Equity & Diversity Annual Report – 2004 Section 4: Appendices

Appendix 4.1 Equity & Diversity Policy Committee Terms of Reference

Role

The role of the Committee is to assist the RBA to achieve its aims for equal opportunity in employment.

Functions

The Committee has the following functions:

  • To make recommendations to the RBA on equity and diversity principles and policy.
  • To keep under examination the development of an appropriate equity and diversity program for the RBA.
  • To monitor and report periodically to the Governor on these matters.

Membership

The Committee comprises four members:

  • Chairperson – appointed by the Governor;
  • Deputy Chairperson – Head of Personnel (ex-officio);
  • Union Representative – an employee nominated by the Reserve Bank Officers' Section of the Finance Sector Union; and
  • RBA Representative – an employee nominated by the RBA.
Equity & Diversity Policy Committee
Chairperson Bob Rankin  
Deputy Chairperson Graham Rawstron  
RBA Representatives Ric Deverell Claire Warner
Union Representatives Ersilia Celio Anna Park
Co-opted Member John Anderson  
Manager, Staff Relations & Conditions Rob Thompson  
Secretary Monica Walker  

The members nominated by the union and the RBA may each have an alternate. The Manager, Staff Relations & Conditions Section, Personnel Department, participates as a non-voting member in all meetings of the Committee. The Committee may invite participation in discussion by staff or unions representing particular work areas or having particular expertise in the matters under consideration.

Meetings

Three members must be present to constitute a quorum, including the Chairperson or Deputy Chairperson; the RBA Representative or Alternate; the Union Representative or Alternate. The Senior Consultant, Staff Training & Development Section, acts as Secretary to the Committee (ex-officio).

Appendix 4.2 Summary of Diversity Plan Initiatives

This section provides a summary of diversity initiatives as set out in Workplace Diversity Plan 2001–2005.

Gender

  • Annually monitor the uptake of contracts by women and conduct further analysis on the identified gap between genders and classification levels.
  • Review contract remuneration outcomes annually to track any significant variations between women and men in comparable positions. A detailed analysis of occupations by gender representation and remuneration to also be included in the review.
  • Review, for effectiveness, specific initiatives associated with the Graduate Development Program designed to enhance the scope for advancement of female graduates into management positions over time.
  • Monitor graduate recruitment gender ratio statistics and compare with university enrolment statistics. Identify and remove any barriers for women in the interview stage of the recruitment process.
  • Identify opportunities to encourage higher representation of women in management positions.
  • Identify where succession plans might not adequately comprehend future retirements.
  • Review ASCO codes during the next reporting period to ensure accuracy in classifications and data integrity. Monitor progress of women within professional occupations.
  • Review the HR database and update any missing educational qualifications.

Work Life Balance

  • Review Intranet site on Work & Family.
  • Monitor use of flexible work arrangements annually.
  • Review and streamline part-time work arrangements during next reporting period.
  • Pilot the Welcome Back program for staff returning from parental leave.
  • Pilot a Working Parents Forum to provide networking opportunities for new parents.
  • Investigate a Welcome Back program for staff returning from extended leave.
  • Update workplace profile analysis to review effectiveness of policies, for example, flexible work arrangements.
  • Trial work from home arrangements.
  • Introduce Personal Leave arrangements.
  • Investigate the ‘48/52’ scheme.

Indigenous Australians

  • Investigate the feasibility of using the Commonwealth Indigenous Cadetship Program.
  • Maintain designated traineeship position with mentoring support.
  • Consider conducting Indigenous Cultural Awareness Workshops.
  • Highlight opportunities to recognise Indigenous culture, for example NAIDOC Week (July).

Race-Ethnicity

  • Update the RBA's current equal employment opportunity form to better capture information on race-ethnicity.
  • Increase opportunities for NESB1 employees to develop written communication skills.
  • Conduct further Cultural Awareness Workshops.
  • Highlight opportunities to recognise cultural diversity, for example, Harmony Day (March).
  • Conduct training needs analysis for Departments who have a high race-ethnicity mix.

People with Disabilities

  • Conduct Disability Awareness Workshop annually.
  • Maintain designated traineeship position with mentoring support.
  • Provide reasonable adjustment advice to departments employing people with disabilities.
  • Finalise and implement the Disability Action Plan for 2003–2005.
  • Consider implementing self-service access to the RBA's HR database to enable staff to update their personal information (postponed until 2005).
  • Review Intranet site in accordance with W3C web accessibility standards.
  • Liaise with Web Manager on W3C web accessibility compliance for the RBA's website.

Appendix 4.3 Disability Action Plan Progress

Initiative Responsibility Due Date Progress
Employment Policies, Procedures & Practices
1 Review Staff Handbook, procedures, policies and guidelines to ensure compliance with the requirements of the Disability Discrimination Act 1992 (DDA). Personnel Department August 2004 The Recruitment and Selection, and Grievance Procedures sections of the Staff Handbook have been reviewed. The remaining documents will be reviewed in 2004/05.
Workplace Assessment & Reasonable Adjustment
2 The Occupational Nurse (OHN) is to formally review the environment of all staff with a known disability on a six monthly basis, or on promotion or transfer, in order to identify any areas requiring assistance or improvements. Occupational Health Nurse

Personnel Department		 Immediately & Ongoing Staff with known disabilities were surveyed in November 2003 and again in May 2004. Action on issues identified is ongoing.
3 Principles of reasonable adjustment applied in recruitment process to support individual needs and ability to pursue a career path. Reasonable adjustment considerations to be ongoing to include acquired disabilities after commencement of employment. Personnel Department

Supervisors

Managers		 Ongoing Ongoing
4 Update the EEO form to better capture information on staff with disabilities. The form will be sent to all existing staff as a one off mail out, as well as to all new staff. Personnel Department February 2004 The EEO form was updated in February 2004.

On 30 April 2004, as part of the annual employee personal details data collection, a modified version of the form was sent to all staff.

The revised form is given to all new staff on their first day at the RBA. Completion is voluntary.
Staff Awareness
5 Create a disability awareness information brochure. The brochure will be distributed to all staff and will also be included in the new starters induction pack. Personnel Department February 2004 The brochure was drafted by Personnel Department together with the Disability Action Plan Consultative Group. All staff were sent a copy of the brochure in February 2004, which is also available on the intranet. A copy is given to all new starters.
6 Disability Awareness Training to be conducted annually, and on demand. Personnel Department April & ongoing A half day disability awareness workshop was held on 21 April 2004.
7 Training and development programs to include information on Disability awareness where they relate to the content of the program. Personnel Department April & ongoing Accessibility was covered in the Central Banking Management Program conducted in May 2004.

Ongoing review.
Managing Grievances
8 Review Handling Grievances guidelines to ensure compliance with the requirements of the Disability Discrimination Act 1992. Personnel Department March 2004 Handing Grievances was reviewed in May 2004 and is compliant with the Disability Discrimination Act 1992.
9 Consult with the Grievance Authority Chairman to ensure a good understanding of the Authority's processes Personnel Department March 2004 In March 2004 the Head of Personnel met with the Grievance Authority Chairman whose term was renewed for 2 years. To ensure the Chairman is kept up to date with RBA issues, a range of publications will be sent to him on a regular basis. This includes the Staff Magazine Currency, the Personnel Newsletter Staff Matters, and the FSU Newsletter.
Training & Development Programs
10 The training nomination form to be modified to allow participants to notify any assistance that may be needed, eg. sight, hearing, mobility, dietary requirements, or any other related or additional needs. Personnel Department January 2004 The training nomination form was modified in December 2003.
11 Install induction loops in the Level 20 training rooms to assist staff with hearing impairments when attending training sessions Personnel Department

Facilities Management Department		 July 2004 Induction loops installed in June 2004.
Technology
12 Establish a technical group to consult staff with disabilities on accessibility to new, existing and modified hardware, software and applications. Personnel Department

Systems & Technology Department		 November 2003 The Systems Accessibility Technical Group (SATG) held their first meeting in November 2003. The group consists of staff from Systems & Technology Department, Information Department, Personnel Department, and other departments with staff with known disabilities. The group meets quarterly; the last meeting for 2003/04 was held on 4 May 2004.
13 Develop a protocol for assessing new systems with respect to accessibility based on World Wide Web Consortium (W3C) Guidelines, or other appropriate standards. Personnel Department

Systems & Technology Department		 February 2004 The Protocol was drafted by Personnel Department and Systems and Technology Department. It was approved and implemented in March 2004. The Protocol is available on the intranet.
14 Accessibility workshops to be conducted for Application Developers and Project Managers. Systems & Technology Department April 2004 Accessibility Workshops were held in December 2003 and March 2004. A further course will be run towards the end of 2004 to capture new starters and other staff still requiring training.
15 Any redesign of the RBA's software, applications, and intranet or internet sites to be undertaken with reference to W3C accessibility guidelines, in line with appropriate Commonwealth Government standards. Systems & Technology Department

Information Department		 Ongoing An inventory of the RBA's systems was undertaken in January 2004. Systems are ranked according to the different departments in the RBA, by priority level, and by relevant accessibility standard. Accessibility improvements have initially been directed to the higher profile systems (e.g. RBA's Website and RBAnet).

A project manager from Systems & Technology Department was appointed in December 2003 to oversee this initiative. All accessibility improvements to any of the RBA's systems are reported to the project manager.
16 Skillsoft, the RBA's online training software provider, to repurpose all SkillPort online learning modules for accessibility. Personnel Department March 2004 All courses have been repurposed. The main tasks involved were to add an audio option to all courses and to remove the requirement of downloading a shockwave player to play the course simulations.
Building Access
17 Progressively implement building access recommendations in accordance with the Access Improvement Plan. Facilities Management Department Ongoing Upgrading the six passenger lifts to comply with DDA will be implemented in 2004/05 capital works program.

Toilets and fixtures on L14 will be upgraded to DDA requirement in the fit out project, for which tenders have been received. Anticipated construction will commence mid July and be completed by end September 2004.

Toilets on L2 and L1 will be upgraded to DDA requirements as part of the fitout project. Anticipated L2 will be completed by June 2005 and L1 will be completed Jan 2006.
18 Redesign access to Sydney Head Office ground floor banking chamber and currency museum with consideration to equivalent access. Facilities Management Department July 2004 Design of access lift to Banking Chamber and Currency Museum approved by the Bank. These access lifts will be installed by the Currency Museum fit out contractor end July 2004.
19 Review existing security and emergency control policies, procedures and guidelines with the aim of ensuring equal access to the RBA's buildings for people with a disability. This is to include evacuation procedures. Facilities Management Department September 2004 Security and emergency control policies and procedures are being reviewed to ensure they comply with DDA provisions. Building incident management procedures have been re-drafted accordingly. An emergency Management Working Group has been set up to review a wide range of issues and DDA/access will be a standing item on the agenda.
Equipment & Furniture Specifications
20 Review existing Purchasing Guidelines. Ensure future equipment and furniture purchases comply with the DDA Facilities Management Department July 2004 & Ongoing New Procurement Guidelines section 3.4 refers to the DDA and its requirements in regard to procuring goods and services.

The Furniture Guidelines in respect to the DDA will be reviewed in the next reporting period.
Service Agreements
21 Review service agreements. Ensure future agreements comply with the DDA. All Departments September 2004 & Ongoing Ongoing
Currency Notes
22 Consult with disability consumer organisations when designing currency notes to assist people with disabilities to effectively differentiate between them. Note Issue Department Ongoing There were no new notes designed in the 2003/04 financial year.
Consultative Group
23 Establish a consultative group to actively involve staff with disabilities in the development, implementation, monitoring and evaluation of the Plan. Personnel Department October 2003 The first meeting after the launch of the Disability Action Plan was held on 23 Feb 2004. Meetings are held quarterly; the last meeting for 2003/04 was held on 18 May.
Information
24 Promote and enhance the availability of information in accessible formats. All Departments Ongoing Ongoing
Supervisor & Manager Responsibilities
25 A survey to be developed and distributed to Managers and Supervisors to assess their understanding of roles and responsibilities on disability issues in the workplace. Conduct an analysis of the results to determine whether any further action is required. Personnel Department

Managers

Supervisors		 July 2004 The survey was drafted in April 2004. Comments from the Disability Action Plan Consultative Group were incorporated into the second draft. The survey will be distributed in 2004/05.
Monitoring, Evaluation & Reporting
26 Heads of Department to annually monitor and evaluate the Plan objectives and initiatives of the Plan to ensure effective implementation. Results will be included in the Equity & Diversity Annual Report. Heads of Department Annually (July) Diversity Contact Managers provided feedback on behalf of department heads in May 2004.

Appendix 4.4 Statistical Data

Collection of Statistics

Section 6 of the Equal Employment Opportunity (Commonwealth Authorities) Act 1987, requires the collection of statistics on the following designated groups: women, people from non-English speaking backgrounds, Aboriginal and Torres Strait Islander peoples, and people with disabilities. The RBA collects the following statistics by designated group:

  • Representation within Salary Ranges (See 4.4.1)
  • Representation within Classification Level (See 4.4.2)
  • Representation within Occupational Groups (See 4.4.3)
  • Recruitment (See4.4.4)
  • Promotions (See 4.4.5)
  • Resignations (See 4.4.6)
  • Retirements (See 4.4.7)
  • Non Contractor Salary Range
  • Contractor: Salary Ranges, Location, Occupational Group
  • Rehired Recruitment Numbers
  • Staff Numbers: by Age Distribution, by Length of Service

In addition, statistics are also collected on: transfers; training; presentations at conferences; study; composition of selection panels; parental leave (including resumptions, resignations, hours of work); carer's leave; and, part-time work. Where available, these statistics are also presented by designated group to assist in the analysis of equity and diversity policies and practices.

ASCO codes

All positions in the RBA have been assigned an ASCO code, the standard developed by the Australian Bureau of Statistics. The assigned ASCO code is based on the skill/knowledge requirements of the job. There are eight groupings at the RBA:

Occupational Group Examples in the Reserve Bank
Managers Heads of functional areas and senior managers.
Professionals Economists, analysts, accountants, computer programmers, graphic designers, archivists & auditors.
Associate Professionals Administrative officers & foreign exchange dealers.
Tradespersons Electricians, engineering tradespersons & printers.
Advanced Clerical Personal assistants and secretaries.
Intermediate Clerical Statistics clerks & payroll clerks.
Elementary Clerical Records clerks, switchboard operators & trainees.
Production, Transport & Manual Storehands & drivers.

Appendix 4.4.1

Representation within Salary Ranges
As at 30 June 2004
Number (% of Total Staff within Salary Range)
Salary NESB1 NESB2 IA PWD Women Men Total Staff
Below $20,000 3 8   2 21 15 36
(8) (22)   (6) (58) (42)  
$20,000 – $29,999 4 8 2 1 22 11 33
(12) (24) (6) (3) (67) (33)  
$30,000 – $39,999 23 6 1 7 46 31 77
(30) (8) (1) (9) (60) (40)  
$40,000 – $49,999 33 19   8 59 56 115
(29) (17)   (7) (51) (49)  
$50,000 – $59,999 33 33 2 11 74 79 153
(22) (22) (1) (7) (48) (52)  
$60,000 – $69,999 17 16   9 38 61 99
(17) (16)   (9) (38) (62)  
$70,000 – $79,999 27 4   8 32 61 93
(29) (4)   (9) (34) (66)  
$80,000 – $89,999 17 3   5 13 40 53
(32) (6)   (9) (25) (75)  
$90,000 – $99,999 3 10   3 10 31 41
(7) (24)   (7) (24) (76)  
$100,000 & over 10 10 1 11 28 97 125
(8) (8) (1) (9) (22) (78)  
TOTAL 170 117 6 65 343 482 825
(21) (14)   (8) (42) (58)  
Total Staff excludes 8 locally-employed representative office staff based in London and New York.

KEY

NESB1 – People from non-English speaking backgrounds
NESB2 – People with parent(s) from non-English speaking backgrounds
IA – Indigenous Australians
PWD – People with disabilities

Appendix 4.4.2

Representation within Classification Levels
As at June 2003 and 30 June 2004
Number (% of Total Staff within Classification Level)
Levels NESB1 NESB2 IA PWD Women Men Total Staff
03 04 03 04 03 04 03 04 03 04 03 04 03 04
L1 17
(33)		 17
(35)		 4
(8)		 5
(10)		 1
(2)		 2
(4)		 2
(4)		 5
(10)		 31
(60)		 31
(65)		 21
(40)		 17
(35)		 52
 		 48
 
L2 28
(31)		 32
(38)		 15
(17)		 11
(13)		     3
(3)		 7
(8)		 65
(73)		 58
(69)		 24
(27)		 26
(31)		 89
 		 84
 
GR 11
(16)		 9
(15)		 12
(18)		 13
(21)		       3
(5)		 18
(26)		 15
(25)		 50
(74)		 46
(75)		 68
 		 61
 
L3 34
(24)		 34
(24)		 24
(17)		 27
(19)		 2
(1)		 2
(1)		 4
(3)		 9
(6)		 86
(61)		 87
(61)		 55
(39)		 56
(39)		 141
 		 143
 
L3/4 8
(12)		 10
(14)		 9
(13)		 7
(10)		       2
(3)		 14
(24)		 16
(23)		 44
(76)		 53
(77)		 58
 		 69
 
L4 39
(23)		 46
(26)		 20
(12)		 23
(13)		     5
(3)		 18
(10)		 64
(38)		 71
(40)		 106
(62)		 106
(60)		 170
 		 177
 
L5 12
(12)		 12
(11)		 12
(12)		 17
(16)		     3
(3)		 9
(8)		 26
(25)		 27
(25)		 77
(75)		 82
(75)		 103
 		 109
 
L6 3
(6)		 3
(7)		 5
(11)		 4
(9)		 1
(2)		     2
(4)		 14
(30)		 14
(31)		 33
(70)		 31
(69)		 47
 		 45
 
L7       1
(5)		   1
(5)		   3
(14)		 3
(17)		 5
(23)		 15
(83)		 17
(77)		 18
 		 22
 
L8+ 1
(6)		 1
(7)		 1
(6)		 1
(7)		       3
(20)		     16
(100)		 15
(100)		 16
 		 15
 
L1–8+
TOTAL		 153
(20)		 164
(21)		 102
(13)		 109
(14)		 4
(1)		 5
(1)		 17
(2)		 61
(8)		 321
(42)		 324
(42)		 441
(58)		 449
(58)		 762
 		 773
 
OTHER STAFF 9
(18)		 6
(12)		 7
(14)		 8
(15)		 1
(2)		 1
(2)		 2
(4)		 4
(8)		 12
(24)		 19
(37)		 38
(76)		 33
(63)		 50
 		 52
 
TOTAL 162
(20)		 170
(21)		 109
(13)		 117
(14)		 5
(1)		 6
(1)		 19
(2)		 65
(8)		 333
(41)		 343
(42)		 479
(59)		 482
(58)		 812
 		 825
 
Total Staff excludes 8 locally-employed representative office staff based in London and New York.

KEY

GR – Graduates hired in 2002/003 under the Graduate Development Program.
Level 3/4 – Broadbanded graduate positions in the policy areas of Economic, Financial Markets & Financial System. The broadbanding acknowledges the overlap in job content and skills/knowledge requirements.
Other Staff – Legal Counsel, Printing & Publishing staff, Maintenance staff, Support Officers, trainees and cadets.
NESB1 – People from non-English speaking backgrounds
NESB2 – People with parent(s) from non-English speaking backgrounds
IA – Indigenous Australians
PWD – People with disabilities

Appendix 4.4.3

Representation within Occupational Groups
As at 30 June 2003 and 30 June 2004
Number (% of Total Staff within Occupational Group)
Occupational Group NESB1 NESB2 IA PWD Women Men Total Staff
03 04 03 04 03 04 03 04 03 04 03 04 03 04
Managers 4
(5)		 4
(5)		 5
(7)		 7
(8)		 1
(1)		 1
(1)		   7
(8)		 11
(15)		 18
(21)		 64
(85)		 68
(79)		 75
 		 86
 
Professionals 81
(20)		 86
(21)		 49
(12)		 59
(14)		     8
(2)		 30
(7)		 130
(32)		 138
(34)		 272
(68)		 269
(66)		 402
 		 407
 
Associate Professionals 12
(13)		 14
(14)		 16
(18)		 17
(17)		     3
(3)		 10
(10)		 35
(38)		 40
(40)		 56
(62)		 61
(60)		 91
 		 101
 
Advanced Clerical 6
(23)		 6
(21)		 5
(19)		 5
(18)		 1
(4)		 1
(4)		 1
(4)		 1
(4)		 26
(100)		 27
(96)		   1
(4)		 26
 		 28
 
Intermediate Clerical 45
(28)		 48
(32)		 26
(16)		 23
(16)		 2
(1)		 3
(2)		 6
(4)		 13
(9)		 103
(63)		 95
(64)		 60
(37)		 53
(36)		 163
 		 148
 
Elementary Clerical 13
(31)		 11
(26)		 6
(14)		 4
(10)		 1
(2)		 1
(2)		 1
(2)		 2
(5)		 27
(64)		 24
(57)		 15
(36)		 18
(43)		 42
 		 42
 
Tradespersons     2
(25)		 2
(25)		       1
(13)		 1
(13)		 1
(13)		 7
(88)		 7
(88)		 8
 		 8
 
Production, Transport & Manual 1
(20)		 1
(20)		           1
(20)		     5
(100)		 5
(100)		 5
 		 5
 
TOTAL 162
(20)		 170
(21)		 109
(13)		 117
(14)		 5
(1)		 6
(1)		 19
(2)		 65
(8)		 333
(41)		 343
(42)		 479
(59)		 482
(58)		 812
 		 825
 
Total Staff excludes 8 locally-employed representative office staff based in London and New York.

KEY

NESB1 – People from non-English speaking backgrounds
NESB2 – People with parent(s) from non-English speaking backgrounds
IA – Indigenous Australians
PWD – People with disabilities

Appendix 4.4.4

Recruitment
Year to 30 June 2003 and 30 June 2004
Number
Occupational Group NESB1 NESB2 IA PWD Women Men Total Staff
03 04 03 04 03 04 03 04 03 04 03 04 03 04
Managers                     1 1 1 1
Professionals 6 12 11 12       6 14 37 29 50 43 87
Associate Professionals       3           2   5   7
Advanced Clerical     1           1 1     1 1
Intermediate Clerical 1 2 2         1 3 4 6   9 4
Elementary Clerical 4 2 4 2 1 1 1   7 3 9 10 16 13
Tradespersons                            
Production Transport & Manual                     1   1
TOTAL
(% of Total Recruitment)		 11
(16)		 16
(14)		 18
(26)		 17
(15)		 1
(1)		 1
(1)		 1
(1)		 7
(6)		 25
(36)		 47
(41)		 45
(64)		 67
(59)		 70
 		 114
 
Figures are based on total staff recruitment. Includes trainees and cadets.
Excludes renewal of contract.
Total Staff excludes 8 locally-employed representative office staff based in London and New York.

KEY

NESB1 – People from non-English speaking backgrounds
NESB2 – People with parent(s) from non-English speaking backgrounds
IA – Indigenous Australians
PWD – People with disabilities

Appendix 4.4.5

Promotions
Year to 30 June 2003 and 30 June 2004
Number
Occupational Group NESB1 NESB2 IA PWD Women Men Total Staff
03 04 03 04 03 04 03 04 03 04 03 04 03 04
Managers       1           1 4 2 4 3
Professionals 4 9 2 5   1 1 1 7 9 6 36 13 45
Associate Professionals       1           3 2 1 2 4
Advanced Clerical                            
Intermediate Clerical 3 2 2   1       11 4 9 2 20 6
Elementary Clerical   1             2 1     2 1
Tradespersons                            
Production Transport & Manual                            
TOTAL
(% of Total Promotions)		 7
(17)		 12
(20)		 4
(10)		 7
(12)		 1
(2)		 1
(2)		 1
(2)		 1
(2)		 20
(49)		 18
(31)		 21
(51)		 41
(69)		 41
 		 59
 
Total Staff excludes 8 locally-employed representative office staff based in London and New York.

KEY

NESB1 – People from non-English speaking backgrounds
NESB2 – People with parent(s) from non-English speaking backgrounds
IA – Indigenous Australians
PWD – People with disabilities

Appendix 4.4.6

Resignations
Year to 30 June 2003 and 30 June 2004
Number (Percentage of Total)
Occupational Group NESB1 NESB2 IA PWD Women Men Total Staff
03 04 03 04 03 04 03 04 03 04 03 04 03 04
Managers                     1
(100)		 2
(100)		 1
 		 2
 
Professionals 6
(19)		 6
(19)		 6
(19)		 3
(9)		         13
(42)		 9
(28)		 18
(58)		 23
(72)		 31
 		 32
 
Associate Professionals       1
(20)		         3
(43)		 2
(40)		 4
(57)		 3
(60)		 7
 		 5
 
Advanced Clerical                 1
(100)		 3
(75)		   1
(25)		 1
 		 4
 
Intermediate Clerical   2
(17)		 5
(18)		 3
(25)		         20
(71)		 7
(58)		 8
(29)		 5
(42)		 28
 		 12
 
Elementary Clerical   2
(50)		 2
(29)		 1
(25)		     2
(29)		 1
(25)		 3
(43)		 1
(25)		 4
(57)		 3
(75)		 7
 		 4
 
Tradespersons                     2
(100)		   2
 		  
Production Transport & Manual                            
TOTAL
(% of Total Departures)		 6
(8)		 10
(17)		 13
(17)		 8
(14)		     2
(3)		 1
(2)		 40
(52)		 22
(37)		 37
(48)		 37
(63)		 77
 		 59
 
Figures are based on total staff resignations, end of contract & redundancies below retirement age. Also excludes staff rehired at end of contract.
Total Staff excludes 8 locally-employed representative office staff based in London and New York.

KEY

NESB1 – People from non-English speaking backgrounds
NESB2 – People with parent(s) from non-English speaking backgrounds
IA – Indigenous Australians
PWD – People with disabilities

Appendix 4.4.7

Retirements
Year to 30 June 2003 and 30 June 2004
Number
Occupational Group NESB1 NESB2 IA PWD Women Men Total Staff
03 04 03 04 03 04 03 04 03 04 03 04 03 04
Managers                   1 3 1 3
Professionals               1     2 3 2 3
Associate Professionals                     4 2 4 2
Advanced Clerical                            
Intermediate Clerical                   2   1   3
Elementary Clerical                     2   2  
Tradespersons                     1   1  
Production Transport & Manual                       1   1
TOTAL
(% of Total Retirements)		               1
(8)		   2
(17)		 10
(100)		 10
(83)		 10
 		 12
 
Figures are based on total staff retirements, redundancies above retirement age & early retirements.
Total Staff excludes 8 locally-employed representative office staff based in London and New York.

KEY

NESB1 – People from non-English speaking backgrounds
NESB2 – People with parent(s) from non-English speaking backgrounds
IA – Indigenous Australians
PWD – People with disabilities