Policy Number: 019 Equity and Diversity November 2014

Transcription

1 Policy Number: 019 Equity and Diversity November 2014 TRIM Ref: TD14/83

2 Policy Details 1. Owner Manager, Business Operations 2. Compliance is required by Staff, contractors and volunteers 3. Approved by The Commissioner 4. Date created November Date of this review N/A 6. Next review due November Driver Government Sector Employment Act References Government Sector Employment Act 2013 Anti-Discrimination Act 1977 Mental Health Commission of New South Wales Community Relations and Principles of Multiculturalism Act 2000 NSW Disability Services Act 1993 NSW Carers (Recognition) Act 2010 Commonwealth Disability Discrimination Act 1992 Business Services Coordinator who monitors changes to legislation, 9. Contact Officer/Maintained by policies and procedures and recommends any amendment to the Equity and Diversity Policy 10. Search terms Equity, diversity, disability 11. Compliance assurance method By incident monitoring 12. Policy Document location TRIM FOLDER 14/2 - TRIM Ref: TD14/83 Policy The Mental Health Commission of NSW is committed to building a workplace that is fair and equitable and reflective of the diversity of the NSW community. Workforce diversity provides the Commission with a broader range of skills, insights and experiences to inform decision making and mental health reform policy development and implementation. The Commission is committed to: ensuring that staff and contractors are selected for positions on merit; providing equitable access to employment, professional development and workplace participation for people who are under-represented in the workforce; and ensuring that the Commission workplace is free from all forms of discrimination. Consistent with the requirements of the Government Sector Employment Act 2013, and the Anti-Discrimination Act the Commission has integrated workforce diversity strategies within its workforce planning. Workforce diversity at the Commission includes, but is not limited to, experience of mental health illness, gender, cultural and linguistic background, Aboriginal people, people with a disability, age, carer/family responsibilities, sexual orientation and socio-economic background. This policy is consistent with the following legislation: Community Relations and Principles of Multiculturalism Act 2000 NSW Disability Services Act 1993 NSW Carers (Recognition) Act 2010 Commonwealth Disability Discrimination Act The Commission s staff, contractors and volunteers will comply with the Equity and Diversity Policy. 1 The requirement for EEO Management Plans, as set out in Part 9A of the Anti-Discrimination Act 1977, is repealed by the Government Sector Employment Act 2013 (GSE Act). All workforce diversity requirements that are specific to the government sector are now set out in the GSE Act. However, agencies must still comply with the other (general) obligations of the Anti-Discrimination Act TRIM Ref: TD14/83 2

3 Procedure The Commission s staff, contractors and volunteers will: Foster and promote a work environment that is inclusive and reflects the significant diversity within the NSW community. Business Services Coordinator will: Collect and record information on the diversity of staff, contractors and volunteers of the Commission from recruitment documentation Prepare a statement on the representation and distribution of Commission staff, contractors and volunteers in the selected diversity groups at Appendix A and workforce diversity achievements and proposed key workforce diversity strategies on a triennial basis for the Annual Report. Manager, Business Operations will: Manage the development of the diversity extract for the Annual Plan on a triennial basis. Commissioner will: Approve the diversity extract for the Annual Report on a triennial basis Ensure that workforce diversity is integrated into workforce planning at the Commission. Further Guidance and Resources Resources and advice are available on the Public Service Commission website at: TRIM Ref: TD14/83 3

4 Appendix A: Workforce diversity benchmarks and targets Workforce diversity benchmarks and targets for NSW Government agencies, including the Commission, under the Government Sector Employment Act 2013 are as follows: Diversity Group Benchmark/Target Aboriginal and Torres Strait Islander Target 2.6% by 2015 Women Benchmark 60% People with a disability requiring workplace adjustment Target 1.5% by 2013 People whose first language was not English Benchmark 19% Aboriginal and Torres Strait Islander In 2007 and 2008, the Council of Australian Governments (COAG) set six targets for closing the disadvantage gap between Aboriginal and non-aboriginal people. One of those targets is to halve the gap in employment outcomes between Aboriginal and non-aboriginal people within 10 years. As part of the COAG agreement, the NSW Public Sector is committed to meeting a target of 2.6% Aboriginal employment within the public sector by Women The NSW Public Sector aims to maintain women s representation at 60%. In addition, the NSW Public Sector is also aiming to increase the representation of women in senior positions to 35%. Also, the NSW Public Sector is aiming to increase the number of women employed in non-traditional occupations, especially engineering and trades, to 20%. Disability As the state s largest employer, the NSW Public Sector has the opportunity to demonstrate leadership in improving employment opportunities for people with a disability. The NSW Public Sector aims to increase the employment of people with a disability requiring workplace adjustment to 1.5% by Source: Public Service Commission website, 31 October 2014 End document TRIM Ref: TD14/83 4

5 Policy Number: 019 Equity and Diversity 5