2006-09 Employment Equity and Diversity Management Plan

What is Employment Equity and Diversity (EED)?
Employment, Equity and Diversity (EED) is a set of principles designed to ensure that all decisions made within Council are based on merit and sound management practices. In particular, it relates to the areas of recruitment, selection, training, skills development, promotions, terms and conditions of employment and separation. Additional to these
areas, any interaction with external customers should also be in accordance with EED principles. EED recognises that specific groups of people in the past have experienced, and may continue to experience, inequitable treatment in gaining employment or within their workplace. As a result, they may be more likely to be unemployed or working in
lower paid jobs. The recognised groups under Anti-Discrimination Legislation are women, Aboriginal and Torres Strait Islander people, people with disabilities and members of racial, ethnic and ethno-religious minority groups. A major aim of EED programs is to remove any discriminatory practices that may exist and to redress the past exclusion and marginalisation of such groups. In doing this, Council can ensure that the diverse nature of the wider community is reflected in its workforce profile.

Why have an EED Program?
The NSW Anti Discrimination Act (1977) and the Anti-Discrimination Amendment (Carers’ Responsibility) Act 2000 state that it is against the law to treat people unfairly, or to harass them, in employment because of specific protected attributes as defined by the Act. The establishment of an EED Management Plan provides compliance with legislation and fulfils a statutory requirement under the NSW Local Government Act (1993) but more importantly it will help ensure a fairer and supportive work environment for all employees which will make Council a better place to work.

Under OHS legislation the organisation has a duty to ensure the health, safety and welfare of all employees. The establishment and implementation of an EED program serves to support other OHS programs within the organisation and provides an additional tool for supervisors in managing their business.

By implementing the EED Management Plan the skills and abilities of all Council staff can continue to be developed and utilised. This will develop an organisation that is better
resourced and is therefore able to provide a higher quality service to the community. Furthermore, by having a workforce that is more representative of the community we serve, Council can continue to improve its service provision through a better understanding of the community’s needs. From this perspective, an EED Program is clearly both good management and commonsense.

Council’s Commitment to Employment, Equity and Diversity (EED)
Council has committed to the development and implementation of this EED Management Plan which formalises Council’s direction and objectives in relation to EED. The plan sets broad goals for the organisation for a defined period which is reflected by the identification and inclusion of projects as part of the Business Planning cycle. This will assist in making EED an integral part of the workplace culture and central to the everyday functioning of Council.

The main outcomes of the EED Program are to:

• ensure all employees and prospective employees are treated in an equitable manner;
• to identify inequalities in employment, training, development and promotion within the organisation;
• provide and implement an EED Management Plan to provide direction and objectives for the organisation;
• identify Business Plan projects to redress identified inequalities and promote diversity;
• ensure that development, application and monitoring of human resource policies and practices are consistent with EED principles'
• provide employees with a means for resolution of grievances.

Specifically through its EED Management Plan and policies, Council is seeking to create a working environment that is free of discrimination and is based on merit and equality of access to employment, promotions and learning & development activities.

Responsibility for Implementing the EED Management Plan & Strategies
To achieve a workforce which reflects the diversity of the wider community, Council recognises that it is necessary to include and apply its equity and fairness values into its organisational culture. Therefore, a key objective of the EED Management Plan is to shift the position and status of EED into all management practices so that it becomes an integral corporate and managerial responsibility. The application of EED principles will also be measured through the Skills & Performance Management Assessment System.

EED Goals for 2006-2009

• Rebadge and remarket the EEO function to reflect Employment, Equity & Diversity (EED);
• Include EED responsibilities in Executive & Managers contracts and all job descriptions;
• To shift the position and status of EED into all management practices so that it becomes an integral corporate and managerial responsibility;
• To develop the strategies and framework to enable Councils’ workforce to mirror the diversity of the community;
• To identify target groups and issues and develop and implement plans accordingly through the Business Planning cycle.

Related documents and legislation

• WCC Code of Conduct;
• WCC EEO Policy;
• WCC Harassment & Violence in the Workplace Prevention Policy;
• WCC Anti-Bullying Policy;
• Skills & Performance Management Assessment System;
• Anti-Discrimination Act of NSW 1977;
• NSW Occupational Health & Safety Act 2000;
• Occupational Health & Safety Regulation 2001;
• Racial Discrimination Act 1975;
• Racial Hatred Act 1995;
• Sex Discrimination Act 1984;
• Disability Discrimination Act 1992;
• Human Rights and Equal Opportunity Commission Act 1986.