Updating Results

Department of the Prime Minister and Cabinet (PM&C)

  • #11 in Government & public services
  • 1,000 - 50,000 employees

Diversity at Department of the Prime Minister and Cabinet (PM&C)

8.8 rating for Diversity, based on 16 reviews
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.
Commitment to diversity is very good- all roles are flexible, strong commitment to engaging with diversity. It has difficulty with the less obvious indicators of diversity- The grads in particular are often from similar backgrounds with similar type a personality. So more work needed in diversity of thinking style.
PM&C does have a diversity action plan and a reconciliation action plan. However, it does struggle to keep and maintain these m employees. PM&C has a CALD network, women's network, LGBTIQA+ network and the Aboriginal and Torres Strait Islander Employee network. PM&C also takes part in the following programs: Australian Government Indigenous Graduate Development Program Indigenous Apprenticeship Program Trainees and Cadets Indigenous Australia Government Development Program Offers maternity leave 12 months unpaid and also offers men the ability to take paternity leave to help care for their children
PM&C has a Women's Network and an LGBTQI network. Many people take maternity and paternity leave and there are flexible hours.
There is a lot of positive rhetoric around diversity, and a commitment to flexible working, however this does not necessarily translate to diversity in practice. It is clear being a minority is not a barrier to anything, but I think more could be done in initial recruitment stages.
There is a lot of information and events promoting diversity and encouraging people in this respect.
It has good opportunity for maternity leave and is has a focus on improving the ethnic diversity of the workplace.
Excellent system of networks for ethnic minorities, LGBTIQ persons, women's network, Indigenous network. Also very flexible conditions for mothers.
Goes overboard to emphasise diversity and inclusion all of the time. To the point that they could really turn it down a notch.
The Department both puts policies in place and enforces gender equality and respect for all peoples, regardless of gender, LGBTIQ status, or race. Senior executives are consistently reinforcing the message that any form of discrimination is not acceptable. There are recruitment quotas for people of diverse status, however I find that the organisation still lacks a certain degree of diversity and that often diverse perspectives and life experiences do not inform policies. If representation is improved, I believe that better work outcomes will follow.
What does your company do to attract applicants from less privileged backgrounds?
Well, the roles are publicly advertised. but there isn't anything aimed at people from lower SES cohorts. The department does a lot for Indigenous and culturally and ethnically diverse cohorts, but there aren't many people from a working class background.
The grad cohort was homogenous in privileged backgrounds. I have not seen a huge amount of work done to attract less privileged backgrounds.
Indigenous traineeship programs, affirmative action placements
Excellent marketing, and affirmative action policies. Though unfortunately, they tend to not stay particularly long.
The Department recruits Indigenous Graduates through a separate recruitment process and has 'special measures' positions reserved for Indigenous peoples.
The Department has affirmative measures targeted toward some people of less privileged backgrounds, however this could be further improved.