Equity & Diversity Annual Report – 2005 Section 1: Equity & Diversity at the RBA
Commitment
The RBA's formal commitment to the principles of merit and equal opportunity in the workplace emanates from the inception of its Equal Employment Opportunity (EEO) program in 1984. The aim of the program is to encourage good management practices for all staff, while meeting legal obligations for designated EEO groups.
The program has two plans that reflect its commitment to a diverse workplace – a workplace diversity plan and a disability action plan. Both plans are reviewed in Section 3 of this report.
Legislation
The diagram below details the legal obligations that underpin the program. The various pieces of legislation have provided a basis for the introduction of policies and practices aimed at ensuring a fair and equitable workplace.
| Equal Employment Opportunity (Commonwealth Authorities) Act 1987 | Workplace Relations Act 1996 | Occupational Health & Safety (Commonwealth Employment) Act 1991 |
| Human Rights & Equal Opportunity Commission Act 1986 | Privacy Act 1988 | Disability Discrimination Act 1992 |
| Sex Discrimination Act 1984 | Freedom of Information Act 1989 | Commonwealth Disability Strategy 1994 (revised 1999) |
| Racial Discrimination Act 1975 | Age Discrimination Act 1994 |
Whilst the legislative framework has remained the foundation of the RBA policy, the terminology has altered to reflect changing community attitudes and expectations. Diversity encompasses all aspects of life that individuals bring to the workplace. Diversity management encourages the appreciation and valuing of difference.
Responsibility for Equity & Diversity
Overall accountability for the RBA's diversity program rests with the Governor. Responsibility for overseeing the program rests with the Equity & Diversity Policy Committee and Personnel Department. The Equity & Diversity Policy Committee is a consultative body which makes recommendations to the Governor on equity and diversity issues. In 2004/05, the Committee met quarterly to identify and prioritise equity and diversity issues within the RBA, and to monitor progress of initiatives under the diversity program. The Terms of Reference of the Committee are set out at Appendix 4.1.
Staff Training & Development Section, Personnel Department, provides support to the Equity & Diversity Policy Committee. This section researches diversity policy issues, disseminates diversity information, liaises with Diversity Contact Managers in the RBA, coordinates and monitors progress reports and maintains links with public and private sector networks in relation to equity and diversity matters. Section staff attend diversity conferences and briefings and represent the RBA on the executive committee of the NSW EEO Practitioners Association (NEEOPA).
The Head of each functional area is responsible for the implementation of the diversity program in their area. They, or their Diversity Contact Manager, prepare annual progress reports. Each supervisor is responsible for ensuring that equity and diversity principles are adhered to in the workplace. All staff have a responsibility to ensure that the decisions they take and their actions in the workplace are consistent with equity and diversity principles.
Collection of Equity & Diversity Data
All staff are invited to voluntarily complete an equity & diversity form when they commence employment at the RBA. The form includes questions regarding disability, ethnic origin, languages, and education. The quality of statistics is dependent on the responses provided on this form. A revised version of the form was sent to all staff last year. This provided an opportunity to receive details from staff who had acquired a disability since commencing at the RBA.