We are committed to a culture that engages our people, celebrates diversity and embeds inclusive, accessible and flexible workplace practices.
We embrace diversity and inclusion and value the contribution and experience of all our people.
A diverse organisation, with people of different backgrounds, views and experiences is good for our staff, our organisational culture, and good for our business as we fulfil our mission of achieving a just and secure society.
Our diversity strategy
The Attorney-General’s Department Diversity Strategy sets out our commitment to promoting a diverse and inclusive workplace where all staff—regardless of their background—can achieve their full potential.
The strategy brings together a range of initiatives to support gender, disability, Indigenous affairs, sexual orientation, age and diversity of culture, as well as the broader APS equality, diversity and inclusion agenda.
We support and promote inclusion through our established diversity networks:
- Celebrating Ability Network
- Culturally and Linguistically Diverse Network
- Indigenous Employee Network
- Women's Network
- Promoting Respect Inclusion Diversity and Equality (PRIDE) Network.
These networks are aligned with our diversity strategy. They organise events to raise diversity awareness, and provide advice to the department on diversity initiatives and departmental policy.
Flexibility and inclusion
The Flexibility and Inclusion Action Plan (FLIP) outlines actions we are taking to achieve a culture where openness to flexibility and inclusivity is embedded as a positive norm.
As well as being connected to our diversity strategy, the FLIP supports the Secretary in his role as a Male Champion of Change.
In response to the APS Gender Equality Strategy, our Gender Equality Action Plan sets gender equality targets for our department.
This includes a target of 50:50 by 2021 at the SES Band 2 level.
Our plan is based on the five action areas in the APS Gender Equality Strategy and sets out strategies to achieve our targets. The plan works in conjunction with the FLIP to collaboratively reaffirm our commitment to diversity, flexibility and inclusion.
Disability and mental health
Our Disability and Mental Health Action Plan 2018-2020 shows our commitment to breaking down barriers that might prevent an employee or a stakeholder with disability or long term medical or mental health condition, from fully participating in our workplace.
It aims to improve employment opportunities and provide a more inclusive workplace for people with disability and carers of people with disability.
Our reconciliation vision is to work together with Aboriginal and Torres Strait Islander peoples to build a just, secure and resilient Australia where all people have access to the rights and protections of the rule of law.
In our context, this represents proactive relationship building and increased consultation with Indigenous stakeholders. We seek to engage early. We come to listen. We come to learn.
Our Innovate Reconciliation Action Plan 2020-2022 sets out our commitment to embedding cultural awareness and understanding of Aboriginal and Torres Strait Islander cultures, histories and achievements, as well as designing recruitment, development and retention strategies for Aboriginal and Torres Strait Islander staff.
APS employee census results
The APS employee census is an annual opinion survey. The Australian Public Service Commission sends it to all APS employees. It collects information on important workforce issues, such as:
- job satisfaction
- employee engagement
- performance management
- general impressions of the APS.
Download a copy of our 2019 APS employee census results.
For more detail about interpreting, benchmarking and comparing results, visit the APSC census landing page You can also read their explanatory guide for more technical information.