A major performance audit has called for urgent reforms to boost diversity within the Australian Capital Territory's public service, recommending the introduction of more specific employment targets and compulsory training for all staff.
Outdated Strategies and Missing Roadmaps
The report from the ACT Auditor-General, released on Wednesday, found the territory's public service is operating with an out-of-date respect, equity and diversity framework first introduced in 2010. It criticised the Chief Minister, Treasury and Economic Development Directorate for delaying the development of a new, comprehensive diversity, equity and inclusion strategy.
The absence of a clear, updated roadmap makes it difficult for managers and staff to understand and implement their obligations, the audit office stated. It noted that while numerous strategies and policies exist, the lack of a central, guiding plan weakens accountability and performance across the government.
Call for Specific Targets and Better Data Tracking
The audit explicitly recommended establishing employment targets for several underrepresented groups currently without them. These include LGBTIQA+ staff, older workers, veterans, and people who are neurodiverse.
Currently, the ACT public service has only two service-wide targets: for Aboriginal and Torres Strait Islander peoples to make up 3% of staff by 2026, and for people with a disability to constitute 9%. The audit revealed the current reality falls short. First Nations people represent 2% of the workforce, mirroring their share of the ACT population, while staff with a disability are at just 3%.
This 3% figure is significantly lower than the disability prevalence in the wider ACT community, where 22.1% of women and 18.9% of men live with a disability. Alternative data from a 2023 staff survey suggested a higher rate of 7%, highlighting potential issues with official reporting.
The audit also pointed out that culturally and linguistically diverse staff are underrepresented, making up 24.4% of the public service compared to 27.1% of the ACT's population. The report advocated for the introduction of multi-year tracking and trend analysis to properly monitor progress.
Mandatory Training and a New Strategy for Belonging
To drive cultural change, the audit recommended making workplace diversity training mandatory for all employees, with refresher courses required every two to three years. It called for additional, specific training requirements for managers, supervisors, and those involved in recruitment processes.
A key recommendation is the development of a new, contemporary inclusion and belonging strategy. This strategy must incorporate modern concepts like belonging and intersectionality, and address the specific needs of all diversity groups within the service. The audit insisted that any updated plans must have clear objectives, set timeframes, and include measurable performance targets.
The report concluded that setting employment targets is a proven method for improving the recruitment of underrepresented groups and helps create a public service that better reflects the community it serves. The ball is now in the court of the ACT government to implement these recommendations and build a more representative and inclusive workforce.
