Diversity at Department of Infrastructure, Transport, Regional Development, Communications and the Arts

There are efforts but it still feels like there is a long way to come on where people have come from and seeing more of them within the workforce

We have a good gender balance in our cohort although more diversity would be beneficial to bring more perspectives into the cohort. There is also a very strong representation of people coming from cities over the regions. The department strongly supports lgbt staff members as well as culturally and linguistically diverse staff and staff with neurodivergence.

The department is extremely committed to diversity.

They have lots of representation and opportunities to celebrate diversity

There are networks that you can join and that advocate for minority communities. The secretary is very supportive of these and is so through his language and his actions. I feel welcomed and included. There is always room for improvement, particularly in ethnic minorities.

- different programs to bring first nations peoples into the department and flexible arrangements to allow them to work in place - more women than men in the graduate program, however a little tokenistic

- recognises first nations; disability, neurodiversity and carers; lgbtqia+; mental health and wellbeing; gender equality and cald as diversity areas - has had a diversity, equity and inclusion policy since 2021

The department has multiple champions which addresses diversity.

There are multiple inclusion committees and a diverse workforce.

Support groups are around for most diversity groups. Minimal support for religious diversity, if that's important to you. Lgbt+, ethnic, ability and gender diversity all have their own networks and champions, and everyone is encouraged to support these groups.

The department is very family friendly and provides opportunities to support parents through flexible working hours and other negotiable arrangements.

Indigenous targeted programs, disability assistance schemes

Affirmative measures etc.

We don't set our gpa requirements quite as high. University records are used to ensure minimum requirements for easy access into further education, and then they weren't referred to again. People from less privileged backgrounds are at an academic disadvantage, and so levelling the playing field in this way has helped to ensure people from diverse backgrounds gain access to the job.

The department emphasises the need for diversity on all its job advertising.