Diversity at Department of Education

There are social groups within the Department that are for different communities, everyone has the opportunity to become involved with these groups either through direct participation in the group or by supporting their activities.

Support networks for First Nations, Women, LGBTQ+, disability, etc. Strong parental leave arrangements. Huge number of women in the department, and women in positions of power (I work only with women, all the way up to my Deputy Secretary; so an all-female team, female director, female AS, female FAS, etc.)

Social networks for different minority groups. Specific leave in the enterprise agreement for Indigenous and cultural events.

I think that the department has good representation of women, CALD and LGBTIQA+ community.

We have a number of diversity networks which are there to celebrate and support people from all backgrounds. The department has a good flexible working arrangement policy and people are supported to take maternity leave etc.

The Department of Education and Training is serious about diversity and generally practices what it preaches. There are three 'Diversity Networks': The Women's Network, The Ability Network, The Pride Network and The Aboriginal and Torres Straight Islander Network all of whom organise events, fundraise for relevant charities, educate, advocate and promote important diversity issues. As far as I know child care and maternity leave are pretty good, however work could be (and is being) done on parental leave and more rights for fathers.

Department has launched networks for providing better support to employees from diverse backgrounds. The diversity strategy is also supported by action plans for different groups.

The department appears to be serious about diversity and the staff composition seems to show that they are making good progress.

Very good. There is a diversity strategy in place and different employee networks people are welcome to join.

The department has a majority of women although there are issues with women being underrepresented at higher levels. The department has quite a high number of Indigenous staff and they are passionate about including LGBTIQ employees.

I think the department is very committed to diversity, as reflected in our policies and networks. I think we are among the best agencies in this regard. However, I think we need to be doing more in terms of educating staff members on cultural sensitivities.

Supportive staff networks: Women's Network, Pride Network, ATSI Network and Accessibility Networks. Very diverse and supportive staff and leadership.

It is very clear that our department promotes and supports diversity. I have not seen any issues with any of the above mentioned processes not taking place due to discrimination or racism.

Very high, there is a large range of diversity networks.

They have an Indigenous quota they are working on, 63% of the workforce is female

There are various diversity networks, with some being more effective than others. Overall, I feel the department as a positive, supportive and progressive culture. In regard to disability support, the department is definitely much better than most (particularly around accessibility and leave).

I believe this is one of the best workplaces for fostering a sense of community via inclusion, respect and diversity. The department is open to celebrating different cultural events as well as marking LGBTI days of acknowledgement and celebration among other areas. There is an ability network, pride network, women's network and Aboriginal and Torres Strait Islander network. There is lots of support for these networks and comes from the top down.

Recently released a diversity strategy

The department has a strong commitment to 'Indigenous business is everyone's business' and is very strong in this aspect of diversity. We participate in the Indigenous Australian Government Development Program, have an Indigenous Procurement Program, a Reconciliation Action Plan, and run activities during NAIDOC week. We also have an Indigenous Leader in the department. On other aspects of diversity we have a Pride Network, Women's Network, and are starting a Cultural and Linguistically Diverse Network.

There are constant opportunities to consider and address issues regarding diversity.

They have solid diversity recruitment policies and goals, but I'm not very familiar with the details.

There is a program in place directly targeted at recruiting Indigenous students. Otherwise, applications are meritorious and there is no targeted recruiting.

I know there are programs to attract Indigenous Australians candidates

The department participates in the Indigenous Australian Government Development Program, which encourages the recruitment and training of Indigenous Australians. The department also tries to recruit people with disabilities through the DisAbility program.

I believe we have a range of programs targeting Indigenous applicants etc

The Department has Indigenous Cadetship and Indigenous Australian Government Development Program (IAGDP).

Embraces diversity

The graduate program seems relatively balanced and includes RecuitAbility (guaranteeing an interview for those who identify as having a disability). There is also an Indigenous graduate program which runs almost concurrently with the graduate program.

We have an Indigenous Australian Government Development Program. We also have a RecruitAbility scheme for applicants with a disability.

It really helped that the organisation provided relocation assistance to all successful graduates to help them with moving costs to Canberra. This made it an easier decision to move interstate to work for the Department.

IAGDP programme

It offers an Indigenous recruitment stream to ensure Indigenous Australians have an opportunity to work for the department.