Welcome and respect all people and perspectives
| Measures | Baseline 2023–24 |
|---|---|
| 1. Bureau workforce composition meets APS employment targets and internal targets at an enterprise level. | 1. See Employment targets for further details |
| 2. Composition of the workforce sees a progressive increase of women in STEM and senior roles (SES and Executive). | 2. Women in STEM – Bureau 28.6% / APS 36%. Women in senior roles (Exec level 2 and above) Bureau 39% / APS 50% |
| 3. Reduced gaps of self-disclosure of personal information in HR and Census results. | 3. 4.5% gap people with disability / 0.8% gap Aboriginal and Torres Strait Islander peoples |
| 4. Reduced experiences of discrimination. | 4. 7% (APS Census Q44) |
| 5. Equity indicators reviewed and discrepancies addressed. | 5. Average total remuneration gender pay gap 3.1% and 0.0% (median in favour of men*) |
6. Improved perceptions of integrating differences a. I receive the respect I deserve from my colleagues at work. b. The Bureau is committed to supporting a workforce that comprises a diverse range of people, based on their individual characteristics, values, beliefs and backgrounds. |
a. 81% (APS Census Q38d) b. 81% (APS Census Q10 BoM) |
*Gender pay gap is a useful proxy for measuring and tracking gender equality. It is the difference in average earnings between men and women in the workforce
Create an inclusive environment
| Measures | Baseline 2023–24 |
|---|---|
Improved perceptions of decision making and psychological safety:
a. My supervisor invites a range of views, including those different to their own.
b. I suggest ideas to improve our way of doing things.
c. My agency supports and actively promotes an inclusive workplace culture.
d. My supervisor actively ensures that everyone can be included in workplace activities.
e. I actively engage in and promote activities that foster an inclusive work environment where everyone feels respected, connected, valued for their contributions, and has opportunities to develop and progress. |
a. 85% (APS Census Q22i)
b. 91% (APS Census Q20g)
c. 81% (APS Census Q26h)
d. 84% (APS Census Q22g)
e. 76% (APS Census Q11 BoM)
|
Equal access to growth and opportunities
| Measures | Baseline 2023–24 |
|---|---|
1. Improved perceptions of fair treatment and belonging:
a. I am satisfied with the recognition I receive for doing a good job.
b. My supervisor is invested in my development/My manager and I have discussed my career goals in the last 12 months.
c. I believe my immediate supervisor cares about my health and wellbeing.
d. I am confident that if I requested a flexible work arrangement, my request would be given reasonable consideration |
a. 70% (APS Census Q20c)
b. 75% (APS Census Q22e)/74% (APS Census BoM Q8)
c. 89% (APS Census 39e)
d. 87% (APS Census Q20l) |
| 2. Improved understanding of workforce trends | 2. Women in leadership (32% composition, 35% promotions, and 53% attrition) |
| 3. Improved access to flexible work arrangements | 3. Part-time leadership women 12/men 9 |
| 4. Improved access to parental leave | 4. Leadership primary/secondary parental leave (women 15 and 0/men 1 and 7) |