EAD Annual Report 2005–Section 4: Appendices | Equity & Diversity Annual Report – 2005

Equity & Diversity Annual Report – 2005 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.

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.

Equity & Diversity Policy Committee
Chairperson	Bob Rankin
Deputy Chairperson	Graham Rawstron
RBA Representatives	Ric Deverell	Claire Warner
Union Representatives	Ersilia Celio	Rekha Pillay
Co-opted Member	John Anderson
Manager, Staff Relations & Conditions	Rob Thompson
Secretary	Monica Walker

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

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 Content Accessibility Guidelines.
Liaise with Web Manager on W3C web accessibility compliance for the RBA's website.

Appendix 4.3: Disability Action Plan Progress

Employment Policies, Procedures & Practices
	Initiative	Responsiblity	Due Date	Progress
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	Completed. Review completed by Staff Relations & Conditions, Personnel Department. No changes required
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	Ongoing. Three reviews have been completed; the first was conducted in November 2003
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	Completed. 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	Completed. The brochure was circulated to all staff in February 2004. A copy is given to all new starters and is available to all staff on the Personnel Department intranet site.
6	Disability Awareness Training to be conducted annually, and on demand.	Personnel Department	April & ongoing	Ongoing. A general awareness workshop was held on 21 April 2004. Mental health workshops were piloted in September & November 2004. In 2005, a general awareness workshop was held on 9 June and two mental health workshops are scheduled for August.
7	Training and development programs to include information on Disability awareness where they relate to the content of the program.	Personnel Department	April & ongoing	Ongoing. Accessibility issues covered at the 2004 Central Banking Management Program. The Plan promoted at two mental health programs piloted in 2004 and the Disability Awareness Workshop on 9 June 2005.
Managing Grievances
8	Review Handling Grievances guidelines to ensure compliance with the requirements of the Disability Discrimination Act 1992.	Personnel Department	March 2004	Completed. Review completed by Staff Relations & Conditions, Personnel Department. Guidelines comply with DDA.
9	Consult with the Grievance Authority Chairman to ensure a good understanding of the Authority's processes	Personnel Department	March 2004	Completed. 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 are 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	Completed. The training nomination form was modified in December 2003. As at end June 2005 the changes have proved successful in notifying assistance required.
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	Completed. Induction loops installed in June 2004. The loops were tested and modified during 2004/05.
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	Ongoing. 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. Minutes of the meeting are circulated to the Equity & Diversity Policy Committee. The group meet quarterly; the last meeting for 2004/05 was held on 7 June 2005.
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	Completed. The Protocol was drafted by Personnel Department and Systems & Technology Department. It was approved and implemented in March 2004. The Systems Accessibility Technical Group is monitoring the review of the W3C Guidelines for any changes.
14	Accessibility workshops to be conducted for Application Developers and Project Managers.	Systems & Technology Department	April 2004	Ongoing. Three workshops were held in 2003 and 2004; a further workshop is being scheduled for end-2005. An online accessibility training module will be developed in 2005/06.
15	Any redesign of the Bank'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	Ongoing. In December 2003 a project manager was appointed to oversee this initiative. Systems & Technology Department now has an applications inventory where systems are ranked according to the different departments, by priority level, and relevant accessibility standard. Project documentation includes ‘accessibility’ as a criterion.
16	Skillsoft, the Bank's online training software provider, to repurpose all SkillPort online learning modules for accessibility.	Personnel Department	March 2004	Completed. All courses have been repurposed. New courses added are required to meet accessibility guidelines.
Building Access
17	Progressively implement building access recommendations in accordance with the Access Improvement Plan.	Facilities Management Department	Ongoing	Ongoing. Work on upgrading the six head office passenger lifts to comply with DDA has commenced with one refurbished lift now in operation. A portable FM Phonic hearing system was purchased for the Coombs training centre. Toilets and fixtures upgrade on level 14 is complete. Level 1 and 2 are in progress.
18	Redesign access to Sydney Head Office ground floor banking chamber and currency museum with consideration to equivalent access.	Facilities Management Department	July 2004	Completed. The ground floor foyer reception desk was redesigned to comply with the DDA. Accessible lifts to the banking chamber and currency museum are in operation.
19	Review existing security and emergency control policies, procedures and guidelines with the aim of ensuring equal access to the Bank's buildings for people with a disability. This is to include evacuation procedures.	Facilities Management Department	September 2004	Completed. All security and emergency control policies, procedures and guidelines were reviewed by Facilities Management Department and were found to be consistent with DDA.
Equipment & Furniture Specifications
20	Review existing Purchasing Guidelines. Ensure future equipment and furniture purchases comply with the DDA	Facilities Management Department	July 2004 & Ongoing	Completed. Review completed by Facilities Management Department. Purchasing Guidelines comply with DDA.
Service Agreements
21	Review service agreements. Ensure future agreements comply with the DDA.	All Departments	September 2004 & Ongoing	Completed & Ongoing. Complying with code requirements has been incorporated in Facilities Management Department services agreement. The RBA's purchasing guidelines include DDA requirements.
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	Ongoing. There were no new notes designed in 2003/04 and 2004/05.
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	DAPCG is ongoing. A Disability Action Plan Consultative Group (DAPCG) was established in 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 was held on 14 June 2005.
Information
24	Promote and enhance the availability of information in accessible formats.	All Departments	Ongoing	Ongoing. Diversity Contact Managers promote within their Departments.
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	Expected completion August 2005. The survey is in draft form and will be circulated by August 2005.
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)	Ongoing. Feedback provided through Diversity Contact Managers in June 2004 and 2005.

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 Levels (See 4.4.2)
Representation within Occupational Groups (See 4.4.3)
Recruitment (See 4.4.4)
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, these will be reviewed in the next reporting period.

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 2005
Number (% of Total Staff Within Salary Range)
Salary	NESB1	NESB2	IA	PWD	Women	Men	Total Staff
Below $20,000	2	2		1	14	15	29
Below $20,000	(7)	(7)		(3)	(48)	(52)
$20,000 – $29,999	2	6		1	18	9	27
$20,000 – $29,999	(7)	(22)		(4)	(67)	(33)
$30,000 – $39,999	18	12	2	7	39	27	66
$30,000 – $39,999	(27)	(18)	(3)	(11)	(59)	(41)
$40,000 – $49,999	31	19		11	67	54	121
$40,000 – $49,999	(26)	(16)		(9)	(55)	(45)
$50,000 – $59,999	39	26	1	16	77	78	155
$50,000 – $59,999	(25)	(17)	(1)	(10)	(50)	(50)
$60,000 – $69,999	21	17	1	7	40	68	108
$60,000 – $69,999	(19)	(16)	(1)	(6)	(37)	(63)
$70,000 – $79,999	27	13		8	43	57	100
$70,000 – $79,999	(27)	(13)		(8)	(43)	(57)
$80,000 – $89,999	14	3		6	12	39	51
$80,000 – $89,999	(27)	(6)		(12)	(24)	(76)
$90,000 – $99,999	12	4		3	14	32	46
$90,000 – $99,999	(26)	(9)		(7)	(30)	(70)
$100,000 & over	11	17	1	11	35	113	148
$100,000 & over	(7)	(11)	(1)	(7)	(24)	(76)
TOTAL	177	119	5	71	359	492	851
TOTAL	(21)	(14)	(1)	(8)	(42)	(58)
Total Staff excludes 9 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 30 June 2004 and 30 June 2005
Number (% of Total Staff Within Classification Level)
Levels	NESB1		NESB2		IA		PWD		Women		Men		Total Staff
	04	05	04	05	04	05	04	05	04	05	04	05	04	05
L1	17	17	5	6	2	2	5	5	31	31	17	16	48	47
L1	(35)	(36)	(10)	(13)	(4)	(4)	(10)	(11)	(65)	(66)	(35)	(34)
L2	32	31	11	12			7	8	58	58	26	29	84	87
L2	(38)	(36)	(13)	(14)			(8)	(9)	(69)	(67)	(31)	(33)
GR	9	7	13	11			3	9	15	21	46	45	61	66
GR	(15)	(11)	(21)	(17)			(5)	(14)	(25)	(32)	(75)	(68)
L3	34	38	27	25	2	2	9	9	87	92	56	53	143	145
L3	(24)	(26)	(19)	(17)	(1)	(1)	(6)	(6)	(61)	(63)	(39)	(37)
L3/4	10	9	7	12			2	1	16	20	53	56	69	76
L3/4	(14)	(12)	(10)	(16)			(3)	(1)	(23)	(26)	(77)	(74)
L4	46	53	23	25			18	19	71	73	106	108	177	181
L4	(26)	(29)	(13)	(14)			(10)	(10)	(40)	(40)	(60)	(60)
L5	12	11	17	17			9	8	27	27	82	84	109	111
L5	(11)	(10)	(16)	(15)			(8)	(7)	(25)	(24)	(75)	(76)
L6	3	4	4	5			2	2	14	15	31	32	45	47
L6	(7)	(9)	(9)	(11)			(4)	(4)	(31)	(32)	(69)	(68)
L7			1	1	1	1	3	3	5	6	17	18	22	24
L7			(5)	(4)	(5)	(4)	(14)	(13)	(23)	(25)	(77)	(75)
L8+	1	1	1	1			3	3			15	16	15	16
L8+	(7)	(6)	(7)	(6)			(20)	(19)			(100)	(100)
L1–8+	164	171	109	115	5	5	61	67	324	343	449	457	773	800
TOTAL	(21)	(21)	(14)	(14)	(1)	(1)	(8)	(8)	(42)	(43)	(58)	(57)
OTHER STAFF	6	6	8	4	1		4	4	19	16	33	35	52	51
OTHER STAFF	(12)	(12)	(15)	(8)	(2)		(8)	(8)	(37)	(31)	(63)	(69)
TOTAL	170	177	117	119	6	5	65	71	343	359	482	492	825	851
TOTAL	(21)	(21)	(14)	(14)	(1)	(1)	(8)	(8)	(42)	(42)	(58)	(58)
Total Staff excludes 9 locally-employed representative office staff based in London and New York. KEY GR – Graduates hired 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 2004 and 30 June 2005
Number (% of Total Staff Within Occupational Group)
Occupational Group	NESB1		NESB2		IA		PWD		Women		Men		Total Staff
	04	05	04	05	04	05	04	05	04	05	04	05	04	05
Managers	4	5	7	7	1	1	7	8	18	21	68	66	86	87
Managers	(5)	(6)	(8)	(8)	(1)	(1)	(8)	(9)	(21)	(24)	(79)	(76)
Professionals	86	93	59	64			30	35	138	143	269	291	407	434
Professionals	(21)	(21)	(14)	(15)			(7)	(8)	(34)	(33)	(66)	(67)
Associate Professionals	14	15	17	18			10	9	40	49	61	55	101	104
Associate Professionals	(14)	(14)	(17)	(17)			(10)	(9)	(40)	(47)	(60)	(53)
Clerical	65	63	32	28	5	4	16	17	146	145	72	68	218	213
Clerical	(30)	(30)	(15)	(13)	(2)	(2)	(7)	(8)	(67)	(68)	(33)	(32)
Tradespersons			2	2			1	1	1	1	7	7	8	8
Tradespersons			(25)	(25)			(13)	(13)	(13)	(13)	(88)	(88)
Production, Transport & Manual	1	1					1	1			5	5	5	5
Production, Transport & Manual	(20)	(20)					(20)	(20)			(100)	(100)
TOTAL	170	177	117	119	6	5	65	71	343	359	482	492	825	851
TOTAL	(21)	(21)	(14)	(14)	(1)	(1)	(8)	(8)	(42)	(42)	(58)	(58)
* Total Staff excludes 9 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 2004 and 30 June 2005
Number
Occupational Group	NESB1		NESB2		IA		PWD		Women		Men		Total Staff
	04	05	04	05	04	05	04	05	04	05	04	05	04	05
Managers		2								1	1	3	1	4
Professionals	12	27	12	10			6	6	37	38	50	60	87	98
Associate Professionals	4	3	1					1	2	4	5	5	7	9
Clerical	4	11	2		1		1	1	8	12	10	10	18	22
Tradespersons
Production, Transport & Manual											1		1
TOTAL	16	44	17	11	1		7	8	47	55	67	78	114	133
(% of Total Recruitment)	(14)	(33)	(15)	(8)	(1)		(6)	(6)	(41)	(41)	(59)	(59)
* Figures are based on total staff recruitment. Includes trainees and cadets. Excludes renewal of contract. * Total Staff excludes 9 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 2004 and 30 June 2005
Number
Occupational Group	NESB1		NESB2		IA		PWD		Women		Men		Total Staff
	04	05	04	05	04	05	04	05	04	05	04	05	04	05
Managers		1	1	1					1	4	2	9	3	13
Professionals	9	4	5	9	1		1		9	11	36	36	45	47
Associate Professionals		1	1	2					3	1	1	3	4	4
Clerical	3	3		1		1		2	5	6	2	6	7	12
Tradespersons
Production, Transport & Manual
TOTAL	12	9	7	13	1	1	1	2	18	22	41	54	59	76
(% of Total Promotions)	(20)	(12)	(12)	(17)	(2)	(1)	(2)	(3)	(31)	(29)	(69)	(71)
* Total Staff excludes 9 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 2004 and 30 June 2005
Number (Percentage of Total)
Occupational Group	NESB1		NESB2		IA		PWD		Women		Men		Total Staff
	04	05	04	05	04	05	04	05	04	05	04	05	04	05
Managers										1	2	1	2	2
Managers										(50)	(100)	(50)
Professionals	6	4	3	5				1	9	12	23	31	32	43
Professionals	(19)	(9)	(9)	(12)				(2)	(28)	(28)	(72)	(72)
Associate Professionals		2	1					1	2	1	3	3	5	4
Associate Professionals		(50)	(20)					(25)	(40)	(25)	(60)	(75)
Clerical	4	2	4	1		1	1	1	11	7	9	9	20	16
Clerical	(20)	(13)	(20)	(6)		(6)	(5)	(6)	(55)	(44)	(45)	(56)
Tradespersons
Production, Transport & Manual
TOTAL	10	8	8	6		1	1	3	22	21	37	44	59	65
(% of Total Departures)	(17)	(12)	(14)	(9)		(2)	(2)	(5)	(37)	(32)	(63)	(68)
* 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 9 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 2004 and 30 June 2005
Number
Occupational Group	NESB1		NESB2		IA		PWD		Women		Men		Total Staff
	04	05	04	05	04	05	04	05	04	05	04	05	04	05
Managers										1	3	3	3	4
Professionals							1	2			3	6	3	6
Associate Professionals										1	2		2	1
Clerical									2		1	1	3	1
Tradespersons
Production, Transport & Manual											1		1	0
TOTAL		1					1	2	2	2	8	10	12	12
(% of Total Retirements)		(8)					(8)	(17)	(17)	(17)	(67)	(83)
* Figures are based on total staff retirements, redundancies above retirement age & early retirements. * Total Staff excludes 9 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