Question 5.4: List the key areas of diversity relevant to work In the community service sector and briefly explain how these should be accommodated by service providers. Conduct your own research as needed. Culture, rate, ethnitlt'r-We aim to increase the representation of people from culturally and linguistically diverse (CALD) backgrounds in our workforce and to value and embrace their skills. perspectives and experiences for the benefit of providing culturally appropriate and improved services to the Australian community. We aim to celebrate the cultural and linguistic diversity of our people. provide a culturally safe and inclusive workplace and have a positive impact on social cohesion. This plan supports the government's Multicultural Access and Equity Policy and the department's Multicultural Servicing Strategy 2016-19 which focuses on ensuring our programs and services are responsive to the needs of culturally and linguistically diverse customers. Dlsablllt'r-We aim to increase the representation of people with disability in our workforce including in senior leadership positions and to improve their capability and career development opportunities. We aim to be a disability confident employer and to create an environment of trust where staff with disability feel comfortable to share their information with us. We are committed to eliminating or reducing barriers which prevent full participation at work and to provide a universally accessible workplace which supports staff with disability to fully contribute. We will build on our successful programs and approaches to supporting the employment and retention of people with disability, such as the Dandelion Program. Scanning Operations Centre and Koomarri JobMatch Team. ' Religious or spiritual beliefs - Gender. including transgender 'We aim to create a workplace which provides equal opportunity and advancement in employment regardless of gender, where workplace flexibility arrangements support both women and men to balance family and caring responsibilities and work participation, and gender balance supports improved business decision-making, merit and performance. This plan is supported by the department's Family and Domestic Violence Strategy 201619 which outlines the department's commitment to helping staff and customers experiencing family and domestic violence issues by providing information. referrals and suppon. This plan supports the Balancing the Future: The Australian Public Service Gender Equality Strategy 201619 which seeks to address gender imbalance across the APS and sets out actions for driving high performance and boosting productivity. - lntersex Generational-Our aim is to increase the representation of mature age people in our workforce and to harness the expertise and experience this talent source brings to our performance and productivity. We aim to retain our mature age employees and recognise the wealth of corporate knowledge they bring to the workplace and the important role they play in passing on this knowledge to support improved performance and succession planning in the department. We strive to remove barriers to workforce participation for mature age people and to support them to engage in a longer, productive working life
