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

2. 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
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

3. 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

4. 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.

6. 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

7. Reconciliation Images Sydney3
Reconciliation
Images Sydney
Reconciliation March across the bridge 2000

8. 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 ed to your nominated 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 .
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
Regards
Gerry Smith
Executive Manager Human Resources

9. 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.

10. 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

11. 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