The NSW public sector delivers greater benefits for the people of NSW when our workforce is as diverse as the people we serve.
A culturally diverse workforce:
- leverages the cultural competency of employees to deliver services that meet the needs of NSW’s multicultural customers
- builds public trust and confidence with the sector
- increases employee engagement through the diversity of senior leaders, as employees see themselves reflected in leadership
- attracts a broader talent pool in a competitive labour market.
We use the term CALD to refer to cultural, linguistic and ethno-religious diversity.
Increasing cultural diversity in the NSW government sector senior executive cohort
The 'Increasing cultural diversity in the NSW government sector senior executive cohort' report outlines our strategy for the holistic programs we will lead to increase senior executive diversity.
The strategy has been developed following a series of consultations with CALD employees from across the government sector. The resulting action plan has been built in response to lived experience sharings.
Our action plan includes 4 focus areas to address career pathways and development, structural bias, support structures and workplace cultural safety, and valuing cultural strength. These actions will be brought to life through a series of projects over the next 3 years to 2025.
Sponsorship guidance toolkit for culturally diverse employees
The OPSC has developed a sponsorship guidance toolkit following the success of Elevate and Advocate. While we are no longer running Elevate & Advocate, this guidance is designed to support agencies to run their own sponsorship programs
Elevate and Advocate was a sector-wide sponsorship program pairing culturally diverse employees with senior executive sponsors to accelerate career progression and develop inclusive leadership. Elevate & Advocate ran for two cohorts in 2023 and 2024, delivered in partnership with MindTribes.
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