Diversity and inclusion
As culture is an agency-wide responsibility, we promote a positive culture that strives for excellence, enables personal and professional growth, values workplace diversity, model’s respectful behaviour, and achieves agency unity through collaboration and inclusiveness
‘Our people are our greatest asset and having a diverse, skilled and committed workforce is essential to ensure that we deliver our purpose,’ from the 2020–21 Corporate Plan.
Workplace diversity at the Australian Criminal Intelligence Commission means respecting and valuing the skills and experiences each staff member brings to the workplace, as well as being responsive to the additional challenges or barriers faced by some groups.
Workplace diversity describes the qualities that all employees bring to our 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 or caring responsibilities.
We are committed to creating an environment where everyone feels respected, valued and empowered to be themselves and bring their whole self to work—an inclusive, equitable and accessible workplace that reflects the Australian community.
Diversity and Inclusion Sub-Committee
Our Diversity and Inclusion Sub-Committee supports our Operations Management Committee by overseeing our agency’s Workplace Diversity Program and helping to develop and maintain our agency’s diversity action plans.
The plan incorporates all diversity and inclusion issues including:
- people from culturally and linguistically diverse (CALD) backgrounds
- Aboriginal and Torres Strait Islander peoples
- people with disability
- gender equality
- Lesbian, Gay, Bisexual, Trans, Intersex and Queer or Questioning (LGBTIQ+)
- mature-age and intergenerational workforce.
Diversity action plans
At the ACIC we aim to reflect the diversity of the Australian community that we serve and to create a safe, welcoming and supportive workplace for everyone. Our diversity action plans ensure that we meet our commitment to provide a supportive workplace culture, promote inclusive leadership and foster respect and awareness for diversity in the workplace.
Our LGBTIQ+ Action Plan 2020−24 supports workplace equality and recognises the diversity of (LGBTIQ+) communities and rainbow families.
We aim to provide a workforce culture that actively welcomes, includes and supports people with disability. We continue to ensure that we support our staff, deliver our services and conduct our business in an equitable way. We are committed to continuing to promote accessibility, develop inclusive policies and support our managers to successfully lead diverse teams in the workplace.
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 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 supporting reconciliation between Indigenous and non-Indigenous Australians.
You can read about the progress achieved throughout our RAP journey in our Reconciliation Action Plan—Final Report 2018–20. This report highlights the achievements of our Reconciliation Action Plan 2018–20 and includes reflections on what we have learnt in our continued commitment to supporting reconciliation in the agency.
Indigenous employment
We are committed to providing employment opportunities for Aboriginal and Torres Strait Islander peoples, enabling our agency to develop a greater understanding of Indigenous peoples and cultures in the Australian community while building a culturally diverse agency.
The ACIC currently participates in two Indigenous employment programs. Both initiatives are committed to the development and advancement of careers and building partnerships with Aboriginal and Torres Strait Islander communities which is outlined in our Reconciliation Action Plan above.
The ACIC participates in the Indigenous Australian Government Development Program (IAGDP)—a 12-month entry-level employment and development program open to Aboriginal and Torres Strait Islander people.
The aim of the program is to significantly contribute to improving employment opportunities, experiences and outcomes for Indigenous Australians in the Australian Public Service. We value and draw on the skills, capability and unique cultural and life experiences which Aboriginal and Torres Strait Islander employees can bring to our workforce.
The Department of Education, Skills and Employment runs the IAGDP. For further information on the program and how to apply visit their website.
The ACIC also participate in centralised recruitment through the Indigenous Graduate Pathway. As an Aboriginal and/or Torres Strait Islander you will be able to complete one application and be considered for multiple agencies and departments within the Australian Public Service (APS).
Whether you start your career with us, or somewhere else in the APS you will do meaningful work from day one. For more information, visit www.indigenouscareers.gov.au