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Guidelines for Employee Networks

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Employee Networks are voluntary groups of employees formed with common interests and objectives to enhance the workplace experience of target employee demographic/s.

Effective workplace networks can increase employee engagement, enthusiasm and collaboration. They can also demonstrate an employer’s commitment to building a supportive workplace culture.

Steps to setting up employee networks

1. Get Started

  • Identify target employee group
  • Secure an Executive Sponsor
  • Define mission and goals, as well as membership criteria.

2. Establish the Operating Structure and Members

  • Draft Operating Charter
  • Recruit members and hold first meeting
  • Agree annual plan of activities.

3. Launch Your Network

  • Develop a communication plan
  • Launch your Employee Network
  • Promote your network ‘s mission, goals and opportunities to get involved.

4. Sustainability & Longevity

  • Ongoing recruitment of members and succession planning
  • Measuring for impact
  • Reward and recognition of members.

Refer to the full Employee Networks guidelines for detail on each of these steps.

Guidelines for Employee Networks document

These Guidelines for Employee Networks cover how to establish and operate an employee network.

Download the guidelines

Additional resources

Case Study 1:
Department of Family and Community Services
Disability Employee Network

“FACS is committed to promoting a culture that values diversity and actively promotes the employment of people with disability.”

Learn more about Case Study 1

Case Study 2:
Department of Industry
Gender Equality Networking Forums

“To build and maintain a gender inclusive workplace where all genders are equally represented and valued, and where diversity drives engagement, productivity and innovation.”

Learn more about Case Study 2

Case Study 3:
Department of Industry Aboriginal Support Network

“To provide support, career development opportunities and encourage the employment of Aboriginal and Torres Strait Islander people”

Learn more about Case Study 3

Case Study 4:
Leading Private Sector Practice: Westpac ABLE

“To advocate for customers and employees with disability or accessibility requirements, enhancing Westpac Group’s diverse and inclusive culture to deliver an improved experience for all.”

Learn more about Case Study 4