Equal employment opportunity reporting
Agencies have an obligation to monitor and promote equity and diversity outcomes to ensure an inclusive workplace culture and equal employment opportunities (EEO) for all. Activities and results associated with the achievement of these outcomes are reported in the annual report of the Director of Equal Opportunity in Public Employment (DEOPE). The DEOPE, while appointed by the Governor to fulfill a statutory role that is separate to that of the Public Sector Commissioner, is an employee of the Public Sector Commissioner. Together, the DEOPE and the Commissioner promote an integrated approach to equal employment opportunity and workforce planning that recognises the importance of equity and diversity in optimising service design and delivery to the broader community.
Equal Employment Opportunity Reporting Requirements
Section 145 of the Equal Opportunity Act 1984 (the Act) requires public sector agencies to prepare and implement an Equal Employment Opportunity (EEO) Management Plan.
The release of the Public Sector Commissioner’s Circular 2011-02 in February 2011 encourages public sector agencies to streamline their planning processes and develop an integrated Workforce and Diversity Plan.
To achieve the objects of Part IX of the Act, public authorities are required to prepare and implement a Plan as outlined in s.145(1) of the Act. The provisions set out in s145(2)(a)-(h) of the Act (and outlined below) have been incorporated within the wider Workforce & Diversity Action Plan template developed and include:
- a process for the development of policies and programs to ensure a harassment-free workplace
- strategies to communicate the policies and programs referred to in point (a)
- methods for the collection and recording of diversity data, including a current workforce diversity profile
- processes for the review of personnel practices to identify possible discriminatory practices
- the inclusion of goals and targets to determine the success of the Plan
- strategies to evaluate the policies and programs referred to in point (a)
- a process to review and amend the Plan, and
- the assignment of implementation and monitoring responsibilities.
To assess the redistributive effects on the workforce each public authority is required to survey their employees to obtain relevant workforce demographic information. Public sector agencies provide this workforce demographic information through the Human Resource Minimum Obligatory Information requirements (HRMOIR) on a quarterly basis.
Schedule 1 authorities (Government Trading Enterprises), Local Government Authorities and Public Universities provide the workforce demographic information annually through a separately managed online data submission process.
Further information on the role of the DEOPE is on the Equal Opportunity in Employment page.
Page last updated 9 April 2013