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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.

3.1 Agency Multicultural Plan

The Commission advocates a human rights-based approach to multiculturalism, access and equity and reconciliation and provides an action framework that facilitates the practical application of a Human Rights Based Approach (HRBA) to multicultural access and equity issues. We want to model and address our access and equity practice in our programs, services and operations with and for CALD communities and stakeholders.

Our aim is to improve the access and equity of our services and programs by:

  1. Modelling an agency HRBA to access and equity.
  2. Systematising the coordination and reporting of our access and equity activities.
  3. Providing a framework to oversight the access and equity processes across our Reconciliation, Disability and CALD access and equity initiatives.

 

3.2 Disability Action Plan

It is important to the Commission that every experience for a visitor, client, community member, employee or web explorer is a successful one, where information is available, accessible and helpful. We endeavour to deliver exceptional service by being proactive, considerate and responsive to the needs of our staff and visitors both on-site and online.

We have sought to identify and provide the best accessible premises and solutions with our recent relocation, but appreciate that this requires ongoing attention to ensure that continuing needs for both our staff and the public are met.

The focus for our current disability action plan has been on 4 key areas:
1. Developing and promoting a disability lens approach to our work
2. Technology and accessibility
3. Our workplace and employment
4. Community Connections

With these leading themes, we will endeavour to address any issues of service, technology, premises, education and employment.

3.3 Reconciliation Action Plan

Reconciliation is important to the Australian Human Rights Commission (the Commission):

  • it enables us to build the cultural diversity of our organisation so we are better placed to empower Aboriginal and Torres Strait Islander peoples to understand and exercise their human rights;
     
  • it is appropriate for us to model the importance of understanding and respect for the rights of Aboriginal and Torres Strait Islander peoples.


The Commission’s activities to promote the human rights of Aboriginal and Torres Strait Islander peoples include:

  • Advocating for the recognition of Aboriginal and Torres Strait Islander peoples in the Australian Constitution;
  • Partnering with the National Congress of Australia’s First Peoples and Reconciliation Australia to promote improved relationships and
  • reconciliation between Aboriginal and Torres Strait Islander peoples and the wider Australian community;
  • Partnering with Australia’s leading Aboriginal and Torres Strait Islander and non-Indigenous health and human rights organisations as part of the Close the Gap Steering Committee for Indigenous Health Equality;
  • Supporting the engagement of Aboriginal and Torres Strait Islander peoples and organisations at international fora with a specific focus on the rights of indigenous peoples through the Indigenous Peoples’ Organisations Network.
  • Advocating for the full implementation of both the spirit and intent of the United Nations Declaration on the Rights of Indigenous Peoples in Australia.

3.4 Workplace Diversity Program

The Commission has had a Workplace Diversity Program in place since 1999. Over time our programs have developed and responded to the changing workforce and its needs. We review our Diversity Strategy every four years to ensure currency and relevance to organisational best practice. Our Commission approves the Diversity Strategy.

The Diversity Strategy aims to provide practical and proven approaches to support staff as they try to achieve work-life balance. It provides for flexible employment policies and practices and the recognition of diversity events to educate and celebrate.

We highlight the particular employment disadvantage experienced by Indigenous Australians and people with a disability and challenge ourselves to improve our performance in these areas.

We have concentrated our efforts in this single Diversity Strategy to ensure our limited resources are used wisely and to achieve the best outcomes for both the Commission and the community.