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Workplace diversity

Workplace Diversity at the ACIC means respecting and valuing the skills and experiences that each staff member brings to the workplace, as well as being responsive to the additional challenges faced by some groups.

We are committed to creating an environment that is focused on building a diverse workforce to better deliver on our key purpose of reducing serious and organised crime threats of most harm to Australians and the national interest.

What is workplace diversity?

Workplace diversity describes the qualities that all employees bring to the agency as a result of their different experiences, backgrounds and beliefs. These may include gender, age, language, ethnicity, cultural background, disability, religious belief, sexual orientation, working style, educational level, professional skills, work experience, socio-economic background, marital status and/or family responsibilities.

Workplace diversity involves acknowledging the value of our employees and how their differences can improve the workplace for both the organisation and the individual.

Diversity and inclusion sub-committee

The Diversity and Inclusion Sub-Committee (DISC) has been established as a sub-committee of the Operations Management Committee (OMC). The DISC supports the OMC function through the oversight of the agency’s Workplace Diversity Program and providing support and input into the development and maintenance of the agency’s Diversity Strategy and Action Plan.

The plan will incorporate all diversity and inclusion issues including:

  • people from culturally and linguistically diverse (CALD) backgrounds
  • Aboriginal and Torres Strait Islander peoples
  • people with disability
  • gender equity (including LGBTI)
  • mature-age and intergenerational workforce.

Australian Criminal Intelligence Commission Diversity Strategy 2017–20

The DISC will develop and implement the ACIC Diversity Strategy 2017–20.

The intention of this strategy is to develop a culture within the agency that embraces the diversity of our existing workforce, be it on the basis of gender, age, culture, religion, language or personal circumstances. The success of the strategy will be achieved through the engagement of all employees, working together to nurture a culture that values diversity.

The current Diversity Strategy can be seen below.

Reconciliation Action Plan

We recognise that many Aboriginal and Torres Strait Islander people will experience unacceptable disadvantage in living standards, life expectancy, education, health and employment in comparison to the average Australian. Our Reconciliation Action Plan (RAP) outlines specific actions that our agency will take to try to address this imbalance and to foster respectful and productive relationships with Aboriginal and Torres Strait Islander peoples in all aspects of our business. The RAP also represents our agency’s commitment to ‘closing the gap’ and reconciliation between Indigenous and non-Indigenous Australians.

The current RAP can be seen below.

Last updated
20 April 2018