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Diversity at IP Australia
- Average rating for Diversity, based on 28 reviews9.0 / 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.
Looking around the office there is a wide range of people, ages, ethnicities, etc.
No issues that I'm aware of. The training specifically teaches toward being aware of differences and how to work with differences. The culture is the same.
Strong focus on establishing a diverse workplace, with a focus on recruitment as well as training.
All support seems to be of a high quality though I haven't needed any myself.
IP Australia has a very diverse workplace and I believe that it is a very accepting workplace of all cultures. As a woman, I have never felt discriminated against and I will have access to excellent maternity leave options when that time comes.
Being APS there are a number of standards and initiatives based around diversity. IP Australia is very accommodating to individual needs.
Appears so far to be a very committed to a diverse workplace.
Diversity is highly encouraged and supported.
There are flexible leave and working arrangements in place for parents. There are dedicated workplace diversity officers who review diversity policy and outcomes as well as provide assistance to those who need it.
Recruitment processes seem to value the diversity of the employees. In my intake, there are employees ranging from age group 20-40 with vast range of experiences/qualifications as well as ethnic backgrounds. Managers/senior examiners are easy with you taking leave.
Positive recruitment programs, flexible work arrangements.
Generally, pretty good. Easy to go part time if you want it, can work at home (but it does mean a bit of setting up).
Very accommodating. I was employed before my maternity leave from my previous employer was up and I negotiated to have my start date later and they were very accommodating about that. I also know that management is always encouraging staff to act in a higher position, when deemed capable, to enhance opportunities. Also very high retention rate.
What does your company do to attract applicants from less privileged backgrounds?
In my area (Patents) most people are required to have significant tertiary education. This would be quite difficult to obtain by people from less privileged backgrounds. People with a relevant diploma and industry experience can also get into my area however, and there are no qualifications required to become a Trade Mark Examiner.
The company does help with costs of moving and can provide loans for rental bonds, etc.
Similar policies to other government agencies.
IP Australia attracts people with technical (engineering/science) skills, regardless of how privileged their background is.