People from culturally and linguistically diverse backgrounds

As our interactions with other countries grow, particularly with those located in the Asia Pacific region, it makes good business sense to welcome employees from Culturally and linguistically diverse (CaLD) backgrounds.

The proportion of people from CaLD backgrounds has remained relatively stable over time. However, during the reporting period there has been a slight upward trend.

Table 11: Representation of people from CaLD backgrounds 9

  Category of employment

Representation (%)

2012

2013

2014

2015

2016

Public sector

Public sector (All staff)

12.7

12.4

12.5

12.4

12.6

Local government authority (LGA)

LGA (Indoor workers)

19.6

21.4

18.0

15.7

17.9

LGA (Outdoor workers)

16.0

17.6

15.0

12.5

12.0

Public universities

Public universities (Academic staff)

25.7

27.6

24.8

26.4

30.1

Public universities (General staff)

19.7

21.5

20.3

21.4

22.2

Other authorities

Other authorities (All staff)

19.6

13.5

12.3

12.5

13.4

Source: EEO surveys and HRMOIR

Table 12 below shows the distribution of people from CaLD backgrounds across salary levels ('equity index') in public employment. An 'equity index' of 100 is ideal, with an 'equity index' of less than 100 indicating that people from CaLD backgrounds, as a group, are concentrated at lower salary levels for a particular category of employment.

Table 12: CaLD distribution ('equity index')

  Category of employment

Distribution

2012

2013

2014

2015

2016

Public sector

Public sector (All staff)

96

96

95

96

98

Local government authority (LGA)

LGA (Indoor workers)

116

112

119

136

95

LGA (Outdoor workers)

108

109

116

116

81

Public universities

Public universities (Academic staff)

88

87

89

87

90

Public universities (General staff)

93

95

96

88

91

Other authorities

Other authorities (All staff)

142

153

141

119

136

Source: EEO surveys and HRMOIR

In March 2016 the DEOPE, the Public Sector Commissioner and the Office of Multicultural Interests hosted their first consultation session with over 40 leaders from Western Australia's CaLD community. The session coincided with 'Harmony Week', a celebration of Western Australia's multiculturalism. The partnership with the Office of Multicultural Interests enabled organisers to take advantage of existing networks to reach as many stakeholders as possible across Western Australia.

The DEOPE used the opportunity to provide an overview of the current diversity profile of the Western Australian public sector and the strategic direction for the DEOPE under Time for action, as well as discuss the work currently taking place around unconscious biases. The DEOPE, in partnership with the Public Sector Commission, is currently developing a CaLD strategy as part of the Time for action commitment. It is envisaged that the strategy will be released in late 2016.

The DEOPE is a member of the Western Australian culturally and linguistically diverse across- government network (WACAN). The purpose of WACAN is to identify and share information on key issues affecting CaLD communities in Western Australia and to facilitate the development and promotion of strategic responses through either a whole-of-government or individual agency approach.

In focus

New program to increase CaLD representation

Cultural and linguistic diversity brings great benefits to boards and committees, but there is a large pool of untapped talent within our multicultural community that could be involved in, and benefit, the operations of boards and committees. In 2015 the Office of Multicultural Interests developed a Leadership and Governance Program (the Program) to address this gap.

The Program seeks to encourage greater diversity representation on public, private or not-for-profit sector boards and committees by:

  • building the capacity of CaLD community members
  • equipping members of CaLD communities with knowledge and skills and providing ongoing mentors to enable them to apply for a position on, and participate in the operations of, relevant boards and committees
  • facilitating the engagement of CaLD communities in government decision-making processes.

In 2015, 45 people participated in the Program and a further 26 participated in 2016. Of these, two participants have secured positions on boards and a further three have applied for positions. The number of mentors has grown from six to 10—who come from both migrant and non-migrant backgrounds across public, private and not-for-profit sectors. It is significant to note that 96.8 per cent of participants agree that the Program has strengthened their knowledge about the operations of, and desire to pursue a position on, boards and committees.

People from CaLD in the public sector at a glance

Peope from CaLD in the public sector at a glance

There are 10825 people from culturally and linguistically diverse backgrounds in the public sector. 32.2% are men and 67.8% are women. 1.7% are people with disability. 12.4% work in regional WA; 87.6% work in the Perth metro area. Employment type (rounded to one decimal place): 75.0% permanent; 16.8% fixed term; 7.4% casual; 0.9% other. Age profile: 1.7% 24 and under; 43.8% 25-44 years; 54.5% 45 and over; Median age 47 years. Largest single group 50-54 years. Percentage across all classification levels (to nearest percent): level 1 19%; level 2 12%; level 3 11%; level 4 10%; level 5 17%; level 6 18%; level 7 7%; level 8 3%; level 9 1%; class 1 and above 2%. 32 members of the SES are people from culturally and linguistically diverse backgrounds.


Source: HRMOIR

9 Public university representation for 2013 differs from those in the 2013 annual report due to improvements in data collection and reporting.


Page last updated 15 September 2016