VLGMIN 2013 Forum Workplace Diversity Moreland City Council Case Study Insert TRIM Document Number

Purpose This presentation is about sharing Moreland’s recent work & experiences including: Two of Moreland’s initiatives for workplace diversity. Inter-departmental collaborations within Council in regard to inclusive employment. Multicultural policy 2011-2015 Improving opportunities and pathways for employment as critical to successful settlement. This presentation is about sharing Moreland’s recent work & experiences including : Two of Moreland’s initiatives for workplace diversity Discuss Moreland’s collaborations regarding inclusive employment and formation of a committee across HR and Social Policy Departments

Why inclusive employment at Moreland? Key Issues Why inclusive employment at Moreland? Moreland is a highly culturally diverse municipality; 39.4% (58,073 people) speak a LOTE. Disability is estimated as almost one in four residents (24.0%) or approximately 35,338 people Indigenous People; over 600 people Why inclusive employment at Moreland? Moreland is a highly culturally diverse municipality 39.4% - speak a LOTE of Moreland / 58,073 people Disability is estimated as almost one in four residents (24.0%) or approximately 35,338 people Indigenous People - over 600 people

Policy Context: Moreland Multicultural Policy 2011-15, Immigrants have made major contributions to economic development and the enrichment of cultural life in Moreland The opportunity exists to assist emerging communities with employment, so they too can contribute to the creation of cosmopolitan and resilient local communities Also include Council acknowledges that immigrants and their communities have made major contributions to economic development and the enrichment of cultural life of municipality. The opportunity exists to help new and emerging communities to contribute. create cosmopolitan and resilient communities.

Moreland Reconciliation Policy Action Plan Recognition of indigenous sovereignty Acknowledging the lasting negative effects of post colonial policies Reduce disadvantage by working to close the negative social and health gaps Recognition of former indigenous sovereignty Acknowledging the lasting negative effects of post colonial policies Reduce disadvantage by working to close the negative social and health gaps

Reconciliation Images Sydney 3 Reconciliation Images Sydney Reconciliation March across the bridge 2000

Inclusive employment Program since 2009 Dis Inclusive employment Program since 2009 Aimed for CALD, Indigenous people & people living with a disability Largest local employer; our opportunity to model for other employers The program works with employment agencies to provide a guaranteed interview slot for one applicant from the disadvantage categories when possible Aim is to interview at least one applicant from the target groups who also substantially meets the job criteria. Disadvantaged Job Seekers Program Information for Agencies   In 2009, the Moreland City Council resolved to establish an employment program such as youth, people with a disability and people from a non English speaking background (NESB) called the Disadvantaged Job Seekers Program (DJS Program). Largest employer and local government – our opportunity to model for other employers Through this program, MCC has committed to providing increased access to vacancies for these disadvantaged individuals by implementing two programs: Access to MCC jobs through reserved interview slots for the disadvantaged jobseeker group, where they could reasonably undertake the role To participate in the DJ Program (access to jobs), please ensure that you follow the application requirements below. Process Each Friday all externally advertised vacancies will be emailed to your nominated email address. You will have these vacancies prior to them being in the print media on Saturday in most cases. It is suggested that you identify the requirements of the role and screen for likely candidates who substantially meet a (minimum of 80%) of the criteria (if no specified Key Selection Criteria). This assessment will require you to make a judgement about whether the candidate could do the job within a reasonable period of time. Application Requirements When referring candidates, Agencies must ensure the following: Prepare letter of application and resume with candidate. Ensure that the candidate substantially meets a (minimum of 80%) of the criteria. Quote the Job Reference followed by (DJ Program) in the subject line of the email. If selected for interview, ensure that your candidate is prepared for and attends the interview.     Feedback At the time of interview, your candidate should identify themselves as a DJ program participant and request feedback prior to the interview commencing to ensure that the supervisor is prepared. Outcomes We are looking to support members of our community and are hoping to successfully place individuals from the DJ Program into MCC jobs. This process will ensure that they are provided with opportunities for interview in the first instance, and through this experience to enable them to move into paid employment at Council (or elsewhere) . Thank you for your cooperation and your support of this program. If you have any questions, please contact Tina Parras or Tina Petrovski on 9240 2234. Regards Gerry Smith Executive Manager Human Resources

Indigenous traineeships Council Offers One year placement at Council for two people Pathways for future employment when possible Ensure a variety of traineeship positions are available across Council. We have two trainees who work at Moreland this year The objectives of the program are to: Engage two (2) Indigenous Australians for a twelve (12) month period to undertake a structured training and employment program. Identify future opportunities for ongoing employment at the end of the traineeship, within Council. Ensure a variety of traineeships positions are available across Council. Enhance the capacity of young Indigenous Australians to obtain ongoing employment. Encourage self-determination within the Indigenous community. Develop supportive community networks within the city.  

Inclusive employment working group An interdepartmental working group, including the Access and Inclusion Officer, Youth Projects Officer, Multicultural Officer and Manager HR. The process resulted in the revision of the recruitment policy and embedding inclusive employment in the overall employment policy of Council Review of the Inclusive Employment Policy – We realise we need to monitor this up date possible the list of Job Seeker agencies Promote this to key stakeholders in the municipality Indigenous traineeships and go through a process to assess organisational competency working with Indigenous community

collections Next Steps Need to assess organisational competency in working with Indigenous people Need for ongoing monitoring and stewardship of inclusive employment program Need to gather data and evidence to measure effectiveness of all relevant Council programs