Embedding the APS Values: Case studies and other supporting material

Please note: These documents are for reference purposes only and are no longer considered by the APS Commission to be current. They may contain good practice advice and/or advice on the transitional arrangements between the 1922 and 1999 Public Service Acts.

globe Useful references

Case study 22:
Department of Defence:
Implementation of equity and diversity

Background

The Defence Equity Organisation (DEO) was established in 1997 to ensure equity and diversity was implemented throughout the organisation. Because Defence is an organisation that relies heavily on teamwork and on gaining the best from its people, it aims to have equity and diversity recognised as essential, and incorporated into its dayto- day business activities.

The full support of senior leaders has been critical to implementing equity and diversity policies in Defence.

Defence is traditionally an organisation with low levels of representation from those groups that suffer employment-related disadvantage on the basis of gender, indigenous status, race, ethnicity or having a disability.

Description

The DEO is responsible for developing and managing the Defence Workplace Equity and Diversity Plan (WEDP). It brings a consolidated approach to equity and diversity that was developed taking into account, in particular, the Public Service Act 1999 (PS Act), the Commonwealth Disability Strategy and the Charter of public service in a culturally diverse society.

The Defence Disability Action Plan 1999-2003 (DAP) and the Indigenous Staff Recruitment and Career Development Action Plan 1999-2003 sit under the umbrella of the WEDP, and address specific equity and diversity initiatives.

The WEDP provides for Defence Equity Coordinators (DECs), who are the representatives of the DEO for their state or territory. They facilitate and coordinate the Defence Equity Adviser Network and are available to provide training and advice on equity and diversity policy and related issues.

The Equity Adviser Network consists of 3500 trained equity advisers and senior equity advisers around Australia. Equity advisers are available in workplaces to provide information and options for resolving workplace equity and diversity issues, and to support the implementation of equity and diversity initiatives. Discussion with equity advisers is confidential. Equity advisers are provided with the latest information on equity and diversity policy, training and procedures in a number of ways. They include a regular newsletter, the annual Defence Equity Coordinator Conference and Workshop, regional Defence equity coordinator and senior equity adviser meetings, and the DEO website. Senior equity advisers coordinate and support networks of equity advisers.

Key policies and strategies that have been developed and adopted in accordance with the WEDP are:

Annual equity and diversity training, in which all Defence personnel are required to participate. This can be done by either attending a presentation or by completing online training. The DEO has developed an awareness training package, which is available as a PowerPoint presentation that can be used by equity advisers and senior equity advisers to deliver equity and diversity awareness training to their workplaces. Two sessions are available for the online training. The first involves self-paced completion of five modules addressing equity, diversity and unacceptable behaviour. The second session consists of four modules-one that tests staff knowledge of session one, and three dealing with bullying in the workplace. Participants receive a certificate when they complete the modules.
Cultural diversity awareness training, which was created in consultation with Centrelink. It is available as a PowerPoint presentation and in compact disc format to facilitate its use in all Defence units, ships and branches. The WEDP and the Defence Multicultural Policy encourage completion of the training by all Defence personnel.
Sexual orientation awareness training, which is available as an online awareness session and as a PowerPoint presentation accompanied by speaker's notes. The WEDP encourages completion of the training by all Defence personnel.
A guide to equity and diversity in Defence that provides information on equity and diversity principles, including the reasons for their implementation, and outlines the contribution equity and diversity can have on Australian Defence Force capability. The booklet also provides an overview of the Equity Adviser Network and includes contact details.
A Defence multicultural policy which includes an outline of the roles and responsibilities of commanders, managers and all Defence personnel in relation to the policy.
A plain English guide to managing and eliminating unacceptable behaviour in the workplace, which defines unacceptable behaviour and provides an overview of relevant procedures. It is cross-referenced to other relevant policy documents, such as the ADF Sexual Assault Information Pack, and relevant legislation.
A Defence equity advice line, which is available seven days a week, including public holidays, between 0830 and 2100 hours on freecall telephone numbers. The service is available to military and civilian staff, contractors and to family members of Defence staff. Callers do not have to give either their names or locations.

Defence also produces an annual report on equity and diversity. It details the performance of each Service and Group in terms of how they implemented WEDP and DAP actions, and how they met their responsibilities to ensure that the principles and practices of equity and diversity were embedded within Defence.

Recognising that ongoing review and evaluation is critical to continuous improvement, Defence's Inspector-General was tasked in 2001 with the conduct of an evaluation of equity and diversity in Defence. The report of this evaluation, which was issued in March 2002, provided a number of recommendations to improve and complement existing initiatives at the strategic level. The DEO has implemented the majority of practicable recommendations. For example, a needs analysis of equity adviser training has been completed and the training has been reviewed as a result. Recommendations for introducing new initiatives and expanding existing ones that require additional funding are being reviewed.

Key APS Values

The APS provides a workplace that is free from discrimination and recognises and utilises the diversity of the

Australian community it serves. (s. 10(1)(c) of the PS Act)

The APS promotes equity in employment. (s. 10(1)(l) of the PS Act)

The APS is a public service in which employment decisions are based on merit. (s. 10(1)(b) of the PS Act)

The APS provides a fair, flexible, safe and rewarding workplace. (s. 10(1)(j) of the PS Act)

For more information please contact:

BRONWEN GREY
PHONE 02 6265 4677
bronwen.grey@defence.gov.au