The role of the DEOPE

The DEOPE is a statutory officer appointed by the Governor to perform the functions outlined in Part IX of the EO Act.

The DEOPE's role exists to ensure all employees in public authorities have equal opportunity in their workplace and are not subject to discrimination in employment. This role is guided by the following functions set out in s. 143 of the EO Act:

  • advising and assisting public authorities to develop equal employment opportunity (EEO) management plans
  • evaluating the effectiveness of EEO management plans in achieving the objects of
    Part IX of the EO Act
  • reporting to the Minister on the operation of EEO management plans.

The DEOPE's authority extends to public sector entities, local government authorities, (LGAs), public universities and other authorities (including government trading enterprises, the Police Force and electorate offices). The legislative framework for public authorities is outlined in Appendix A.

The DEOPE's role is integrated with that of the Commission. While legislative responsibilities and jurisdictions are separately defined for the DEOPE and the Commission, there is considerable alignment of functions and ongoing cooperation between the offices in:

  • workforce data collection and reporting
  • program evaluation
  • professional advice and consulting
  • promotion of merit and equity in public employment.

The Commission is the accountable authority for the purposes of the Financial Management Act 2006 and provides staff, accommodation, corporate services and administrative support to the DEOPE.

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The DEOPE's Strategic plan 2012-2014

The Strategic plan 2012-2014 assists the DEOPE in eliminating and ensuring the absence of discrimination in public employment, and in promoting EEO for all employees.

Key result area

DEOPE function

DEOPE work and activities

1. Build and support quality practices in EEO management

  • advise and assist public authorities in relation to EEO management plans
  • evaluate the effectiveness of EEO management plans in achieving the objects of Part IX of the EO Act.
  • provide guidance to public authorities to support their development and implementation of EEO management plans
  • make publicly available a range of relevant information services, products and resources
  • implement a program of evaluating the effectiveness of EEO management plans in accordance with the EO Act.

2. Provide high quality, accurate, and timely reporting

  • make reports and recommendations as to the operation of EEO management plans
  • make reports and recommendations on such matters as the DEOPE thinks appropriate.
  • support the development and implementation of EEO data collection and reporting initiatives across sectors
  • prepare and table DEOPE annual reports in Parliament
  • undertake and report on investigations where and when appropriate in accordance with s. 147 of the EO Act
  • prepare DEOPE input into Commission reports as required.

3. Embrace performance partnering

  • consult with persons or peak bodies who are concerned with any or all of the objects of Part IX of the EO Act.
  • build and facilitate partnerships across sectors that foster leadership in improving equity and diversity outcomes
  • support joint initiatives that provide leverage for achieving the objects of Part IX of the EO Act.

4. Establish effective personnel, systems and processes

  • ensure accountability in implementation, evaluation and reporting through effective personnel, systems and processes.
  • develop and lead a committed and appropriately skilled team
  • establish a framework of processes and procedures to ensure the DEOPE can fulfil all required functions.

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Page last updated 2 October 2014