• be welcoming of all individuals and ensure no one is left out (Guiding principle: Include)
  • complete all diversity-related mandatory training to improve my awareness (Guiding principle: Include)
  • actively participate in further learning opportunities to broaden my understanding of the unique challenges experienced by various diverse communities and know what I can do to be more inclusive (Guiding principle: Include)
  • ensure I use inclusive and gender-neutral language in all my communications (Guiding principle: Include)
  • consider sharing my pronouns when meeting new people and in my email signatures (Guiding principle: Include)
  • ensure accessibility and inclusion is planned and addressed in all the work I produce (Guiding principle: Include)
  • familiarise myself with the Reconciliation Action Plan, Disability Access and Inclusion Plan, Gender Equality and Respect Action Plan and the South Australian Multicultural Charter to understand their purpose and my responsibilities (Guiding principle: Include)
  • be responsible for my career (Guiding principle: Develop)
  • consider all relevant training, development and networking opportunities (Guiding principle: Develop)
  • consider being a mentor to support the development of other employees (Guiding principle: Develop)
  • actively participate in the Performance Development Plan (PDP) discussion (Guiding principle: Develop)
  • consider the end user/audience of the work I produce and ensure consultation and, where possible, co-design, is undertaken with relevant diverse communities, stakeholders and people with lived experience (Guiding principle: Lead)
  • explore new and innovative ways to improve access and inclusion in all policies, programs and initiatives for all people of diverse backgrounds (Guiding principle: Lead)

  • regularly monitor my area’s workforce diversity data to inform targeted First Nation’s recruitment and/or recruitment of people with disability (Guiding principle: Recruit)
  • seek candidates from the DPC Aboriginal and Torres Strait Islander pools prior to advertising vacancies (Guiding principle: Recruit)
  • consider seeking candidates from the Disability Employment Register for vacancies (Guiding principle: Recruit)
  • ensure my staff complete all mandatory training (Guiding principle: Include)
  • encourage and support my employees to participate in learning opportunities, activities, networks and events outside their area of expertise to broaden their learning and competency in working with employees and clients of diverse backgrounds and contribute to more inclusive policy and program development (Guiding principle: Include)
  • explore new ways of working flexibly in all roles and manage for outcome (Guiding principle: Include)
  • schedule meeting times and types to ensure no one is excluded, for example avoiding school drop-ff/pick up times, hybrid meetings to include those working remotely (Guiding principle: Include)
  • Implement reasonable workplace adjustments when needed to support employees with disability to work to their full potential (Guiding principle: Include)
  • Explore ways to make even small accommodations/adjustments for staff to maximise their participation in the workplace and create a sense of belonging (Guiding principle: Include)
  • monitor employee engagement staff survey responses and action any identified inequity and cultural concerns in my work areas (Guiding principle: Include)
  • provide adequate resources to ensure the services, programs and policies we deliver are accessible and inclusive for all (Guiding principle: Include)
  • use the PDP discussions to better understand my employees’ diverse learning needs and aspirations (Guiding principle: Develop)
  • encourage and support all my employees to access training, development and networking opportunities (Guiding principle: Develop)
  • role-model inclusive leadership (Guiding principle: Lead)
  • continuously seek opportunities to further improve my knowledge and inclusive leadership skills (Guiding principle: Lead)

  • ensure gender balance and aim for diverse representation (e.g. First Nations, cultural and linguistic diversity, people with disability, LGBTIQA+) when forming the selection panel (Guiding principle: Recruit)

  • complete the mandatory Unconscious Bias Awareness online course prior to participating in selection processes (Guiding principle: Recruit)
  • support applicants with disability from the Disability Employment Register by offering a ‘guaranteed interview’, where the candidate shows reasonable potential, and provide feedback to JobAccess, if unsuccessful, to support the applicant’s future job prospects (Guiding principle: Recruit)

  • invite all staff to request reasonable adjustments or alternative formats to access training activities and events (Guiding principle: Develop)
  • refer to the Event Accessibility Checklist to ensure accessibility is addressed at every event (Guiding principle: Include)