Equity and Diversity
The Public Service Commission is committed to providing equal access to employment opportunities to ensure that the public sector workforce is representative of the general community. A variety of strategies seek to ensure that the skills, knowledge and diversity of the NSW community are represented and valued and that principles of merit selection are applied to attract and retain the best available people to deliver high quality services.
The Commission’s equity and diversity strategies define the priorities for action to achieve:
- a diverse and high performing workforce
- improved employment access and participation by disadvantaged groups, and
- a workplace culture where people are considered equally without prejudice or favour.
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The NSW Public Sector Workforce Strategy identifies the workforce participation and retention of diversity groups as a priority. There are also specific strategies for Aboriginal and Torres Strait Islander people, women and people with a disability.
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aimed at increasing and improving the employment, professional learning and career development opportunities for Aboriginal employees in the NSW Public Sector. The Plan which came to term last year is currently being evaluated. A new Aboriginal employment strategy will be developed in late 2013.
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This strategy is designed to deliver real benefits to women working in the NSW Public Sector regardless of their career stage or occupation. It sets the framework for agencies to be more proactive in attracting and retaining talented staff, developing and promoting existing staff, and being flexible in their approach to workforce design and service delivery.
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This strategy is a targeted, whole-of-government approach to employing, developing and retaining employees with a disability. It encourages agencies, managers and employees at every level to focus on a person’s ability, not their disability, and to explore opportunities to value and build a workforce that reflects the diversity of our society.
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