Other Programs and Diversity Initiatives
The department is committed to having a workforce that reflects the diversity of the Australian community. We acknowledge that each Australian has a unique personal story that has brought them to where they are, and we believe that these stories are part of what our employees can contribute to the department.
The department also has the Winanggaay Unit (pronounced Win-ang-eye), which is a small team comprised solely of Indigenous staff in order to demonstrate the department's commitment to First Australians. Winanggaay is a Wiradjuri/Ngunnawal word meaning to know, to think, and to understand.
The Winanggaay Unit is dedicated to embedding cultural capability into our workforce and supporting the department’s broader diversity strategies and initiatives to create an inclusive workplace for all Australians. The Winanggaay Unit can be contacted at Peoplestrategy@infrastructure.gov.au or phone (02) 6274 8300.
The department has a range of entry-level programs designed specifically for people from diverse backgrounds including internships, traineeships, and the Indigenous Graduate Program.
APS Indigenous Graduate Program
The department participates in the APS Indigenous Graduate Program. The recruitment process for this program is managed by the Australian Public Service Commission.
The department also encourages Aboriginal and Torres Strait Islander people to apply for Graduate Development Program through Indigenous Employment Affirmative Measure. For more information, please see the Graduate Development Program page.
Career Starter Program
The Career Starter Program is an award winning entry level program run through the Department of Finance. As a Career Starter, you will have a full time permanent job with a competitive starting salary in the Australian Public Service. For eligibility please see the Department of Finance website.
Diversity Programs and Initiatives
Reconciliation Action Plan
The department has a Reconciliation Action Plan (RAP) PDF: 3225 KB to guide its work towards ‘closing the gap’ between Aboriginal and Torres Strait Islander people and non-Indigenous Australians. The department's RAP demonstrates our commitment to reconciliation and making it part of our everyday business. We are currently in the process of developing the RAP for 2020-2022.
The department supports reasonable adjustment requests in any stage of the assessment process to remove barriers and to facilitate full participation in all aspects of employment for staff with disability.
Stepping Into Program - Internship
‘Stepping Into…’ is an internship program run by the Australian Network on Disability. The program matches university students with disability with organisations for paid work placements during university holidays.
The department participates in the Australian Network on Disability's Positive Action towards Career Engagement (PACE) Mentoring. Employees take part in PACE by mentoring students or jobseekers with disability, helping them to develop their skills and confidence in a workplace setting.
Jawun Secondment Program
The department offers eligible employees the opportunity to undertake secondments to Aboriginal and Torres Strait Islander-led organisations through the APSC's Jawun Secondment Program. Being involved in Jawun is part of the department’s commitment to making diversity part of our everyday business. Employees have the opportunity to make a direct contribution to Aboriginal and Torres Strait Islander organisations and increase the department's cultural capability.
Indigenous Leadership Coaching Program
The Indigenous Leadership Coaching Program is a high level coaching program designed to build on the unique skills of Aboriginal and Torres Strait Islander staff who are ready to take the next step in their career. The aim of the Indigenous Leadership Coaching is to help staff identify areas of strengths and challenges and to guide them toward achieving their full potential at work.
Indigenous Staff Network
The Indigenous Staff Network gives Aboriginal and Torres Strait Islander employees the opportunity to offer strategic advice to the department on workplace and workforce matters affecting Aboriginal and Torres Strait Islander employees. It also functions as a support system for Aboriginal and Torres Strait Islander employees, with regular informal social gatherings.
Mental Health and Wellbeing Network
The Department’s Staff Mental Health and Wellbeing Network is a staff led network for staff aiming at raising awareness, reducing stigmatisation and supporting improvements to resources for staff mental health and wellbeing. It is supported by the department through the People and Culture Committee and the network’s two Senior Executive sponsors.
- Gender Equality Action Plan 2016 to 2019 PDF: 419 KB
- Diversity and Inclusion Strategy 2017 to 2019 PDF: 4829 KB
- Reconciliation Action Plan 2016 to 2018 PDF: 3225 KB
- Aboriginal and Torres Strait Islander Employment Strategy 2019-2021 PDF: 7261 KB