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Policies and Procedures: Recruitment

Aboriginal Human Resources Development Plan 2012-2017

0

Type: Guidelines
PD Number: PD20090388
Status: TAFE POLICY UNDER REVIEW

Implementation Document Summary

Implementation Document

Aboriginal Human Resources Development Plan 2012-2017 (PDF 1.51MB)

Description

The Plan provides clear direction for continually increasing employment and leadership development opportunities for Aboriginal people and strengthens our commitment to ensure better outcomes for students and stronger partnerships with Aboriginal communities.

Document type

Guideline

Associated policy

Workforce Diversity Policy

Applicability

All staff.

Document contact

Senior Manager, Workforce Capability, Human Resource Policy and Planning Directorate on (02) 9561 8273.

Last updated

22/07/2014

Last Modified: 2016-08-05 12:44:59

Strategic Human Resources Plan 2012-2017

0

Type: Guidelines
PD Number: PD20090388
Status: TAFE POLICY UNDER REVIEW

Implementation Document Summary

Implementation Document

Strategic Human Resources Plan 2012-2017 (PDF 1.6MB)

Description

The Plan is our five-year commitment to improve workforce capability for significantly better outcomes for students and communities

Document Type

Guideline

Associated Policy

Workforce Diversity Policy

Applicability

All staff.

Document Contact

Senior Manager, Workforce Capability, Human Resource Policy and Planning Directorate on (02) 9561 8273.

Last Updated

17/09/2012

Last Modified: 2016-08-05 12:50:33

Workforce Diversity Plan 2012-2017

0

Type: Guidelines
PD Number: PD20090388
Status: TAFE POLICY UNDER REVIEW

Implementation Document Summary

Implementation Document

Workforce Diversity Plan 2012-2017 (PDF 1.43MB)

Description

The Plan is our five-year commitment to creating a fair and inclusive working environment and to building a workforce which better reflects the diversity of our students, parents/carers and the NSW community.

Document type

Guideline

Associated policy

Workforce Diversity Policy

Applicability

This Plan applies to all staff employed by the department, as well as contractors and people applying for employment.

Document contact

Senior Manager, Human Resources, Human Resources Directorate on (02) 9561 8273.

Last updated

01/06/2012

Last Modified: 2016-08-09 15:58:57

Workforce Diversity Policy

0

Type: Policy
PD Number: PD20090388
Status: TAFE POLICY UNDER REVIEW

1.Objectives – Policy Statement

1.1 Commitment

1.1.1

The NSW Department of Education and Communities (the Department) recognises that our staff are our greatest asset and aims to attract and retain people with diverse skills, experience and background to deliver high quality education and training services. A workforce that reflects the diversity of our students, parents/carers and communities will be better able to understand the needs of its customers and be able to offer responsive services to communities.

1.1.2

The Department respects people as individuals and values their differences. It is committed to creating a working environment that is fair and flexible, promotes personal and professional growth, and benefits from the capabilities of its diverse workforce.

1.1.3

The Workforce Diversity Policy guides the development and implementation of relevant plans, programs and initiatives that recognise and promote workforce diversity across all work areas of the Department.

1.2 Definition

1.2.1

Diversity in the context of the Department primarily refers to the Equal Employment Opportunity (EEO) groups under-represented in our workforce. These groups include: Aboriginal and/or Torres Strait Islander people; people with a disability; members of racial, ethnic and ethno-religious minority groups; young people under 25; and women in senior leadership roles.

1.2.2

Other dimensions of diversity include age diversity, carer/family responsibilities, sexual orientation and socio-economic background.

1.2.3

The Department embraces workforce diversity as a source of strength. This is not only about increasing visible differences in the workforce, but more importantly it is about the strategic advantage that comes from incorporating a wide variety of capabilities, ideas and insights in our decision making, problem solving, policy development and service delivery. This gives expression to a key priority of the Department’s Strategic Plan 2012-2017 – ‘We will innovate and undertake continual improvement to respond to the changing needs of the people of New South Wales. We will develop our staff and support them in delivering excellence.’

1.2.4

The principles of EEO remain an important foundation for the Workforce Diversity Policy, plans, programs and initiatives. The EEO principles aim to: ensure that staff are selected for positions on merit; provide equitable access to employment, professional development and workplace participation for people who are under-represented in our workforce; and ensure that workplaces are free from all forms of unlawful discrimination and harassment.

1.3 Objectives

1.3.1

The Workforce Diversity Policy provides a framework for the Department to achieve:

  • A diverse and skilled workforce that reflects the diversity of our students, parents/carers and the NSW community and leads to better engagement with communities across NSW to deliver responsive customer service.
  • A workplace culture that fosters inclusive practices and behaviours for the benefit of all staff, the public education and training system and communities across NSW.
  • Improved employment and career development opportunities for people who are under-represented in our workforce through specific programs and initiatives. Refer to the Workforce Diversity Plan 2012-2017 and the Aboriginal Human Resources Development Plan 2012-2017.
  • A work environment that values and utilises the contributions of employees with diverse skills, backgrounds, experiences and educational levels through improved awareness of the benefits of workforce diversity and successful management of diversity.
  • Awareness in all staff of their rights and responsibilities with regards to equity, integrity and respect for all aspects of diversity.

2. Audience and Applicability

2.1

The Workforce Diversity Policy applies to all staff employed by the Department (including the TAFE Commission and Office of Communities), contractors and people applying for employment.

2.2

Programs funded by the Department will operate in line with this policy.

3.Context

3.1

The Workforce Diversity Policy facilitates the Department’s Strategic Plan 2012-2017 for achieving goals of NSW 2021 including to:

  • Deliver actions that aim to achieve 2.6% Aboriginal employment in the public sector by 2015 – Priority Action in Goal 1.
  • Continue to promote employment opportunities for people with a disability, including within the NSW Public Sector – Priority Action in Goal 14.
  • Foster a public service culture in which customer service, initiative and individual responsibility and the achievement of results are strongly valued – Priority Action in Goal 30.

3.2

The policy mandates the development and implementation of strategic directions of the Workforce Diversity Plan 2012-2017and the Aboriginal Human Resources Development Plan 2012-2017. These plans underpin key priorities of the Strategic Human Resources Plan 2012-2017such as we will ensure a workplace that is high performing, fair, safe and accountable. The diversity of our leaders and staff will enhance their capacity to engage with and respond to NSW communities.

3.3

The policy has been developed in the context of Part 9A of the NSW Anti-Discrimination Act 1977 and is consistent with key legislation including:

3.4 Document History and Details

Implementation date – 25/02/2009

Web publication Date – 28/10/2014

Reference Number – PD/2009/0388/V01

Approval Date – 18/02/2009

Approving Officer -Director-General, Department of Education and Training

Superseded documents – Not applicable

Document history -Not applicable

Main changes since previous version – Not applicable

Policy contact

Senior Manager, Workforce Capability, Human Resources Policy and Planning Directorate on (02) 9561 8273.

NSW TAFE Commission reference numbers – N/A

SCIS Number – N/A

Publication data

Publicly-available – Yes

Storage location – wwwpolicies: central

Primary location – Corporate | Access & equity | Aboriginal education

Alt. location (I) – Corporate | Personnel | Recruitment

Alt. location (II) – Schools | Personnel | Requirements & qualifications

Alt. location (III) – TAFE | Personnel | RecruitmentLeading and Managing
the School categories – none

Subject keywords – women, equal employment, EEO, equity, diversity, gender, disabilities, gender, race, multicultural, Aboriginal, Torres Strait Islander, age diversity, minority groups

4.Responsibilities and Delegations

4.1

The Director-General of Education and Communities, the Managing Director of TAFE NSW and other senior staff including senior executives, senior officers, principals, managers and supervisors are responsible for implementing and monitoring the progress of the Workforce Diversity Policy objectives through the monitoring, evaluation and reporting mechanisms listed below.

4.2

All staff have responsibilities to support and respect equity, workplace diversity, ethical practices, workplace safety and to help prevent unlawful discrimination and harassment or bullying in their workplaces.

5. Monitoring, Evaluation and Reporting Requirements

5.1

The General Manager, Human Resources will monitor the scope and currency of this policy.

5.2

All work areas of the Department are responsible for implementing, monitoring and reporting on the achievements of the strategic directions of the Workforce Diversity Plan 2012-2017 and the Aboriginal Human Resources Development Plan 2012-2017. This information will be presented in the EEO section of the Annual Report.

5.3

The effectiveness of this policy will be evaluated annually by all work areas and measured by the EEO statistics extracted from the Department’s Workforce Profile.

5.4

Senior staff including senior executives, senior officers, principals, managers and supervisors should encourage all employees to complete the online or paper-based EEO survey (intranet only) which is an important mechanism for capturing the data on workforce diversity.

5.5

All work areas of the Department are responsible for promoting, monitoring and reporting of their progress of the workforce diversity (intranet only).

6.Contact

Senior Manager, Workforce Capability, Human Resources Policy and Planning Directorate on (02) 9561 8273.

Last Modified: 2016-10-20 14:40:36