Diversity at Department of Employment and Workplace Relations (DEWR)

There needs to be more CALD representation at all levels, particularly SES. The workforce of DEWR currently is not representative of the Australian population we claim to represent and serve.

The current graduate cohort is quite diverse and has many people from culturally and linguistically diverse backgrounds, LGBTQ+ community and a fairly evenly split gender balance. There is also a wide age-range for the graduations and retention has been good so far with people having had access too carers and parental leave.

Appears to be tokenistic only, has networks but no real progress or commitment can be seen on the ground, attitudes from more senior staff also reflect this, have seen many minorities get skipped over or not acknowledged or treated the same way as their Australian counter-parts

There is very little CALD representation and First Nations representation

It's commitment is there, but is limited by societal problems yet to be adequately addressed. Soon hopefully.

Diversity-related support payments are very good, the child care and maternity leave systems are very generous.

Department could be more inclusive of queer people by including pronouns in the corporate directory and email signature templates.

There is a commitment to diversity when it comes to recruiting for entry level positions, however, it would be better to see more diversity in more senior roles/leadership positions.

Our department have a positive 0.1% gender pay gap. Maternity leave and paid parental leave are being addressed and improved in the current enterprise bargaining agreement. There seems to be a flexabiity for staff to take time to prioritise family and care of children.