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.

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

Policy Context: Moreland Multicultural Policy ,  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

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

3 Reconciliation

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.

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

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

coll ecti ons 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