Documente Academic
Documente Profesional
Documente Cultură
D V ER S TY
M A N A G I NG DI V E R S I T Y I N T H E DE PA R TM E N T
O F E D U C AT I O N , T R A I N I N G A N D E M P L O YM E N T
November 1999
Project Manager,
Managing Diversity,
Department of Education,
M a n a g i n g
F O R E W O R D
The Department of Education, Training and The potential benefits of Managing Diversity
Employment welcomes the state government’s include increased employee and client
(EEO) by promoting an inclusive and vibrant Your attention to this booklet will greatly help
organisational culture which recognises, values in our attempts to enhance the workplace.
D i v e r s i t y
c o n t e n t s
Introduction .................................... 1
i
The government’s commitment to promoting
n
workplace diversity is outlined in the Managing
t
Diversity - People Mean Business strategy
r
developed by the Office for the Commissioner
o
for Public Employment (OCPE). This initiative
d
government departments.
u
Your manager, principal or director has a copy
c
of this government strategy.
t
In response, our department
i
has developed this information
o
booklet to encourage your
involvement in successful
n
implementation of the strategy.
1
W h at i s M a n a g i n g D i v e r s i t y ?
ment as well as making the most of the talent inside our organisation.
“ Managing Diversity
Implementation involves creating an inclusive environment that wel-
must become a fundamental comes and values the talents and contributions of people of different
management philosophy that environment begins with a foundation of sound anti-discrimination policies
is integrated into all of our tapping into the diverse talents and perspectives of employees include
The Managing Diversity initiative relates to a range of state and federal Equal
Opportunity Acts with which the department as an employer and as a public sector
fairness and equity and to eliminate direct and indirect discrimination in employment.
“ One of the outcomes of
In particular:
this initiative will be improved
★ the Public Sector Management Act (SA) 1995 requires agencies to use diversity
data collection systems to enable
to advantage in their workforces. All employees should have equal opportunities
to secure promotion and advancement in their employment as well as reasonable more accurate measurement of the
avenues of redress. Agencies must treat all employees fairly and consistently,
employees or persons seeking employment on any grounds, and must base all
★ the federal Disability Discrimination Act 1992 (DDA) has a broad definition of disability. It makes discrimination on the grounds
of disability unlawful and requires employers to make reasonable adjustments for employees with disabilities.
3
G oa l 1 Vibrant and inclusive culture
its workforce.
“ To value our
ment to the diverse community of South Australia. The department’s
we must value and celebrate Good business practice recognises that there is a direct relationship
in management is
★ Client satisfaction
quality management.
”
Cynthia O’Neil
competencies
5
G oa l 2 Focus on leadership in diversity
“ Diversity at all
Systems to accurately describe current staff diversity are needed to
levels of the organisation enable accurate comparisons between the staff profile and the
an important principle of
ACHIEVEMENT INDICATORS
● women
respecting one another.
”
John Hunter
● Aboriginal and Torres Strait Islander people
effects addressed.
the department
7
G oa l 3 Welcoming environment
and Training
★ A reasonable adjustment policy is in place for people
with disabilities
to relevant assistance
in the workplace
9
views of successful implementation
Chief Managers
Clients
Executive and staff
10
k e y d e f i n i t i o n s
Ggooa
allss are the objectives the department needs to achieve for successful implementation of the Managing
Diversity initiative. There are three major goals in the department’s plan.
RRaattiio
onna
a llee describes the reason and context for each goal. In particular the rationale explains the
links to the principles of merit and equity.
Aacch
hiiee v
veem
meen
ntt i Inn
ddi ci a
ctao
trosr are best practice performance measures to be achieved over
time. The indicators are designed to provide practical examples to assist in the measurement of the merit and
equity principles throughout the department.
meerriit
M t an
ndd eEqquui t
ity yp r
P irnicni c
p il p
e sl: Merit and Equity principles underpin the
Managing Diversity strategy.
Merit is about the most competent person being selected for the job.
Equity means fairness and impartiality, but not necessarily treating everyone in the same way. If you treat
everyone the same, you may not be treating them fairly.
11
For more information please visit the Diversity
website at w w w . d i v e r s i t y . n e x u s . e d u . a u
Sarah Marshall
Managing Diversity, Human Resources
Department of Education, Training and Employment
11th Floor, 31 Flinders Street, Adelaide SA 5000
Telephone: (08) 8226 1170
12