Workplace diversity

During the past 12 months, we continued to implement the strategies identified in our Workplace Diversity Plan 2004-2007. These included the promotion of the State Service Disability Employment Program, and participation in the Commonwealth Rehabilitation Service's "Return to Work" program, the Corporate Internship Program run by the University of Tasmania and the Migrant Work Experience Program coordinated through the Public Sector Management Office. We also provide ad hoc work-experience opportunities through CPA Australia and local schools.

We maintain our commitment to workplace diversity through our recruitment and selection practices, our performance management strategy and the provision of a range of training and development opportunities. In particular, we offer managers and supervisors training in effective strategies for dealing with issues related to workplace bullying, harassment and discrimination.

Disability action plan

Treasury supports the Tasmanian Government's commitment to a comprehensive social justice approach to disability, whereby people with a disability have the right to expect equitable access to Government programs, services and facilities. We also support the Disability Framework for Action.

During 2007-08 we have developed our own Disability Action Plan. It covers access to and working within the Treasury environment; access to information; access to services; inclusive policy development and disability awareness. The plan documents our commitment towards removing barriers for people with disabilities whether they are using our services, accessing our premises, seeking employment or are already a part of our team. It is important that we consider the needs of people with disabilities in the design and delivery of all our policies, programs, services and facilities. The draft Disability Action Plan will be finalised in September 2008.

In the past year Treasury has actively promoted the employment of people with a disability by incorporating employment opportunities into our selection processes through the Fixed Term Disability Employment Register; providing work-experience and work-placement programs for people with disabilities; and providing active rehabilitation support to employees who have acquired a disability. Further initiatives will be driven through the Disability Action Plan.

Employee participation

Through our values framework we aim to promote a workplace culture that is based on mutual respect and trust and facilitates innovation and improvement. Opportunities for employees to be involved in the decisions that affect them are provided through branch discussions and direct requests for feedback. "All staff" emails and an electronic newsletter are distributed to inform employees about developments.

The Department of Treasury and Finance is a values-based organisation. Treasury employees have been involved in developing our values, a process that began in 2001. Our core set of values was launched in 2005. These go beyond statements of principle to indicate the kinds of behaviours that demonstrate our values in action. Our Values Team has members from every Branch and is responsible for making sure that we embed our values in all our systems and processes. Each year we celebrate Values Week, which is held on the anniversary of the launch of our values.

Next year …

We will continue our strategies for attracting and retaining staff.

Leadership - we will continue our programs in leadership and management development.

Culture - we will continue our cultural-change program to foster an employee-centred and values-based culture.

Recruitment - we will be marketing the employment experience that we offer to a wider pool of candidates so that we can continue to recruit people who fit our culture.

Retention - we will be developing "retention strategies and tools" for managers, investigating options for career development, and implementing an employee health and well-being program.

We will also be:

• reviewing the efficiency of some of our systems and processes;
• introducing improvements to our payroll system;
• undertaking a strategic investigation into e-recruitment;
• developing a database to enable employees to endorse key employment policies;
• implementing a new information system for our learning and development processes;
• reviewing our Workplace Diversity Plan; and
• implementing our Disability Action Plan;