Key success measure
A diversity and inclusion organisational maturity assessment tool is developed for the Executive Leadership Team to establish a baseline measure and annual progress.
Responsible officer
Executive Leadership Team with support from Director, People and Culture
Timeframe
30 September 2023
30 June 2024
Guiding principle
Lead
DPC strategic objective
Positive, inclusive and empowered workforce
Key success measure
Explore opportunities to improve accessibility and inclusion within recruitment processes and practices. Diversity and gender reporting on candidate attraction and recruitment outcomes is analysed.
Responsible officer
Director, People and Culture
Timeframe
December 2023
December 2024
Guiding principle
Include
DPC strategic objective
Positive, inclusive and empowered workforce
Key success measure
The diversity and flexibility statement is reviewed and, if required, updated to encourage all applicants of diverse backgrounds to apply for DPC vacancies. Diversity and flexibility messaging is consistent across our DPC Careers page, online recruitment process and role descriptions.
Responsible officer
Director, People and Culture
Timeframe
31 December 2023
Guiding principle
Recruit
DPC strategic objective
Positive, inclusive and empowered workforce
Key success measure
The DPC website Careers and Diversity and inclusion pages, as well as IN.DPC, are reviewed and updated to showcase our D&I initiatives and promote DPC as an inclusive workplace. The department’s social media is utilised to promote DPC as an inclusive employer of choice.
Responsible officer
Director, Communications
Timeframe
Ongoing, reported annually 30 June
Guiding principle
Recruit
DPC strategic objective
Positive, inclusive and empowered workforce
Key success measure
A range of communications are published each year to promote and celebrate various days of significance.
Responsible officer
Director, Communications
Timeframe
Ongoing, reported annually 30 June
Guiding principle
Include
DPC strategic objective
Positive, inclusive and empowered workforce
Key success measure
A series of events and activities, including Lunch and Learn sessions, are delivered on a range of diversity and accessibility related topics and to celebrate days of significance.
Responsible officer
Chair, Diversity and Inclusion Advisory Committee
Timeframe
Ongoing, reported annually 30 June
Guiding principle
Include
DPC strategic objective
Positive, inclusive and empowered workforce
Key success measure
Mandatory training compliance reports are prepared for ELT on an annual basis to enable ELT members to address areas of non-compliance for the following courses:
- Diverse SA (all employees)
- Say No to Racism (all employees)
- Unconscious Bias Awareness (Managers and recruitment panel members)
- Disability Awareness and Inclusion (all employees)
- Inclusive Communities Benefit Everyone (Managers)
- Cultural Awareness Australia (all employees)
- Respectful Treatment at Work (all employees).
Responsible officer
Director, People and Culture
Timeframe
30 November 2023
30 November 2024
Guiding principle
Include
DPC strategic objective
Positive, inclusive and empowered workforce
Key success measure
The market is searched for suitable diversity and inclusion related training packages. Suitable training opportunities are offered to staff.
Responsible officer
Director, People and Culture
Timeframe
31 October 2023
Guiding principle
Include
DPC strategic objective
Positive, inclusive and empowered workforce
Key success measure
Recommendations are provided to inform subsequent mentoring programs for DPC.
Responsible officer
Director, People and Culture
Timeframe
31 July 2023
Guiding principle
Develop
DPC strategic objective
Positive, inclusive and empowered workforce
Key success measure
The staff engagement platform is utilised at least once per year to measure staff perceptions regarding diversity and inclusion in DPC.
Responsible officer
Director, People and Culture
Timeframe
31 December 2023
31 December 2024
Guiding principle
Lead
DPC strategic objective
Positive, inclusive and empowered workforce
Key success measure
The DPC Diversity and Inclusion Advisory Committee provides advice to other areas of the department on matters of equity, access and inclusion. The DPC Diversity and Inclusion Advisory Committee is promoted to attract new members, as required.
Responsible officer
Chair, Diversity and Inclusion Advisory Committee
Timeframe
Ongoing, reported annually 30 June
Guiding principle
Lead
DPC strategic objective
Positive, inclusive and empowered workforce
Key success measure
A guide is developed and launched, and staff are invited to initiate the establishment of an employee-led network.
Responsible officer
Chair, Diversity and Inclusion Advisory Committee
Timeframe
31 October 2024
Guiding principle
Develop
DPC strategic objective
Positive, inclusive and empowered workforce
Key success measure
A guide is developed and promoted across the department.
Responsible officer
Chair, Diversity and Inclusion Advisory Committee
Timeframe
31 October 2024
Guiding principle
Lead
DPC strategic objective
Positive, inclusive and empowered workforce
Key success measure
IN.DPC Diversity and inclusion pages remain up-to-date and provide value to all employees and managers.
Responsible officer
Director, People and Culture with support from Director, Communications
Timeframe
Ongoing, reported annually 30 June
Guiding principle
Lead
DPC strategic objective
Positive, inclusive and empowered workforce
Key success measure
The Flexible Workplaces intranet page is maintained and updated as required. The Flexible Working employee and manager guides are reviewed.
Responsible officer
Director, People and Culture
Timeframe
Ongoing, reported annually 30 June
Guiding principle
Develop
DPC strategic objective
Positive, inclusive and empowered workforce
Key success measure
A monthly metrics report is provided to ELT. A quarterly workforce diversity report is provided to the Diversity and Inclusion Advisory Committee.
Responsible officer
Director, People and Culture
Timeframe
Ongoing, reported annually 30 June
Guiding principle
Recruit
DPC strategic objective
Positive, inclusive and empowered workforce
Key success measure
Low-cost, practical and reasonable short-term recommendations from audit findings are implemented within 12 months. Longer-term recommendations with budget estimates are tabled for future refurbishment works.
Responsible officer
Director, Business Operations with support from Director, People and Culture
Timeframe
31 October 2023
Guiding principle
Include
DPC strategic objective
Positive, inclusive and empowered workforce