Download - VLGMIN 2013 Forum Workplace Diversity Moreland City Council Case Study Insert TRIM Document Number
VLGMIN 2013 Forum
Workplace DiversityMoreland City Council
Case Study
Insert TRIM Document Number
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.
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
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
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
Reconciliation
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.
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
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
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