With regards to the program that Westpac was running is that
something that is the PSC is planning to run
or pilot throughout government
and what type of resources would be there to help talent and D&I teams put that into place?
I should answer. That's probably a question for me.
Yes. We are hoping to put out an RFQ shortly for specialist Autism
recruitment firms to develop a tailored talent program across the New South Wales government
and we're currently working with a range of agencies to convince them that this is a good idea
for their business. Our particular focus in the short term will be on STEM skills,
but there are loads of other capabilities that people with Autism have. Are there any guidelines from PSC
that I know there's a lot of speaking with colleagues here today different agencies all sort of
expending energy resources with the best intention,
but maybe not with the best execution any hints you can sort of suggest
for how as agencies we need to be leveraging off maybe the
work that's already been done maybe at PSC
or in other areas of government.
Thank you. This is a really significant area for us.
One of the things we did at the HR Directors
Forum was share information about rule 26,
which is an opportunity to use different methods for Recruitment.
And in the interest of time, I would encourage people to look
for information about that on our website and then send inquiries to us,
but we are looking to make things easier
so thanks. And just to add to Jane's comment rule 26 is
what is going to be sitting behind in terms of of public sector recruitment
processes sitting behind our tailored talent program.
So it basically allows you to use a different assessment
methodology to employ people with disability.
But also Aboriginal people humanitarian entrants and women,
but it can't be applied to senior service positions.