Diversity and Inclusion at Department of Home Affairs

The Department of Home Affairs is committed to building and valuing a diverse workforce that represents the community it serves: a workforce that fosters inclusiveness and embraces the diversity of its people, such as differences in cultural backgrounds, race, ethnicity, disability, age, gender identity or sexual orientation. 

The Department supports its staff by realising their full potential through removing employment-related disadvantages and barriers to participation. 

The Department drives innovation, performance and productivity by empowering its diverse workforce to utilise the unique skills, ideas, perspectives and qualities that they contribute every day. 

The Department encourages applications from a broad range of suitably skilled people to deliver diverse responsibilities and to perform many complex roles by offering flexible work arrangements, diversity networks, and by implementing relevant diversity action plans.

The Department of Home Affairs is committed to creating a supportive and enabling culture that recognises the contribution of all genders and provides opportunities for leadership, career development, flexible work and equal participation.

The Department is committed to creating a gender balance across all levels and business areas through the following initiatives:

• The Department’s Gender Equality Action Plan 2017-2020 sets the Department’s commitment to sustained gender equality and ensures that best practice inclusion is embedded in their leadership and people management practices. Through the plan, the Department will develop a robust gender-diverse leadership pipeline by attracting and developing talent equally and at all levels.
• The Department’s Staff Advancing Gender Equality (SAGE) network helps support and promote gender equality in the workplace. The network meets regularly, as well as having an online platform, which allows members to actively discuss and share information on gender equality matters and help to drive the progress of initiatives for the Department. 
• The Department provides a number of internal leadership development opportunities for staff to improve their leadership capabilities and individual performance. The leadership programs provide a sequential and structured learning curriculum designed to address the sometimes complex and challenging environment for leaders in the Department.
• Opportunities are available to staff to participate in leadership conferences, events and forums. These include the Department’s annual Executive Leadership (EL) Conference, the Leadership in Action Events Series (LIA), the annual She Leads Conference, supported by the SAGE network and the Institute of Public Administration Australia (IPAA) Women in Leadership series.
• The Department’s Information and Communications Technology (ICT) Division participates in the Women in IT Executive Mentoring (WITEM), a national program aimed at accelerating leadership development of women within the IT profession.
• Staff have the opportunity to participate in external programs such as the Women in Law Enforcement Strategy (WILES) mentoring program that encourages women to pursue careers and senior leadership positions within Australian law enforcement and regulatory agencies and the Australasian Council of Women and Policing (ACWAP) that provides networking and development opportunities for women in policing.
• All staff are eligible to access flexible working arrangements, regardless of gender, to assist them in balancing their professional and personal responsibilities.

The Department is committed to the attraction, recruitment and retention of Indigenous Australians.

• There are a variety of career path opportunities available for Indigenous Australians within the Department including, cadetships, traineeships and graduate positions. 
• The Department recruits through the Australian Public Service Commission (APSC) Indigenous Graduate Pathway program and advertises all vacancies through APS Gazette and on our website.
• The Department acknowledges Indigenous Australians as the traditional owners of this land and recognises the importance of learning about shared histories, cultures and achievements.
• The Department’s Reconciliation Action Plan (RAP) focuses on achieving better results in attracting, retaining and advancing Indigenous staff and promoting reconciliation throughout the Department.
• The Department offers access to the Commonwealth-wide Indigenous buddy and mentoring program and staff at all levels are invited to participate.
• The Indigenous Employment Strategy aims to build a sustainable workforce to support the delivery of departmental outcomes and Australian Government objectives through increased Indigenous representation within the workforce; a pathway for Indigenous staff within the APS through learning and development opportunities; and a  diversity-rich environment that closes the gap on Indigenous disadvantage. 
• Aboriginal and Torres Strait Islander staff may access paid study leave and financial assistance.
• Aboriginal and Torres Strait Islander staff may access Ceremonial and NAIDOC Leave.
• The Indigenous Staff Support Network (ISSN) is an open network for both Indigenous and non-Indigenous staff to promote connections, networking and collaboration to further share mutual support and to discuss ongoing opportunities.
• The Jawun Secondment Program is a significant professional development opportunity for our executive level and APS6 staff. It is an immersive learning experience focused on developing cultural competence and an understanding of Indigenous culture.

The Department is committed to attracting, recruiting and retaining people with disability.

The Department provides support through the following initiatives:

• Participation in the RecruitAbility Scheme which aims to attract and develop applicants with disability and facilitate cultural changes in selection panels and agency recruitment.
• Disability Action Plan (DAP) which sets out initiatives that will provide staff with disability equal access to development, promotion, services and career opportunities and help to build a more disability confident organisation. 
• Focus on Ability Network which provides an opportunity for staff with or without disability to meet in an informal and friendly environment, encouraging information sharing, while fostering meaningful relationships.
• Reasonable Adjustments Passports which assist staff when there is a change in manager or location and ensures key information about those reasonable adjustments are readily available and transferable.
• A disability confidence manager’s toolkit designed to assist managers in supporting staff with disability.
• A commitment to increasing mental health awareness and supporting staff who might be experiencing mental health issues by providing support services and initiatives such as the Employee Assistance Program (EAP), Peer Support Network and a Mental Health Plan.
• Assistive Technology Support Hub for staff who require assistive, adaptive and rehabilitative devices and applications.
• Participation in the Dandelion Program which provides skilled employment opportunities within the Information Communications and Technology (ICT) Division to people on the Autism Spectrum.

The Department is committed to providing a safe and supportive workplace for all lesbian, gay, bi-sexual, transgender and intersex (LGBTI+) staff. Gender is a complex topic particularly if we try to define or label it. As an organisation, we are accepting of who people are and support staff in bringing their authentic selves to work.

The Department provides support through the following initiatives:

• Celebrates and recognises days of significance that support LGBTI+ people and raise awareness of barriers faced by LGBTI+ people in the community such as Wear It Purple Day.
• Has an LGBTI+ Staff and Allies Network that raises awareness and supports LGBTI+ inclusion in the workplace. The network provides professional and social networking opportunities with an aim to increase LGBTI+ visibility across the workforce and foster a reputation of support for sexually and/or gender diverse staff.
• Has diversity champions at the senior executive level who drive the diversity agenda for the workforce while advocating for the full inclusion of all staff.
• Participates in the annual Australian Workplace Equality Index (AWEI) – a national benchmark on LGBTI+ workplace inclusion and is a member of Pride in Diversity (PiD), Australia's first and only national not-for-profit employer support program for all aspects of LGBTI+ workplace inclusion.

The Department is committed to supporting the continued recruitment and retention of staff from culturally and linguistically diverse (CALD) backgrounds and values and embraces their skills, perspectives and experiences.

The Department provides support through the following initiatives:

• The CALD Network provides a virtual platform instantly connecting staff from across the organisation who are from CALD backgrounds. Members have the opportunity to share their experiences in a safe environment about matters or issues affecting CALD staff, achievements and contributions, or just to connect and support one another. The forum is also used to promote learning and development opportunities as well as networking events and forums internally and externally of the Department.
• CALD staff have access to employee conditions that support staff with appropriate recognition of cultural obligations, as well as having dedicated prayer rooms in most major workplace sites, to assist staff with their religious duties.

• Member of the Diversity Council of Australia (DCA), a not-for-profit peak body leading diversity.
• Member of Pride in Diversity (PiD), a national not-for-profit employer support program for LGBTI workplace inclusion specialising in human resource (HR) organisational change and workplace diversity. PiD are dedicated to improving the health and wellbeing of LGBTI people by reducing exclusion, invisibility, homophobia and stigma in the workplace.
• Member of the Australian Network on Disability (AND), a national organisation that makes it easier for employers to welcome people with disability in all aspects of their business.
• Member of the Diversity Council of Australia (DCA), a not-for-profit peak body leading diversity and inclusion in the workplace that provides access to research, events, resources and expert advice across all aspects of diversity in employment.