Agency programs and initiatives and their effectiveness and efficiency Program Indicators of Comments name performance/effectiveness/efficiency Completed the The final report on the Review was Sex discrimination, sexual EOC released by the EOC in December harassment and predatory Independent 2016. It included 38 recommendations behaviour are broader social Review into to improve the safety and wellbeing of issues that affect all areas of Sex SAPOL staff across six key areas society. SAPOL provides a Discrimination, including leadership, workforce vital service in keeping South Sexual management, training and Australians safe. To ensure the Harassment development, flexible workplace best possible service to the and Predatory cultures, dispute resolution and community, SAPOL must also Behaviour in complaints, and wellbeing and support ensure the safety and South services. All recommendations were wellbeing of staff, of which Australia accepted for implementation by 32% are women. The SAPOL Police SAPOL. Commissioner, Grant Stevens, (SAPOL) and his leadership team have The EOC has been commissioned by made a commitment to identify SAPOL to independently monitor and opportunities to improve their report on their progress in practices to ensure the culture implementing these 38 in SAPOL is positive and recommendations over a three-year inclusive. This project also period. This monitoring program begun allowed for effective planning phase in May 2017, and collaboration and outcomes cannot be assessed in this between agencies. reporting period.
Agency programs and initiatives and their effectiveness and efficiency Program name Indicators of performance/effectiveness/efficiency Comments Completed the EOC Independent Review into Sex Discrimination, Sexual Harassment and Predatory Behaviour in South Australia Police (SAPOL) The final report on the Review was released by the EOC in December 2016. It included 38 recommendations to improve the safety and wellbeing of SAPOL staff across six key areas including leadership, workforce management, training and development, flexible workplace cultures, dispute resolution and complaints, and wellbeing and support services. All recommendations were accepted for implementation by SAPOL. The EOC has been commissioned by SAPOL to independently monitor and report on their progress in implementing these 38 recommendations over a three-year period. This monitoring program begun planning phase in May 2017, and outcomes cannot be assessed in this reporting period. Sex discrimination, sexual harassment and predatory behaviour are broader social issues that affect all areas of society. SAPOL provides a vital service in keeping South Australians safe. To ensure the best possible service to the community, SAPOL must also ensure the safety and wellbeing of staff, of which 32% are women. The SAPOL Commissioner, Grant Stevens, and his leadership team have made a commitment to identify opportunities to improve their practices to ensure the culture in SAPOL is positive and inclusive. This project also allowed for effective collaboration and between agencies.
Equal%20Opportunity%20Commission%20Annual%20Report%202016-17_V.1.docx