Management of human resources

The department values the diversity of its staff and acknowledges the contribution this makes to achieving its objectives.

We made steady progress towards our SES gender targets which aim to achieve at least 40 per cent women at SES Band 1 and 2 levels by 2020, with 32.6 per cent female SES (2016–17), up from 31.5 per cent (2015–16). Under our Women in Leadership strategy, we introduced new policies to support flexible work and held workshops to minimise unconscious bias. We celebrated female role models in the department, including through renaming meeting rooms, rebalancing photo displays and panel discussions.

We renewed our Indigenous Recruitment and Career Development Strategy 2016–20. On 30 June 2017 we had 81 ongoing employees (approximately 2.2 per cent of the total workforce) formally identifying as Aboriginal and/or Torres Strait Islander. Our goal is 2.5 per cent Indigenous employee representation by June 2018. We implemented a number of initiatives, including targeted special measures recruitment processes, to help meet that goal.

We began implementing our Disability Action Strategy 2017–20 to promote workforce participation, capability and contribution of people with disability. As of 30 June 2017 we employed 57 staff who reported a disability (representing approximately 1.5 per cent of APS employees). Disability reporting details under the National Disability Strategy are available at dss.gov.au.

We continued to support lesbian, gay, bisexual, transgender and intersex (LGBTI) inclusion, notably through participation by staff walking under a DFAT banner for the first time in the 2017 Sydney Gay and Lesbian Mardi Gras Parade.

More than 17 per cent of our staff identify as having a Culturally and Linguistically Diverse (CALD) background. Data from our Agency Multicultural Plan is included in the Multicultural Access and Equity in Government Services Report at dss.gov.au.

Further information on diversity reporting mechanisms is available through the APSC’s State of the Service Report and the APS Statistical Bulletin at apsc.gov.au.

The Staff and Family Support Office provided more than 1,600 consultations in Canberra and at our overseas posts, as well as state and territory offices. Of these, 270 were related to the provision of management-related advice and 263 were selection and wellbeing assessments. Additionally, 194 training sessions (reaching over 2,700 staff) were conducted.

Notable achievements this year in managing overseas health risks included visits to higher-risk posts, the establishment of a new medical clinic in Honiara and significant policy work, such as the Air-Quality Management Strategy. Routine work included approximately 1,000 pre-deployment medical assessments, regular individual consultations, and management and clinical support to six existing overseas clinics. In addition, the Medical Unit facilitated the on-shore influenza vaccine program—over 1,700 vaccines were administered.

The department’s Performance Management Framework provides guidance on dealing with complex performance issues. In 2016–17 we expanded our online upwards feedback survey to include EL1 managers in key positions as well as managers at and above the EL2 level. Our mentoring programs, including for first time heads of mission and senior administrative officers, built capacity by drawing on the skills, knowledge and experience of fellow officers. Some 250 staff across all levels of the department volunteered to mentor colleagues.

DFAT’s Enterprise Agreement (EA) sets out employment terms and conditions for non-SES employees. The current EA came into effect on 17 December 2015 and has a nominal expiry date of 16 December 2018. The next, and final, pay rise of two per cent will take place on 17 December 2017.

Details of employees covered by the EA, and determinations and remuneration supplementation agreements are included in Appendix 1. SES staff are employed under the terms of a determination made by the Secretary under section 24(1) of the Public Service Act 1999. Key management personnel remuneration is set out in Note 6.2 of the financial statements (p. 201). In addition to remuneration, the department provides a range of non-salary allowances to staff for travel and for expenses related to overseas postings.