Key achievements
Key achievements from the Workforce and diversity plan 2012–15 include:
Workforce planning initiatives
- Corporate diversity targets developed (2016).
- Staff diversity survey conducted to obtain accurate data (2015).
- Developed the third Disability Access and Inclusion Plan (DAIP), covering 2015–19, and the associated implementation plan (2015).
- Developed the third Reconciliation Action Plan, covering 2015–18, and the associated implementation plan (2015).
- Equity and diversity objectives included in the Director General’s performance agreement each year (2012–15).
- A modified version of the Public Sector Commission’s dashboard was developed and provided to Executive quarterly (2014).
- Equity and diversity principles reflected in the Agrifood 2025+ Strategic plan 2014–17 (2014).
- Strategic relocation plan approved by Executive (2014).
- DAFWA EEO management plan 2010-2013 integrated into the DAFWA Workforce and diversity plan 2012–15 (2014).
Management and development initiatives
- The MyPlan template was reviewed to allow accessibility and flexibility for all positions, including technical officers, people leaders and project managers (2015).
- A structured development program for graduates was implemented in 2014. In early 2015, the six graduates relocated to work in regional offices, taking the skills they developed in the first year of the graduate program to their new roles.
- Grievance policy updated (2015).
- Contact/grievance officers annually recruited, appointed and trained to assist in resolving EEO grievances (2012–15).
- Staff engagement survey conducted in 2013. During 2014 and 2015, a series of staff focus groups resulted in a comprehensive understanding of key issues leading to 90-day challenge action planning process at corporate, directorate and local levels. Staff engagement pulse check survey was run in 2014.
Induction initiatives
- The essential training component of the corporate induction process has now predominantly moved online, increasing the accessibility of courses further supporting compliance. In addition, a number of key courses now require refresher training to maintain staff currency in knowledge (2015/16).
- Essential online training courses have been updated to include substantive equality messages (2015/16).
- An online induction course has been developed for people leaders (2014).