CALD Inclusive Leadership Guidance

Statement of leadership to support cultural diversity

As part of our stewardship, we commit to:

• Uphold human rights and obligations under the Racial Discrimination Act 1975, Work Health and Safety Act 2011 and the Public Service Act 1999 in our words and actions.
• An SES cohort that reflect the multicultural diversity of Australia.
• Lead with cultural capability, modelling inclusive behaviour and language. 
• Foster genuine partnerships with CALD people to co-design policies, processes and service delivery functions. 
• Demonstrate cultural literacy by understanding and embracing the richness of a diverse SES cohort.
• Build a CALD inclusive workplace to create an environment of cultural safety and inclusion.
• Strengthen the foundation of respect to cultivate a sense of acceptance, community and belonging.

CALD Inclusive Leadership Guidance

The expectations of SES leaders are expressed in legislation and frameworks which articulate the values, behaviours and capabilities.
The CALD inclusive guidance supports SES leaders to be more CALD capable and inclusive:

Create culturally inclusive environments

• Lead and foster positive relationships
• Develop a psychological safety skillset and cultural awareness
• Enable a culture of psychological safety and stewardship
• Celebrate diverse cultures by sponsoring workplace events
• Embrace reverse mentoring from CALD people
• Seek out opportunities for structured immersive cultural experiences

Advocate the value of difference

• Invite and encourage different perspectives
• Model and supporting others to challenging the status quo
• Engage with curiosity and humility
• Listen and get to know diverse team members

Learn everyday

• SBS Inclusion Program
• MOSAIC Part 1 & 2
• Anti-racism and unconscious bias training
• CORE Cultural Capability program
• Bystander/Up-stander training
• Reading widely
• Embrace immersive opportunities
• Australian Human Rights Commission Anti-Racism training

Demonstrate transparency and responsiveness

• Support transparent and safe reporting
• Training Contact Officers, advertising who they are, reporting rends and usage while protecting privacy
• Partnering with CALD people to co-design policies and processes
• Providing trauma-informed Grievance Processes
• Investing in and promoting CALD Networks
• Encouraging and supporting CALD staff to self-report both their status and any concerns

Developing CALD inclusive leadership is inextricably linked to the current frameworks and expectations of SES leadership, notably:

Secretaries Charter of Leadership Behaviours - DRIVE

Dynamic, Respectful, Integrity, Value others and Empower

APS Leadership Capability Framework VICEED

Visionary, Influential, Collaborative, Delivers, Enabling, Entrepreneurial

APS Values

as set out in the Public Service Act 1999 Impartial,Committed to Service, Accountable, Respectful, Ethical and Stewardship