Strong governance and partnerships help to promote our commitment, drive progress as a shared responsibility, and provide consistency in our initiatives at an enterprise level.
Regular progress reviews of the D&I Action Plan 2024–27 ensure it is flexibly updated to meet the Bureau's evolving business needs and not lose its currency on key priorities. Time horizons for deliverables are aligned to D&I maturity and will be flexibly updated according to budget considerations, Group plan priorities, feedback, and resourcing.
Governance and Partnerships Model diagram
In this model, all groups provide updates on the delivery of actions and against success measures. They report trends and needs.
Governance
D&I Advisory Group
Role
Responsible for the direction of diversity and inclusion priorities at an enterprise level and monitoring the progress and effectiveness of the D&I Action Plan. Proactively drive inclusive workplace conversations and discussions about D&I issues. Flexibly update the action plan priorities in accordance with budget and group plans.
Membership
Members include the Executive Diversity Champions, supported by General Manager 'co-champions' for each network, and representation from key senior stakeholders in Organisational Development, Property Services, Data and Digital, and Communications.
Meets
Half-yearly with papers tabled at Executive Team meetings in April and October.
Delivery
D&I Action Plan Working Group
Role
Responsible for leading the delivery of agreed priorities and actions in the D&I Action Plan. Proactively work in partnership with stakeholders and Employee Diversity Networks to design, develop and review initiatives, with an aligned approach.
Membership
Members include D&I action plan delivery leads, Employee Diversity Network leads, and key delivery stakeholders.
Meets
Quarterly (Mar, June, Sep, Dec)
OD D&I Forum
Role
Responsible for the implementation of deliverables that require input to improve inclusive design practices for the Organisational Development (OD) Program that oversee programs, policies, processes and services across the employee life cycle.
Membership
Members include a representative from each relevant team in Organisational Development:
- People Connect
- People Partners
- Change and Transformation
- People Solutions
- Workforce Planning and Reporting
- Workplace Relations & Wellbeing
Meets
Quarterly (Feb, May, Aug, Nov)
Employee-driven and led
Employee Diversity Networks
Role
Responsible for peer support and connection for diverse groups (see table) and hosting events to celebrate diversity, sponsored by an Executive Diversity Champion and General Manager co-champion. Amplify voices of the group they represent to promote respectful and inclusive work environments and equal access to opportunities so they can reach their full potential.
Membership
Members include colleagues with shared identities, backgrounds or lived experience. Allies welcome where indicated (*).
Meet
Every 2 months.
| Network | Purpose |
|---|---|
| Accessibility* | Supporting colleagues with accessibility needs relating to disability, sensory, neurodiversity, and age |
| Gender Equality* | Supporting colleagues of all genders |
| Indigenous | Supporting colleagues who are Aboriginal and Torres Strait Islander peoples |
| Multicultural* | Supporting colleagues from culturally and linguistically diverse backgrounds (CALD) |
| Storm Pride LGBTQIA+* | Supporting colleagues who identify as LGBTQIA+ |