Objective 3 Employment programs and practices at Curtin recognise and include strategies for EEO groups to achieve workforce diversity. INITIATIVE TASK / ACTION TIME FRAME ACCOUNTABILITY MEASURES OF SUCCESS 3.1 Demographic data is systematically Review demographic data and Annually DCV&E Data reviewed as part of collected to monitor and report on the benchmark data at and national EOWA/OEEO reporting, issues progress of all diversity groups. levels and report to PMC and Council. addressed in HR DCV&E planning/policy/training, and reports Evaluate Your Voice Staff Satisfaction provided to P&MC and Council. data to determine patters and address these in HR planning. 3.2 Workforce planning incorporates Implement and review the RAP, DAIP, Ongoing VC, Executive Increase in representation of people appropriate strategies to attract and IAES, AWS; Procedures for the Mangers, HOS/A, from Diversity Groups employed at retain employees from diversity groups. Employment of Indigenous People, and DCV&E and DP&C Curtin. Diversity in the Workplace Procedures. 3.3 Diversity objectives are identified to Set employment targets for Diversity Annually VC , Executive Diversity and Equity KPI and Second define the workforce profile suited to the Groups in the context of the University Tier Measures targets for Diversity agency’s business needs. Values, Strategic Plan, People and Groups are set and embedded in Culture Plan, RAP, DAIP, IAES, AWS, University Plans and the EMPS. demographic data, benchmarking data, Your Voice Staff Satisfaction data and exit interview results. 3.4 Advertising methods are enhanced Promote Curtin as an employer which 31/12/15 DP&C Curtin is identified as an employer to attract diverse applicants. values diversity and promotes equity and which values diversity and inclusion. promotes equity and inclusion. DP&C Diversity statement included in all advertising Ongoing Media that target diversity groups Advertise in media that target diversity is used for advertising. groups. 3.5 Strategies are developed and implemented to attract, retain and provide career development opportunities for the diversity groups:
Objective 3 Employment programs and practices at Curtin recognise and include strategies for EEO groups to achieve workforce diversity. INITIATIVE TASK / ACTION TIME FRAME ACCOUNTABILITY MEASURES OF SUCCESS 3.1 Demographic data is systematically collected to monitor and report on the progress of all diversity groups. Review demographic data and benchmark data at and national levels and report to PMC and Council. Evaluate Your Voice Staff Satisfaction data to determine patters and address these in HR planning. Annually DCV&E DCV&E Data reviewed as part of EOWA/OEEO reporting, issues addressed in HR planning/policy/training, and reports provided to P&MC and Council. 3.2 Workforce planning incorporates appropriate strategies to attract and retain employees from diversity groups. Implement and review the RAP, DAIP, IAES, AWS; Procedures for the Employment of Indigenous People, and Diversity in the Workplace Procedures. Ongoing VC, Executive Mangers, HOS/A, DCV&E and DP&C Increase in representation of people from Diversity Groups employed at Curtin. 3.3 Diversity objectives are identified to define the workforce profile suited to the agency’s business needs. Set employment targets for Diversity Groups in the context of the University Values, Strategic Plan, People and Culture Plan, RAP, DAIP, IAES, AWS, demographic data, benchmarking data, Your Voice Staff Satisfaction data and exit interview results. Annually VC , Executive Diversity and Equity KPI and Second Tier Measures targets for Diversity Groups are set and embedded in University Plans and the EMPS. 3.4 Advertising methods are enhanced to attract diverse applicants. Promote Curtin as an employer which values diversity and promotes equity and inclusion. Diversity statement included in all advertising Advertise in media that target diversity groups. 31/12/15 Ongoing DP&C DP&C Curtin is identified as an employer which values diversity and promotes equity and inclusion. Media that target diversity groups is used for advertising. 3.5 Strategies are developed and implemented to attract, retain and provide career development opportunities for the diversity groups:
EEOMgmtPlan2015-2017.docx