Many public sector agencies have active workplace committees, policies, programs and networks that provide support for staff and advance the employment of equity groups. These include awareness programs on equal opportunity and discrimination issues and initiatives targeted at specific EEO groups. Below is a selection of recent best practice initiatives undertaken in NSW public sector agencies.

General EEO Initiatives

• Railcorp is training station operations staff and train crew about anti-harassment and bullying. This aims to target core cultural issues and establish fair workplace practices.
• An online training program was developed by a consortium of four universities in 2002 – Wollongong, Newcastle, Charles Sturt and University of Technology Sydney. EO Online aims to promote EEO and prevent discrimination and harassment and is now used at 17 universities across Australia. All universities have reported high rates of completion. Some universities use EO Online modules as prerequisites for supervision and management training.
• At Sydney Water, approximately 1200 staff attended compulsory training in Appropriate Workplace behaviour during 2005-06.
• In 2006 the Attorney General’s Department launched an anti-bullying campaign, establishing its Right to Dignity @ Work steering committee.
• Landcom have trained all employees through the Anti-Discrimination Board with favourable feedback and no issues were reported in the months following the training.
• Some agencies recognise equity achievements in their annual staff awards programs. For example, the Roads and Traffic Authority Staff Awards included the category “Equity and Accessibility”, recognising an individual or team for improving access to RTA facilities or services or improving provision of services and facilities to the internal and/or external customers.

Women

• NSW Ambulance Service continued its work to attract women into emergency service occupations. Between 2003 and 2006 the employment of women grew by 6% to 31% of the workforce.
• State Transit Authority’s graduate recruitment program targets female graduates. In 2006 two female graduates were recruited to non-traditional roles in Transport Operations.
• During 2005-06, Sydney Water launched its Women @ Work Program focussing on career development, networking, communication, and gender equity. Strategies include holding three networking forums a year and conducting an audit of provisions and amenities for females.
• The University of NSW established a Gender Equity Project in 2002 to address the low representation of female academics, particularly at senior levels, in comparison to other universities. Initiatives include detailed local level research, policy work, mentoring and development programs, community building and awareness programs. This work has resulted in a significant increase in female candidates and representation, including at senior levels, and recognition by the Equal Opportunity for Women Workplace Agency.
• The Maritime Authority has a female contact officer for Boating Service Officer recruitment enquiries. This enables better access for female applicants and has resulted in higher number of female applicants.
• Department of Water and Energy provides a private room and suitable facilities for lactating women returning from maternity leave.
• WorkCover introduced lactation facilities in 2006-07 to support mothers returning to work from maternity leave. This initiative assists in retaining valuable employees and attracting new employees.  Mothers are able to continue breastfeeding their child, ensuring the child’s well being and the mother’s peace of mind.  The room is fully fitted in accordance with National Breast Feeding Association standards and includes a secure fridge, power point, storage facilities, table, chair and sterilising equipment. 

Aboriginal People and Torres Strait Islander People

• The Department of Environment and Conservation has successfully run Aboriginal cadet and trainee programs over a number of years that have served to raise the profile of the department as an employer of choice with Aboriginal communities. The cadet ranger program includes supporting an Aboriginal student through a university degree and employing them on completion as a ranger with the Parks and Wildlife Division. The representation for Indigenous employees in 2006 was 6.9%. A target of 40 positions over a three-year period was set for 2007. The Department also undertook to conduct Aboriginal Cultural Awareness training for all employees in 2006.
• The Taronga Zoo and the Department of Community Services jointly developed an Indigenous Awareness Program for aboriginal children deemed as ‘high risk’. One day a week two young volunteers work at the Backyard to Bush exhibit. The program aims to reconnect Aboriginal youth with their culture, learning, and provide them with positive role models and a positive work environment.
• Country Energy engaged fifty electrical line worker apprentices over the 2 years to 2006 under its Indigenous Apprentice and Trainee Program and filled ten positions under the Indigenous Ground Line Vegetation and Electrical Work Program.
• NSW Police increased the representation of Aboriginal employees from 1.5% to 2% in the three years to June 2006. At this time there were 186 police officers, 58 administrative officers and 2 special constables who identified as being Aboriginal or Torres Strait islanders.
• Energy Australia sponsored the University of NSW “Indigenous Australian Engineering Summer School” for Year 11 and 12 indigenous students to gain an understanding of engineering as a career.
• Attorney General’s Department launched its ATSI Employment Strategy (2006 – 2011) setting targets of 6% overall and 10% of staff in Local Courts and Sheriff’s offices to be Aboriginal by June 2011.
• Sydney University initiated a coordinated strategy with Sydney Basin universities to develop a collective promotional resource aimed at prospective Indigenous students and staff.
• The Department of Education and Training has been partnering with other agencies including the Department of Aboriginal Affairs to implement the Aboriginal Education Review, which will have a major impact on aboriginal employment and equity.
• During 2005-06, Hunter Water Corporation provided scholarship sponsorship of both Disability and ATSI work experience placements for students of the University of Newcastle.
• The Department of Commerce has set a target of 3% ATSI employment by 2008 through appointments to three nominated positions per year funded under the Elsa Dixon program, establishing 6 new cadetships and targeting 15 positions by 2008.
• As part of its Aboriginal Employment and Careers Strategy 2007-2010, the Department of Corrective Services has a designated Aboriginal Support and Planning Unit and a dedicated Aboriginal Careers and Employment Officer, both aimed at supporting ATSI staff and offenders.
• Four Aboriginal trainees were employed by the Roads and Traffic Authority after completing their two-year traineeships in 2005-06. The four Aboriginal men were among 50 trainees to go through the civil construction trainee program. They were recruited under the RTA’s Aboriginal Action Plan as part of the NSW Government’s Aboriginal Participation in Construction policy, the aim of which is to recruit more Aboriginal people into the construction industry.
• Targeted advertising campaigns resulted in an increase in applications from ATSI people for Sydney Water’s Cadetship Program during 2005-06, for both graduate and undergraduate programs.
• NSW Treasury, Office of Financial Management, is negotiating with the University of NSW for an ATSI scholarship under the NSW Cooperative Education Program.
• The Sydney Opera House placed three Indigenous Trainees within theatre technical services during 2005-06.
• The Zoological Parks Board conducted a Year 10 Student Work Experience Program through the Taronga Zoo Education Centre in 2005-06. Priority was given to three ATSI students and five students identified with special needs.
• In 2006-07 two of WorkCover’s ten Graduate recruits were Indigenous, taking the total to date to four. The Graduate Program is an 18-month learning and development program structured around suitable work placements and culminates in completion of a Certificate IV in Government. As potential future leaders within the public sector, graduates receive work placement, support, networking support, guidance and professional development from key organisational managers. The two Indigenous graduates undertook rotations in Corporate Services and OHS Divisions. In 2006/2007 Work on the 2007/08 Indigenous graduate recruitment commenced, with the redevelopment of the Indigenous Graduate Position Description, the  development of a stronger working relationship with the Wollotuka School of Aboriginal Studies (Newcastle University) and a stronger targeted approach to promoting the WorkCover NSW Graduate program within the Indigenous community, through advertising in prominent Indigenous publications and direct contact with key Aboriginal Community Leaders.

People whose first language was other than English

• The University of Western Sydney established a Multi-faith Centre for students, staff and visitors having diverse religious and spiritual beliefs. The university also initiated a Muslim Harmony Relationship Building Project to develop stronger relationships with the Muslim community and promote an inclusive University community. This included a ‘breaking of the Ramadan fast’ attended by 80 people and a public lecture program involving visits from high school students.
• The Area Health Services promote diversity to ensure service delivery is representative of the community. For example, 34% of the Sydney South West Area Health Service workforce were from non-English speaking backgrounds at June 2006.
• In 2006, the Department of Health held its Inaugural Harmony Day celebration to promote the benefits and celebrate cultural diversity in the workplace.
• NSW Police Ethnic Community Liaison Officers strengthen links between local police and their culturally diverse communities. They represent a diversity of cultural, linguistic and religious backgrounds. Most are first generation migrants or refugees. Some have fled civil wars or experienced torture and trauma. What they have in common is their commitment to helping others with their settlement process in Australia, as many have themselves overcome significant barriers in their own settlement and have accepted positions that are not reflective of their overseas training, qualifications and professional experience. The representation of people in NSW Police from culturally diverse communities increased from 753 in 2004-05 to 911 in 2005-06.
• State Transit Authority has developed guidelines for retreat spaces at ten Bus Depots to enable employees to meet their religious obligations at work.

People with a Disability

• The Attorney General’s Department has undertaken an awareness campaign and training for all employees on disability issues. It has corporate Membership of the Australian Employer’s Network on Disability and has implemented programs to improve the welfare and productivity of employees with disabilities. Six four-week placements were also offered to final year law students with disabilities in 2005-06.
• Six apprentices and two trainees with a disability were employed by North Sydney Central Coast Area Health Service in 2005-06. Work experience placements were offered to 11 people with a disability undergoing training with the Commonwealth Rehabilitation Service.
• The University of Technology partnered with the Commonwealth Rehabilitation Service on a program providing work experience placements for up to 12 weeks to 15 people with disabilities during 2005-06. 57% resulted in employment. The university was awarded the NSW/ACT Employer Award for Leadership in Employment for People with Disabilities, higher education category.
• Premier’s Department offered work experience opportunities for people with a disability as part of the Corporate Partners for Change program, a partnership initiated by the Office of the Minister for Western Sydney with industry, unions and the community to assist people in Western Sydney to make the transition into the workforce. In June 2006 the initiative had resulted in one of the trainees gaining a permanent position in the department.
• The Zoological Parks Board conducted a Year 10 Student Work Experience Program through the Taronga Zoo Education Centre in 2005-06. Priority was given to three ATSI students and five students identified with special needs.
• The Roads and Traffic Authority continued to implement hearing conservation programs and hearing testing for staff with a view to preventing future hearing impairment.