Next steps and conclusions

The APS is striving to be a more diverse public service, with employees from a multiplicity of backgrounds and identities, better reflecting and representing the community we serve. The APS is striving to be a more inclusive public service, where all employees feel valued, respected, are able to contribute their perspectives; and have equality of access to opportunities and resources within the workplace.

Increasing diversity and inclusion in the APS is about much more than meeting employee representation targets. Striving towards a more diverse and inclusive APS is about understanding and valuing the experiences of APS employees. We must recognise and acknowledge the discrepancies that exist in the APS for employees who identify with different diversity groups, and set actions in place to address these issues.

The APSC sets the strategic direction for diversity and inclusion across the APS, and provides subject matter expertise and guidance to support agencies to prioritise and implement actions to increase their diversity and inclusivity. We also undertake targeted diversity and inclusion projects, working to build diversity and inclusion capability and embed inclusive practice across the APS. The APSC is responsible for collecting diversity and inclusion data, and monitoring and reporting on APS diversity and inclusion progress.

This inaugural Diversity and Inclusion report draws together qualitative and quantitative perspectives on APS diversity and inclusion, to support HR and workforce planning practitioners, those working in the diversity and inclusion space and those who are interested in Diversity and Inclusion issues to understand the current state of diversity and inclusion in the APS. Future diversity and inclusion reports will continue to tell the story of change, as the APS works towards the vision of an inclusive and safe Australian Public Service that understands and reflects the diversity of the Australian community it serves.