Elements and Performance Criteria
- Provide diversity input to strategies, policies and plans
- Collect, analyse and use quantitative and qualitative workplace diversity data for planning strategies, policies and plans to achieve a more diverse workforce.
- Compare workplace diversity data with data on the diversity of the organisation's client base and the community it serves to ensure strategies, policies and plans are responsive to all stakeholders.
- Develop diversity strategies in consultation with stakeholders, including people from key equity groups and clients.
- Develop measures to evaluate the effectiveness and outcomes of workplace strategies, policies and plans in relation to diversity.
- Include actions to address the implementation of workplace diversity objectives in workplace business plans.
- Incorporate reporting and feedback processes into strategies and plans.
- Attract, develop and promote a diverse workforce
- Integrate diversity principles and underpin human resources policies and practices in the work area.
- Promote and implement strategies to increase the recruitment and retention of equity groups and others who don't fit the dominant organisational paradigm.
- Identify barriers that prevent the recruitment, retention and progression of staff from diverse backgrounds and develop strategies to address them.
- Identify and tailor development opportunities to address the needs of a diverse workforce in accordance with diversity objectives and resourcing constraints.
- Identify and mentor individuals with the capacity to operate in a variety of business and cultural settings to maximise their contribution to the organisation and its clients.
- Create a harmonious and supportive work environment by valuing and promoting the benefits of a diverse workforce to those working within the business unit and/or the organisation.
- Monitor diversity outcomes
- Evaluate employee data and feedback from staff or interviews to identify changes and trends in diversity outcomes for the work area.
- Monitor progress against workplace diversity effectiveness measures and policy and/or legal obligations, report outcomes and make adjustments to the diversity strategy or objectives to ensure its continued relevance and success.
- Provide diversity input to strategies, policies and plans
- Collect, analyse and use quantitative and qualitative workplace diversity data for planning strategies, policies and plans to achieve a more diverse workforce.
- Compare workplace diversity data with data on the diversity of the organisation's client base and the community it serves to ensure strategies, policies and plans are responsive to all stakeholders.
- Develop diversity strategies in consultation with stakeholders, including people from key equity groups and clients.
- Develop measures to evaluate the effectiveness and outcomes of workplace strategies, policies and plans in relation to diversity.
- Include actions to address the implementation of workplace diversity objectives in workplace business plans.
- Incorporate reporting and feedback processes into strategies and plans.
- Attract, develop and promote a diverse workforce
- Integrate diversity principles and underpin human resources policies and practices in the work area.
- Promote and implement strategies to increase the recruitment and retention of equity groups and others who don't fit the dominant organisational paradigm.
- Identify barriers that prevent the recruitment, retention and progression of staff from diverse backgrounds and develop strategies to address them.
- Identify and tailor development opportunities to address the needs of a diverse workforce in accordance with diversity objectives and resourcing constraints.
- Identify and mentor individuals with the capacity to operate in a variety of business and cultural settings to maximise their contribution to the organisation and its clients.
- Create a harmonious and supportive work environment by valuing and promoting the benefits of a diverse workforce to those working within the business unit and/or the organisation.
- Monitor diversity outcomes
- Evaluate employee data and feedback from staff or interviews to identify changes and trends in diversity outcomes for the work area.
- Monitor progress against workplace diversity effectiveness measures and policy and/or legal obligations, report outcomes and make adjustments to the diversity strategy or objectives to ensure its continued relevance and success.