Diversity at Department of the Treasury

Room for improvement re women in leadership. Significant work to be done re inclusion of First Nations people.

Treasury promotes diversity.

good networks of different communities, respectful and supportive environment sometimes promotion and recruitment feels quite contrived or artificial, which can make relations more uncomfortable than they would have been

Overall, the company is lacking in diversity and inclusion broadly. There is fairly good gender representation but less cultural diversity than I would have expected. The LGBTQIA+ representation is great and has a strong committee.

SIG promotes diversity and has a womens discovery day for university candidates.

Treasury seems very supportive and accepting to women, ethnic minorities and LGBTIQA+ people. They currently have more women staffed than men and have several committees, teams and event that support all these groups. It really is great seeing how they respect and show support for these cohorts. additionally, it seems like Treasury takes great pride, care and supports those with childcare duties or maternity leave.

The department is committed to promoting the participation and empowerment of women, members of LGBTQIA+ community and people who are culturally and linguistically diverse. The department recognises the importance of the Economic advisor to the Australian Government looking reflecting the Australian community and promoting people of diverse backgrounds is central to this.

I believe Treasury is not that diverse, as reflected in the lack of diversity in the higher ranks (SES level and above). I believe there are issues in retention as majority of the opportunities are in Canberra, which people are not willing to relocate to. This is also an issue for graduates as most likely, graduates will move back to their home towns due to family, long-distance relationships and lifestyle choices.

They are extremely committed to increasing the number of people working in Treasury with diverse backgrounds, with commitments to improving the already high proportion of women and CALD executives. We have dedicated employee networks for each diversity pillar, who are valued and listened to.

There has been a very big push recently to recruit and retain diverse staff, with a focus on supporting women, minorities and neurodiverse employees. This is reflected in a number of committees with senior executive support, training packages, and engagement with universities and other entities to promote recruitment and support for these groups.

Treasury values diversity so much! But there is a common view that a lot of hires were a diversity check as opposed to a hire based on merits within the grad program. Further, I have seen some gender discrimination on the basis of gender diversity.

No comment.

Very diverse workplace.

Treasury play an active role in progressing issues relating to the above. The department is a genuinely welcoming place for all people.

Treasury has a handful of diversity networks which meet up regularly and hold events and run initiatives specific to their network e.g. - CALD (Culturally and Linguistically Diverse) Network - Progressing Womens Initiative - Access and Inclusion Network (for employees with disabilities, neurodiversity and caring responsibilities) - Pride (LGBTQIA+) - Indigenous Network My experience is that Treasury hires diverse staff which is wonderful. I cannot comment on things like child care and maternity leave.

From what I've seen - diversity is highly valued and promoted. I can only comment personally on diversity with respect to women - it seems that there are no disadvantages to child care/maternity leave/compressed hours to be a carer - team members who fit into these categories are highly valued.

I think they are quite inclusive with regards to women and LGBT there's a lot of promotion of those issues, however clearly more needs to be done with respect to ethnic minorities.

Very diverse. They have a PWI and CALD network.

Treasury has had a real focus on employing women over the last few years but is still dealing with a history of male dominance, however the senior executive is currently majority female and this is relatively consistent throughout management. There are committees for indigenous reconciliation, LGBTQ+ pride, Cultural and linguistic diversity and more each with a senior executive as a department champion for that committee. Maternity and paternity leave are promoted and supported, (it is a department closely involved with the development of maternity and paternity leave after-all) and there is even onsite child care.

There has been an ongoing movement to diversify, child care, maternity leave, study leave, etc, are all considered. Retention is not seen as an issue as there is an encouragement to work in different organisations and Departments to develop individuals.

I am unaware of any explicit initiatives.

Nothing that I am aware of.

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This is where it really needs work. Almost everyone I have met went to an elite private school in Australia's capital cities. I think it's really concerning.

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This I am unaware of, you would need to ask HR specifically however I am aware that there is a significant proportion of graduates from public schools. Unfortunately you do need to be an Australian Citizen and have a university degree however, so there are still barriers to those less privileged in Australia.

Different programs exist to encourage applicants from less privileged backgrounds.

Multiple programs. Personally, I am not in a position to full comment on the matter.

Unsure about this. Lots of studies show that economics is something that is studied by highly affluent families.

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