Headline Action 5: Representation

Representation

Introduce a reportable benchmark of 24% for CALD representation in the SES at agency level.

Objective

Reflect the population we serve and throughout the APS to represent diversity cohorts fairly.

Outcomes

There is an increase in the pipeline of CALD employees in SES roles.

The APS reflects and respects cultural diversity at all levels.

Lead

Agencies and the APSC

To effectively represent our multicultural nation and engage regionally and internationally, the APS needs to reflect and look like the people it serves. Australia is rich in cultural, linguistic and racial diversity with half of Australians are either born overseas or have a parent born overseas. Currently the APS as a whole broadly reflects this cultural and racial diversity, but this representation drops significantly at senior levels and it is more heavily concentrated in technical and specialist job families.

The overall policy goal for the APS is to reflect the broader Australian community, including at senior levels.

As noted in the technical discussion regarding data metrics, there is no single metric that is universally accepted as providing a definitive measure of CALD representation. For the purposes of this Plan, we have adopted the measure of ‘First language of employee was not exclusively English’, which is collected in the APSED and allows comparison to the relevant ABS Census measure for the whole of the population.

A whole of population-equivalent, CALD SES’ share using this measure would be achieved at a benchmark level of 24% CALD SES representation. This would imply a substantial increase from current levels, particularly in some departments.

To ensure progress towards 24%, there are 3 interim benchmarks of 13% in the second year, 15% in the fourth year and 17% by the end of the sixth year. These benchmarks are based on one in 4 future SES appointments identifying as CALD, representing population share. This ensures a fixed trajectory towards 24% CALD SES representation.

In terms of the magnitude of change to reach the overall benchmark, we have seen this kind of upward trajectory in achieving gender parity. In 2003-04 women made up 31% of the SES; they now make up 53%. This 22% increase has been achieved through a steady trajectory of an average of 1.2% annually.

The APSC will work through implementation and timing with agencies, including on a practical trajectory to meet this benchmark over time. This will depend on the starting position of each agency, as well as some instances of consideration of workforce composition and broader labour market and location issues.

Practical achievement of this benchmark hinges on meaningful progress against each of the other headline actions. Ensuring cultural safety, strengthening cultural literacy and capability and removing structural barriers are prerequisites to attracting and retaining CALD employees, particularly at SES levels.

Who does the benchmark apply to?

Reporting against the benchmark will be conducted on a whole of APS basis, through the APSED database [13].

Agency by agency reporting will occur for 20 entities (20 lead agencies):

• 16 departments of state.
• ATO, Services Australia, ABS, APSC.

The APSC will track the whole of APS benchmark and agencies will report on their own target.

Agency heads will be accountable for progress towards the benchmark.

[13] Reporting will need to be consistent with First Nations representation targets, and not double-count.