Why
plan for Equity and Diversity?
Overview
Diversity in the context of ACT Public Service (ACT PS) Equity and Diversity programs covers gender, age, language, ethnicity, cultural background, sexual orientation, religious belief and family responsibilities. Diversity also refers to the other ways in which people are different, such as educational level, life experience, work experience, socio-economic background, personality and marital status. Workplace diversity involves recognising the value of individual differences and managing them in the workplace.
One of the ACT Public Service’s greatest strengths is the diversity of its people. Successfully managing diversity means creating an environment that values and utilises the contributions of people with different backgrounds, experiences and perspectives. Organisations need to develop people management strategies that accommodate these differences, and recognise the contribution that diversity has in generating new ideas. The concept of equity and diversity includes the principle of equal employment opportunity (EEO). EEO policies address continued disadvantage experienced by particular groups of people in the workplace, including women, Indigenous Australians, people with a disability and people from a non-English speaking background. These policies remain an important foundation for equity and diversity policy.
The ACTPS promotes five key principles for Equity and Diversity:
- 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.
The ACTPS Equity and Diversity Framework and Toolkit
The Equity and Diversity Toolkit is designed to provide up-to-date
information to members of the ACTPS involved in Equity and
Diversity implementation. The toolkit is designed to give
practical guidance and explanation of the Equity and Diversity
Framework. It is a document that supports the development
of agency specific Equity and Diversity plans, as well as
providing guidance on the implementation of those plans in
an agency context.
The Equity and Diversity Framework can be located on the Public
Sector Management website (www.psm.act.gov.au).
The benefits of diversity in the ACT Public Service
Increased innovation
A diverse workforce with a range of backgrounds* and perspectives gives agencies a broader range of ideas and insights to draw on. (*I’ve deleted ‘different’ - see email).
Improved service to clients
A workplace that reflects the Canberra community will understand its clients better, which will lead to improved service. A diverse workplace will have good communication with its clients based on a deep understanding of the needs of the community.
Competitive management practices
Agencies that value and capitalise on employee diversity have productive and fulfilling workplaces that help them attract and retain employees. This leads to savings in recruitment and training costs, as well as maintaining corporate knowledge and expertise.
Psychological injury claims may also decline when there is an increase in the support for diversity within the workforce.
Modelling what we promote
Some ACT PS agencies have a role in promoting principles of equity and productive diversity in their private sector employment practices. It is therefore important that the ACT PS itself demonstrates these principles.
How does equity and diversity fit into agencies?
Equity and diversity strategies help to build the agency’s relationship with the community, enhance the contribution of its employees and improve the quality of its programs, products and services.
The most successful organisations focus on embedding the
principles of equity and diversity in their culture and
management systems. These agencies truly value diversity
and recognise it in every aspect of their business. Diversity
is reflected in their approach to people management, including
performance management. It is a core element in leadership
and reinforced through performance feedback and assessment.