Together, we are building an inclusive culture that encourages, supports and celebrates the diverse voices of our employees and the communities we serve.
Our culture embraces diversity and views the unique thoughts we all bring to the table as a strength to create an environment where everyone feels they belong.
- Our workplace culture is inclusive, collaborative, kind, flexible, accessible and fair.
- Our leaders are committed to building diverse teams and driving inclusive workplace practices.
- Our Harmony Council works closely with senior leaders to ensure strong alignment with the department’s overall business outcomes and plans.
As a department, we want to make a positive difference for the people of NSW by ensuring our work and services incorporate the views and perspectives of the community we serve.
Our inclusive culture is underpinned by:
The department’s Disability Inclusion Action Plan is our commitment to improving accessibility and inclusion in the department and the work we do in the community.
We promise to ensure people with disability:
- are treated with dignity and respect
- can make full use of their individual capabilities
- are consulted about workplace adjustments they need
- have rights to privacy, confidentiality and choices about their personal information
- work in environments free from all forms of discrimination and harassment.
We strive to remove barriers for people with disability so they can do their work and fully participate in the workplace.
Our Workplace Adjustment
Our Workplace Adjustment Guideline applies to all employees performing work at the department and people applying to work at the department. The guideline outlines how a person with disability, or their manager, is able to apply for, obtain and review the appropriate workplace adjustments that may be required at any point in the employment life cycle.
Our Workplace Adjustment Passport is a confidential record of what workplace adjustments have been agreed to enable people with disability to participate fully in all aspects of employment. This record means our people only have to tell us once, and their adjustment will continue when they change roles, teams or managers.