Culture, change and inclusion is about acknowledging and celebrating the individual skills, perspectives and experiences people bring to our workplace. DPS aims to both promote a workplace that prioritises these values and to actively remove barriers to ensure all staff can contribute to our shared purpose.
By respecting individual diversity, we are also creating a workplace free from discrimination and defined by respect and integrity.
A new Parliamentary Service Access and Inclusion Action Plan (AIP) is currently in development. The previous DPS AIP 2020-23 sets out the department’s commitment and approach to achieving better outcomes for people with disability.
Peer support networks
The Parliamentary Services have several employee networks that provide peer support:
- The Parliamentary Service AccessAbility Network is committed to recognising, supporting and improving workplace opportunities for people with disability.
- The Parliamentary Service Indigenous Employee Network (PSIEN) is an APH-wide employee network. The network aims to provide support and advice to its members through open and honest conversation.
- The Pride (LGBTQIA+) Network aims to promote a safe and inclusive workplace through policy review, advocacy, community visibility, networking and sharing resources.
Dignified Access and User Experience of Parliament House Review
Recommendation 9 of the Set the Standard: Report on the Independent Review into Commonwealth Parliamentary Workplaces (Set the Standard Report) notes that “…parliamentary departments should review the physical infrastructure, policies and practices within Commonwealth parliamentary workplaces…”. DPS engaged the Australian Disability Network (ADN) to undertake a review of Parliament House. On 15 December 2023, they provided us with their report, which is available online.
The Parliamentary Service and the Access and Inclusion Champion Group are currently reviewing the recommendations for implementation.
Reasonable Adjustments
DPS is committed to creating an inclusive and accessible recruitment process that allows all candidates an equal opportunity to apply for roles within the department. Reasonable adjustments are available throughout the application and assessment stages to ensure candidates can fully participate.
To request reasonable adjustments, please include any relevant information within your application or reach out to the recruitment team as early as possible in the application process. This allows our recruitment team to discuss your requirements and work with you to implement suitable adjustments. Requests for adjustments are treated confidentially and do not affect the assessment of your application.
DPS encourages applicants to reach out with any concerns or requirements so that you have a positive and inclusive recruitment experience.
Recruitment pathways
To support workplace diversity and ensure all candidates have equal opportunities, DPS offers four key recruitment pathways that focus on different aspects of diversity and inclusion. Each pathway helps recruit candidates from diverse backgrounds while adhering to the principles of merit-based selection.
DPS job ads will clearly outline if any of the below pathways are available for a particular position, providing candidates with information about eligibility requirements, selection criteria and tailored support measures for each pathway.
Affirmative measure – Disability employment
This affirmative measure is a targeted recruitment approach that aims to increase the representation of people with disabilities at DPS. This process helps ensure the department's workforce reflects the diversity of the broader Australian population.
Affirmative measure – Aboriginal and Torres Strait Islander employment
This affirmative measure focuses on increasing the representation of Aboriginal and Torres Strait Islander peoples at DPS. It supports the department's commitment to ensuring Australia’s First Nations peoples are fairly represented in the workforce.
This recruitment measure helps build a more inclusive workforce and ensures First Nations perspectives are embedded in the department's operations.
RecruitAbility
RecruitAbility is a broad recruitment scheme designed to encourage people with disabilities to apply for jobs across all areas of DPS by removing barriers in the recruitment process and promoting inclusion.
RecruitAbility helps broaden the talent pool by ensuring people with disabilities are fully considered for roles, while still maintaining merit as the foundation for selection. No evidence of disability is required, making this pathway accessible to a wide range of candidates.
Under the RecruitAbility scheme, candidates with a disability who meet the minimum requirements of a position are guaranteed progression to the next stage of the selection process. Usually, this is an interview. This provides candidates with an opportunity to showcase their skills and experience. At the same time, it allows for reasonable adjustments to be made during the selection process to support their participation. For further information visit the APSC website.
Identified positions
Identified positions are roles specifically designed to address the needs of diversity groups, with a particular focus on Aboriginal and Torres Strait Islander peoples. These positions ensure that culturally appropriate engagement and services are provided.
Identified positions help strengthen cultural competence within DPS. This ensures the department can deliver services and programs that are responsive to the needs of Aboriginal and Torres Strait Islander communities. These roles also help promote broader cultural representation in the workplace.