Planning
Overview
Establishing an effective equity and diversity plan and associated programs involves numerous steps that require input from agency heads, senior executives and line managers.
Benefits of
Agency Specific Equity and Diversity Planning
An agency specific Equity and Diversity plan should:
- Support whole-of-Government reporting requirements such as Annual Reporting;
- Ensure compliance with ACT/Commonwealth Equal Employment Opportunity and Anti-Discrimination Legislation;
- Support other business planning, including succession planning, workforce planning, and the implementation of specific plans such as the women’s plan;
- Assist to diminish discrimination, harassment and bullying within the workplace; and
- Enable the benefits of Equity and Diversity to be directly experienced by agencies. These benefits may include:
- A diverse workforce that fosters the full potential of all individuals;
- A happier and more dynamic workforce;
- A more productive workforce; and
- A workforce that reflects the diversity of the ACT community.
There are many different ways an agency specific Equity and Diversity plan can develop – below is only one model.
Stegar and Erwee describe the key components of developing an equity and diversity plan. Their analysis is focused on large organisations, so examples of how the model might be adapted to a small agency have been included.
1. Commitment – leaders commit to ideals, and promote this commitment in the organisation.
Small agency application example – Chief Executive meets with staff and discusses Equity and Diversity priority |
2. Structures – the formation of a ‘diversity council’ to ensure strategic goals of the organisation fit with the ACTPS Equity and Diversity Framework and to oversee the remainder of the steps in the process. These structures are a safe guard against a loss of enthusiasm.
Small agency application example – Equity and Diversity to be a standing item on the agency staff meeting. Determine a staff member who willwhen possibleaction items discussed at the meeting. |
3. Determine climate – examine the organisation to determine current culture regarding Equity and Diversity. This can include such things as cultural audits and workforce profiling.
Small agency application example – Use Annual reporting requirements to provide EEO group data. |
4. Data analysis – analyse data to determine current Equity and Diversity culture, appropriate benchmarks and to refine strategies as required.
Small agency application example – Brainstorm agency specific issues and ideas for addressing problems. Note benchmarks expressed in target group specific plans. |
5. Implementation - Utilising information to inform practice. Determine appropriate actions in accordance with data analysis.
Small agency application example – write and enact plan. |
6. Evaluate - Assess effectiveness. Include in this assessment examination at individual and organisational level.
Small agency application example – Note any differences in organisational attitudes or recruitment since implementation. Discuss with other staff members the effect of the E and D plan on their work. |
7. Maintenance –
examine whether strategies have been effective in achieving
goals. This step approximates steps 3-6 on a constant improving
cycle.
In order to gain the benefits of Equity and Diversity, Agency Equity & Diversity plans should include measures to ensure that:
- the benefits of the policy are available to all agency employees;
- all employees perceive that they are able to contribute to decision-making;
- the diverse skills, cultural values and backgrounds of employees are recognised and used effectively; and
- workplace structures, systems and procedures support employees to balance their work and life commitments effectively by following fair practices and behaviours.
Determining
Climate and Data Analysis
Where are we now?
To develop an effective equity and diversity program, it is helpful to gather information about the agency's current environment. This information forms the starting point for setting the program's objectives. Relevant information might include:
- corporate and business plans;
- a demographic profile of employees (the new HR management information system chris21 may help with data on the diversity of the agency and comparative data);
- any external factors which will affect the organisation during the program;
- assessment of the prevailing culture and business requirements of the agency;
- previous equity and diversity (or EEO) performance; and
- existing human resources policies and practices, such as recruitment and selection practices, anti-harassment strategies and performance management schemes. See the Legal tab for details of current related ACT PS policies.
This information is baseline data that will be used to measure the success of the workplace diversity program.
Assessing
Effectiveness
Assessment framework for workplace diversity programs
The maturity model is the assessment framework chosen by
the ACTPS. For details of the model, please click here.
The ACTPS Equity and Diversity Framework includes five key principles. These are:
- Leaders value and promote Equity and Diversity;
- Strategic and operational plans incorporate Equity and Diversity strategies;
- Attracting and retaining a diverse ACT Public Service;
- Equity in employment practice; and
- Work/life balance.
Agencies are required to determine the ways that these principles are applicable in their organisational environment and to develop their own Equity and Diversity plan. It is important to set out a clear picture of the intended outcomes of the equity and diversity strategies, and to link them to corporate goals. Outcomes could include:
- awareness of, and commitment to, equity and diversity principles;
- recognition of the positive value of a diverse workforce to the agency;
- integration of equity and diversity principles in business and human resources practices and systems; and
- creation of a harmonious and supportive work environment.
Agency
Equity and Diversity Plan Template
This toolkit provides a template for the development of a basic Equity and Diversity plan, designed to give guidance to small agencies. Click here to access the template.
How
will we get there? Developing Strategies
Once the plan's objectives have been agreed, strategies can be developed to help the agency achieve them. Strategies might cover issues identified during the information gathering stage. Strategies should reflect the agency's business and human resource needs. A high degree of consultation will result in more effective strategies. Having a senior executive responsible for workplace diversity can be helpful, as demonstrated support and consistent modelling of workplace diversity principles by senior executives is essential to the success of any program.
Strategies need to be realistic and, where possible, measurable. It can be useful to tie the strategies to the agency's existing accountability processes, such as consultative mechanisms, staff surveys and performance agreements. Workplace diversity measures need to be built into business plans and accountability frameworks.
Even though strategies will vary between agencies, each should cover:
- Preventing discrimination;
- Valuing and utilising the diversity of employees;
- Balancing work and family responsibilities; and
- Eliminating disadvantages for EEO groups.
The equity and diversity plan must also include performance indicators, ideally for each objective or strategy. These indicators will help monitor the success of the program. It is best if they are simple, easy to measure and if there is a clear process for monitoring and evaluating the indicators.