Expand our current ICS policy on working with interpreters to a Commission-wide policy (in line with the Commonwealth Ombudsman recommendation). Responsibility: Executive Director. Timeline: June 2014. Target: A Commission-wide policy on working with interpreters is developed and communicated to staff within the timeframe. 4.3.2 We will review our policy and processes annually to ensure our workplace recruitment and policies continue to excel in attracting CALD staff. This includes ensuring our employment website continues to reflect our positive approach to culture and diversity. (Our 2012-13 workplace diversity data indicates 17% of our staff is from CALD backgrounds, whereas our Aboriginal and Torres Strait Islander staff levels are at 3-4%. For this reason we currently focus our recruitment activities on attracting Indigenous staff.) Responsibility: Manager of HR. Timeline: Annually by June. Target: Annual review undertaken and agreed improvements made within 3 months. We currently exceed APS targets for workplace diversity. (We note that agencies are not required to report on their workforce diversity programs, as they are already covered under separate reporting requirements). Responsiveness Ensuring that our work is inclusive requires a responsive approach to the needs of all our audiences and stakeholders. Responsiveness’ is fundamental to the HRBA principles of participation and empowerment. We also advocate for and facilitate increased responsiveness in other government departments, NGO bodies, businesses and other sectors to the needs of people form CALD backgrounds. For example, we created Principles to promote and protect the human rights of international students, as a guide for all organisations and government agencies that provide services to international students.
Expand our current ICS policy on working with interpreters to a Commission-wide policy (in line with the Commonwealth Ombudsman recommendation). Responsibility: Executive Director. Timeline: June 2014. Target: A Commission-wide policy on working with interpreters is developed and communicated to staff within the timeframe. 4.3.2 We will review our policy and processes annually to ensure our workplace recruitment and policies continue to excel in attracting CALD staff. This includes ensuring our employment website continues to reflect our positive approach to culture and diversity. (Our 2012-13 workplace diversity data indicates 17% of our staff is from CALD backgrounds, whereas our Aboriginal and Torres Strait Islander staff levels are at 3-4%. For this reason we currently focus our recruitment activities on attracting Indigenous staff.) Responsibility: Manager of HR. Timeline: Annually by June. Target: Annual review undertaken and agreed improvements made within 3 months. We currently exceed APS targets for workplace diversity. (We note that agencies are not required to report on their workforce diversity programs, as they are already covered under separate reporting requirements). Responsiveness Ensuring that our work is inclusive requires a responsive approach to the needs of all our audiences and stakeholders. Responsiveness’ is fundamental to the HRBA principles of participation and empowerment. We also advocate for and facilitate increased responsiveness in other government departments, NGO bodies, businesses and other sectors to the needs of people form CALD backgrounds. For example, we created Principles to promote and protect the human rights of international students, as a guide for all organisations and government agencies that provide services to international students.
commission_amp2013-15_accessible.docx