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Workplace diversity and inclusion

We recognise that a diverse organisation, with people of different backgrounds, views and experiences is good for our staff, our organisational culture, and good for our business in fulfilling our mission of achieving a just and secure society.

Our 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.

Flexibility and Inclusion Action Plan

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:

In addition to its connection to the Diversity Strategy, the FLIP supports the Secretary in his role as a Male Champion of Change.

Gender Equality Action Plan

In response to the APS Gender Equality Strategy, our Gender Equality Action Plan sets gender equality targets for our department, including 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:

Reconciliation Action Plan

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:

Disability and Mental Health Action Plan

Our Disability and Mental Health Action Plan 2018-2020 (DMAP) shows our commitment to breaking down barriers which might prevent an employee or a stakeholder with disability or long term medical or mental health condition, from fully participating in our workplace. Our DMAP aims to improve employment opportunities and provide a more inclusive workplace for people with disability and carers of people with disability.

Diversity Networks

We acknowledge and celebrate the different knowledge, skills, backgrounds and perspectives that people bring to their work. Differences can be based on age, gender, ethnicity, sexual orientation, disability, family responsibilities, social or cultural background.

The department supports and promotes inclusion through its established diversity networks: the Celebrating Ability Network; Culturally and Linguistically Diverse Network; Indigenous Employee Network; Women's Network; and Promoting Respect Inclusion Diversity and Equality Network.

These networks are aligned with the Diversity Strategy, organise events to raise diversity awareness, and provide advice to the department on diversity initiatives and departmental policy.