Governing the City State - Chief Minister and Treasury Directorate ...

Barriers to a transparent, agile, respectful culture include: 340• poor relationships with stakeholders;• poor leadership by [those] who have a vested interest in the continuation of riskfreecultures; and by executives who do not understand how to involve staff;• structural, top-down change levers and narratives [that] obscure emergentpractices;• transactional management and a focus on outputs and targets;• inappropriate performance management;• risk-averse and gender cultures; and• the need for a transforming social philosophy to support those who are developingnew practices.So what does a public service do to become a great place to work? The recently launchedACTPS Respect Equity and Diversity Framework (RED Framework) recognises the keyvalues and management characteristics that underpin great workplaces with positive culturesand provides the framework for change.The RED Framework:• outlines why a workplace culture that is respectful, courteous, equitable and that valuesindividual differences is a core aspect of building a positive workplace culture;• states the legislative obligations in relation to Respect Equity and Diversity and outlinesthe roles and responsibilities under the Framework for employees across the ACTPS;• defines Respect, Equity and Diversity;• analyses the current workforce data relating to Respect, Equity and Diversity andidentifies Workforce Challenges for the ACTPS;• provides an Action Plan to address the Workforce Challenges;• provides a mechanism for evaluating progress against the Action Plan; and• provides a maturity model to assist in implementation of the Framework.Accompanying the RED Framework is a detailed action plan of initiatives to be implementedsector-wide. Achievement of these worthy goals requires broad engagement and appropriateresourcing to ensure the Framework benefits can be fully realised.340 Adapted from Maddock, S. (2002) " pp.23Capability, Capacity and Effectiveness: 261