Inclusion and diversity

PM&C Inclusion and Diversity Strategy 2023–26

We are proud to share our vision for enhancing the diversity of our workforce and embedding a culture of inclusion. The PM&C Inclusion and Diversity Strategy 2023-2026 sets out our shared commitment to:

• building a workforce that represents, understands and best serves the Australian community
• modelling inclusive behaviours and practices in everything that we do, including acting with respect, courtesy and kindness and respectfully calling out behaviours that may constitute harassment, discrimination bias and racism
• fostering a safe, respectful and inclusive culture where people have a sense of belonging, meaningful contribution and purpose, and a positive experience at work.

The strategy incorporates our commitment to actioning APS-wide diversity strategies.

To support the strategy, we offer a range of initiatives focused on strengthening our commitment to workplace inclusion and diversity now and into the future, such as:

• exciting events across the year recognising and celebrating dates of national significance, including NAIDOC Week, National Reconciliation Week, International Women's Day, Harmony Week, World Autism Awareness week and R U OK? Day, and more
• training in inclusive leadership, Aboriginal and Torres Strait Islander cultural awareness, disability awareness and mental health first aid
• inclusive and contemporary employment entitlements including flexible work, cultural and ceremonial leave, parental leave, maximum support for employee's affected by domestic and family violence, support for breastfeeding in the workplace, support for gender affirmation and transitioning employees
• generous study assistance with additional provisions for Aboriginal and Torres Strait Islander staff
• wellbeing supports and safe avenues to raise complaints including workplace respect officers and an employee assistance program that provides free counselling and support to employees and their families
• a contemporary office design compliant with the Disability Discrimination Act 1992 and Building Code of Australia design guidelines
• active membership with external bodies such as the Diversity Council of Australia, the Australian Disability Network and Pride in Diversity.

PM&C Reconciliation Action Plan 2024-27 - Innovate

We are working to ensure the knowledge, perspectives and contributions of Aboriginal and Torres Strait Islander peoples is integral to all that we do. The PM&C RAP contains meaningful actions to lift cultural capability in the department, celebrate the rich and diverse cultures of Aboriginal and Torres Strait Islander peoples, and deliver on the National Agreement on Closing the Gap. This RAP has been developed through collaboration and partnership across PM&C, and reflects our aspirations and ambitions to actively work towards a more reconciled Australia. It has relevance to all staff at PM&C, across all groups and at all levels. Reconciliation is everyone’s business. To access the PM&C RAP visit Reconciliation Action Plan: Innovate.

We also have a Reconciliation Action Plan Working Group which increases staff engagement in reconciliation and Reconciliation Action Plan initiatives, and monitors and reports on the progress of PM&C’s Reconciliation Action Plan commitments.

Inclusion and diversity networks

We have 6 active, staff-led employee networks providing peer support and connection for staff who identify with specific diversity groups and allies. 

The networks help to foster a culture where everyone feels valued, safe and included at work. They support staff to celebrate and acknowledge diversity, share lived experience and provide peer support and allyship. They facilitate events and promote specific initiatives such as training for all staff.

Ability Network

Supporting and advocating for staff with disability or who identify as neurodiverse and for carers and allies

Culturally and Linguistically Diverse (CALD) Network

Advocating for and supporting staff that identify as culturally and linguistically diverse and allies

Gender Equality Network

Supporting and advocating for gender equality within PM&C

Mara Network

Advocating for and supporting Aboriginal and Torres Strait Islander staff

Pride Network

Advocating for and supporting staff that identify as LGBTQIA+ and allies

Wellbeing Network

Advocating for and supporting staff to have a mentally safe workplace

Senior Executive Service (SES) Champions

Given the importance of inclusion and diversity within PM&C, we have SES-level Inclusion and Diversity Champions who are responsible for:

• providing visible leadership, sponsorship and commitment
• modelling and promoting the values and benefits of diversity and inclusion
• representing PM&C at internal and external meetings and events
• facilitating conversations with staff about their lived experience
• engaging with other senior leaders and managers to represent the perspectives of their diversity cohorts.

We have the following Inclusion and Diversity Champions:

• Executive Inclusion and Diversity Champion
• Ability Champion
• CALD Champion 
• First Nations Champion
• Gender Champion
• Pride Champion
• Reconciliation Champion
• Wellbeing Champion.

Governance Committee structure

The Executive Board and the People and Culture Committee support the Secretary in embedding inclusion and diversity across the department by providing strategic leadership and oversight. This includes overseeing the delivery of the Inclusion and Diversity Strategy 2023-26 and Reconciliation Action Plan 2024-27 – Innovate.

For more information about how we support individuals from specific groups, visit:

• Aboriginal and Torres Strait Islander peoples
• People living with disability