PM&C Inclusion and Diversity Strategy 2023-26

This Strategy outlines the Department’s vision for enhancing the diversity of our workforce whilst embedding a culture of inclusion – a goal that is central to living our organisational values.

Our shared commitment

What our staff can do...

Staff at an Inclusion and Diversity cultural event
  • Act with respect, courtesy and kindness. Respectfully call out and/or report behaviours that may constitute harassment, discrimination, bias and racism.
  • Seek out ways to collaborate, partner and look at challenges from a range of perspectives.
  • Engage in constructive, respectful, discussions and debate.
  • Genuinely factor in other people’s views when providing advice.
  • Seek to understand the working styles, skills and strengths of colleagues.
  • Attend inclusion and diversity and cultural events, join Employee Networks and participate in inter-agency opportunities to collaborate on inclusion and diversity.
  • Be curious and commit to learning about cultural differences, in particular First Nations peoples, cultures and communities.
  • Be open to giving and receiving constructive feedback.
  • Be aware of personal biases or potential for bias to influence you.
  • Consider disclosing individual needs, disability or medical conditions so that reasonable adjustments can be provided and you can reach your full potential.
  • Consider self-disclosing diversity details in (Aurion) our HR System and participate in the APS Employee Census.

In 2022, 87% of PM&C APS Employee Census respondents said they receive the respect they deserve from their colleagues at work.

What our leaders can do...

Young person at an outside gathering
  • Understand the PM&C and APS inclusion and diversity agenda, commit to continued personal learning and share your journey and knowledge.
  • Lead by example, promote and generate conversations about the importance of inclusion and diversity, encourage and acknowledge inclusive behaviour.
  • Foster a safe workplace free from harassment, discrimination, bias and racism, and provide a safe space to discuss complaints.
  • Create a team environment where new ideas, diverse ways of thinking, working and communicating are encouraged and recognised.
  • Ensure diverse perspectives are applied to all that we do, including policy advice, development and delivery.
  • Support staff to participate in training and events that increase their cultural capability and awareness.
  • Have courage to challenge entrenched attitudes, behaviours and biases.
  • Be open to recruiting people with transferrable skills and developing their subject matter expertise to create career pathways.
  • Delegate to the lowest appropriate level and facilitate active participation in meetings and discussion from all staff.
  • Incorporate the PM&C Inclusion and Diversity pillars into individual performance goals and business plans.
  • Actively pursue opportunities to drive PM&C’s inclusion and diversity agenda and build PM&C’s reputation as an inclusive employer.