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Diversity at Department of Foreign Affairs and Trade
- Average rating for Diversity, based on 70 reviews7.1 / 10
Please provide further information on diversity with respect to women, ethnic minorities and LGBT. Please comment on issues such as recruitment, retention, promotion, child care, maternity leave, etc.
The department has been running a strong campaign on women in leadership, a survey undertaken, focus groups established and a strategy launched. High hopes it keeps building and having positive outcomes. For LGBT officers, postings can be challenging because homosexual behaviour is illegal in some countries, the Department will not send staff there, even if they are willing to go.
Generally the public service is very good and DFAT is no exception. More can always be done though. Internal promotions are another story though, fitting the dominant culture is important.
The Department has a long way to go on diversity, but this year in particular there has been a huge focus on improving diversity into the future. For this reason I am hopeful it will change in time.
Recently renewed efforts- still waiting to see the tangible outcomes.
The department is not terribly diverse, and doesn't appear to try and combat this in its graduate recruitment.
There are extensive policies in place for recruitment and retention of women, Indigenous Australians and LGBTIQ, as well as support networks, counsellors and child care services.
Entry level, Canberra
Most diverse workplace in which I have worked.
What does your company do to attract applicants from less privileged backgrounds?
Unaware of anything in this category - university level education is required, with a demonstrated record of high achievement (so it then relies on what universities are doing to attract applicants from less privileged backgrounds).
There are programs targeted at recruiting indigenous Australians, but in terms of people with disabilities, from lower socio-economic backgrounds or ethnic minorities, there are no proactive programs to temper merit-based recruitment processes.
Programs for indigenous officers, not that that implies less privileged, but seems to make the stats.
It's an open application process, and I'm sure more applications from people from disadvantaged socio-economic backgrounds would be welcomed.
Not sure. Given the makeup of the graduate cohort, I'm not sure whatever efforts they do make are sufficient.
Other than having places available for Indigenous people, I am not sure. Unfortunately, because the Department requires that people are quite accomplished to get in, this often means that successful applicants come from somewhat privileged backgrounds. I could be wrong on this though, it's only my impression.
There is Indigenous-specific recruitment, but in the mainstream, most people come from middle class backgrounds, with the graduate cohort being relatively well represented culturally.
There is an indigenous traineeship programme.
Graduates are selected on merit in a highly competitive process, with little allowance for candidates' backgrounds. There are also programs for indigenous recruitment.