Inclusion and diversity

To better represent Australia, we will strengthen the diversity of our workforce to ensure a rich culture which is safe, respectful and reflective of Australian communities.

Inclusion and Diversity Strategy 2023-2026

PM&C is proud to share our vision for enhancing the diversity of our workforce and embedding a culture of inclusion. The PM&C Inclusion and Diversity Strategy 2023-2026 (the Strategy) sets out our commitment to:

  • A workforce that represents, understands and best serves the Australian community.
  • Modelling inclusive behaviours and practices in everything that we do.

The Strategy incorporates our commitment to actioning the APS-wide Commonwealth Aboriginal and Torres Strait Islander Workforce Strategy 2020-2024, the Australian Public Service Disability Employment Strategy 2020-2025, and the APS Gender Equality Strategy 2021-2026.

At PM&C, the way we do business is just as important as the business itself. An inclusive, welcoming culture promotes the attraction and retention of our diverse workforce and a positive experience at work, where people can contribute to their full potential.

Commitment to Reconciliation and Cultural Capability

We celebrate and respect the knowledge, understandings and experiences of the custodians of the oldest living cultures in the world and recognise the immeasurable contribution that Aboriginal and Torres Strait Islander staff make to the department. It is our priority to ensure First Nations voices and perspectives are included at all levels of the department.

We commit to working together to achieve outcomes in Aboriginal and Torres Strait Islander employment, Closing the Gap and Reconciliation through the Strategy and the PM&C Reconciliation Action Plan 2021-2023.

Our Inclusion and Diversity Foundations

The Strategy seeks to build on PM&C’s already strong ongoing initiatives, frameworks and systems to strengthen our commitment to workplace inclusion and diversity now and into the future. This includes a range of activities such as (but not limited to):

  • An Annual Diversity calendar to recognise and celebrate dates of national significance, including NAIDOC week and National Reconciliation Week
  • Range of training options such as Inclusive leadership, First Nations Cultural Awareness, Disability Awareness and Mental Health First Aid.
  • Range of inclusive and contemporary employment entitlements such flexible work, cultural and ceremonial leave, parental leave, maximum support for employee’s affected by domestic and family violence, support for breastfeeding in the workplace, support for gender affirmation and transitioning employees.
  • Generous study assistance, including additional provisions for First Nations staff.
  • A range of wellbeing supports and safe avenues to raise complaints including Reasonable Adjustments Officer, Workplace Respect Officers and Employee Assistance Program, providing free counselling and support to employees and their families.

Working with the Ability Network and the Australian Network on Disability, our flexible office design is compliant with the Disability Discrimination Act and Building Code of Australia design guidelines.

PM&C is also an active member of the Diversity Council of Australia, the Australian Network on Disability, and Pride in Diversity.

For more information on inclusion and diversity in the recruitment process including reasonable adjustments, see Inclusive recruitment.

Inclusion and Diversity Committee

Chaired by the Secretary, members of the Inclusion and Diversity Committee include all Deputy Secretaries and Inclusion and Diversity Champions. 

The Committee is responsible for the strategic direction of inclusion and diversity within PM&C and monitors progress. It proactively drives inclusive workplace conversations and discussion about diversity and inclusion issues. 
 

Inclusion and Diversity Champions

PM&C has appointed Senior Executive Service (SES) level Inclusion and Diversity Champions who:

  • provide visible leadership, sponsorship and commitment
  • model and promote the values and benefits of diversity and inclusion
  • represent PM&C at internal and external meetings and events
  • facilitate conversation with staff about their lived experience and
  • engage with other senior leaders and managers to represent the perspectives of their diversity cohort/s.

Champions are appointed for the following:

  • Ability
  • Culturally and Linguistically Diverse (CALD)
  • First Nations
  • Gender Equality
  • Pride
  • Reconciliation
  • Wellbeing

Inclusion and Diversity Networks and Working Groups

PM&C has six active, staff led inclusion and diversity Networks providing peer support and connection for staff who identify with specific diversity groups and allies.

Staff can put themselves forward to be part of the Network Executive team. 

The Networks help to foster a culture where everyone feels valued, safe and included at work. They help staff celebrate diversity, share lived experience and support each other to reach full potential at work. They promote specific initiatives such as training and events for all staff.

The Networks include:

  • Ability Network
  • Mara Network – for First Nations staff
  • Culturally and Linguistically Diverse (CALD) Network
  • Pride Network
  • Gender Equality Network
  • Wellbeing Network.

PM&C also has a Reconciliation Action Plan (RAP) Working Group which works closely with the Reconciliation Champion. Together they increase staff engagement in reconciliation and RAP initiatives, and monitor and report on the progress of PM&C’s RAP commitments.