Culturally and Linguistically Diverse Employee Action Plan 2018–2020

We celebrate the cultural and linguistic diversity of our people and provide a culturally safe and inclusive workplace. We value and embrace skills, perspectives and experiences of our culturally and linguistically diverse (CALD) employees to provide culturally appropriate and improved services to the Australian community. This action plan supports the Australian Government’s Multicultural Access and Equity Policy which is administered by the Department of Social Services. The actions give practical effect to the six commitments of the Multicultural Access and Equity Policy: Leadership; Engagement; Responsiveness; Performance; Capability and Openness.

Culturally and Linguistically Diverse Employee Action Plan 2016–2018 Priority 1

Priority 1

Increase cultural competence

First 12 months

  1. Promote the SBS multicultural learning program and our Unconscious Bias training to increase take-up.
  2. Celebrate cultural days of significance and invite guest speakers who are leaders from CALD backgrounds.

and for the next two years

  1. Hold learning events to raise awareness about, and increase knowledge of, the range of cultures of employees from CALD backgrounds.

Culturally and Linguistically Diverse Employee Action Plan 2016–2018 Priority 2

Priority 2

Removing barriers in the workplace for employees from CALD backgrounds

First 12 months

  1. Develop targeted language training opportunities to enhance verbal and written communication for development of English and other language skills.
  2. Establish a CALD employee network to provide employees the opportunity to engage and contribute to departmental initiatives.
  3. Raise awareness of the interpreter guidelines through employee communications.

and for the next two years

  1. Investigate becoming a member of the National Anti-Racism Partnership as commitment to take action against racism.

Culturally and Linguistically Diverse Employee Action Plan 2016–2018 Priority 3

Priority 3

Inclusive workplace practices

First 12 months

  1. Review the Department’s recruitment processes including guidelines and templates to ensure CALD candidates are adequately supported.
  2. Commit to ensuring at least one employee from a CALD background is on selection panels when a significant number of candidates identify as from non-English speaking backgrounds.

and for the next two years

  1. Develop an attraction strategy to increase the Department's profile within CALD communities and CALD job seekers accessing our services.