which functions within the agency may have difficulty attracting or retaining a particular gender. To achieve a targeted gender composition in certain functions or areas agencies may consider implementing gender specific attraction and retention strategies, or with the permission of the Commissioner for Public Employment introducing special measures to attract a particular cohort. SOURCING Data related to employee gender can be sourced from PIPS. THE DATA BUSINESS To be as a ratio (Female to Male) RULES THEME: DIVERSITY (EEO distribution) People with Disability Distribution of equal employment opportunity groups (People with Disability) by paid DESCRIPTION headcount at a point in time. REPORT INCLUSIONS / EXCLUSIONS This measure enables agencies to monitor the diversity of its workforce, to promote REASONS diversity and to help remove bias in the workplace. Having a workforce profile that FOR reflects the general working population helps to ensure that an agency can deliver COLLECTION services more effectively. This measure can also be used to gauge the effectiveness of EEO/equity strategies and to guide actions around attraction, retention, and development of EEO employee groups. More broadly, it is an indicator of whether the agency is an inclusive employer, and of the agency’s contribution to inclusive work environments. Ethnicity based data can be sourced from EEO declarations (which include SOURCING Indigenous status, country of birth declarations or NESB language declarations) as THE DATA captured in PIPS. Note: Reporting against this metric is voluntary and as such often results in an under-report. Agencies may wish to consider how to encourage staff to update their information and self-identification in myHR.
which functions within the agency may have difficulty attracting or retaining a particular gender. To achieve a targeted gender composition in certain functions or areas agencies may consider implementing gender specific attraction and retention strategies, or with the permission of the Commissioner for Public Employment introducing special measures to attract a particular cohort. SOURCING THE DATA Data related to employee gender can be sourced from PIPS. BUSINESS RULES To be as a ratio (Female to Male) THEME: DIVERSITY (EEO distribution) People with Disability DESCRIPTION Distribution of equal employment opportunity groups (People with Disability) by paid headcount at a point in time. REPORT INCLUSIONS / EXCLUSIONS REASONS FOR COLLECTION This measure enables agencies to monitor the diversity of its workforce, to promote diversity and to help remove bias in the workplace. Having a workforce profile that reflects the general working population helps to ensure that an agency can deliver services more effectively. This measure can also be used to gauge the effectiveness of EEO/equity strategies and to guide actions around attraction, retention, and development of EEO employee groups. More broadly, it is an indicator of whether the agency is an inclusive employer, and of the agency’s contribution to inclusive work environments. SOURCING THE DATA Ethnicity based data can be sourced from EEO declarations (which include Indigenous status, country of birth declarations or NESB language declarations) as captured in PIPS. Note: Reporting against this metric is voluntary and as such often results in an under-report. Agencies may wish to consider how to encourage staff to update their information and self-identification in myHR.
Workforce_Metrics_Dictionary_for_the_NT_Public_Sector.docx