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Human Resources
CEO Message
As the President of the ºÚÁÏÇ鱨վ, I would like to welcome you to the careers section of our website. If your career aspirations involve building awareness, shifting attitudes, influencing laws and policies then you are in the right place. A career at the Commission means you will contribute towards real and lasting change in Australia.
7 Monitoring and Evaluation
It is important that the Diversity Strategy is monitored and evaluated. This will assist in identifying successes and strengths as well identifying any barriers and problems. The Strategy will be reviewed annually to determine if the identified activities have been delivered and were effective and progress reported.
6 The Diversity Strategy’s Objectives
The internal objectives of the Diversity Strategy have been distilled to employment related activities under the headings Planning, Sharing, Learning, Monitoring and Creating. The Commission’s other external diversity activities relating to engagement and service delivery are well covered under our RAP, DAP and AMP commitments and cross referenced in Annexure A.
Our Diversity Strategy enables us to meet our commitments under Goal 4.4 of the Commission’s Strategic goals for 2014-2018.
5 The Diversity Committee
The Diversity committee is responsible for ensuring that commitments within the Diversity Strategy are monitored, reported and achieved. The committee meets quarterly and works to agreed terms of reference. The membership of the committee is representative of the various business functions across the Commission and to emphasise the importance of diversity as an issue to the Commission, the committee is chaired by the Executive Director.
3 Priorities of the Diversity Strategy
In this Diversity Strategy, we have brought together our commitments under 4 separate reporting areas which all have a diversity focus. Our commitments under the Reconciliation Action Plan, the Disability Action Plan, the Agency Multicultural Plan and our Workplace Diversity Program intersected and overlapped and streamlining was designed to reduce our reporting time, duplication of activity and ultimately reduce red tape in keeping with current government policy.
Chapter 6: Additional Resources
This chapter provides some useful information and links for industry-specific and general information on increasing the representation of women.
Mining Industry
Chapter 5: Development
Strategies to ensure women have access to both formal and on-the-job development required for career paths in non-traditional roles
Chapter 4: Retention
Strategies to ensure more women are not only recruited, but also retained, in non-traditional roles
Chapter 3: Recruitment
Strategies for an inclusive and rigorous interview and selection process