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Equal Employment Opportunity (EEO – Workplace Diversity)

The Diversity Taskforce continued its work throughout the year. Established in 2017 to increase the diversity of our staff and students, the taskforce has over 40 engaged members, and over the year continued to identify and address several opportunities to make the School a more inclusive environment. This included:

  • Involving staff and students in the development of a gender-neutral bathroom and signage
  • Developing accessible diversity resources for staff and students
  • Integrating staff and student policies to ensure consistency, inclusivity, and accessibility.

The Taskforce was re-named the Inclusion Taskforce to provide focused attention on inclusion. A Working Group was established to identify how the Network Groups can encompass both staff and students and be mobilised effectively to work on discreet projects aimed at empowering, educating and highlighting the value of each group, making AFTRS a more supportive, safe and inclusive space for all.

The LGBTQIA+ Network Group developed its Action Plan, identifying the need for more gender-neutral bathrooms and safe spaces for staff and students. They also led Diversity Mixer events to give new staff and students an opportunity to meet new people at the start of the school year.

The People and Performance Team developed and embedded processes within the recruitment process to help panel members consider and identify unconscious bias. This resulted in strong, diverse recruitment outcomes, with 75 roles advertised being filled by 68% women, 27% from non-English speaking backgrounds, 23% mature aged (over 50), 20% identified as LGBTQIA+, and 3% Aboriginal and/or Torres Strait Islander peoples. Further work is required to make AFTRS a welcoming and inclusive space for candidates with a disability.

The School is working hard to create an environment where everyone can bring their whole selves to work, regardless of gender, cultural identity, age, sexual preference, work style or whether they identify as having a disability. The School has continued to provide development opportunities to all staff to increase their knowledge and confidence when working with all individuals.

AFTRS continues to seek staff input through multiple forums including the annual staff survey, onboarding and exit surveys, the Staff Consultative Committee, regular Executive drop-in sessions, and the Quarterly Employee Voice Forum with all staff representatives from across the School.

The AFTRS online anonymous whistleblowing form did not receive any reports during this period. In addition, individual email addresses were advertised for Authorised Officers to receive complaints under the Public Interest Disclosure Act 2013. We have promoted this channel on the staff intranet and our website.

No Public Interest Disclosure reports were received this year.