Annual report [1997-98] - Family Court of Australia

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The Family Court of Australia – annual report 1997-98 Workplace diversity and equal employment opportunity The Court has implemented the 1995-98 Equal Employment Opportunity (EEO) Plan and will be maintaining the work done in this area through its inclusion of Equal Employment Opportunity principles in the Diversity Strategy that was recently completed. Implementation of the strategy will proceed in the next financial year. Amajor achievement during the life of this Plan is the Court winning the open category of the 1997 Equity Awards (sponsored by the Public Service and Merit Protection Commission and the Institute of Public Administration in Australia) for its success with the Aboriginal and Torres Strait Islander Family Consultant project. This project has resulted in a number of significant initiatives, among them the selection of five Aboriginal staff members and one Torres Strait Islander staff member to provide Court counselling consultancy services to their local communities in the Northern Territory and Queensland (see also Year in Review – Aboriginal and Torres Strait Islander issues). Other significant achievements are the completion of the Court’s Disability Action Plan and implementation of a detailed workplace harassment policy. The Action Plan was completed by a working group set up to develop a strategy incorporating EEO requirements and the directions included in the Commonwealth Disability Strategy. The group is part of the EEO sub-committee to the National Consultative Committee and was joined by staff with disabilities and/or staff interested in assisting staff with disabilities. As previously reported, implementation of the 1995-98 EEO Plan has resulted in the Australian National Audit Office recognising the Court’s employment of women, especially in senior management, as best practice. EEO statistics for women at the SES level show the Court is outperforming most other agencies and is ahead of year 2000 targets. Resources Throughout 1997-98 the senior executive responsible for EEO was the Chief Finance Officer (formerly Principal Director Administration) – this position is Senior Executive (Generalist) Band 1 located in the Office of the Chief Executive in Sydney. The EEO coordinator was the Assistant Director of Policy Practices and Procedures (Senior Officer Grade C). There were two managers in the Sydney-based Policy, Practices and Procedures Unit with the responsibility of being EEO contact officers to assist Court staff. Harassment contact officers are located in each registry and appointments are made only after the nominated staff member has attended appropriate training such as a Public Service Commission program. They report quarterly to the EEO coordinator. Due to a restructuring, EEO responsibilities will pass to new positions next year. Consultative mechanisms The Staff Equity sub-committee to the National Consultative Committee met three times in 1997-98. The sub-committee has equal management and union representation and considers national EEO issues. Area offices and registries hold regular consultative meetings and EEO is a standing agenda item. This year the sub-committee, as well as staff with disabilities, were involved in the development of the Disability Action Plan. The Court has two committees to look after the interests of clients from culturally diverse backgrounds: the Aboriginal and Torres Strait Islander Awareness Committee and the Chief Justice’s Advisory Committee on Ethnic Issues (see also Social Justice, Access and Equity). 59
The Family Court of Australia – annual report 1997-98 Equal Employment Opportunity statistics The representation of EEO groups for permanent Family Court staff who have voluntarily provided their EEO information as at 30 June 1998 is provided in the following table: ■ Notes: ■ KEY: EEO target groups are not mutually exclusive and any individual officer may be included in more than one group Salary groupings are based on maximum salary for a classification. ATSI – Aboriginal and Torres Strait Islanders CLDB – People with culturally and linguistically diverse backgrounds PWD – People with disabilities Table 3.9: Representation of EEO groups for permanent staff at 30 June 1998 Salary range total staff women ATSI CLDB PWD $26,955 & below 19 13 2 4 1 $27,091-30,042 296 187 3 7 5 (incl. ASO 2 & GSO 5) $30,857-33,304 196 152 1 23 5 (incl. ASO 3) $33,953-37,341 110 93 1 8 1 (incl. ASO 4) $38,359-40,675 47 32 5 4 2 (incl. ASO 5) $41,430-47,591 29 18 0 1 0 (Incl. ASO 6, ITO 2, & PO 2) $50,931-58,160 151 103 0 18 3 (Incl. SOG C, SPO C, ITOC) $57,983-68,497 49 24 1 6 0 (Incl. SOG B, SPO B, SOG A & SPO A) $31,793-70,331 50 31 0 5 2 (Incl. Legal 1 Legal 2) $68,228 & above 37 11 0 2 2 (Incl. SES, SPAO2 JR & CEO) Total 984 664 13 78 21 60
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