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Workplace diversity

OPC’s Workplace Diversity Program

The objectives of OPC’s Workplace Diversity Program are:

  • to raise awareness of workplace diversity and of the value of a diverse workforce;
  • to ensure that workplace structures, conditions, systems and procedures foster diversity and allow employees to manage work and personal life;
  • to ensure equity in employment is promoted and upheld;
  • to continue to provide opportunities for employees to participate and contribute to the work of OPC; and
  • to prevent and eliminate bullying, harassment and unlawful discrimination in the workplace.

At the end of 2018-2019, the APSC conducted the 2019 State of the Service Employee Census. Eighty-nine per cent of OPC’s employees participated in the survey.

The table below shows OPC’s results against the performance indicators for each objective.

Objectives and Performance Indicators (PI)






The people in my workgroup behave in an accepting manner towards people from diverse backgrounds.



Supervisors and SES managers actively support people from diverse backgrounds.

81 & 69


OPC is committed to creating a diverse workforce.



OPC supports and actively promotes an inclusive workplace culture.




Employees are satisfied with their work-life balance in OPC.



Employees are satisfied with their non-monetary employment conditions (e.g. leave, flexible work arrangements, other benefits).



Supervisors and SES managers actively support the use of flexible work arrangements by all staff, regardless of gender.

81 & 73



In general, the workforce in OPC is managed well (e.g. filling vacancies, finding the right person for the right job).



SES Managers actively support opportunities for women to access leadership roles.




Communication between the SES and other staff is effective.



Employees are satisfied with the workplace attributes that impact on job satisfaction.




Employees indicate that they have not been subjected to bullying or harassment.



Employees indicate that in the course of their employment they have not experienced discrimination on the basis of their background or a personal characteristic.



OPC's results from the survey indicate that in most areas OPC is meeting the objectives of the Workplace Diversity Program.

However, there are some areas where the results are below the performance indicator. There continued to be a substantial number of neutral responses of “neither agree nor disagree” for these survey questions which may mean that staff are unsure about these attributes of OPC.

These are areas that OPC is continuing to address and will look to improve on in the coming year.

OPC’s Reconciliation Action Plan

OPC is committed to the process of reconciliation between Indigenous and other Australians and recognises the importance of reconciliation to Australia’s future.

OPC’s Reconciliation Action Plan (RAP) was developed in consultation with staff to promote reconciliation both within OPC and across the broader Australian community. OPC’s RAP includes strategies for the recruitment and employment of Indigenous Australians and the promotion of an understanding of Indigenous culture and issues among all our staff.

During the year, the activities undertaken as part of the RAP included:

  • staff attending 2 cultural walking tours at Mount Majura;
  • reviewing the collection of Indigenous Australian art to display in public areas of OPC’s premises; and
  • provision of information on OPC’s RAP to all new employees as part of their induction program.

Breastfeeding Friendly Workplace accreditation

OPC has undertaken an ongoing commitment to provide a supportive environment for breastfeeding women.

OPC maintains accreditation as a “Breastfeeding Friendly Workplace” from the Australian Breastfeeding Association by providing:

  • guidance to staff about our workplace facilities and practices that support women to meet both their work and family commitments;
  • appropriate facilities that double as parenting rooms; and
  • information to staff about our breastfeeding policies in our induction program and a “comeback pack” for staff commencing maternity leave.

Changes to disability reporting in annual reports

Since 1994, non-corporate Commonwealth entities have reported on their performance as policy adviser, purchaser, employer, regulator and provider under the Commonwealth Disability Strategy. In 2007-2008, reporting on the employer role was transferred to the APSC’s State of the Service reports and the APS Statistical Bulletin. These reports are available at www.apsc.gov.au. From 2010-2011, entities have no longer been required to report on these functions.

The Commonwealth Disability Strategy has been overtaken by the National Disability Strategy 2010-2020, which sets out a 10-year national policy framework to improve the lives of people with disability, promote participation and create a more inclusive society. A high-level 2-yearly report will track progress against each of the 6 outcome areas of the Strategy and present a picture of how people with disability are faring. The first of these reports was published in 2014, and can be found at www.dss.gov.au.