ANTI-DISCRIMINATION BOARD OF NSW
ANNUAL REPORT 2010-11
20 October 2011
The Hon Greg Smith MP
Attorney General
Level 33, Governor Macquarie Tower
1 Farrer Place
SYDNEY NSW 2000
Dear Attorney,
In accordance with section 122 of the Anti-Discrimination Act 1977 (NSW), the Anti-Discrimination Board of NSW presents its Annual Report covering the period 1 July 2010 to 30 June 2011.
Yours sincerely
Stepan Kerkyasharian AO
President
CONTENTS
President’s report
Review of operations
About the Anti-Discrimination Board
Statutory Board 2010-11
About anti-discrimination law in NSW
Enquiry service
Conciliation service
Education service
Consultations
Aboriginal and Torres Strait Islander service
Wollongong office
Newcastle office
Legal Officer
Liaison and support
Service reports
Financial statement
Exemptions granted 2010-11
34 years of anti-discrimination law
Structure of the Board
PRESIDENT’S REPORT
The Anti-Discrimination Board of NSW has continued its successful work in 2010-11. Our main activities reflect our statutory obligations to handle complaints and to inform people about their rights and responsibilities under anti-discrimination law.
The first step for many people experiencing discrimination is to consult the Board’s website. This is constantly being updated and contains a wide range of easy-to-navigate information which quickly enables people to understand their rights and responsibilities in specific areas.
Others feel more comfortable contacting our Enquiry Service, which can also provide advice about more complex situations and suggest other ways to find assistance if the situation is not covered by anti-discrimination law. We still receive thousands of enquiries each year, although the numbers have gradually declined over the last decade due to increased use of the website.
2010-11 has seen a legislative change that enables people to lodge complaints by email. This means complaints can be submitted by post or email, or by using our complaint form. There are also other options for people with a disability. We are currently developing user-friendly options which will enable people to lodge complaints directly via our website.
The number of complaints we received this year increased by 14% from 2009-10, and slightly from 2008-09. Sex (including sexual harassment), disability, and race discrimination continue to be the most frequent grounds of complaint. Despite some unexpected staff absences this year, the conciliation team continues to achieve excellent results, with an average time of 6.4 months to finalise complaints, and 88% finalised within twelve months.
A major update of the Board’s Complaint Handling Manual was completed in 2010-11. This will serve as a practice guide for staff who are investigating and conciliating complaints. The electronic format means it can be easily updated to reflect any future changes in practice.
The Board’s Education Service also continued its successful work in 2010-11. Demand for the services of our experienced workplace training team continued steadily this year, resulting in total revenue of $655,603 – a 17% increase over 2009-10.
Community education is another important aspect of the Board’s work. This year we worked with groups including homeless people, the Sudanese, Congolese and Nepalese communities, a number of different disability groups, and school, TAFE and university students,
The Education Service also ran our annual art competition for young people, this time to design a poster about celebrating diversity. As well as raising awareness, the competition generated some very strong entries, and the three winning designs have been published.
This year our publications staff produced a series of advertisements to increase awareness about the Board’s role. As well as our regular newsletter and website activity, we have also revised a number of publications to improve accessibility and produced new promotional materials.
Our Aboriginal and Torres Strait Islander team also continued its excellent work in 2010-11. As previously, the team worked with other agencies to provide joint information sessions for community workers and leaders, provided training for real estate agents and attended a number of fairs and information days.
A major activity this year was the Board’s participation in the Gay and Lesbian Mardi Gras for the first time in ten years. Marching under a colourful banner, the Board group had a great opportunity to raise awareness about our services.
We have also refined our procedures in two areas: services for people with a disability and privacy and information management. Information about how people with a disability can use our services has been updated and made available on our website. We also updated our privacy management plan and procedures, and undertook staff training on privacy issues and on the Government Information (Public Access) Act 2009.
Thanks to all the Board’s staff, including our Legal Officers and Liaison and Support team, and to the members of our advisory committees. Thanks also to the Statutory Board for their advice and participation during the year, and to Director General Laurie Glanfield and the senior management of the Department of Attorney General and Justice for their support.
Stepan Kerkyasharian AO
President
REVIEW OF OPERATIONS
In 2010-11 the Board answered 5,638 enquiries and finalised 1,206 complaints.
We educated almost 9,000 people in 559 workplace training sessions, raising $547,977 in training fees .
Our website received over 800,000 hits.
Education service
Objectives
· Educate employers, employees and service providers about their rights and responsibilities under anti-discrimination law.
· Educate the community of NSW about their rights under anti-discrimination law, and the role of the Anti-Discrimination Board.
· Develop quality information materials and website
· Develop networks with employer and community groups.
Outcomes
· Provided 559 workplace education sessions for nearly 9,000 people participants, generating $547,977 in revenue.
· Ran 29 seminars for employers, employees and service providers (21 in Sydney and 8 in Newcastle), generating $89,220 in revenue.
· Provided 29 community education sessions to groups including the Sudanese, Congolese, Swahili-speaking, Nepalese, Bhutanese and Vietnamese communities, carers, people who are deaf-blind, homeless people and students from TAFE, universities and schools.
· Participated in 8 community events such as the Gay and Lesbian Mardi Gras, Harmony Day, Law Week and Homeless Connect.
· Ran a poster competition for primary and secondary schools.
· Networked with other services and government agencies.
· Produced 3 issues of regular email newsletter, 2 issues of seminar calendar and annual report.
· Placed ads in various newspapers and other publications.
· Produced new postcards, posters, pens, bags and wallet cards.
· Continued to update publications and revise and update website.
Future directions
· Continue to provide and improve workplace education.
· Develop new markets for Board products and services, and new and improved training packages.
· Continue to develop contacts with employer and industry networks.
· Continue to run community training, participate in community events and develop community networks.
· Identify groups at particular risk of discrimination and develop relevant education campaigns.
· Continue to review and update publications, and produce new products where possible to address identified needs.
· Continue to develop website.
· Build partnerships with other departments and organisations.
Enquiry and conciliation service
Objectives
· Inform potential complainants and respondents about their rights and responsibilities under anti-discrimination law.
· Resolve complaints of discrimination, vilification and harassment.
· Improve complaint-handling processes to increase efficiency and timeliness.
Outcomes
· Responded to 5,638 enquiries.
· Dealt with all enquiries immediately or within 24 hours.
· Dealt with 91% of enquiries in 14 minutes or less, which equalled last year’s achievement.
· Received 1,332 new complaints (14% increase from 2009-10).
· Finalised 1,206 complaints (similar to last year).
· Finalised 88% of complaints within 12 months of receipt, exceeding the 85% target for this timeframe.
Future directions
· Continue to provide an accurate and efficient information service and an effective complaint handling service.
· In conjunction with other branches of the Board, increase awareness about the right to make complaints under the Anti-Discrimination Act.
· Further increase the number of complaints resolved within timeframe targets.
· Further implement and refine procedural changes to increase efficiency.
Aboriginal and Torres Strait Islander service
Objectives
· Provide a culturally appropriate enquiry and complaint handling service for Aboriginal and Torres Strait Islander people.
· Educate Aboriginal and Torres Strait Islander people about their rights and responsibilities under anti-discrimination law.
· Provide advice on the impact of government policy and legislation on Aboriginal and Torres Strait Islander people.
Outcomes
· 79 complaints lodged by Aboriginal and Torres Strait Islander people (included in the total under Enquiry and conciliation service at left)
· Ran information stalls at 15 events.
· Provided 20 education sessions for community and government organisations, and participated in 2 sessions for real estate agents and landlords, with NSW Fair Trading.
· Liaised with government and community organisations at interagency meetings in Sydney.
Future directions
· Continue to advise the Aboriginal and Torres Strait Islander people about their rights and responsibilities.
· Continue to work in partnership with other government and non-government agencies.
· Continue to monitor relevant issues.
· Continue to develop contacts and networks in Sydney and rural NSW.
Legal Officer
Objectives
· Ensure that the Anti-Discrimination Act is correctly understood by all stakeholders.
· Provide legal advice to the Attorney General, President, Statutory Board and Board staff.
· Deal with legal matters including applications for exemptions from the Anti-Discrimination Act, Alcohol-Free Zones and subpoenas.
Outcomes
· Advised President, Statutory Board and Board staff on issues arising during the year.
· Answered queries and advised the Statutory Board on applications for exemptions.
· Facilitated the approval of 18 exemption applications.
· Reviewed 6 compliance reports in relation to exemption orders.
· Prepared responses to 18 requests for comment on policy and law reform issues.
· Briefed external legal advisors on 8 matters.
Future directions
· Continue to provide legal advice and support.
· Continue to process exemptions and deal with other legal matters.
Regional offices
Objectives
· Enquiry service: inform potential stakeholders in the region about their rights and responsibilities under anti-discrimination law.
· Complaint handling service: investigate and attempt to resolve complaints of discrimination, vilification and harassment lodged with the office.
· Education service: provide professional education services to inform employers, employees and service providers about their rights and responsibilities under anti-discrimination law and the role of the Anti-Discrimination Board.
Outcomes – Newcastle
· Received 221 new complaints (compared to 181 in 2009-10).*
· Finalised 185 complaints (compared to 209 in 2009-10).*
· Settled 59 complaints (compared to 74 in 2009-10).
· Finalised 45% of complaints within 6 months and 90% within 12 months.
· Provided 53 on-site training sessions to 17 organisations, reaching around 763 participants and producing $100,384 in income.#
· Ran 8 public seminars reaching around 48 participants and producing $19,030 in income.#
Outcomes – Wollongong
· Received 211 new complaints (compared to 232 in 2009-10).*
· Finalised 214 complaints (compared to 219 in 2009-10).*
· Finalised 62% of complaints within 6 months and 94% within 12 months.
· Provided 10 on-site training sessions to 6 organisations, reaching around 119 participants and producing $10,856 in income.#
· Achieved 100% satisfaction rate with training sessions.
Future directions
· Continue to develop networks with local agencies.
· Continue to provide an accurate and efficient information service.
· Continue to monitor and improve complaint-handling processes.
· Maintain and improve current level of complaints throughput.
· Continue staff development and team building to ensure objectives are met.
· Target new markets for education services.
* These figures are included in the totals given under Enquiry and conciliation service on page 4.
# These figures are included in the totals given under Education service on page 4.
Liaison and support
Objective
· Enable the Board’s core business of complaint handling and education services to operate with maximum efficiency.
Outcomes
· Provided support services including finance, human resources, information technology, asset management and administration.
· Liaised with business centres in the Department of Attorney General and Justice to coordinate support services provided to the Board by the Department.
· Further enhanced management system for support services.
Future Directions
· Upgrade telephone system.
· Continue to refine and enhance in-house databases and systems for complaint, education customer, file and support management.
· Continue to liaise with Department of Attorney General and Justice to coordinate support services.
· Continue to review and improve internal procedures.
ABOUT THE ANTI-DISCRIMINATION BOARD
The Anti-Discrimination Board is an independent statutory body which was set up under the Anti-Discrimination Act 1977 (NSW) to administer that Act. Our role is to promote anti-discrimination and EEO (equal employment opportunity) principles and policies throughout NSW. We are a business centre within the NSW Department of Attorney General and Justice.
Functions of the Board
The Anti-Discrimination Board has three main roles.
1. We work to prevent discrimination from occurring. We inform people about their rights and responsibilities under anti-discrimination law, and explain how they can prevent and address discrimination.
We do this through consultations, education programs, seminars, talks, participating in community functions, publications and our website.
2. We handle discrimination complaints. We provide an enquiry service for people who want information about their rights or responsibilities under anti-discrimination law. We investigate complaints of discrimination and conciliate complaints when appropriate.
3. We advise the Government on discrimination issues, and make recommendations to the President of the Anti-Discrimination Board and the Attorney General about applications for exemption from the Anti-Discrimination Act.
The President and the Board
Stepan Kerkyasharian AO became the President of the Anti-Discrimination Board on 15 September 2003. He also continues as the CEO and Chair of the Community Relations Commission.
The members of the Board are the President as Chair, and four members appointed by the Governor of NSW. The members in 2010-11 were Michael Chistodoulou, Sigrid Patterson, Christine Regan and Peter Wertheim.
See page 9 for more information about the Board members.
The Board’s structure
The Board has three branches:
Enquiries and Conciliation Branch – responsible for handling initial enquiries about discrimination, and for investigating and conciliating discrimination complaints received by the Board. The Manager in 2010-11 was Elizabeth Wing LLB, EMPA.
Education Services Branch – oversees the Board’s provision of training, community education, information, publication and website services. The Managers in 2010-11 were Margaret White LLB CertIV Workplace Training and Assessment (acting to August 2010) and Sharmalee Elkerbout MA, MBA (equivalent), CertIV Workplace Training and Assessment.
Liaison and Support Branch – provides support services such as financial control and information technology. The Managers in 2010-11 were Darryl Brown CertComm, MIPA, Susan Innes-Brown, Molly Pang and Scott Hipwell BBus, FIPA,SA FIN.