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Roads and Maritime 2020 Diversity and Inclusion Plan

Roads and Maritime has a long term view of diversity and inclusion and the benefits it brings our workforce, our customers and our communities.

These benefits are maximised using an integrated approach with the Transport Cluster, optimising opportunities for our people and outcomes for our customers.

Roads and Maritime 2020 Diversity and Inclusion Plan is structured over three years, with priority areas aligned to Transport Cluster and NSW Public Sector.

Action plans for each priority area are outlined in the following pages, targeting initiatives that will engage employees over the full employee life cycle.

Our commitments will be delivered across three strategic pillars:

  • Storytelling and celebrations
    Sharing and celebrating progress and achievements in Women in Leadership, Flexibility, Aboriginal Representation Strategy, Disability, CALD and LGBTIQ.
  • System improvements
    Data driven instruments to drive diverse and inclusive decision making for all our priority areas.
  • Knowledge and tools
    Click, Call, Consult options availabel to support leaders and individuals in Women in Leadership, Flexibility and Aboriginal Representation Strategy, Disability, CALD and LGBTIQ.

The strategic pillars are supported by a foundation of inclusive leadership, and apply throughout the employee life cycle stages of: attract and onboard > deploy > develop > retain.

Figure 2 illustrates how initiatives and actions will be structured to deliver on the priority areas and overall diversity and inclusion strategic outcomes. This approach is consistent with the approach being undertaken across the Transport Cluster.

Figure 2. Alignment of priority areas and strategic pillars

Grpahic representation of the strategic pillars and foundation, as described in the text.

PRIORITY 1
Increasing representation of women in leadership roles and supporing career development

Outcomes

  1. Improved representation of women in senior management and leadership roles.
  2. Retention of new and existing female leaders through career development opportunities.
  3. Improved representation of women in non-traditional female roles.
Life cycle stage Initiative Strategic Pillars
  Storytelling, celebration and symbols System improvements Knowledge and tools
Attract and onboard Improve employer brand, leverage use of talent pools and increase representation of women across non-traditional roles.
Develop Actively promote and target development of high potential women across Senior Service and Award levels.
Retain Encourage and support career development of women in senior roles across Roads and Maritime.

PRIORITY 2
Driving an inclusive culture through flexible mindsets and flexible work practices

Outcomes

  1. A flexible and inclusive workplace.
  2. Communication about diversity is improved, responsibilities are clear for both managers and employees.
Life cycle stage Initiative Strategic Pillars
  Storytelling, celebration and symbols System improvements Knowledge and tools
Attract and onboard Embed flexibility messaging into all job adverts and induction material to attract a diverse candidate pool and reinforce messaging for all new starters.
Deploy Align and communicate policy changes in the context of broader diversity and inclusion direction.  
Develop Build capability of leaders and teams to move to a flexible and agile mindset to improve delivery of business outcomes and foster innovation.
Retain Embed flexibility actions into key diversity programs and celebrate success through internal and external channels.

PRIORITY 3
Increasing Aboriginal representation and supporting career development of Aboriginal employees

Outcomes

  1. Increased representation of Aboriginal people across all levels.
  2. Retention of new and existing Aboriginal employees through support mechanisms for employees and managers.
  3. Improved knowledge of Aboriginal workforce and improved cultural competency.
Life cycle stage Initiative Strategic Pillars
  Storytelling, celebration and symbols System improvements Knowledge and tools
Attract and onboard Develop targeted campaigns, improve employer brand and increase visibility of Aboriginal employment across Roads and Maritime.
Deploy Provide tools/resources for Managers to support Aboriginal employees within their teams.    
Develop Support Aboriginal career development and provide support to ALL managers to improve understanding of Aboriginal culture.
Retain Celebrate and recognise achievements and implement initiatives to improve engagement and retention of Aboriginal employees.  

PRIORITY 4
Extending our diversity focus

Outcomes

  1. Increased visibility of Roads and Maritime workforce representation across diverse groups, including people with a disability, culturally and linguistically diverse people, all ages, and lesbian, gay, bisexual, transgender, intersex and queer people.
  2. Diversity and inclusion awareness embedded in recruitment and procurement practices.
Life cycle stage Initiative Strategic Pillars
  Storytelling, celebration and symbols System improvements Knowledge and tools
Attract Develop and implement recruitment advert messaging to attract larger, more diverse candidates to work for Roads and Maritime.
Onboard Embed diversity and inclusion awareness into new starter training and development.    
Deploy Promote, communicate and celebrate dates of significance across disability, CALD and LGBTIQ.
Develop Continue to drive Conscious Inclusion development; and embed unconscious bias awareness across training and development.
Retain Develop programs to better identify diversity groups in RMS to inform diversity and inclusion strategies and initiatives.  

PRIORITY 5
Building a diverse workforce and driving an inclusive culture through networks and industry partners

Outcomes

  1. A more diverse and inclusive workforce.
  2. Increased number of diversity and inclusion events and activities run/ managed internally.
Life cycle stage Initiative Strategic Pillars
  Storytelling, celebration and symbols System improvements Knowledge and tools
Attract Leverage networks and industry to solve problems and foster innovation and bolster talent within Roads and Maritime through secondments, industry seminars and capacity building.  
Onboard Embed diversity and inclusion awareness into procurement practices.    
Deploy Promote and communicate activities underway within Roads and Maritime in relation to diversity and inclusion through network and industry events and look for opportunities to increase procurement from Aboriginal businesses.  
Develop Leverage our D&I Forum committees, external networks and partnerships to improve practices in the diversity and inclusion space and share Roads and Maritime approaches.
Retain Promote and communicate activities underway to increase diversity in all areas amongst our construction partners and develop a plan to illustrate the value chain of workplace diversity through to community impact.

 

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