ACCC and AER workplace diversity strategy 2015–17
Chairman’s foreword
The Australian Competition and Consumer Commission (ACCC) and the Australian Energy Regulator (AER) are committed to workplace diversity and creating an inclusive organisational culture for all employees.
Forming part of the Australian Public Service (APS), the ACCC and AER are responsible for ensuring our workplace recognises the diversity of the Australian community, fostering this diversity in our employees and providing for a discrimination-free workplace.
Although we are required under s18 of the Public Service Act 1999 and APS Employment principles 10A (1) (f) and (g) to give effect to workplace diversity, our commitment is much stronger than that. We champion workplace diversity as it makes good business sense.
Diversity not only brings a range of experiences, perspectives, and ideas to our decision-making, investigations and other activities, it allows the best environment for innovation, productivity and collegiality to thrive.
Our workplace diversity strategy aims to support a workplace which:
· values Australians from culturally and linguistically diverse backgrounds
· allows employees to freely be themselves without fear of discrimination or judgment about their ancestry, age, education, socio-economic background, religion, sexuality or disability status
· promotes flexibility in the workplace for those staff with caring and other responsibilities
· contributes and shapes best practice APS employment measures.
Workplace diversity is very important to our organisational culture and our overall effectiveness as an agency.
Everyone at the ACCC and AER has a role in driving our workplace diversity and creating an environment which embraces the differences and similarities that people bring to our organisation.
Specific responsibilities are set out in this strategy. I encourage all staff to familiarise themselves with and support workplace diversity.
Rod Sims
Chairman
Australian Competition & Consumer Commission (ACCC)
Who is responsible for workplace diversity at the ACCC and AER?
Overall oversight of the Workplace Diversity Strategy, and supporting policies, lies with the People and Corporate Services Division.
However the responsibility for workplace diversity rests with all ACCC and AER employees, regardless of their classification or experience, to ensure we embrace and value diversity in our day-to-day activities.
APS and ACCC Values
The ACCC and AER upholds the APS Values of Impartial, Committed to service, Accountable, Respectful and Ethical (ICARE).
We also hold additional complementary values which are unique and meaningful to our work.
Independent: We pursue the interests of the Australian community, objectively and transparently.
Expert: We make timely decisions based on evidence and rigorous analysis.
Strategic: We make the best use of our resources by taking considered and targeted action.
Trustworthy: We communicate honestly and directly and act respectfully.
In displaying these values in our work, we will have regard to the importance of workplace diversity.
What are your responsibilities?
Employees
As employees (inclusive of contractors and consultants) we all have a responsibility to:
· uphold the APS and ACCC values and promote the principles of diversity in our workplace interactions
· seek assistance or speak out if you witness behaviour which is not in accordance with these values
· value diversity in all its forms, including the diversity of ideas and work styles
· consider how our words or actions may impact on, or be perceived, by others
· be an active and informed participant in all aspects of the performance management process, including career development discussions
· become familiar with the information available on ACCC’s intranet relating to staff health, safety, wellbeing and a discrimination free workplace
· check and update your diversity data in Aurion
· ask for assistance through the People and Corporate Services Division if you have, or acquire, a disability or injury which may require appropriate workplace support.
Managers
If you are a manager you have an added responsibility to:
· recognise, value and use the variety of individual skills and strengths within your team
· provide and cultivate a supportive work environment within your team for sharing of ideas and opinions in a respectful way
· encourage and support staff to achieve an appropriate work-life balance, especially during periods of increased work pressure
· assist in maintaining a healthy and safe work environment for your team by adopting strategies aimed at prevention and early intervention
· take action to address any issues which may arise in your team in a proactive way
· consider your team’s participation in in organisational workplace diversity events and training as business-as-usual activities.
Organisation
At an organisational level the ACCC and AER have a responsibility to:
· ensure that the principles of workplace diversity underpin all aspects of organisation’s people management policies and practices and to review and report on these policies and practices
· provide a working environment which supports the health, safety and wellbeing of all our staff, including mechanisms to support those who may wish to raise diversity issues and to support staff to achieve an appropriate work-life balance
· provide the opportunity for all staff to perform to their full potential
· raise awareness of workplace diversity issues and initiatives
· maintain and build the diversity capability of the organisation
· ensure data on the diversity status of ACCC and AER staff is as accurate and up-to-date as possible to assist in reporting on diversity issues both within the organisation and with the Australian Public Service Commission.
Our Workplace Diversity Strategy
The aim of the ACCC and AER Workplace Diversity Strategy 2015–17 is to promote the principles of workplace diversity through policies, support networks and consultative forums which are available to staff. The strategy also incorporates the diversity initiatives the organisation is supporting now and into the future.
Workplace diversity is the responsibility of all employees and the ACCC and AER will focus on particular areas in 2015–17.
The key objectives identified in relation to workplace diversity are to:
1. encourage and support staff to value, respect and embrace workplace diversity across the ACCC and AER
2. attract and retain a diverse workforce which is, wherever possible, representative of Australian society.
3. ensure a safe and supportive working environment that meets the needs of a diverse workforce, including strategies to support staff to achieve an appropriate work-life balance.
ACCC and AER Diversity Programs
Indigenous Program
The Indigenous Program demonstrates the ACCC and AER’s continuing commitment to closing the gap between Indigenous and non-Indigenous Australians.
This work is overseen by the ACCC and AER Reconciliation Action Plan (Attachment A) which sets out three measures the organisation will deliver as part of its core business to strengthen our relationship with Indigenous Australians.
These are:
Relationships—working to build, enhance and sustain meaningful relationships with Aboriginal and Torres Strait Islander people and initiatives. This includes our Indigenous employees, with other APS agencies, community organisations and academics.
Respect—recognising and raising awareness of Indigenous cultural issues, report regularly on our compliance, enforcement and liaison activities relating to Indigenous consumers.
Opportunities—actively work towards increasing the recruitment, promotion and career progression of Indigenous employees.
Multicultural Program
The Multicultural Program enhances our commitment to engage with diverse communities especially as Australia enters the ‘Asian Century’.
Through the delivery of the ACCC and AER Agency Multicultural Plan (Attachment B), our organisation will improve access and equity in information about our services and activities to culturally and linguistically diverse communities.
Disability Program
The employment of people with disability is important to ensure their full participation in the Australian community. The ACCC recognises that people with disability bring valuable skills to the workforce and strives to enable all our staff to contribute to achieving the ACCC’s goals.
Our commitment is to provide a fair and equitable workplace for all staff, and this includes providing a work environment that values and respects the diverse nature of the Australian workforce.
A disability may be an impairment, condition, or illness, may be visible or hidden, may be permanent or temporary and may have minimal or substantial impact on a person’s abilities. Our goal is to remove barriers to, and encourage the participation of, people with disability in the ACCC. Our Disability Action Plan (Attachment C) details how we will achieve this.
Workplace Flexibility Program
The Workplace Flexibility Program aims to enhance workplace flexibility options within the ACCC and AER to ensure all our employees have the opportunity to meet their career potential.
We will examine if there are barriers preventing staff from achieving career progression, such as working part-time, caring responsibilities and an ageing workforce.
We are committed to promoting workplace flexibility where possible and ensuring the organisation is meeting the needs of our diverse workforce. This focus incorporates gender equity at senior management levels.
Ally Network Program
The Ally Network Program is an initiative driven by employees who have a strong passion for workplace diversity.
Its main activity is the running of the ACCC and AER Ally Network, which consists of staff from across the country, such as the Chief Operating Officer, senior managers, and Executive Level staff who have received training to support LGBTI and broader workplace inclusion.
The ACCC and AER Ally Network Objectives (Attachment D) sets out the key activities of the Ally Network, and other related activities, aimed at promoting the organisation as an inclusive and respectful working environment.
The organisation will also aim to establish relationships with LBGTI communities and businesses to inform them about their rights and responsibilities under the Competition and Consumer Act.
Actions
The strategies and actions identified to assist in meeting the ACCC and AER’s workplace diversity objectives are detailed below.
Objective 1: Encourage and support staff to value, respect and embrace workplace diversity and for this to be reflected in the ACCC and AER’s management systems and everyday work practices.
Strategy / Action /1.1 / Implement a Diversity Reference Group to support a diversity culture. / Diversity Reference Group to consist of staff and senior representatives who will take ownership of diversity issues and drive the implementation of the Diversity Strategy.
1.2 / Staff and managers are aware of their individual responsibilities in relation to workplace diversity. / Provide information on workplace diversity, including this workplace diversity strategy, on the intranet and through induction programs.
1.3 / Principles of workplace diversity underpin the ACCC and AER’s Human Resources’ processes and policies. / Ensure the Individual Performance Framework processes, including training, articulate the ACCC and AER’s commitment to workplace diversity.
1.4 / Maintain appropriately trained support networks and resources to assist staff with diversity issues. / Ensure staff are aware of and have access to support networks including:
· Workplace Contact Officers
· Health and Safety Representatives
· Ally Network and
· Senior Executive Responsible for Workplace Diversity.
1.5 / Raise awareness of diversity issues through celebration of diversity events. / Recognise several diversity events annually, such as International Women's Day, National Reconciliation Week, NAIDOC Week, International Day Against Homophobia, RU OK? Day, White Ribbon Day, Harmony Day, International Day of People with Disability.
1.6 / Identify diversity issues, strategies & outcomes, and report on these on at least an annual basis to senior managers and staff / Monitor and report on diversity information collected through exit surveys, staff surveys and feedback from networks such as workplace contact officers and LGBTI Allies.
Include diversity information in reports to ACCC and AER Executive, Annual Report and to staff via ACCCess.
1.7 / Raise awareness of the support strategies and networks available to assist staff. / Provide staff with regular and up-to-date information via:
· induction briefings
· ACCCess and
· the intranet.
Provide staff and teams with appropriate workplace diversity training where relevant.
1.8 / Deliver current and any future ACCC and AER Diversity Programs / The organisation supports the following initiatives:
· Indigenous Program through the Reconciliation Action Plan (Attachment A)
· Multicultural Program through the Agency Multicultural Program (Attachment B)
· Disability Action Plan (Attachment C)
· ACCC and AER Ally Network Objectives (Attachment D)
· Any other programs directed by the APSC or ACCC and AER senior management.
Objective 2: Attract and retain a diverse workforce which is, wherever possible, representative of Australian society.
Strategy / Action2.1 / Where possible, assist in the retention and attraction of employees from diverse backgrounds. / Deliver:
· Indigenous Program through the Reconciliation Action Plan (Attachment A)
· Multicultural Program through the Agency Multicultural Program (Attachment B)
· Disability Action Plan (Attachment C)
· ACCC and AER Ally Network Objectives (Attachment D)
· Any other programs directed by the APSC or ACCC and AER senior management.
2.2 / Develop strategies to encourage more equal representation of women in ACCC and AER senior leadership positions. / Identify and promote leadership development opportunities for ACCC and AER women.
2.3 / Make better use of our diverse capabilities, including cultural and language skills. / Strengthen the quality of diversity data by encouraging staff to update their details on Aurion and the intranet.
Objective 3: Ensure a safe and supportive working environment that meets the needs of a diverse workforce, including strategies to support staff to achieve an appropriate work-life balance.
Strategy / Action3.1 / Promote a family friendly working environment which will support staff in their caring responsibilities. / Support staff in their caring responsibilities by providing :
· flexible working arrangements where possible
· a carer's room where possible
· nursing breaks and access to breastfeeding facilities for nursing mothers where possible
· support for staff on maternity/ paternity leave and
· a range of carer's information.
3.2 / The ACCC and AER’s working environment supports staff with special needs. / Provide support and assistance to meet the individual requirements of staff with special needs.
3.3 / The ACCC and AER’s working environment supports staff from diverse cultural/religious backgrounds. / Acknowledge the observance of cultural/religious holidays within the organisation’s working environment.
Measuring, evaluating and reporting
The ACCC’s People and Corporate Services Division is responsible for measuring, evaluating and reporting on workplace diversity through: