EEO Annual Report Survey Questionnaire
Equal Employment Opportunity Annual Report Survey Questionnaire
Downloadable combined EEO/MPSP Survey for use as electronic response template (Word)
Amendments made to the Anti-Discrimination Act 1997 (with effect from December 2007) require universities to include an equal employment opportunities (EEO) report in their Annual Report which is tabled in the NSW Parliament (reporting requirements as in Part 9A of the NSW Anti-Discrimination Act).
This report will outline EEO achievements for the current year plus any planned activities or strategies being considered for the following year. General statistical information for the report will be gathered by EE&D from the University’s central information systems.
Relevant information specific to women, provided earlier in the year for the federal Equal Opportunity for Women in the Workplace Agency (EOWA) report, will also be incorporated; as will general information from the Multicultural Policies & Services Program (MPSP) responses. Separate specific MPSP information will form the basis of the MPSP report, also required for inclusion in the UNE Annual Report.
To fulfil our EEO reporting requirements we now need feedback on the equity and diversity awareness of all staff; and plans or actions taken to recruit and/or support staff from equity groups which was not sought for the reports mentioned above. The equity groups consist of staff whose first language is other than English, staff members with disability, Indigenous Australian members of staff, and women.
1. Equity and diversity awareness
- What steps have been taken in your area to make staff aware of:
o The need to complete the EO Online: fair play training?
o The Dignity & Respect in the Workplace Charter?
o The Ally Program?
o The Pathways to Academic Careers program?
o The Administration and Support Staff Conferences?
o The Sex-Based Harassment Policy & Procedures?
o The Anti-Racism Policy & Guidance Materials?
o The Grievance Mediation Policy & Procedures?
(For further information on these programs and policies see: http://www.une.edu.au/eeo )
- What avenues are available in your area for staff to discuss any equity-related concerns?
- How are managers/supervisors in your area made aware of their equity responsibilities to their staff?
(For further information see “As a supervisor” at: http://www.une.edu.au/eeo/discrimination.php .)
- What training have managers/supervisors had to ensure they are competent in handling grievances?
1. Recruitment and support
- How have heads of cost centres/managers in your area been made aware of their responsibility for recruitment of staff in line with organisational needs and equity group targets?
(NSW targets are: women 50%; Indigenous 2%; people whose first language was not English 19%; people with a disability 12%, requiring workplace adjustment 7%)
- What strategies are being considered in your area to address equity group under-representation?
- How are managers/supervisors in your area made aware of their responsibilities to provide induction and orientation for new staff?
(See: Workplace induction – Hosted by supervisor at: http://www.une.edu.au/od/induction/ )
- Under what circumstances do managers/supervisors in your area carry out staff workload assessments (eg workload impacts of staff absence through illness or retirement/resignation; other)?
- How many managers in your area are employed on a part-time basis?
o How many are members of equity groups, (please specify which groups)?
o Please outline the circumstances under which the positions were filled part-time (eg being a position which required only part-time occupancy; job sharing arrangements; as a result of flexible working arrangements for the incumbent; other.)
- If your area has any staff members with disability who need workplace adjustment please outline how these staff were able to be supported.
- How has your area been able to support staff members whose circumstances require flexible working arrangements?
3. Any other information on initiatives, plans or action undertaken in 2010, particularly in the recruitment and/or support of staff from equity groups; and any planned initiatives to be pursued in 2011 .
Please respond by email to Bernice O’Mahoney at bomahone@une.edu.au before Friday, 15 October 2010.
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