Headline Action 3: Leadership and management

Leadership and management

Build APS Leadership through embedding cultural capability training and sponsorship of CALD employees. 

Objective

Enable people to make a full contribution and empower them to fulfil their potential.

Outcomes

We have the cultural capability to lead and manage culturally diverse teams effectively and demonstrate we are a model employer.

Our advice and decision-making reflects greater diversity of thought and innovation which strengthens our capability to do our job domestically and our international influence.

Lead

Agencies with support from APSC.

Cultural diversity enhances our creativity, innovation and productivity in problem solving and our judgement in decision-making, which in turn has productivity dividends. Currently, the skills and talent of CALD employees is not being harnessed to the full advantage of the APS. The lack of recognition and knowledge around how to best use the unique attributes of CALD employees means that these skills and experience are not being used to serve the broader community.

A baseline for achieving this is through the 2 part multicultural capability uplift program that will be available APS-wide [12]. Part one of the program will be available for all staff to complete through APSLearn. It focuses on growing cultural awareness and applying it in the workplace. Part 2 of the program will target leaders (APS 6 to SES). Its focus is on how leaders can attract, recruit and develop multicultural teams, support career progression of CALD employees and build an inclusive workplace culture.

We also need to give our employees what they need to flourish and progress through the APS. Feedback and data indicate that there are structural barriers that impede CALD employees’ progression through the APS. The western leadership model does not recognise other leadership styles and therefore, by default, is exclusive. Agencies need to demonstrate how they are building and empowering their leaders and managers’ cultural capability to lead and foster culturally diverse teams effectively.

To address CALD employees’ advancement barriers, agencies will need to implement initiatives like discussion panels showcasing different leadership styles, sponsorship programs, and mentorship/buddy systems. The underpinning principle for such initiatives is for 2 way learning: to uplift manager and leader cultural knowledge and provide active career support and mobility opportunities for CALD employees. The APSC can connect sponsors across agencies through its support for the APS-wide Interagency CALD SES Champions Network.

Agencies could support managers, through guidance on conversation starters, to:

• undertake self-reflection and develop their own cultural awareness and literacy.
• have open conversations with individual team members about leadership, working style, and their communication preferences.

Building our appreciation and understanding of diverse perceptions, worldviews and approaches will strengthen our capability in decision-making and delivery.

[12] The multicultural capability uplift program has been developed as part of the MOSAIC project. MOSAIC: Multicultural Organisation – Staff Awareness, Innovation and Capability.