Corporate publicationsWorkplace Diversity Plan 2003-2006Diversity StatementThe Administrative Appeals Tribunal is committed to creating a working environment that values and utilises the contribution of its employees and members from diverse backgrounds and experiences. This Workplace Diversity Plan recognises that all people have different qualities, skills, qualifications, experience and attitudes to work, and that valuing and making the most of these differences can improve the workplace for individuals and enhance the overall performance of the Tribunal. Garry Downes What is Workplace Diversity?The principles of workplace diversity, consistent with the Tribunal’s Charter, are to:
Workplace Diversity relates to gender, age, language, ethnicity, cultural background, disability, sexual orientation and religious belief. Diversity also refers to the myriad ways we are different in other respects such as educational level, job function, socio-economic background, personality profile, geographic location, marital status and whether or not one has family or other carer responsibilities. Diversity is the quality of being different and unique. The Tribunal values diversity by recognising and respecting each individual’s unique attributes. The Tribunal will manage diversity by creating and sustaining an environment where everyone can achieve his or her potential. Workplace diversity maintains the basic principles of Equal Employment Opportunity (EEO) in the Australian Public Service (APS). To that end, Workplace Diversity Plans include measures to address employment- related disadvantages of women, Aboriginal and Torres Strait Islander people, people of non-English speaking background and people with disabilities. The APS has been concerned with procedural fairness and legal compliance with a resulting emphasis on redress and correction, largely through recruitment and promotion actions. Workplace Diversity policies now aim to go beyond actions such as rectifying disadvantage and correcting the past. Workplace Diversity in the Administrative Appeals TribunalIts PeopleThe Tribunal will respect and make best use of the diverse talents of individuals, and work towards building good working relationships. It will ensure that action is taken to eliminate discrimination and employment-related disadvantages. Measures will continue to be taken to enable women and people in designated groups to be employed through our staff selection processes that are based on merit. The Tribunal will ensure that its workplaces will be free from unlawful discrimination and harassment in any form. It will maintain appropriate standards of ethical behaviour, conduct and performance. By valuing workplace diversity the Tribunal benefits by:
The CommunityThe Tribunal aims to provide fair, impartial high quality and prompt review of decisions brought before it by individuals, regardless of their cultural or other background. To increase the effectiveness of its dealings with the public, the Tribunal will communicate with applicants, their representatives and with government agencies in a friendly, focussed and constructive way. The Tribunal’s public face is its people who have skills, abilities, experience and qualifications that are recognised and valued. These attributes include:
Members and staff of the Tribunal liaise with many sectors of the community. Continued understanding and communication with diverse community groups is important to monitoring service levels and making improvements where required. The skills and qualifications of its people reflect the diversity of the Australian community and help the Tribunal to provide the highest quality service to the Australian public. Applying the Principles of Diversity in the WorkplaceThe Tribunal aims to apply workplace diversity principles through the following actions:
Roles and ResponsibilitiesIndividual ResponsibilityThe Tribunal aims to create an environment where all staff and members can achieve their potential. It is everyone's responsibility to help achieve this goal and to understand the Tribunal's responsibilities under the relevant legislation. Members and staff of the Tribunal are to uphold workplace diversity initiatives, regardless of their work area, classification, background, qualifications, skills or other characteristics. They must also treat colleagues and the public with courtesy and respect and neither discriminate nor harass colleagues or members of the public. Where performance appraisal processes and agreements are in place, the commitment and contribution that employees make will be included as an appraisal assessment criterion. RegistrarWithin the Tribunal the Registrar is responsible for:
Manager, Corporate SupportThe Manager Corporate Support is responsible for the overall co-ordination of the Plan in the Tribunal. In addition there are certain reporting requirements imposed by the Australian Public Service Commission under the Public Service Act 1999. The Manager, Corporate Support also has a responsibility to ensure that the Tribunal’s Diversity Contact Officers (see below) receive appropriate information, professional development and support to enable them to undertake their various responsibilities effectively. Members, Managers and Team LeadersMembers, managers and team leaders have responsibilities beyond their individual responsibilities. They should encourage a work environment that is conducive to the acceptance and implementation of workplace diversity principles and practice. This responsibility includes acknowledging positive behaviour and contributions to diversity management and dealing with inappropriate workplace behaviours if they arise. (Managers include the Registrar and Assistant Registrar, District and Deputy District Registrars and Principal Registry Managers.) The Workplace Diversity CommitteeThe Committee:
Diversity Contact OfficersThe Diversity Contact Officers assist the Workplace Diversity Committee in its work. It is their role to promote diversity principles and practices in each of the District Registries and to ensure that members and staff adhere to the principles of EEO and Diversity. They should also gain an understanding of the workplace diversity needs of Tribunal staff and help all staff to be aware of workplace diversity issues. Relevant LegislationThe following legislation applies and places particular responsibilities on the Tribunal in relation to diversity issues.
ResourcesCentrally provided funding will assist in the development and support of workplace diversity issues including:
ReportingAll managers are to report to the Committee by 30 May of each year on issues including:
These reports can then contribute to internal and external recognition and reporting processes in the Tribunal. Information and SupportA number of policies have been established that support this strategy and are available from the Tribunal’s Intranet site, the Human Resource Section in Principal Registry or from your local Diversity Contact Officer. These policies include:
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