Operating context for the DEOPE

Vision and mission

The DEOPE’s vision is for a diverse public workforce that mirrors the profile of the community at all levels of public employment and which promotes equal opportunity, inclusion, and freedom from discrimination in all work environments.

The DEOPE’s mission is to build awareness, knowledge and capability in order to eliminate discrimination and promote productive diversity in public employment.

Services and activities

The DEOPE performs a range of functions in assisting public authorities to develop, implement and monitor the effectiveness of EEO management plans in supporting the objects of Part IX of the EO Act.

The DEOPE works with public authorities and other relevant stakeholders to achieve a public sector workforce that reflects a diverse Western Australian community that values and respects the contribution of all employees.

The DEOPE and the Public Sector Commission

The DEOPE is located within the Public Sector Commission and works with the Public Sector Commissioner towards common objectives associated with achieving the core human resource management principles under section 7 of the Public Sector Management Act 1994 (PSM Act). This includes supporting effective practices in EEO, diversity and workforce planning to eliminate unlawful discrimination and promote a workforce that is representative of the community and capable of delivering public value to all Western Australians.

Jurisdiction

The DEOPE’s jurisdiction is employment in public authorities which includes:

  • public sector entities
  • government trading enterprises
  • local government authorities
  • public universities.

The DEOPE is a member of various cross-government initiatives and committees. During 2012/13, the DEOPE was involved with and contributed to the:

  • Aboriginal Employment Strategy Governance Group
  • ‘Equal Opportunity Commission substantive equality program’
  • WA CALD across government network
  • Public Sector Employment of People with Disability (PSEPD) Reference Group.

Resources and corporate governance

The DEOPE office and function is integrated within the Commission. The Commission provides officers, accommodation, corporate services as well as administrative and business systems to support the statutory and operational functions of the DEOPE. The Commission is the accountable authority for the purposes of the Financial Management Act 2006.

Contribution to State Government goals

The activities and programs of the DEOPE contribute both directly and indirectly to government goals. In particular:

  • Results-based service delivery
  • DEOPE programs and activities are geared towards promoting a public workforce that better represents the community it serves. The capacity of public authorities to achieve meaningful outcomes for different groups in the community is enhanced when those authorities effectively use the knowledge, skills and insight that people from those groups and communities can offer public authorities as employees.
  • Social and environmental responsibility
  • Promoting and progressing EEO outcomes in public employment has a strong social responsibility dimension and assists to position public authorities as model employers in the community.

DEOPE Strategic Plan 2012-2014

The DEOPE Strategic plan 2012-2014 defines four key result areas and associated strategic objectives and strategies to help build quality practices, high quality reporting, performance partnering and effective staff, systems and processes.

 

Legislative function and strategic objective

Strategies

Key result area 1

Build and support quality practices in equity and diversity management

  • Advise and assist public authorities in relation to EEO management plans, including the development of guidelines to assist public authorities in preparing EEO management plans.
  • Evaluate the effectiveness of EEO management plans in achieving the objects of Part IX of the EO Act.
  • Develop specific strategies to support the development and implementation of EEO management plans to assist with the representation of:
    • women in management
    • people with disability
    • Indigenous Australians
    • people from culturally diverse backgrounds
    • youth.
  • Maintain and develop a range of targeted information services, products and resources relevant to public authorities.
  • Develop and implement a program of EEO management plan evaluation.
  • Prepare diversity improvement tools and make them available to public authorities.

Key result area 2

High quality, accurate, and timely reporting

  • Make reports and recommendations to the Minister as to the operation of EEO management plans.
  • Make reports and recommendations to the Minister as the DEOPE deems appropriate.
  • Undertake annual EEO data collection and reporting.
  • Provide an equity focus to Commission reports as required.
  • Prepare and distribute “How does your agency compare?’ and “How does your university compare?’ reports.
  • Prepare DEOPE annual reports.
  • Contribute to and support implementation of cross-sector workforce data collection and reporting initiatives.
  • Provide advice and assistance with EEO reporting from human resource minimum obligatory information requirement (HRMOIR) to Workforce Analysis and Collection Application (WACA).
  • Undertake audits and investigations where and when appropriate in accordance with section 147 of the EO Act.

Key result area 3

Performance partnering

  • Consult with persons or peak bodies who are concerned with any or all of the objects of the EO Act.
  • Support targeted initiatives that provide leverage for the objects of the EO Act across the sector and in large agencies.
  • Maintain, build and facilitate performance partnerships that foster cross-sector leadership in equity and diversity management.

Key result area 4

Effective staff, systems and processes

  • To ensure internal coherence and accountability in planning, decision making, operations, evaluation and reporting.
  • Establish, develop and maintain a diverse, effective and appropriately skilled workforce capability team.

 


Page last updated 11 September 2014