Inclusion & Diversity

PM&C is proud to be a member of the Diversity Council of Australia, the Australian Network on Disability, and Pride in Diversity. We are also a White Ribbon accredited workplace which means that PM&C is recognised as a leader in contributing to national cultural change to prevent and respond to violence against women.

The department has a range of strategies and initiatives to embed diversity and inclusion, including the following employee networks:

  • Aboriginal and Torres Strait Islander Employee Network
  • Culturally and Linguistically Diverse Employee Network
  • Disability Employee Network
  • LGBTIQ+ Employee Network
  • Women's Network.

Each Network has a Senior Executive Service (SES) level champion to play a visible leadership role across the department to work towards the vision of a more inclusive and diverse workplace. Our Champions work closely with the Employee Networks and the broader department to achieve a cohesive approach to inclusion and diversity.

RecruitAbility

The RecruitAbility Scheme

RecruitAbility is a scheme which aims to attract and develop candidates with a disability. We are committed to supporting the employment of people with disability and this scheme is applied to all our vacancies (including APS and SES levels).

Eligibility

You will progress to further assessment stages (generally interview stage) if you:

  • Identify as having a disability
  • Choose to opt into the scheme
  • Meet the minimum job requirements for the vacancy.

Opting into the RecruitAbility scheme

Within the Diversity section of the online application form, you will be asked to indicate if you wish to opt into the RecruitAbility scheme. You must tick the ‘opt in’ box to participate in the scheme. More details about the RecruitAbility scheme can be found at the Australian Public Service Commission’s website.

Definition of a disability

For the purposes of the scheme, ‘disability’ is based on the Australian Bureau of Statistics definition and is a current limitation, restriction or impairment, which has lasted, or is likely to last, for at least six months and restricts everyday activities. Refer to a list of specific disabilities.

You do not need to provide evidence of your disability to opt into the scheme, but you are making a declaration to the APS that you meet the definition.

Reasonable adjustments and accessibility during interview

If you are invited to attend an interview and require any reasonable adjustments, please advise the Contact Officer.

Identified & Affirmative Measures positions

Identified Positions

Identified positions are used to attract applicants who have appropriate skills, attributes and experience to work effectively on Indigenous issues.

An identified position signifies that a role requires an understanding of

the issues affecting Aboriginal and Torres Strait Islander peoples, and an ability to communicate sensitively and effectively with Aboriginal and/or Torres Strait Islander people.

All applicants can apply for these roles if they can address the required level of Indigenous cultural competency. While these roles often attract Indigenous applicants, it is important to note that all eligible applicants can apply. Familiarising yourself with the APS Identified Positions Guidance is recommended.  

The criteria attached to these specific roles are consistent with merit and the reasonable opportunity to apply principles set out in the Public Service Act 1999, without raising issues of discrimination under the Racial Discrimination Act 1975.

For additional information please visit the APSC Guidance Materials.

Affirmative Measures Positions – Indigenous

The Affirmative Measures —Indigenous employment provision is set out in section 26 of the Australian Public Service Commissioner’s Directions 2016 (the Directions) and is within the meaning of special measures under subsection 8(1) of the ‘Racial Discrimination Act 1975’.

A vacancy under the measure is only available to Aboriginal and/or Torres Strait Islander people in order to support Aboriginal and Torres Strait Islander employment in the APS. Familiarising yourself with the APS Affirmative Measures Guidance is recommended.  

Confirmation of Aboriginal or Torres Strait Islander status

Over time, APS agencies have developed internal policies in relation to Affirmative Measures — Indigenous employment recruitment processes to ensure the requirements of the Directions are met. The most commonly accepted form of evidence is a ‘Confirmation of Aboriginal and/or Torres Strait Islander proof of heritage’.

For the purposes of the affirmative measure, an agency head must be satisfied that an applicant is:

  • of Aboriginal and/or Torres Strait Islander descent
  • Aboriginal and/or Torres Strait Islander; and
  • accepted by their community as being Aboriginal and/or Torres Strait Islander.

To demonstrate eligibility for employment under this affirmative measure, applicants are required to provide evidence that they are an Aboriginal and/or Torres Strait Islander person as part of the application process.

Suitable evidence of Aboriginal or Torres Strait Islander status may include:

  1. letter signed by the Chairperson of an incorporated Indigenous organisation confirming that the applicant is recognised as an Aboriginal and/or Torres Strait Islander person, or
  2. confirmation of Aboriginal and/or Torres Strait Islander descent document executed by an Indigenous organisation.