Dai Le (Fowler, Independent) Share this | Hansard source

by leave—I move amendments (1) and (2) as circulated in my name:

(1) Schedule 1, page 3 (after line 16), after item 2, insert:

2A Paragraph 10A(1)(g)

Repeal the paragraph, substitute:

(g) recognises and promotes the diversity of the Australian community and fosters a diverse perspective in the workplace.

(2) Schedule 1, page 5 (after line 8), after item 5, insert:

5A Section 18

Repeal the section, substitute:

18 Promotion of employment equity

An Agency Head must:

(a) establish a workplace diversity program:

(i) to allow for the proactive development of individuals of diverse backgrounds; and

(ii) to assist in giving effect to the APS Employment Principles; and

(b) promote diverse and inclusive recruitment within the Agency to give effect to the APS Employment Principles.

The Australian Public Service is a privileged profession within Australian society, and there is an expectation that it is carried out with both diligence and competency—and now, with the introduction of this bill, the added value of stewardship. However, the sector is not able to wholly meet Australians' expectations if the workplace does not foster the diverse and multicultural needs.

Australia's culturally diverse population is drawn from more than 300 ancestries and is visible in everyday life. Yet, as soon as one views the leadership circles of many institutions, including the Australian Public Service, this rich tapestry of cultures and ethnicities of representation suddenly disappears. The deep-set circle of networks, entrenched views on leadership styles and structures of traditional Australian institutions have created many systemic barriers for diverse voices, lived experiences and perspectives to be heard and included. This is a significant loss of opportunity, because there is a wealth of experience and knowledge from CALD talent that remains untapped.

A Public Service that has a diversified workplace will enable greater representation, diverse perspectives to problem-solving and solutions, an increase in expertise and a collaborative environment. As stated in David Thodey's report, the APS requires a whole of service diversity and inclusion strategy to ensure that talents are well utilised and harnessed to serve the Australian public. Particularly, the APS would benefit from taking advantage of individuals from various corners of life and perspectives.

It is disappointing that the government has rejected my amendment to make it law, and the APS must act on implementing the necessary changes that would enable a diverse and robust APS. In rejecting the amendment, the government will miss the opportunity to really reform the APS with the contribution of a member, like myself, who has lived experience and speaks from a perspective that's often lacking at the decision-making level, as well as incorporating Thodey's recommendation 25 on diversity and inclusion.

The Public Service Act touches base on the recognition of diverse communities within the APS workplace. The language of this notion of recognising diverse communities is quite condescending. This, in itself, shows how important it is to include the amendment that I propose. CALD communities do not need just to be recognised. We know our value, our contribution and the impact we have on the economy and society overall. If the government had accepted my amendments, it wouldn't just need to have recognised us but, rather, it could have implemented and put into action policies that can strengthen the employment principle based on diversity.

The proposed amendment to paragraph 10A of the Public Service Amendment Bill would ensure that a career based Public Service is one that acknowledges and promotes the diversity of the Australian community and creates an environment where diverse ideas and lived experiences are valued. This is in line with Thodey's recommendation that the APS should address the need for greater representation of diverse groups and perspectives. By having such a direct APS employment principle, encouraging diversity of views and experiences, the APS would have the confidence that their voice has power and can be utilised to address diverse Australian communities' needs and expectations.

The proposed amendment to section 18 will place a positive obligation on agency heads to ensure that a workplace diversity program is established, to allow for proactive development of individuals of diverse backgrounds and promote diverse recruitment within the agency, to give effect to the APS employment principles. Ultimately, highlighting the benefits and value-added proposition of a diverse and inclusive workforce will ensure that the APS can deliver for the needs of our wider community.

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