailing key initiatives that the
department could implement.
• Creating a yearly schedule to track progress of
initiatives from this Strategy.
• Reporting representation / gender-disaggregated
data to staff annually and measured against
previous years to track progress.
• Participating in APS and university wide diversity
related surveys and reporting our current status
and job model for improvements.
• Participating in Australian Workplace Equality
Index (AWEI) and associated employee surveys
actioned each year by People Branch for the LGBTI
community.
• Undertaking the Workplace Gender Equality
Agency (WGEA) diagnostic tool reporting and
action plan.
• Monitoring Finance networks and representational
rates departmental wide.
• Utilising Finance social media to promote diversity
messages and show Finance’s commitment.
• Developing a communication plan - provide
methods, which support all learning styles as well
as support to adapt new technology, practices and
systems.
• Completing the Reconciliation Action Plan
questionnaire survey.
19
Chapter 4:
Our Leadership
20
Department of Finance
Diversity and Inclusion Strategy and Action Plan 2017–19
To exemplify
and promote
Finance’s policy
on diversity and
inclusion
Committee Involvement
Executive and network members represent the
department at a range of APS-wide diversity
committees to ensure Finance is contributing to
government initiatives.
These committees include:
• Secretaries Equality and Diversity Council Secretary representative
• Equity Diversity Working Group – Band 1
representative
• Diversity and Inclusion Committee – Band 2
representative
• Indigenous Champions Network - Band 2
representative
• Indigenous SES Network - Band 1 representative
• Indigenous Liaison Officer Network – HR Branch
representative and network members
• International Disability Caucus - Band 2
representative
• Pride in Diversity Roundtable – HR Branch
representative and network members
• Australian Network on Disability membership
roundtable – HR Branch representative
Roles and
Responsibilities
All Finance employees have a responsibility to
discover, understand and appreciate the value and
importance of a diverse workforce and an inclusive
workplace culture. It is also crucial for all employees
to recognise the role they play in ensuring the
department’s diversity and inclusion outcomes are
achieved.
Senior managers have a
responsibility to:
• Become and remain aware of diversity, inclusion
or other issues experienced by staff members and
quickly seek to resolve these issues.
• Take accountability for DIVERSITY@FINANCE and
ensure its initiatives are promoted and delivered.
• Support staff to engage and celebrate diversity and
inclusion in the department.
• Promote diversity as a business imperative.
• Participate in diversity events.
Supervisors have a
responsibility to:
• Effectively and fairly manage teams, seek regular
feedback from staff and address any conflicts
either personally or by reference to available
internal or external resources.
• Ensure recruitment, retention and other practices in
supervised teams are accessible and aligned with
the objectives and content of initiatives.
• Promote and consider all requested flexible working
arrangements through the new ‘all roles flex’ policy
including access to leave, hours, job share and
location.
• Engage in diversity events and support all staff to
attend.
• Attend diversity training to better support staff.
All Finance staff have a
responsibility to:
• Accept that our workplace supports people to
‘bring their whole selves to work’.
• Understand that a diverse culture is ingrained
(second-nature behaviour).
• Take accountability for valuing and being
committed to improving our culture.
• Become familiar with DIVERSITY@FINANCE
initiatives and objectives and carry out diversity
and inclusion requirements in day-to-day activities.
• Aim to always embed diversity knowledge through
training, attendance at events and keeping updated
on departmental policies and guides.
• Increase awareness of barriers to inclusion and
diversity.
DIVERSITY@FINANCE
21
Raising visibility
on diverse
groups
Our Commitments
Aboriginal and Torres Strait
Islander Peoples
People with Disability
and their Carers
Reconciliation is an ongoing process and is at
the core of the government’s Closing the Gap
efforts. In line with Finance’s ongoing commitment
to reconciliation, efforts are recognised through
implementing initiatives in the 2016-18 Reconciliation
Action Plan (RAP).
The department is committed to increasing the
number of people with a disability in the workforce by
supporting, improving opportunities and identifying
and removing barriers. Finance provides a workplace
that is inclusive, enabling and values diversity. We
want to build a stronger understanding and improve
employment opportunities for people with disability in
line with the 2016-19 APS Disability and Employment
Strategy.
Our intent
People from Culturally and
Linguistically Diverse (CALD)
backgrounds
Our intent
Finance is an organisation with a foundation of
appreciation for each other’s religious and cultural
beliefs and a commitment to building an inclusive
environment. We strengthen our relationships and
bring together perspectives by encouraging people
to have a voice and learn about different cultures.
Finance will action the following to foster an inclusive
environment that replicates all dimensions of
diversity. We acknowledge that staff can identify
across a number of diversity groups and recognises
their individual skills, perspectives and contributions.
Our intent
Gender Equality - women
and men workforce balance
Our intent
In line with the 2016-19 APS Gender Equality Strategy
and Workplace Gender Equality Agency (WGEA)
Action Plan, we want to address gender imbalance
and focus on changing culture through stretch
targets, leadership flexibility, and provide equal
opportunities to develop and lead. Finance focuses
on 40.40.20 gender balance providing frameworks
for women in leadership, flexible work arrangements,
action to reduce unconscious bias in recruitment and
update reports and policies to managers and all staff.
22
Department of Finance
Diversity and Inclusion Strategy and Action Plan 2017–19
Intergenerational Workforce
Our intent
The department aims to be an employer of
choice for all age groups, and is supportive of an
intergenerational workforce. We recognise there
are five generations that coexist in the workforce
today, with each group rapidly changing workforce
dynamics, different communication styles, work
approaches and ways of interaction. These factors
all influence culture and performance. We need
to build a strong foundation where leaders and
staff understand, manage and support all different
generational workstyles and work together.
People of Lesbian, Gay,
Bisexual, Transgender
and Intersex (LGBTI+)
Orientations or Identities
Our intent
To position Finance as an accessible employer of
equal employment opportunities, which strongly
supports LGBTI and equality. We want to build
an organisation that respects, understands and
supports the inclusion of sexuality and gender
diverse persons, allowing employees to be open and
feel empowered, confident and proud to ‘bring their
whole selves to work’.
Mental Health and Wellbeing
Our intent
Applying APSC Working Together: Promoting Mental
Health and Wellbeing, Finance recognises that
having a mentally healthy workplace is as good for
individuals, as it is for business. By working together,
we will implement strategies to maintain a positive
workplace culture and ensure that stress and other
risks to mental health and wellbeing are managed.
We will also support people with mental health
conditions to work to their full capability.