Forums Category: Diversity and Inclusion

For further details and registration links please visit the WGEA website – Gender Equality Accelerator.

If you would like further details prior to your registration, please contact us at wgecitation@wgea.gov.au. We warmly welcome any questions.

Calling all HR and D&I Practitioners! 

The Australian Public Service Commission is proud to launch the APS Inclusive Onboarding Toolkit – Disability and Neurodiversity (the Toolkit). In consultation with APS employees with lived experience of disability and/or neurodivergence, managers, HR practitioners and business areas, the Toolkit outlines how agencies can create accessible and inclusive onboarding practices that fulfil the objects and principles of the Public Service Act 1999.  

The APS Inclusive Onboarding Toolkit is designed to improve and embed agency and manager capability for best practice, accessible and inclusive onboarding practices. It is designed to best practice provide practical support and resources directly applicable to assist employees in their BAU duties. The Toolkit has been divided into four components for easy navigation. Some elements of the Toolkit are: 

• the importance of inclusive onboarding;  

• definition, models, and language related to disability and neurodivergence 

• inclusive conversations in practice;  

• limiting the burden of personal information sharing for APS employees with disability;  

• why accessibility and inclusion matter during onboarding; and 

• manager responsibilities during onboarding. 

Please contact Diversity@apsc.gov.au if you have issues accessing the APS Inclusive Onboarding Toolkit. 

Hi all,

CASA is preparing to launch an Allyship Program and would be really interested to hear if any other agencies have launch similar programs?

My email is martina.hughes@casa.gov.au or diversity@casa.gov.au

Thanks!

Martina

I’m hoping you can help me.

I am part of the HR team at the Royal Australian Mint and am responsible for implementing the mandatory training program for our diverse workforce. We are keen to explore narration and translation software to enhance accessibility.

I am keen to learn more about narration and translation software that other small agencies use. This will help to inform our next steps.

Any assistance would be greatly appreciated

Please contact elaine.nguyen@ramint.gov.au

The National Gallery is currently exploring how other agencies are embedding their commitment to diversity, equity, inclusion (DEI), and anti-discrimination legislation within their organisational frameworks.

We would appreciate it if you could share how your agency approaches this. Specifically, we are interested to know whether your commitment is articulated through a comprehensive Diversity and Inclusion Strategy, an Anti-Discrimination Policy, or a combination of strategic documents and HR compliance materials.

At this stage, a general overview of your agency’s policy approach to DEI would be greatly appreciated. If you’re also able to share any relevant strategies or policies, that would be fantastic.

Please feel free to contact me via the email address listed below.

Kind Regards,

Angela Rusanov
Senior HR Advisor (Workplace Relations)
National Gallery

P +61 2 6120 2970
W nga.gov.au

E  Angela.Rusanov@nga.gov.au

The AIHW is currently working with the Australian Disability Network to develop an access and inclusion plan for the next 2 years.

To assist us develop this plan we are seeking examples from other APS agencies who are able to share. If you are able to assist please contact diversityandinclusion@aihw.gov.au

Thank you 😊

Olivia

The Australian Submarine Agency (ASA) is developing a Workplace Inclusion Network and is looking for other agencies to share their experience and any resources that may assist us in setting up a similar network.

If your agency is able to share their program or insights, please contact emily.peattie@defence.gov.au

Thank you.

The Australian Public Service Commission (APSC) is keen to hear from small agencies throughout our Disability Royal Commission (DRC) discovery project. We have asked all agency internal comms teams to forward the below links to all APS staff to be part of our survey. We need your response to our surveys by 31 January 2025 if you are:

1. An APS employee who identifies as a person with disability; and/or an APS employee who requires workplace adjustments – Survey for employees with disability and/or require workplace adjustments
2. A manager of an APS employee who identifies as a person with disability, or an employee who receives workplace adjustments – Survey for managers of employees with disability and/or employees who require workplace adjustments 
3. In a business area whose work supports APS employees: – Survey for Business Areas that support employees with disability and/or employees who require workplace adjustments

o      who identifies as a person with disability; and/or

o      who receive workplace adjustments or specialised assistance; and/or

o      to develop their personal and professional development through specialised programs, pathways and supports.

Your survey responses will be collected and analysed to help us understand your experiences with the above topics. You can read more about our project, what we aim to find out, and information around your data privacy on the attached Frequently Asked Questions document. 

We will facilitate focus groups in early 2025 to build further understanding of barriers and enablers to implementing the DRC recommendations. Your input will help us to develop a report to Government with recommendations on how best to implement positive, consistent, and enduring change in the APS. Your support and engagement is critical to influencing positive APS-wide changes to processes that support APS employees who require adjustments and/or supports to undertake their work.  

If you need more information, please reach out to the DRC Discovery Team at APSCDRCDiscovery@apsc.gov.au 

View Document-1

The Australian Public Service Commission (APSC) is keen to hear from small agencies throughout our Disability Royal Commission (DRC) discovery project. We have asked all agency internal comms teams to forward the below links to all APS staff to be part of our survey. We need your response to our surveys by 31 January 2025 if you are:

1. An APS employee who identifies as a person with disability; and/or an APS employee who requires workplace adjustments – Survey for employees with disability and/or require workplace adjustments
2. A manager of an APS employee who identifies as a person with disability, or an employee who receives workplace adjustments – Survey for managers of employees with disability and/or employees who require workplace adjustments
3. In a business area whose work supports APS employees: – Survey for Business Areas that support employees with disability and/or employees who require workplace adjustments

o      who identifies as a person with disability; and/or

o      who receive workplace adjustments or specialised assistance; and/or

o      to develop their personal and professional development through specialised programs, pathways and supports.

View Document-1

The Australian Institute of Family Studies is exploring training options to support the development of First Nations cultural competency, for Executive Level 2 staff, in line with the common clause. If you have any success stories to share, please contact us here.