strengths. One area of focus for the plan is on developing leaders that recognise the importance of diversity in the workplace and promoting opportunities to increase the representation of women in senior leadership roles. Some important initiatives and activities which have been undertaken to support gender diversity in senior leadership roles include: promotion of part-time work for all vacant positions to support flexible work options for employees. As at 30 June 2015, 45 per cent of senior female leaders worked part-time enabling them to balance work and family commitments; completion of a five month emerging leaders program, with 65 per cent females participating in the program and 80 per cent female guest speakers sharing their leadership experience; and establishment of a mentoring framework which can support women at senior levels to establish relationships, progress leadership capability and enhance career development. The 2015 People Matter Survey showed that over 90 per cent of respondents to the Survey believe that gender, disability, age and cultural background is not a barrier to success in our organisation. The majority of respondents believe that we are committed to creating a diverse workforce. We will continue to adopt a proactive approach to embed the principles of workplace diversity into our corporate culture and to recognise and value the differences in every employee. Disability Access Plan Our Disability Access Plan 2014–2017 takes a Departmentwide approach and aligns with Treasury’s Diversity Plan; the wholeofgovernment Disability Framework for Action 2013–2017; and the National Disability Strategy 2012–2020. Some key activities over the past 12 months include: the successful transfer of three employees with an identified disability to roles within Treasury, achieved through working collaboratively with the employee and their referring agency, using a case management and coaching approach; Positive Workplaces training for all managers and employees to ensure our staff have the skills to promote and maintain a positive workplace; a review of our customer listening and feedback mechanisms, to ensure we capture accessibility issues or suggestions for improvement; Budget Papers provided in pdf, word and html accessible format to assist the vision impaired, following feedback from key stakeholders; and the commencement of a project to review our external websites, which includes consideration of issues relating to accessibility and compliance with Commonwealth and State Web Content Accessibility Guidelines. Ethical conduct of staff Our staff commit to working ethically and with integrity, and to upholding the State Service Code of Conduct and Principles. Our values framework provides a solid foundation for making ethical decisions and behaving in an ethical and appropriate manner.
strengths. One area of focus for the plan is on developing leaders that recognise the importance of diversity in the workplace and promoting opportunities to increase the representation of women in senior leadership roles. Some important initiatives and activities which have been undertaken to support gender diversity in senior leadership roles include: promotion of part-time work for all vacant positions to support flexible work options for employees. As at 30 June 2015, 45 per cent of senior female leaders worked part-time enabling them to balance work and family commitments; completion of a five month emerging leaders program, with 65 per cent females participating in the program and 80 per cent female guest speakers sharing their leadership experience; and establishment of a mentoring framework which can support women at senior levels to establish relationships, progress leadership capability and enhance career development. The 2015 People Matter Survey showed that over 90 per cent of respondents to the Survey believe that gender, disability, age and cultural background is not a barrier to success in our organisation. The majority of respondents believe that we are committed to creating a diverse workforce. We will continue to adopt a proactive approach to embed the principles of workplace diversity into our corporate culture and to recognise and value the differences in every employee. Disability Access Plan Our Disability Access Plan 2014–2017 takes a Departmentwide approach and aligns with Treasury’s Diversity Plan; the wholeofgovernment Disability Framework for Action 2013–2017; and the National Disability Strategy 2012–2020. Some key activities over the past 12 months include: the successful transfer of three employees with an identified disability to roles within Treasury, achieved through working collaboratively with the employee and their referring agency, using a case management and coaching approach; Positive Workplaces training for all managers and employees to ensure our staff have the skills to promote and maintain a positive workplace; a review of our customer listening and feedback mechanisms, to ensure we capture accessibility issues or suggestions for improvement; Budget Papers provided in pdf, word and html accessible format to assist the vision impaired, following feedback from key stakeholders; and the commencement of a project to review our external websites, which includes consideration of issues relating to accessibility and compliance with Commonwealth and State Web Content Accessibility Guidelines. Ethical conduct of staff Our staff commit to working ethically and with integrity, and to upholding the State Service Code of Conduct and Principles. Our values framework provides a solid foundation for making ethical decisions and behaving in an ethical and appropriate manner.
Web-Accessible-2014-15-Annual-Report-without-Financial-Statements.DOCX