Diversity Employment Plan

Transcription

1 Diversity Employment Plan Date approved: 16 June 2014 Date plan will take effect: 1 July 2014 Date of next review: June 2015 Approved by: Custodian title and address: Responsible Division: Supporting policies, plans and programs Contact: Contents Executive Managers Russell Jones General Manager People & Safety Russell_Jones@megt.com.au People & Safety 2014 Strategic Plan Introduction to Diversity e-tutorial EEO & Diversity Policy The SAFE Files Equal Opportunity in Employment (elearning course) Privacy Policy Code of Conduct Unacceptable Workplace Behaviour Guidelines Recruitment & Selection Policy Reconciliation Action Plan Indigenous Australians Policy MEGT Staff Enterprise Agreement Working from Home Policy Employee Assistance Program Policy MEGT (Australia) 29 Ringwood St Ringwood VIC 3134 (03) Introduction 2. Purpose 3. Definitions 4. Strategies and actions MEGT Diversity Employment Plan Page 1 of 8

2 1. Introduction A diverse MEGT workforce makes good business sense, not just for MEGT as an organisation but also for our clients and stakeholders as well as for the people who work within MEGT. A diverse workforce means a broader range of perspectives, skills and experiences that will enable increased creativity and problem-solving, build synergy in teams and increase productivity. A workforce that reflects the diversity of the communities we serve means that we will be able to better understand the needs of our clients, and will be able to attract and retain staff from a broader base. As well as being congruent with our corporate vision, mission, goals, values and strategic core drivers, a diverse MEGT workforce is also the right thing to do, both legally and ethically. 2. Purpose The purpose of this Diversity Employment Plan is to provide the framework for actions and accountabilities which will embed the principles of equity and diversity throughout our organisation initially in all new policies, procedures, learning and development activities, recruitment and selection activities - so that it is accepted as the way we do business. 3. Definitions This is not intended to be a comprehensive list of definitions, rather an explanation of some of the most relevant terms in use, particularly within this initial Diversity Employment Plan. Aboriginal and Torres Strait Islander people Bullying Disability Discrimination Diversity Diversity groups Equal Employment Opportunity Equity Harassment Reconciliation Action Plan (RAP) The original inhabitants of mainland Australia and the Torres Strait Islands and the term preferred by Reconciliation Australia Repeated and unreasonable behaviour directed towards a person or group of people that creates a risk to health and safety The Disability Discrimination Act 1992 contains a legal definition of disability, distilled to: a condition which restricts a person s mental, sensory or mobility functions When someone is treated unfairly or unequally because they happen to belong to a particular group of people or have a particular characteristic Recognising, respecting and valuing people s differences This initial plan focuses on the following diversity groups: Aboriginal and Torres Strait Islander people people with disabilities Making sure that everyone has equal access to available employment by ensuring that workplaces are free from discrimination and harassment, and by providing additional support that may be required The principle of fairness for all - however treating people equitably does not mean treating all people the same; sometimes we need to do things differently to ensure that someone receives fair treatment Any uninvited or unwelcome behaviour that is reasonably likely to offend, humiliate or intimidate another person A business planning tool containing actions to build strong relationships and enhanced respect between Aboriginal and Torres Strait Islander people and other Australians MEGT Diversity Employment Plan Page 2 of 8

3 4. Strategies and actions As this is MEGT s first Diversity Employment Plan, our focus for the first year is on a two-pronged approach: 1. to fully understand our current position by gathering and analysing benchmark data whilst, at the same time, 2. starting a comprehensive and systematic review of all policies, procedures, learning and development activities, and recruitment practices to embed the principles of diversity. It is only by fully understanding our current position that we can make informed decisions about priorities for improvement, based on corporate goals, divisional key performance indicators and contractual obligations. Developing credible baseline data will also enable us to monitor our progress and identify trends. Strategy 1: Gather relevant data to develop benchmarks Actions Performance indicators Accountabilities Timeframes 1.1 Survey employees to gather diversity data Survey all corporate staff and apprentices/trainees (apprentices) via Aurion and Survey Monkey and analyse the results to establish MEGT s current position in relation to the employment of people from diversity groups Aurion s capabilities examined for corporate staff, survey designed and implemented Survey Monkey s capabilities examined for apprentices, survey designed and implemented (People & Safety Division), RMS (Recruitment & Management Services Division) Sep/Oct 2014 Oct/Nov 2014 Results collected, analysed and shared 1.2 Review forms for new and departing staff/apprentices Review forms for new and departing staff/apprentices eg induction forms, site induction checklists, exit questionnaires, etc to ensure they are appropriate to the needs of people from diversity groups, as well as gather relevant and useful information Forms reviewed and changes made Relevant staff notified of changes and reasons, RMS Dec 2014, RMS/IATN (Indigenous Apprenticeship & Traineeship Network) Dec 2014 Strategy 2: Ensure that MEGT workplaces are supportive environments for a diverse workforce Actions Performance indicators Accountabilities Timeframes 2.1 Ensure support of CEO and General Managers Gain agreement of CEO and GMs to support the aims and actions of this Diversity Employment Plan Agreement and support discussed and documented at Executive Management meeting CEO, June 2014 MEGT Diversity Employment Plan Page 3 of 8

4 2.2 Examine policies and procedures Ensure all new policies and procedures incorporate diversity principles and provisions and all current policies are reviewed in line with the policy review schedule to identify those that can be improved to welcome and better support people from diversity groups, particularly Aboriginal and Torres Strait Islander people and people with disabilities 2.3 Examine position-related documents Examine position descriptions to ensure: selection criteria support workplace diversity ie are not unconsciously discriminatory duties focus on what needs to be done rather than how it should be done (so as not to exclude people with disabilities who may have to do things differently) each ends with a genuine statement in support of workplace diversity. 2.4 Examine job advertisement templates Ensure that all job advertisements contain a statement that explicitly and genuinely welcomes applications from people from diversity groups, with a special emphasis on Aboriginal and Torres Strait Islander people and people with disabilities 2.5 Develop a compulsory online tutorial for staff on selection panels Develop an online tutorial for all staff involved in selection panels to ensure full awareness of: unconscious bias flexible interviewing techniques additional support that may be required particularly for Aboriginal and Torres Strait Islander people and people with disabilities work-related modifications and services that may be required for people with disabilities to undertake the job All new policies and procedures incorporate diversity principles All current policies and procedures examined according to existing policy review schedule and any necessary improvements made to ensure there is no unconscious bias Training undertaken by relevant staff One-pager of tips and a corporate support statement developed for staff writing position descriptions, and uploaded to intranet Current position descriptions examined and amended according to existing review schedule Job advertisement templates for corporate staff and apprentices examined and amended Online tutorial developed with links to supporting resources Staff immediately affected advised and tutorial completed Feedback obtained and actioned Ongoing, RMS/IATN Nov 2014 Jun 2015, RMS/IATN Jun 2015 Jun 2015 MEGT Diversity Employment Plan Page 4 of 8

5 2.6 Examine MEGT s enterprise agreement for consistency with diversity goals Examine the MEGT Staff Enterprise Agreement to identify how to better reflect MEGT s workplace diversity objectives 2.7 Include images of people from diversity groups in MEGT s corporate promotional materials Have high-quality images of people from diversity groups available to use on the intranet and website, and to include in new promotional materials 2.8 Further develop MEGT s EO Contact Officers Network Further develop the national network of Equal Opportunity Contact Officers by: filling vacancies training Contact Officers raising the profile of the role and the various people undertaking the role. 2.9 Include diversity in all induction sessions Ensure that OneMEGT workshops include MEGT s commitment to workplace diversity and associated business benefits 2.10 Educate supervisors and managers about MEGT s Employer Assistance Program (EAP) and availability of managerassist Promote the availability of MEGT s EAP to supervisors /managers so they can pass information on to their staff, use it themselves, or use managerassist to help with strategies and options to implement MEGT s policies 2.11 Maintain a consolidated Equal Opportunity & Diversity page on the intranet Develop and maintain a consolidated Equal Opportunity (EO) & Diversity page on the intranet, with relevant and appropriate information, resources, good news stories, links etc MEGT Staff Enterprise Agreement examined and flexibilities recommended for EBA High resolution images of people from diverse backgrounds working in relevant occupations sourced and included in MEGT s image library Appropriate images of people from diverse backgrounds used on intranet, website, and considered for use in new promotional materials EO Contact Officers recruited and trained Role and Contact Officers promoted on intranet and within offices Quarterly network meetings held OneMEGT workshop PowerPoint slides and speaking notes expanded to include MEGT s commitment to workplace diversity and associated business benefits Availability of EAP and managerassist promoted on intranet Equal Opportunity & Diversity site developed and maintained with interesting and relevant information and resources Jun 2015, Marketing Nov 2014, Marketing Nov 2014 Jun 2015 Sep 2014 MEGT Diversity Employment Plan Page 5 of 8

6 2.12 Regularly (at least quarterly) promote diversity on the intranet Use Weekly Rewind and People & Safety News to promote the intranet page and share in a low-key, business-as-usual manner ie not badged as diversity a variety of news stories, resources, upcoming events, etc Launch MEGT s first Diversity Employment Plan International Day of People with Disability (3 Dec) provides a logical opportunity to launch the plan and celebrate our successes, especially as: many actions in this first plan will be well underway the results of the employee surveys will have been analysed we will have a professional intranet presence. Diversity-related information and activities - particularly good news stories celebrating our successes - promoted via Weekly Rewind Launch event arranged in Ringwood, similar to that for the launch of the Reconciliation Action Plan launch by CEO, possibly with guest speaker Launch used as promotional opportunity both internally and externally Aug Dec 2014, Marketing 3 Dec Monitor diversity progress quarterly Monitor the quarterly progress of the implementation of the Diversity Employment Plan at Executive Management meetings Progress against plan monitored quarterly at Executive Management meetings Sep & Dec 2014, Mar & Jun Report on diversity progress annually Report on the annual progress of the implementation of the Diversity Employment Plan at MEGT Board meetings Report to Board annually on the progress of the plan Jul 2015 Strategy 3: Prepare the way to increase the number of Aboriginal and Torres Strait Islander people employed by MEGT Actions Performance indicators Accountabilities Timeframes 3.1 Connect with local Indigenous communities/networks Connect with local Indigenous communities/networks to promote job opportunities within MEGT both corporate and apprentice/trainee Ongoing relationships developed and maintained with key Indigenous communities Protocols and tips for meaningful engagement with Indigenous communities developed, uploaded to intranet and promoted to staff, RMS Dec 2014 & ongoing, RMS/IATN Nov Advertise corporate vacancies in targeted Indigenous media Advertise vacant positions in targeted Indigenous media eg OurMob.com.au, the Koori Mail and local noticeboards (Indigenous community, schools & TAFE) Vacancies advertised in a variety of Indigenous media and outcomes assessed for effectiveness Dec 2014 & ongoing MEGT Diversity Employment Plan Page 6 of 8

7 3.3 Adjust the corporate recruitment process for Indigenous applicants (if required) Identify appropriate flexibilities and incorporate into the recruitment process for Indigenous applicants, to be available when required eg having an Indigenous employee (trained in the selection process) on the panel, supplying an explanation of the recruitment process, inviting applicant to bring a support person 3.4 Adjust the corporate induction process for Indigenous new starters (if required) If appropriate, incorporate flexibilities into the induction process for Indigenous new starters eg spend more time explaining the local area as well as familiarising them with the office and introducing them to other staff; ask if there is anything you can do to help them settle in - is a buddy appropriate, would shadowing an experienced staff member during the first week help? Think about co-workers would they benefit from cultural awareness training? Checklist of available flexibilities developed and available on the intranet One-page overview of MEGT s recruitment process developed and available on the intranet Availability of resources promoted to potential users Checklist of available flexibilities and considerations developed and available on the intranet to guide supervisors and managers, along with an explanation of the need to use experience and empathy to gauge the appropriateness of treating someone differently when it may not be welcomed Jan/Feb 2015 Strategy 4: Prepare the way to increase the number of people with disabilities employed by MEGT Actions Performance indicators Accountabilities Timeframes 4.1 Leverage MEGT membership of AND, the Australian Network on Disability Participate fully in AND events, share learnings with other members, access support and advice from AND staff AND membership maintained, networking events attended, resources accessed and support sought when required Jul 2014 and ongoing 4.2 Connect with local disability employment specialists, possibly via the National Disability Recruitment Coordinator (NDRC) As MEGT has 100+ staff, the NDRC can coordinate our contact with local disability employment specialists and provide additional support and training at no cost Research undertaken and meetings set up to determine if this is the most workable option for MEGT Aug Organise face-to-face disability awareness training for all People & Safety staff Organise with the National Disability Recruitment Coordinator (NDRC) to deliver a two-hour training session on disability awareness to all People & Safety staff Training session scheduled and delivered, National Disability Recruitment Coordinator (NDRC) Oct 2014 MEGT Diversity Employment Plan Page 7 of 8

8 4.4 Develop information on work-related modifications and services Develop information on the purpose and range of work-related modifications and support services, and how to access them 4.5 Adjust the corporate recruitment process for applicants with disabilities (if required) Identify appropriate flexibilities and incorporate into the recruitment process for applicants with disabilities to be available if required eg ask in advance what we can do to assist or make the process easier, in some cases simple information to explain the selection process might help, invite applicant to bring a support person 4.6 Adjust the corporate induction process for new starters with disabilities Incorporate flexibilities into the induction process for new starters with disabilities, that can be used if appropriate eg spend more time explaining the local area, familiarise them with the office, ask open questions like what else we can do to help them settle in, ask if a parking spot is needed, introduce them to other staff, and check what personal emergency evacuation procedures may be required. Think about coworkers do they need to know any details (balancing privacy with practicalities and maybe the need for permission)? 4.7 Celebrate International Day of People with Disabilities (3 December 2014) and launch this Diversity Employment Plan In the lead-up to 3 December: encourage staff to celebrate International Day of People with Disabilities and connect with local service providers investigate whether MEGT can adopt a charity relating to disability so that staff can donate and MEGT will match donations highlight activities on the intranet Information developed, uploaded to the intranet and highlighted via Weekly Rewind Checklist of available flexibilities developed and available on the intranet Checklist of available flexibilities and considerations developed and available on the intranet to guide supervisors/managers, along with an explanation of the need to use experience and empathy to gauge the appropriateness of treating someone differently, when it may not be welcomed. International Day of People with Disabilities promoted along with ideas for support Good news stories identified and shared Ends MEGT Diversity Employment Plan Page 8 of 8