Port Hedland Port Authority Annual Report 2011 - Parliament of ...

034
OUR
PEOPLE
PEOPLE and CULTURE
The PHPA prides itself on being a workplace
that fosters equity and diversity and provides
equal employment and advancement
opportunities based on merit.
The PHPA measures merit on the basis of
qualifications, experience, potential suitability
and job performance. Merit is determined regardless
of sex, age, race, pregnancy, marital status,
family responsibility or family status, religious
conviction, political conviction or impairment.
In support of our commitment to our workforce, our
Human Resources Team were provided with equal
opportunity law and workplace culture training, as well as
grievance management training, in May 2011.
The PHPA is aware that access to opportunity is
often a pre-requisite to building merit. As such, through
the Port Collaboration and Heritage Agreement with
Marapikurrinya, the PHPA has outlined specific
employment and contracting undertakings.
The PHPA also encourages the provision of
employment opportunities for the traditional owners
of the Port area, both within the Port and through
contractors.
The PHPA’s diversity representation is as follows:
% Representation as at June 2011
• Women: 38.6% (50% at the Executive level)
• People from culturally diverse backgrounds: 9.1%
• Indigenous Australians: 2.3%
• People with Disabilities: 0%
The PHPA has procedures and practices that build
a strong and positive workplace culture that embraces
the diversity of employees, potential employees, and
people generally. This commitment is supported by the
staff consultative committee, established to assist in the
review of policies and procedures that have a material
impact on staff. This year the consultative committee
focussed on the review and endorsement of recruitment
and selection, as well as performance development
procedures. Updated travel, training, and conflict of
interest procedures were also approved.