Lived experience of employees
We have heard positive and negative examples of CALD employees’ experience from a wide range (in size and function) of agencies. There were common themes to the experience across all consultations.
CALD Australians feel a strong commitment to Australia, its interests and to the APS and are keen to contribute their best. CALD peoples’ diverse views and ways of working are seen as having the potential to make a positive contribution to the work of government.
Alongside this positive sentiment and willingness to contribute, many people told us of their difficulties in having their skills and experience valued in their roles and through recruitment processes. We also heard about bias, stereotypical assumptions and racism impacting on CALD employees’ experience in the workplace.
The consultation highlighted that the APS could better use the knowledge and experience of CALD employees. Lower levels of advancement by CALD employees, and challenges, including the need to eliminate discrimination and racism must be an ongoing focus so the APS can fully benefit from the diversity of the workforce.
Throughout the consultations, the qualitative feedback indicated that the lived experience for some CALD employees can be very difficult. There is a widespread sense of concern that there remain systemic inequities that are generally not visible to non-CALD employees, as well as instances of racism and discrimination.
As noted in the consultation paper, this represents a serious challenge. The APS is not, in all cases, meeting the basic responsibility of providing a fair and safe workplace where people with diverse cultural heritage can bring their full selves to work. We are not harnessing the skills and experience of our existing CALD employees, and not presenting a welcoming environment to prospective employees. These findings were corroborated through the submissions to the public consultation process.
“Being a model employer involves a workplace that is not only free from racism and discrimination, but actively opposes them through concrete measures.”
“Institutional processes and systems currently take a narrow view of existing norms with regard to recruitment, promotion and recognition processes.”
“Exposure to other cultural and racial differences would help tolerance and understanding.”
“Understanding of privilege and impact can have flow on benefits including acceptance and even welcoming of different approaches and perspectives.”