Equal employment opportunity survey 2017

Local government

Submission details

Please note that all survey data must be submitted online by close of business on Friday 28 April 2017. This hard copy is purely for use in collating your local government’s responses.

If you have any queries regarding the survey, please contact:

  • Mr Teo Yuan, Project Officer on 08 6552 8862 or

Thank you for your participation.

Background information

Local government:
Contact officer:
Position title:
Email address:
Phone number:
Please provide the name of your human resources management information system, or describe the methods used to maintain employee records:

Instructions

The following table provides guidance on how your local government should interpret some of the response options.

Yes-fullyStrategy is currently in place and operates across your entire local government

Yes-partiallyStrategy is currently in place and operates in part of your local government

Being developedA firm decision has been made to implement the strategy AND action is underway to implement within the next 12 months

NoThe strategy is not currently in place in your local government and is not being developed (as above)

1

EEO initiatives

  1. Has your local government set and achieved documented targets to increase workforce representation of the following diversity groups?

No, not set / Yes, set but not achieved / Yes, set and achieved
(go to Q3)
  1. Women
/ 1 / 2 / 3
  1. People from culturally and linguistically diverse backgrounds
/ 1 / 2 / 3
  1. Aboriginal Australians
/ 1 / 2 / 3
  1. People with disability
/ 1 / 2 / 3
  1. People aged 24 years and under (youth)
/ 1 / 2 / 3
  1. People aged 45 years and over (mature)
/ 1 / 2 / 3
  1. What has impacted on your local government setting or achieving diversity targets? (please select all that apply)

a.1 We get few or no job applications from people from diverse backgrounds

b.2Our recruitment practices are not well suited to recruiting people from diverse backgrounds

c.3Our selection criteria and job descriptions are too complex for people from diverse backgrounds

d.4 Unconscious bias and the role it plays in recruitment is not well understood in our local government

e.5The benefits of having a diverse and representative workforce is not well understood in our local government

f.6We did not advertise many jobs over the last 12 months

g.7All diversity groups are already well represented in our local government

h.8Others (please specify)

  1. Does your local government use these strategies to contribute to the employment of Aboriginal Australians?

Yes–fully / Yes–partially / Being developed / No
  1. Our local government’s Aboriginal employment approach is informed by Attract, appoint and advance: An employment strategy for Aboriginal people
/ 1 / 2 / 3 / 4
  1. We encourage Aboriginal employees to disclose their diversity status during workforce data collection
/ 1 / 2 / 3 / 4
  1. We include cultural awareness training/information in all training materials or programs
/ 1 / 2 / 3 / 4
  1. We promote flexible work practices to assist Aboriginal employees to balance work and cultural issues
/ 1 / 2 / 3 / 4
  1. We have implemented culturally appropriate recruitment and selection practices, including proactive approaches to seeking Aboriginal applicants
/ 1 / 2 / 3 / 4
  1. We have strategies in place to provide leadership, development and advancement opportunities for Aboriginal employees
/ 1 / 2 / 3 / 4
  1. We have peer support networks, partnerships and/or programs in place for Aboriginal employees
/ 1 / 2 / 3 / 4
  1. Others (please specify)……………………………………………..
/ 1 / 2 / 3 / 4

The Director of Equal Opportunity in Public Employment and the Public Sector Commission are assisting the Regional Services Reform Unit (Department of Regional Development) in its efforts to increase employment of local Aboriginal people in the public sector in regional and remote WA. For more information about the Regional Services Reform Unit’s work contact .

  1. Is your local government aware of theResilient Families, Strong Communities: A roadmap for regional and remote Aboriginal communities reform project?

1 Yes

2No

5. Is your local government aware of the Aboriginal Regional Employment Package that commits to employing more local Aboriginal people in the public sector?

1 Yes

2No

  1. Does your local government use these strategies to contribute to the employment of people with disability?

Yes–fully / Yes–partially / Being developed / No
  1. Our local government’s disability employment approach is informed bySee my abilities: An employment strategy for people with disability
/ 1 / 2 / 3 / 4
  1. We encourage employees with disability to disclose their diversity status during workforce data collection
/ 1 / 2 / 3 / 4
  1. We include disability diversity and inclusion content in all training materials or programs
/ 1 / 2 / 3 / 4
  1. We practise flexibleand innovative approaches in recruitingand employing people with disability
/ 1 / 2 / 3 / 4
  1. We provide information about working with our local government in a variety of accessible formats
/ 1 / 2 / 3 / 4
  1. Our managers are educated about support options available for employees with disability (e.g. work modifications)
/ 1 / 2 / 3 / 4
  1. Our ‘Disability access and inclusion plan’ provides an overview of inclusive employment strategies
/ 1 / 2 / 3 / 4
  1. We have strategies in place to provide leadership, development and advancement opportunities for employees with disability
/ 1 / 2 / 3 / 4
  1. We encourage employees with disability to participate in mentoring programs or other formal support networks
/ 1 / 2 / 3 / 4
  1. Others (please specify)……………………………………………..
/ 1 / 2 / 3 / 4

Unconscious bias is the ingrained stereotyping that informs a person’s decision making, but of which they are unaware. Most discrimination results from unconscious stereotyping and cultural biases that do not enter into the decision maker’s conscious mind. The effects of unconscious bias can be subtle, pervasive and difficult to change.

  1. Which of the following strategies has your local government used to reduce the effects of unconscious bias in human resource practices? (please select all that apply)
  1. 1Ensuring selection criteria, JDFs and other recruitment documentation arenon-discriminatory
  2. 2Ensuring human resource processes are equitable
  3. 3Developing human resource policies that consider diversity and inclusion
  4. 4Ensuring selection panels are diverse (e.g. different genders, ages and cultural backgrounds are represented)
  5. 5Ensuring senior leaders, who are aware of the role unconscious bias plays in the workplace, have oversight of human resource decisions
  6. 6Recruitment panels are trained in reducing unconscious bias
  7. 7All staff are made aware of the role unconscious bias plays in workplace
  8. 8All staff receive diversity and awareness training, which includes advice on unconscious bias
  9. 9Other (please specify)

Workplace gender equality is achieved when employees are able to access and enjoy the same rewards, resources and opportunities, regardless of their gender.The aim of gender equality in the workplace is to achieve broadly equal outcomes for all genders, not necessarily outcomes that are exactly the same for all.

  1. Please briefly describe your local government’s experiences in achieving gender equality at all classification levels.

______

  1. Are your employees able to identify a gender other than male or female in providing their diversity status to your local government?

1 Yes

2No

Indoor employees: all

10. /
  1. Please provide your local government's indoor headcount as at 31 March 2017 (including any casual employees paid during the last twelve months):

  1. Please provide your local government's number of indoor full-time equivalents (FTE) as at 31 March 2017(including any casual employees paid during the last twelve months):

  1. Please provide total headcount of indoor employees with your local government who have responded to an EEO questionnaire / provided EEO information (regardless of whether they fall into an EEO group). Note: This number should be less than or equal to your indoor headcount provided above.

Indoor employees:by management tier

11 a. Please provide total headcounts for all indoor employees for each management tier within your local government. This includes permanent/fixed term and casual/other employment types.
For Tier 1 management, please enter ‘1’ in the females, males or Indeterminate/Intersex/Unspecifiedto represent your Chief Executive. / Females / Femaleswho have completed an EEO questionnaire / Males / Maleswho have completed an EEO questionnaire / Indeterminate/
Intersex/
Unspecified / Indeterminate/
Intersex/
Unspecified who have completed an EEO questionnaire
Tier 1 management
Tier 2 management
Tier 3 management
11 b. Indoor employees: People from culturally and linguistically diverse backgrounds by management tier / Females / Males / Indeterminate/Intersex/
Unspecified / Total / % People from culturally and linguistically diverse backgrounds
Tier 1 management / (auto-calc) / (auto-calc)
Tier 2 management / (auto-calc) / (auto-calc)
Tier 3 management / (auto-calc) / (auto-calc)
11 c. Indoor employees: Aboriginal Australians by management tier / Females / Males / Indeterminate/Intersex/
Unspecified / Total / % Aboriginal Australians
Tier 1 management / (auto-calc) / (auto-calc)
Tier 2 management / (auto-calc) / (auto-calc)
Tier 3 management / (auto-calc) / (auto-calc)
11 d. Indoor employees: People with disability by management tier / Females / Males / Indeterminate/Intersex/
Unspecified / Total / % People with disability
Tier 1 management / (auto-calc) / (auto-calc)
Tier 2 management / (auto-calc) / (auto-calc)
Tier 3 management / (auto-calc) / (auto-calc)

Indoor employees: by age group

12 a. Please provide total headcounts for all indoor employees for both age groups within your local government. This includes permanent/fixed term and casual/other employment types. / Females / Females who have completed an EEO questionnaire / Males / Males who have completed an EEO questionnaire / Indeterminate/
Intersex/
Unspecified / Indeterminate/
Intersex/
Unspecified who have completed an EEO questionnaire
Aged24 years and under (youth)
Aged 45 years and over (mature workers)
12 b. Indoor employees: People from culturally and linguistically diverse backgrounds by age group / Females / Males / Indeterminate/
Intersex/
Unspecified / Total / % People from culturally and linguistically diverse backgrounds
Aged24 years and under (youth) / (auto-calc) / (auto-calc)
Aged 45 years and over (mature workers) / (auto-calc) / (auto-calc)
12 c. Indoor employees: Aboriginal Australians by age group / Females / Males / Indeterminate/
Intersex/
Unspecified / Total / Aboriginal Australians
Aged24 years and under (youth) / (auto-calc) / (auto-calc)
Aged 45 years and over (mature workers) / (auto-calc) / (auto-calc)
12 d. Indoor employees: People with disability by age group / Females / Males / Indeterminate/
Intersex/
Unspecified / Total / % People with a disability
Aged24 years and under (youth) / (auto-calc) / (auto-calc)
Aged 45 years and over (mature workers) / (auto-calc) / (auto-calc)

Indoor employees by employment type: permanent and fixed term employees

13a . Please provide total headcounts forindoor permanent and fixed term employees for the following employment types within your local government. / Females / Females who have completed an EEO questionnaire / Males / Males who have completed an EEO questionnaire / Indeterminate/
Intersex/
Unspecified / Indeterminate/
Intersex/
Unspecified who have completed an EEO questionnaire
Permanent full-time
Permanent part-time
Fixed term full-time
Fixed term part-time
13b. People from culturally and linguistically diverse backgrounds by employment type for indoor permanent and fixed term employees only / Females / Males / Indeterminate/Intersex/
Unspecified / Total / % People from culturally and linguistically diverse backgrounds
Permanent full-time / (auto-calc) / (auto-calc)
Permanent part-time / (auto-calc) / (auto-calc)
Fixed term full-time / (auto-calc) / (auto-calc)
Fixed term part-time / (auto-calc) / (auto-calc)
13c. Aboriginal Australiansby employment type for indoor permanent and fixed term employees only / Females / Males / Indeterminate/Intersex/
Unspecified / Total / % Aboriginal Australians
Permanent full-time / (auto-calc) / (auto-calc)
Permanent part-time / (auto-calc) / (auto-calc)
Fixed term full-time / (auto-calc) / (auto-calc)
Fixed term part-time / (auto-calc) / (auto-calc)
13d. People with disability by employment type for indoor permanent and fixed term employees only / Females / Males / Indeterminate/Intersex/
Unspecified / Total / % People with a disability
Permanent full-time / (auto-calc) / (auto-calc)
Permanent part-time / (auto-calc) / (auto-calc)
Fixed term full-time / (auto-calc) / (auto-calc)
Fixed term part-time / (auto-calc) / (auto-calc)

Indoor employees by classification level: permanent and fixed term employees

14 a. Please provide total headcounts for indoor permanent and fixed term employees for each classification level within your local government (nominally requested as ‘Level 1’ to ‘Level 10’ – please rank from 1-10, regardless of your own numbering system. / Females / Females who have completed an EEO questionnaire / Males / Males who have completed an EEO questionnaire / Indeterminate/
Intersex/
Unspecified / Indeterminate/
Intersex/
Unspecified who have completed an EEO questionnaire
Level 1
Level 2
Level 3
Level 4
Level 5
Level 6
Level 7
Level 8
Level 9
Level 10
14 b. People from culturally and linguistically diverse backgrounds by employment type for indoor permanent and fixed term employees only / Females / Males / Indeterminate/
Intersex/
Unspecified / Total / % People from culturally and linguistically diverse backgrounds
Level 1 / (auto-calc) / (auto-calc)
Level 2 / (auto-calc) / (auto-calc)
Level 3 / (auto-calc) / (auto-calc)
Level 4 / (auto-calc) / (auto-calc)
Level 5 / (auto-calc) / (auto-calc)
Level 6 / (auto-calc) / (auto-calc)
Level 7 / (auto-calc) / (auto-calc)
Level 8 / (auto-calc) / (auto-calc)
Level 9 / (auto-calc) / (auto-calc)
Level 10 / (auto-calc) / (auto-calc)
14 c. Aboriginal Australiansby employment type for indoor permanent and fixed term employees only / Females / Males / Indeterminate/
Intersex/
Unspecified / Total / % Aboriginal Australians
Level 1 / (auto-calc) / (auto-calc)
Level 2 / (auto-calc) / (auto-calc)
Level 3 / (auto-calc) / (auto-calc)
Level 4 / (auto-calc) / (auto-calc)
Level 5 / (auto-calc) / (auto-calc)
Level 6 / (auto-calc) / (auto-calc)
Level 7 / (auto-calc) / (auto-calc)
Level 8 / (auto-calc) / (auto-calc)
Level 9 / (auto-calc) / (auto-calc)
Level 10 / (auto-calc) / (auto-calc)
14 d. People with disability by employment type for indoor permanent and fixed term employees only / Females / Males / Indeterminate/
Intersex/
Unspecified / Total / % People with a disability
Level 1 / (auto-calc) / (auto-calc)
Level 2 / (auto-calc) / (auto-calc)
Level 3 / (auto-calc) / (auto-calc)
Level 4 / (auto-calc) / (auto-calc)
Level 5 / (auto-calc) / (auto-calc)
Level 6 / (auto-calc) / (auto-calc)
Level 7 / (auto-calc) / (auto-calc)
Level 8 / (auto-calc) / (auto-calc)
Level 9 / (auto-calc) / (auto-calc)
Level 10 / (auto-calc) / (auto-calc)

Indoor employees by employment type: casuals and other employees

15 a. Please provide total headcounts forindoorcasual employees and other employment types (not already covered). / Females / Females who have completed an EEO questionnaire / Males / Males who have completed an EEO questionnaire / Indeterminate/
Intersex/
Unspecified / Indeterminate/
Intersex/
Unspecified who have completed an EEO questionnaire
Casuals paid in last 12 months
Other employment types paid in last 12 months
15 b. Indoor employees: People from culturally and linguistically diverse backgrounds by casual and other employment types / Females / Males / Indeterminate/
Intersex/
Unspecified / Total / % People from culturally and linguistically diverse backgrounds
Casuals paid in last 12 months / (auto-calc) / (auto-calc)
Other employment types paid in last 12 months / (auto-calc) / (auto-calc)
15 c. Indoor employees: Aboriginal Australians by casual and other employment types / Females / Males / Indeterminate/
Intersex/
Unspecified / Total / % Aboriginal Australians
Casuals paid in last 12 months / (auto-calc) / (auto-calc)
Other employment types paid in last 12 months / (auto-calc) / (auto-calc)
15 d. Indoor employees: People with disability by casual and other employment types / Females / Males / Indeterminate/
Intersex/
Unspecified / Total / % People with a disability
Casuals paid in last 12 months / (auto-calc) / (auto-calc)
Other employment types paid in last 12 months / (auto-calc) / (auto-calc)

Outdoor employees: all

16. /
  1. Please provide your local government's outdoor headcount as at 31 March 2017 (including any casual employees paid during the last twelve months):

  1. Please provide your local government's number of outdoor full-time equivalents (FTE) as at 31 March 2017 (including any casual employees paid during the last twelve months):

  1. Please provide total headcount of outdoor employees with your local government who have responded to an EEO questionnaire / provided EEO information (regardless of whether they fall into an EEO group). Note: This number should be less than or equal to your outdoor headcount provided above.

Outdoor employees: by management tier

17 a. Please provide total headcounts for all outdoor employees for each management tier within your local government. This includes permanent/fixed term and casual/other employment types.
/ Females / Females who have completed an EEO questionnaire / Males / Males who have completed
an EEO questionnaire / Indeterminate/
Intersex/
Unspecified / Indeterminate/
Intersex/
Unspecified who have completed an EEO questionnaire
Tier 2 management
Tier 3 management
17 b. Outdoor employees: People from culturally and linguistically diverse backgrounds by management tier / Females / Males / Indeterminate/
Intersex/
Unspecified / Total / % People from culturally and linguistically diverse backgrounds
Tier 2 management / (auto-calc) / (auto-calc)
Tier 3 management / (auto-calc) / (auto-calc)
17 c. Outdoor employees: Aboriginal Australians by management tier / Females / Males / Indeterminate/
Intersex/
Unspecified / Total / % Aboriginal Australians
Tier 2 management / (auto-calc) / (auto-calc)
Tier 3 management / (auto-calc) / (auto-calc)
17 d. Outdoor employees: People with disability by management tier / Females / Males / Indeterminate/
Intersex/
Unspecified / Total / % People with disability
Tier 2 management / (auto-calc) / (auto-calc)
Tier 3 management / (auto-calc) / (auto-calc)

Outdoor employees:by age group

18 a. Please provide total headcounts for alloutdooremployees for both age groups within your local government. This includes permanent/fixed term and casual/other employment types. / Females / Females who have completed an EEO questionnaire / Males / Males who have completed an EEO questionnaire / Indeterminate/
Intersex/
Unspecified / Indeterminate/
Intersex/
Unspecified who have completed an EEO questionnaire
Aged24 years and under (youth)
Aged 45 years and over (mature workers)
18 b. Outdoor employees: People from culturally and linguistically diverse backgrounds by age group / Females / Males / Indeterminate/
Intersex/
Unspecified / Total / % People from culturally and linguistically diverse backgrounds
Aged24 years and under (youth) / (auto-calc) / (auto-calc)
Aged 45 years and over (mature workers) / (auto-calc) / (auto-calc)
18 c. Outdoor employees: Aboriginal Australiansby age group / Females / Males / Indeterminate/
Intersex/
Unspecified / Total / % Aboriginal Australians
Aged24 years and under (youth) / (auto-calc) / (auto-calc)
Aged 45 years and over (mature workers) / (auto-calc) / (auto-calc)
18 d. Outdoor employees: People with disability by age group / Females / Males / Indeterminate/
Intersex/
Unspecified / Total / % People with a disability
Aged24 years and under (youth) / (auto-calc) / (auto-calc)
Aged 45 years and over (mature workers) / (auto-calc) / (auto-calc)

Outdoor employeesby employment type: permanent and fixed term employees

19 a. Please provide total headcounts for outdoor permanent and fixed term employees for the following employment types within your local government. / Females / Females who have completed an EEO questionnaire / Males / Males who have completed an EEO questionnaire / Indeterminate/
Intersex/
Unspecified / Indeterminate/
Intersex/
Unspecified who have completed an EEO questionnaire
Permanent full-time
Permanent part-time
Fixed term full-time
Fixed term part-time
19 b. People from culturally and linguistically diverse backgrounds by employment type for outdoor permanent and fixed term employees only / Females / Males / Indeterminate/
Intersex/
Unspecified / Total / % People from culturally and linguistically diverse backgrounds
Permanent full-time / (auto-calc) / (auto-calc)
Permanent part-time / (auto-calc) / (auto-calc)
Fixed term full-time / (auto-calc) / (auto-calc)
Fixed term part-time / (auto-calc) / (auto-calc)
19 c. Aboriginal Australians by employment type for outdoor permanent and fixed term employees only / Females / Males / Indeterminate/
Intersex/
Unspecified / Total / % Aboriginal Australians
Permanent full-time / (auto-calc) / (auto-calc)
Permanent part-time / (auto-calc) / (auto-calc)
Fixed term full-time / (auto-calc) / (auto-calc)
Fixed term part-time / (auto-calc) / (auto-calc)
19 d. People with disability by employment type for outdoor permanent and fixed term employees only / Females / Males / Indeterminate/
Intersex/
Unspecified / Total / % People with disability
Permanent full-time / (auto-calc) / (auto-calc)
Permanent part-time / (auto-calc) / (auto-calc)
Fixed term full-time / (auto-calc) / (auto-calc)
Fixed term part-time / (auto-calc) / (auto-calc)

Outdoor employees by classification level: permanent and fixed term employees