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Management of human resources

The Geoscience Australia People Strategy 2017–2022 was launched in June 2017. Activities undertaken to implement the strategy in 2018–19 included:

  • developing new forms, processes, tools and documentation to support streamlined end-to-end recruitment processes
  • developing an online tool to support the transformed performance management framework
  • developing a career development action plan and a talent development framework
  • implementing actions in divisional operational workforce plans and releasing the strategic workforce plan for the organisation.

To support the new leadership framework launched in 2017, Geoscience Australia conducted a leadership training program comprising seven modules specifically tailored to areas of development identified through personality inventories and 360-degree feedback for the senior leadership cohort. A similar program has commenced with the middle management cohort.

Geoscience Australia supported and developed employees through study scholarships, study leave and financial assistance, development grants for high-performing employees, and inhouse learning and development programs. Eight graduates completed the Geoscience Australia graduate program in 2018 and six new science graduates commenced in 2019.

Geoscience Australia established the People and Culture Committee to consider human resource issues and opportunities from an organisational perspective, including those related to diversity, culture and inclusion. In addition, the Cultural Reference Group was replaced by the Diversity, Culture and Inclusion Champions Group to continue the focus on diversity-specific initiatives.

This group also contributes ideas to, and raises diversity and culture matters with, the People and Culture Committee. An overarching Geoscience Australia Diversity and Inclusion Strategy, bringing together and updating commitments from the various strategies previously in place for key diversity groups, has been developed.

Geoscience Australia is progressing through the Athena SWAN accreditation process under the Science in Australia Gender Equity pilot program. The program aims to assist organisations to improve gender equity, make the workplace more inclusive, and gain a competitive advantage in attracting excellent science, technology, engineering and mathematics professionals. Geoscience Australia’s application for bronze-level accreditation will be submitted in July 2019.

Geoscience Australia’s workforce statistics are detailed in Appendix B2: Workforce Statistics