Workplace Inclusion and Diversity
The ABS encourages applications from Aboriginal and Torres Strait Islander people, people with a disability, mature age workers, people from diverse cultural and linguistic backgrounds and lesbian, gay, bisexual, transgender, intersex and queer (LGBTI+) people.
Candidates can make requests for modifications or adjustments to assist you in applying for positions, or if you are successful, in your position. If you have particular requirements that need to be met in order to submit your application please contact the National Recruitment Unit.
We also participate in the Australian Public Service (APS) RecruitAbility Scheme which supports the employment of people with disability in the APS and the APSC Indigenous Career program as part of the Commonwealth Aboriginal and Torres Strait Islander Employment Strategy.
GradAccessis a centralised recruitment stream for people with disability into Australian Public Service graduate programs. This year is the second year of the pilot. GradAccess gives you the opportunity to gain a graduate role in a number of Australian Government agencies through a single centralised recruitment process.
Inclusion and Diversity in the ABS
The ABS Inclusion and Diversity Strategy 2018-21 sets out the ABS' intention to continue to create workplaces that are more inclusive, and recognises the importance of having a diverse workforce. We welcome diversity in all its forms in our workplace where everyone can contribute fully, feel valued, and be themselves without fear. Being diverse and inclusive supports us to become a higher performing and infinitely stronger organisation.
Our commitment is demonstrated through a range of workplace policies, strategies and initiatives including:
- access to a variety of flexible working arrangements such as working from home, part time and flexible hours
- support for managers and employees via training and awareness programs
- recognising and celebrating important cultural and diverse events and days
- policies that reflect community expectations (eg Domestic and Family Violence Leave and Cultural Leave) and
- employee networks designed for staff to connect, express their views and experiences and share information.
In addition, we are members of the Australian Network on Disability, Pride in Diversity and Diversity Council of Australia and have engaged and committed senior executive champions for Diversity, Reconciliation, Disability and Carers, LGBTI+, Gender Diversity and Culturally and Linguistically Diverse (CALD) networks.
Employee Networks within the ABS
Youmpla Network is the ABS Aboriginal and Torres Strait Islander employee network and is open to all employees. This network provides an avenue of support and an opportunity for ABS Aboriginal and Torres Strait Islander employees to meet on a regular basis in a friendly informal environment, to share knowledge, information and experiences, and foster meaningful and sustainable relationships to support one another in the workplace. The meetings also provide an opportunity for members to be updated on relevant internal and external projects, forums and other initiatives. It also provides input for ABS and APS diversity related strategies as required.
Disability and Carers Network - The network aims to provide an avenue of support for employees with disability and employees who are carers for someone with disability. The Network provides an opportunity for employees to meet on a regular basis in a friendly and informal environment, to encourage sharing of knowledge, information and experiences while fostering meaningful and sustainable supportive relationships between staff. Network members are also provided with updates on relevant ABS and APS projects, forums and initiatives relating to disability and carers. Members are also provided opportunities to inform ABS and external diversity related strategies, as they arise.
Leveraging Aspergers & Autism Network - The Leveraging Asperger's & Autism Network (LAAN), in conjunction with our partnership with the ICAN Network, aims to share knowledge, build confidence, encourage innovation and support challenges to achieve organisational, team and personal goals. The LAAN is a professional development, mentoring and networking opportunity for ABS staff at all levels; those on the spectrum, those who think they could be, and managers, colleagues, family members and friends of those on the spectrum.
Gender Equity Network - The ABS Gender Equity Network is a staff driven support network focused on creating a workplace culture that reflects equal inclusion of all gender identities. The network is open to all ABS employees, and it provides an opportunity for members to share information, experiences and to support each other as well as participating in identifying strategies that promote a more inclusive and less gender-biased work environment.
PRIDE Network -The network brings together people at the ABS who identify as sexuality or gender diverse (including but not limited to people identifying as Lesbian, Gay, Bisexual, Transgender, Intersex and Queer) and allies. An ally is anyone who wants to support their LGBTI+-identifying colleagues and community members to make the ABS and Australia more inclusive and accepting. The Pride Network is open to all ABS employees.
Culturally and Linguistically Diverse (CALD) Network – The network aims to provide an avenue of support for employees of culturally and linguistically diverse backgrounds. The Network provides an opportunity for employees to meet on a regular basis in a friendly and informal environment, to encourage sharing of knowledge, information and experiences between staff and to discuss strategies to assist in promoting cultural diversity in the ABS. The network is open to all staff.