Diversity at Department of Infrastructure, Transport, Regional Development & Communications

Respect and goals are strong, but actual delivery in terms of recruitment is not great.

Provides indigenous and disability working groups to drive culture change. Employees a diversity officer. Has a commitment to a diverse working environment reflecting the diversity of the Australian community.

The workplace is very diverse.

Commitment to diversity is strong, with many events, fundraising and awareness activities. However, the workforce is not that diverse.

Parents are given access to flexible working arrangements and retention appears good. Gender diversity appears to be good in the executive.

The Department offers generous parental leave, identifies certain positions for particular groups (e.g. Indigenous cadetships and traineeships) and employs a full time diversity team.

We have a dedicated corporate diversity team that focuses on specialist recruitment e.g. indigenous Australians and people with a disability. We have an indigenous staff network which is quite active Flexible working arrangements and generous maternity leave schemes enable greater participation of women in the Department

The Department provides paid maternity leave and employs women in a number of senior management roles.

In my experience women and the LGBT community are very well represented across the Australian Public Service, although this does depend on the subject matter of each area.

There is a strong focus on women, and a lesser but significant focus on Indigenous Australians. .

The Department is generally generous regarding maternity leave and carer's leave. The Department recruits Indigenous officers through targeted pathways each year. More women are being promoted, however there are still fewer women at the highest levels.

They have a strong internship and cadet programme. They provide study assistance.

There are a broad range of programs ranging from separate cadetships for indigenous starters and traineeships for people with a disability. Some lead to a permanent job or good experience to support entry into the Grad program.

Offers assistance in moving, mentors etc to help these people work in the Department. There are also programmes such as indigenous cadetships.

The department has a cadetship program aimed at developing students, but I don't think we have anything specifically targeting less-privileged backgrounds.

My Department has many access/entry programmes for people from less privileged backgrounds.

There is an indigenous graduate recruitment scheme and disability recruitment scheme.

The Department offers different kinds of assistance to help those experiencing work or personal difficulties.