australian broadcasting corporation …about.abc.net.au/.../equityanddiversityannualrpt2011-12.pdf2...

AUSTRALIAN BROADCASTING CORPORATION

Equity and divErsityANNUAL RePORT 2011–12

ABC Equity and Diversity Annual Report 2011–122

Published by the Australian Broadcasting Corporation 2012

ISSN 1839-3292

For information about this report,

Please contact:

Manager Diversity People and Learning

Australian Broadcasting Corporation GPO Box 9994 Sydney 2001

The following images on the front cover have been provided as part of the recognition of the ABC’s 80th Anniversary in 2012:Top Left: A group of migrants listen to English for New Australians. Probably early 1950s. From Document Archives, ABC Resources.Bottom Left: Some of the women who set up the unit to produce The Coming Out Ready or Not Show, ABC Radio program for International Women’s Year in 1975. Back Row L-R: Cathy Duff, Gillian Waite, Jill Lennon, Roberta Meilleur. Middle Row L-R: Jenny Small, Janet Bell, Ingrid Bourke, Liz Fell. Front Row L-R: Robin Lee and Sandra Levy. From Document Archives, ABC Resources.Top Right: ABC Radio’s Elaine Harris with supervisor Howard John and Guide Dog Kati, starting her first full-time job at Radio Hallam in Sheffield, UK. News of the job and first Guide Dog arrived on the same day in November 1980. Elaine has just celebrated her 25 years with the ABC in 2012. This image was provided by Elaine Harris.Bottom right: Elton Rosas, ABC Resources, on location in August 2006. This image was provided by the ABC.

AUSTRALIAN BROADCASTING CORPORATIONeQUITY AND DIVeRSITY ANNUAL RePORT 2011–12

eQUAL eMPLOYMeNT OPPORTUNITY RePORT TO THe MINISTeR FOR BROADBAND, COMMUNICATIONS AND THe DIGITAL eCONOMY

3

COntEnts

THE ABC EQUITY AND DIVERSITY PROGRAM 5

RESPONSIBILITY 7

COMMUNICATION 8

DIVERSITY ACTIVITY AND REPRESENTATION 9 Gender 10Indigenous 14Cultural and Linguistic Diversity 20Disability 24Workplace Culture and Flexibility 28

OBJECTIVES AND EVALUATION 30


The Australian Broadcasting Corporation is a national broadcaster established as a statutory corporation under the Australian Broadcasting Corporation Act 1983 (“the ABC Act”). The ABC Act, which includes the ABC Charter, sets out the basic functions and duties of the Corporation.

As a Commonwealth authority employer, the ABC is bound by the provisions of the Equal Employment Opportunity (Commonwealth Authorities) Act 1987, the Racial Discrimination Act 1975, the Sex Discrimination Act 1984, the Australian Human Rights Commission Act 1986, the Disability Discrimination Act 1992, the Age Discrimination Act 2004 and the Fair Work Act 2009.

This report is made under the provisions of Section 9(2) of the Equal Employment Opportunity (Commonwealth Authorities) Act 1987. The reporting period covers 1 September 2011 to 31 August 2012.

The Equal Employment Opportunity (Commonwealth Authorities) Act 1987 requires the ABC to promote equal opportunity in employment for women and designated groups, which are Aboriginal and Torres Strait Islander people, people from a non-English speaking background and people with disabilities.

In line with developments over time, the expression “equity and diversity” is used in preference to “equal opportunity in employment” or “equal employment opportunity”, in regard to many references throughout the report, as it reflects a broader coverage of related objectives and strategies.

This report articulates the ABC’s equal employment opportunity (EEO) program for the purposes of the Equal Employment Opportunity (Commonwealth Authorities) Act 1987 as realised through its equity and diversity strategies, as set out in the ABC’s Equity and Diversity Plan 2008–11, the ABC’s Equity and Diversity Plan 2012–15 and the ABC Reconciliation Action Plan 2009–12. It demonstrates that the Corporation’s EEO program is on track.

5

tHE aBC Equity and divErsity PrOGraM

The ABC has developed its new Equity and Diversity Plan to cover the period 2012–15 following the expiry of the previous plan which spanned 2008 to 2011. Plans include key areas, objectives, strategies and performance indicators that form the overall focus and activity of the Corporation’s equity and diversity program. The Corporation is required by legislation, the Equal Employment Opportunity (Commonwealth Authorities) Act 1987 (Section 5), to develop an equal employment opportunity program designed to eliminate discrimination and promote equal opportunity for women, Aboriginal and Torres Strait Islander people, people from a non-English speaking background and people with disabilities.

Over the years, the ABC has delivered a series of plans which have supported a fair and inclusive workplace and implemented strategies that have promoted diversity opportunities and outcomes for staff, managers and the organisation. The focus and coverage of diversity has been expanded, over time, due to a range of factors and influences including new related legislation, employment and societal trends, an emphasis on workplace culture and values, a key area of work/ life balance and linking diversity to the business objectives of organisations. In recent years the Corporation has introduced the ABC Values, launched its first Reconciliation Action Plan 2009–12 and has participated in Corporate Social Responsibility initiatives.

As the national broadcaster, the ABC has a number of Corporate-wide factors linked to diversity. The ABC Charter requires the broadcasting of programs that contribute to a sense of national identity and reflect the cultural diversity of the Australian community. ABC Editorial Policies support the diversity of perspectives. The ABC Values include respect and collegiality and the reference to embrace diversity. Successive Corporate plans support a positive and inclusive work environment.

As well as improving the workplace culture and attracting and retaining a pool of talented, diverse staff, the implications are that the ABC will have a broader representation and appeal to a wider audience and consumer base. Seeking to add diversity into the mix of content, products and services, provides accessibility and connection with audience, customers and clients.

ABC EQUITY AND DIVERSITY PLAN 2008–11The ABC’s Equity and Diversity Plan 2008–11 covered the period 1 January 2008 to 31 December 2011.

Key Areas> Leading with Diversity — to

promote a culture of opportunity through the ABC Executive that demonstrates an inclusive workplace based on shared values.

> Connecting with Each Other — to contribute to a co-operative and harmonious work environment free of unlawful discrimination, harassment and bullying.

> Realising our Potential — to recognise, value and use the diverse skills, cultural values and backgrounds of our current and potential employees.

> Supporting our Work/Life Balance — to promote an environment that supports the work and life balance needs of employees.

> Engaging with Communities — to implement the ABC’s Charter to reflect the diversity of Australian life by the provision of inclusive and accessible content and services by and for all Australians.

> Linking Diversity — to link the equity and diversity plan with internal corporate-wide frameworks and external reporting and trends.

Overview and ProgressThe Equity and Diversity Plan 2008–11 covered a period of time at the ABC when workplace culture and values have been a major focus and the Corporation launched its Reconciliation Action Plan 2009–12. The objectives and strategies of the Equity and Diversity Plan 2008–11 have been an integral part of the culture change, within an environment of continuous growth and innovation in broadcasting and the media.

The Reconciliation Action Plan 2009–12 addressed many of the areas of Indigenous employment and cultural awareness that have contributed to a broader focus and input across the ABC.

Divisional and State and Territory reference groups have contributed to a more inclusive effort that has brought about new initiatives, closer ties with Indigenous communities and a greater presence across the media platforms.


The initial focus and delivery of strategies in 2012 encompassed: activities to promote a positive culture; the roll-out of mature age, gender, disability and work/life programs; and elevating Indigenous employment efforts as one of the key ABC strategic priorities. Initial groundwork aims for broader cultural diversity across the Corporation’s content, platforms and workforce, as a major focus area over the life of the new plan.

The plan is a broad-based Corporate framework and divisions and locations will tailor strategies that are most applicable and reasonable for their areas.

RECONCILIATION ACTION PLAN 2009–12The ABC Reconciliation Action Plan 2009–12, launched in October 2009, aims for a proactive and long-term commitment to improving opportunities for Aboriginal and Torres Strait Islander people in four key areas: Cultural Understanding and Respect; Employment; Content; and Community Links. As it is in its last year of operation, consultation and development work has been in progress for the ABC’s second Reconciliation Action Plan.

RECOGNITIONDuring the reporting period the ABC won awards related to employment—the 2012 Randstad Awards that recognised the Corporation as Australia’s second most attractive employer overall and the most attractive employer for work and life balance. An award was also received in the Employment & Inclusion of Indigenous Australians category of the 2011 diversity@work Awards.

The Equity and Diversity Plan 2008–11, while covering a range of diversity areas, included activities related to the representation of the four EEO groups. There were increases in the overall representation of women, and women in senior executive positions, as well as staff from non-English speaking backgrounds. The number of staff with disabilities increased, while the ratio of total staff decreased, although remaining above the ABC’s target in this area. Indigenous staff increased from 1.2% to 1.5% at end–December 2011. The Corporation is still to achieve its initial target of 2% Indigenous employment.

ABC EQUITY AND DIVERSITY PLAN 2012–15The Equity and Diversity Plan 2012–15 was developed and approved, with broad consultation, covering the period 1 January 2012 to 31 December 2015.

Key AreasBeing Inclusive — how we embrace diversity in the workplace. The focus areas are leadership, workplace culture, representation in the workplace and awareness.

Being Audience Focused — how we deliver content which reflects diversity. The focus areas are the representation across ABC platforms and community satisfaction.

Being Audience Accessible — how we support access to our products and services. The key area of focus is accessible services.

The first-time Indigenous cultural awareness package, which was developed and rolled out to staff, received an external diversity award in 2011.

The ABC Strategic Plan 2010–13 and the ABC Values included diversity as a key consideration, while relevant accountability was embedded in executive job plans and the performance management framework.

The six key areas of the Equity and Diversity Plan 2008–11 substantially progressed the work of equity and diversity in the ABC. Many of the strategies included reviews and audits, which paved the way for the next steps in the new equity and diversity plan. Divisions and state and territory areas embraced diversity and introduced strategies tailored to their needs and directions.

New activities that promoted diversity, increased awareness and supported managers and staff included the introduction of mental health training, tools for managers to manage flexible work arrangements, a mature age survey, participation in the Paralympic Workplace Program and a comprehensive mentoring program for women across the Operations area. Connections with audiences and accessibility were heightened with: dedicated portals for disability and religion and ethics issues and stories; increased captioning; and awareness training for frontline staff.

The ABC’s new Equity and Diversity Plan 2012–15

7

rEsPOnsiBiLity

Likewise, the states and territories established Indigenous working groups to broaden their local contacts, encourage employment and integrate Indigenous culture and participation across functions.

A monitoring group tracked the progress of the Reconciliation Action Plan 2009–12 during 2011 and this function was transferred to the newly constituted Bonner Committee in 2012. This Committee’s role and membership had been reviewed and the new purpose and framework confirmed, to support the delivery of the goals of the Reconciliation Action Plan 2009–12.

The Equal Employment Opportunity (Commonwealth Authorities) Act 1987 requires the ABC to confer responsibility (Section 6 (b)) for the development and implementation of the EEO program.

ORGANISATIONAL FRAMEWORKAcross the Corporation there are groups and contacts that advance equity and diversity activity. Each division has a contact at the senior management level who promotes the program and assists with reporting. A network of state-based Employee Contact Officers assists staff with information and support regarding discrimination, harassment and bullying issues and resolution processes. This year a number of new Employee Contact Officers were appointed and provided with a comprehensive training program.

There are divisional reference groups that focus on the achievement of Indigenous employment targets. The ABC’s Operations Group has a broader reference committee which focuses on all diversity areas, with the result that a range of activities are devised and consolidated across this conglomerate of divisions.

LEADERSHIP AND RESPONSIBILITYThe ABC’s equity and diversity program is supported at the senior management level by the ABC Executive. The Managing Director and Divisional Directors have overall responsibility for the program and strategies are included in their performance objectives, along with the requirement to demonstrate behaviours and attributes that reflect ABC Values. This year the Directors were involved with discussions about the Equity and Diversity Plan 2012–15 and approved its implementation across the Corporation and the potential tailoring of the plan on a divisional basis.

The People and Learning Division is responsible for the overall development, implementation and monitoring of the equity and diversity program. The roles of Manager Diversity and Indigenous Employment Co-ordinator are responsible for the delivery of the program within a divisional business partner framework and across states and territories.


COMMuniCatiOn

INTERACTING WITH UNIONSThe ABC Senior Employment Agreement 2011– 2013 Executive Levels 1 and 2 and the ABC Senior Employment Agreement 2011—2013 Executive Levels 3 and 4, were approved by Fair Work Australia on 12 December 2011 and became effective on 19 December 2011. The Agreements set out the terms and conditions for ABC executive employees and now include the model flexibility, consultation and dispute resolution clauses provided in the Fair Work Act 2009 (Cth), and have been updated to interact with the National Employment Standards. Changes have been made to provide stronger links between performance and pay for executives and greater flexibility to the Corporation regarding types of engagement. The Agreement now contains a Supported Wage Clause.

The ABC consulted with the Community and Public Sector Union (CPSU), the Media Entertainments and Arts Alliance (MEAA) and the Association of Professional Engineers, Scientists and Managers Australia (APESMA) on the ABC’s Equity and Diversity Plan 2012–15 and continued to consult as part of the process of implementing changes to work practices or technology that are likely to have a significant effect on staff.

INTERACTING WITH EMPLOYEESAs part of the process of developing the Equity and Diversity Plan 2012–15, all staff were consulted about the contents and were invited to provide feedback or gain further information about its purpose and actions. Consultation was also underway regarding the ABC’s second Reconciliation Action Plan and a new Indigenous employment strategy.

Interaction with the People and Learning business partner team and the divisional and state and territory management teams strengthen the ownership and output of the equity and diversity program.

Forums, workshops and online programs provided the opportunity for involvement and discussion on specific areas, such as discrimination, harassment and bullying, valuing diversity, Indigenous culture, mental health awareness and work/life, gender, race and faith issues.

INFORMATION SHARING ABC employees access information about the equity and diversity program using a range of platforms, including email, social media, the ABC’s intranet sites and staff newsletters and notices. The People and Learning web pages include a specific section on equity and diversity policies, guidelines, reports, activities and contacts. During 2011–12, information was delivered about: Indigenous activities; mature age and disability initiatives; a calendar of diversity events; development programs for women, men and people from non-English speaking backgrounds; and resources for work/life balance.

Information on a range of issues is sourced and distributed to senior managers, content makers, service providers, targeted diversity groups, contacts and representatives.

There are three actions included in the Equal Employment Opportunity (Commonwealth Authorities) Act 1987 that require the ABC to communicate and consult regarding its EEO program: Informing Employees (Section 6 (a)), Consultation with Employees (Section 6 (d)) and Consultation with Trade Unions (Section 6(c)).

9

divErsity aCtivity and rEPrEsEntatiOn

Several mechanisms assist with quality improvement and assurance within the ABC, such as the ABC Editorial Policies (revised 11 April 2011) and the ABC Code of Practice (revised 11 April 2011). The Editorial Policies and Code of Practice each include provisions relating to promoting and reflecting cultural diversity and avoiding the unjustified use of stereotypes or discriminatory content that could reasonably be interpreted as condoning or encouraging prejudice.

The ABC’s equity and diversity policies, practices and activities are reported under the areas of Gender, Indigenous, Cultural and Linguistic Diversity, Disability and Workplace Culture and Flexibility. In 2012 the ABC celebrated its 80th Anniversary and highlighted a range of images from the ABC Archives, many of which reflected the change in diversity and roles on-air, and of content makers and support staff, over the years.

To build on the ABC’s diversity program, external policies and practices are monitored in relation to good business practice, legislative changes and trends. Senior managers were provided with a presentation that outlined new diversity-related developments that took place during 2011 and 2012.

The ABC Workplace Values and Code of Conduct statement of principles refers to fairness, the promotion of equity in employment and a workplace that values diversity. Equity and diversity references are included in the Recruitment and Selection Guidelines.

The Equity and Diversity program is underpinned by: > positive leadership;

> employment practices based on merit;

> a safe and supportive environment;

> initiatives addressing a “fair go”, supporting the recruitment, retention, development and potential of employees; and

> strategies that encourage a diverse workforce and services that reflect and engage the diversity of the Australian community.

At the end of the 2011–12 reporting period, 76.4% of ABC staff had provided EEO data. The collection of data is ongoing with new employees invited to complete the EEO survey form within a short time of joining the Corporation. Each quarter a summary of EEO statistics is provided to divisions and States and Territories for information and progress of their diversity representation.

Data is collected from applicants for vacant positions and work experience as part of the online recruitment process. Applicants are invited to provide Indigenous, non-English speaking background and disability information.

The Equal Employment Opportunity (Commonwealth Authorities) Act 1987 requires the ABC to collect statistics (Section 6(e)) and consider policies, and examine practices (Section 6(f)) in regard to women, Aboriginal and Torres Strait Islander people, people from a non-English speaking background and people with disabilities.


positions. One of the ABC’s senior managers attended one of the sessions as a speaker, sharing career experience and advice. At ABC Ultimo, senior women gained contacts and exchanged perspectives at a series of informal gatherings as part of an ongoing networking initiative.

Women in Broadcast Technology —Scholarship OpportunitiesABC divisions sponsor opportunities for women in areas of under-representation. The ABC Women in Broadcast Technology Scholarship program encourages and supports female students undertaking full-time TAFE qualifications in electro technology, engineering technology and computer science. Recipients receive four weeks paid industry experience and a $1 000 book allowance.

In 2012 the scholarships have reached a milestone of 21 years of operation and during this year students have been offered these opportunities in the Australian Capital Territory, Queensland, Tasmania and Victoria.

The benefit of maintaining this program is that seven women currently employed by the ABC in New South Wales, Tasmania, Victoria and Western Australia were either applicants for, or recipients of, the awards.

Women in Sports Broadcasting —Internship OpportunitiesThe Television Division has offered sports broadcaster internships for women, with the objective of building a pool of potential presenters working in the male-dominated area of sports broadcasting. Niav Owens commenced a one-year contract in February 2012 as the latest intern. Participants are provided with work placements in the Television Sports area and with ABC News 24.

AWARENESS AND COLLABORATIONABC staff and the community attended an International Women’s Day panel broadcast in Sydney, titled Women and the ABC: Untold Stories, that was arranged by Radio National. This forum, in March 2012, featured a number of women with ABC connections, both past and present, who looked back at their time working on the ABC Radio’s Coming Out Show years, the struggles for equal opportunity within the organisation and the stories they couldn’t tell at the time.

In Canberra, Virginia Haussegger, ACT News Presenter, hosted the UN Women Australia International Women’s Day Forum, with ABC Journalist, Sally Sara, as the guest speaker.

The ABC’s Managing Director, Mark Scott, joined the panel of the UN Women Australia’s Gender Equity in the Workplace Summit in July 2012 in Sydney, with a group of business community leaders.

The ABC continued to support the Broadcasting for All: Focus on Gender guidelines project, aimed at broadcasting organisations in the Asia-Pacific area. Assistance included the promotion of the content of the guidelines, and support for implementation of the objectives and strategies in the guidelines, to improve gender representation and portrayal in the region.

POLICIES AND PLANNINGThe Equity and Diversity Plan 2008–11, the Equity and Diversity Plan 2012–15 and ABC policies have principles, objectives and strategies that promote equal employment opportunity for women and gender-inclusive and non-discriminatory practices. The Corporation’s Equity and Diversity in the ABC an Overview statement was updated with references to gender identity and sexual orientation.

EMPLOYMENT MEASURESMentoring Program for WomenThe Operations Group area of the ABC implemented a mentoring scheme for women, aimed at increasing representation at the senior management level. This national program was introduced as a pilot in 2011 and following a positive evaluation, a further one-year program was rolled out in 2012, with 25 women having access to a senior mentor.

Men and Work ProgramMale members of staff in Sydney and Melbourne were invited to participate in a program in 2012 specifically focusing on men in the areas of: work/life strategies; resilience and health; effective workplace and personal relationships; leadership, mentoring and fatherhood; and change—breaking old patterns and creating new paths. The Men and Work program also provided the 35 participants with the opportunity to develop new ongoing contacts across the Corporation.

Development and Networking for WomenSingle-gender opportunities were also provided to women, with 25 female staff members, in five states, undertaking the Springboard career and personal development program for women in non-managerial

GEndEr

11

GENDER REPRESENTATION

Progressing with Leadership Development

MAjOR ABC LEADERShIP PROgRAMS % OF WOMEn PARTICIPAnTS

ABC Advanced Media Leadership Series 2011–13 50%

ABC Manager Program 2012 40%

WOMEn MEn TOTAL

ABC Board 4 3 7

ABC Advisory Council 6 6 12

ABC Executive, reporting to the Managing Director 5* 5 10

State and Territory Directors 3*† 5 8

Representation of Governance and Leadership

*CEO ABC lnternational, Director Innovation, Director News, Director People and Learning and Director Radio*† Australian Capital Territory, South Australia and Tasmania

During 2011–12 Angela Clark was appointed to the position of Director Innovation and Lynley Marshall to CEO ABC International (previously Director ABC Commercial).

ABC Radio’s Miriam Hall won the Andrew Olle Scholarship for 2012, which presents the opportunity for journalists to develop their skills and potential under the guidance of experienced journalists.

AUgUST 2012 AUgUST 2011

Women Men Total Women Men Total

Occupational Group No. % No. % No. No. % No. % No.

Senior Executive 141 43.4 184 56.6 325 135 40.8 196 59.2 331

Administrative/Professional 554 70.0 237 30.0 791 563 70.6 234 29.4 797

Content Maker 1 478 49.6 1 503 50.4 2 981 1 473 49.6 1 499 50.4 2 972

Technologist 51 14.3 305 85.7 356 48 13.4 309 86.6 357

Retail 151 82.1 33 17.9 184 169 80.5 41 19.5 210

Total 2 375 51.2 2 262 48.8 4 637 2 388 51.2 2 279 48.8 4 667

Representation of Gender by Occupation

(Number and percentage based on Total Head Count, Non-Casual Staff, within Occupational Group)

Radio National’s International Women’s Day Women and the ABC: Untold Stories Forum, ABC Ultimo


> For the first time the ABC Executive attained equal numbers of female and male members of this group.

> The overall number of women employees continued to exceed the number of male employees, with the same ratio as last year, 51.2% women and 48.8% men. Five years ago, in 2007, women represented 48.9%, and a decade ago, in 2002, 47.6%.

> The ABC’s percentage of women within the senior management group increased by 2.6 % to an all-time high of 43.4%.

> The content maker group had nearly equal representation of gender with women at 49.6% and men at 50.4%.

> In line with workforce participation across industries, the administrative/professional and the retail groups had high proportions of women, while men dominated the technologist group.

> The high number of women working in the retail group was reflected in the lowest salary ranges.

WOMEn MEn

$99 011 and above 42.0 58.0

$87 531 – $99 011 43.1 56.9

$78 364 – $87 531 44.7 55.3

$70 343 – $78 364 45.3 54.7

$64 090 – $70 343 58.6 41.4

$55 857 – $64 090 65.3 34.7

$49 731 – $55 857 59.5 40.5

$43 544 – $49 731 73.8 26.2

$43 544 and below 82.8 17.2

Representation of Gender within Salary Ranges, August 2012

(Percentage based on Total Head Count, Non-Casual Staff)

Virginia Haussegger, ACT News Presenter, hosting the UN Women Australia International Women’s Day Forum, Canberra

13

Representation of Gender by Length of Service, August 2012

Representation of Gender by Age, August 2012

(Number based on Total Head Count, Non-Casual Staff)

(Number based on Total Head Count, Non-Casual Staff)

> In 2011–12, women dominated in all of the years-of-service groups up to 20 years’ service. Men had the greater numbers in the years-of-service groups for more than 20 years.

> Women had a higher representation in most age groups under 45 years, with a greater number of men 45 years and older in each age band.

> Overall, 31% of the Corporation’s workforce was 50 years and older, while 14% was under 30 years. The median age of ABC female employees at the end of the reporting period was 40 years and the median age of men is 46 years.

0 200 400 600 800 1000

WomenMen

LENGTH OF SERVICE (NUMBER OF YEARS)

1–5

6–10

11–15

16–20

21–25

26–30

31–35

36–40

>40

WomenMen

0 100 200 300 400

AGE (NUMBER OF YEARS)

<20

20–24

25–29

30–34

35–39

40–44

45–49

50–54

55–59

60–64

65+


indiGEnOus

POLICIES AND PLANNINGThe Equity and Diversity Plan 2008–11, the Equity and Diversity Plan 2012–15 and the Reconciliation Action Plan 2009–12 include references to objectives and strategies that provide a framework to support initiatives linked to: the ABC’s initial Corporate target of 2% level of Indigenous employment; the promotion of Indigenous content; and a broader connection with Indigenous communities. The ABC’s first Reconciliation Action Plan covers the period 2009–12. During the last year of the plan the ABC’s cross-Corporate Indigenous group, the Bonner Committee, focused on developing the second plan and work was also undertaken on a new Indigenous employment strategy.

The Managing Director announced nine ABC Strategic Priorities for 2012 as part of a broad face-to-face consultation with all staff. One of these key areas focused on “Indigenous Employment Targets”, with reference to targets set under the Reconciliation Action Plan 2009–12.

Indigenous Employment Reference Groups in divisions and in each state and territory, devised strategies and activities tailored to their areas, to progress the aims of the Corporate objectives.

EMPLOYMENT MEASURESRecruitment and AppointmentsThere were a great deal of ideas and activities generated across the ABC in 2011–12, aimed at recruiting Indigenous people. Targeted platforms and a range of recruitment formats were used to reach and inform Indigenous people about ABC job opportunities. Recruitment processes were tailored to encourage applications and maximise the employment outcomes. Initiatives during the year included the following appointments.

> Four interns commenced in the areas of ABC Resources (two), Communications Networks (one), and News (one) during the reporting period. The Department of Education, Employment and Workplace Relations administers the internship program by providing a database of students undertaking tertiary studies and matching them with registered organisations. The ABC provides financial assistance and work placements, with a view to ongoing employment, where there are suitable vacancies, at the successful completion of the internship.

> The Operations Group held an open career information day after advertising a wide range of career options targeting Indigenous people, resulting in the appointment of two part-time staff and potential candidates for the internship program.

> In early 2012 Miriam Corowa was appointed to the position of weekend co-presenter of Breakfast on News24.

> The 2012 ABC Television’s TV Indigenous Producer Internship scholarship was awarded, providing the recipient with significant development opportunities through experience, increased skills and mentoring.

> The Television Division continued to target and appoint Indigenous content makers in the Indigenous Department through a range of forms of employment.

> Technology Division provided an opportunity for a student to work and study through a tailored arrangement.

> Radio Division appointed a Cadet in Newcastle, New South Wales.

Participants at the ABC Indigenous Staff Conference, Adelaide

15

Work Placements > Three students from regional

New South Wales were selected in the ABC’s School to Work Indigenous Scholarships scheme in conjunction with the New South Wales Department of Education and Training. Funds for their educational expenses, two-week work placements each year and access to a mentor, form the basis of the program. In 2011 and 2012 the participating students are located in Lismore, Wagga Wagga and Wollongong.

> Another major initiative in New South Wales is the Western Sydney School Project. The ABC’s Operations Group has partnered with two high schools in Western Sydney, Cranebrook High School and Riverstone High School, both with significant numbers of Indigenous students. The project, arranged with the New South Wales Department of Education and Training, aims to provide students with career advice, work experience and potential employment opportunities at the ABC and practical support and training, for a period of three to five years.

> Melbourne staff hosted 17 Indigenous students from across central Victoria, as part of The Foundation for Young Australians Worlds of Work Program. Participants visited workplaces and interviewed staff about their careers and personal journeys.

> ABC Radio negotiated a Memorandum of Understanding with the Brisbane Indigenous Media Association, to facilitate two ABC Radio content makers to train their radio interns in the ABC’s editorial policies and processes. The aim is to establish an Indigenous talent pipeline for potential roles at the ABC.

> ABC Resources supported two students undertaking post-graduate studies for the Television Technical Operations Certificate, by providing paid work placements with practical skills related to their qualification.

> Many areas and locations provided work experience, tours, hands-on demonstrations and talks to a variety of tertiary, community and high school students to encourage consideration of working at the ABC across the range of occupational groups. Groups and individual students, included those: from the UTS Summer School, Sydney, the Australian Capital Territory Government’s Aspirations Program and the Summer Engineering School, University of Sydney; attending the Catholic Education Office careers expo, Sydney; enrolled in the Indigenous Digital Film Making course, TAFE, South Australia; and undertaking a placement in the Northern Territory News area.

Indigenous Staff ConferenceEvery two years, the ABC arranges an Indigenous Staff Conference to bring together all the Indigenous staff in one location. The program and activities aim to support Indigenous staff with development, recognition and networking, as well as showcasing Indigenous work at the ABC. The participants are able to meet with senior management and contribute to Indigenous strategic planning. Two other important activities include a day at the local ABC studio rolling out a careers day for Indigenous students and a community tour to meet and learn about the local Indigenous people, history and culture. The 2011 conference was held at Adelaide in November 2011 with nearly 40 Indigenous staff attending from around the country.

Indigenous Staff ScholarshipsABC Indigenous Staff Scholarships are awarded at the Indigenous Staff Conference and provide the recipients with access to personalised career development opportunities. In 2011 the awards were presented to Natasha Lawrence, Television Division and Rhianna Patrick, Radio Division.


Participants at the One Word, One Day: Artists in Residence Project, ABC Ultimo

16

ABC Radio continues to broadcast its two long-running Indigenous programs Awaye! and Speaking Out. During the year the ABC Open’s DreamBox project captured thousands of images at photo booths around the country. Indigenous people were invited to share their dreams in words and photos for an online collection.

ABC Local Radio in the Northern Territory provides emergency warning information in Indigenous Top End languages to assist with severe weather threats.

The Indigenous Gateway aggregates Indigenous content from across the ABC and publishes an array of video stories, reviews and news articles on the site.

ABC Music produced Indigenous albums with songs celebrating traditional language, law and culture. Winanjjara: The Song Peoples Sessions is a collaboration between traditional and contemporary Australian Indigenous musicians. Warren H Williams recorded with the Warumungu Songmen with songs translated by the Aunties and Elders of the area and he also recorded a solo album, Urna Marra.

External ParticipationBusiness Services Division Cadet, Joshua Gilbert, was one of 100 young Indigenous people from around Australia selected to participate in The National Congress of Australia’s First Peoples National Youth Program in Sydney in June 2012. This five-day forum provided the opportunity to increase leadership skills, make contacts and utilise the experience in communities.

Indigenous Literacy ProjectThe One Word, One Day: Artists in Residence Project is a national project that brings artists and illustrators together to create a series of artworks based around “one word”. The aim of this initiative, created by the Australian Society of Authors, is to raise funds for the Indigenous Literacy Foundation. The ABC embraced this project by hosting Indigenous artists around Australia at a series of events where the artists produced their artworks in public forums.

Content and ServicesIndigenous culture, stories and music are represented across the ABC’s platforms and services.

The ABC Television Production Strategy 2011–2013 was announced during the year, which included a key goal of delivering high-impact Indigenous programming for a prime-time audience. ABC TV increased its budget allocation for Indigenous content, which has enabled the commissioning of the drama series Redfern Now, which will ultimately employ more than 250 Indigenous people in varying roles. ABC TV Indigenous will work with the Indigenous independent production community to commission an expanded slate of productions across drama, comedy, documentary, factual and entertainment.

The 20th Anniversary of the Mabo decision and Reconciliation Week were recognised with an extensive range of coverage across Television, Radio and Online.

AWARENESS AND COLLABORATIONIndigenous Cultural Awareness Learning ResourceThe ABC, as part of its Reconciliation Action Plan 2009–12, developed a unique Indigenous cultural awareness learning program for all employees. This program consists of a face-to-face workshop with Indigenous facilitators, that provides an introductory experience and link to an extensive eLearning tool. The online tool is a first-time, ten-module program of Indigenous history and culture in Australia, enhanced by a range of ABC archival records and footage and the voices, faces and perspectives of the Corporation’s Indigenous employees.

Indigenous staff support the program and non-Indigenous staff have the opportunity to increase their awareness, have access to an ongoing resource, join in the positive forward journey with the ABC’s Reconciliation Action Plan 2009–12 and enhance Indigenous contacts, storytelling and content. Since the program’s launch in May 2010, over 1 200 staff have attended the workshops and gained access to the tool. Of this number, 377 attended the workshop sessions in 2011–12.

NAIDOC WeekNAIDOC Week is recognised across the Corporation with a range of activities, as well as extensive coverage and content related to Indigenous people and achievements across all the ABC platforms. In 2012 celebrations and activities were held in each capital city and across ABC regional centres including these highlights:

Adelaide — featured a cooking demonstration of bush tucker produce, the planting of Indigenous plants and a visual art display by Tandanya, the National Aboriginal Cultural Institute.

Bendigo — ABC Central Victoria is located at the junction of several tribal borders—the Dja Dja Wurrung, the Baraba Baraba, Ngurai-illam Wurrung, and the Woi Wurrung. Discussions were conducted with both academics and the custodians of the languages, on the differences between the dialects in these specific areas and whether or not they are under threat.

Brisbane — contributed to the Musgrave Park Family Fun Day with a live broadcast from the event.

Canberra — hosted a visit from Australian Capital Territory Government Indigenous Elected Body representatives.

Darwin and Alice Springs — arranged a gathering in Civic Park, Darwin with Indigenous celebrity chef, speakers and entertainers. Local languages featured on air each day of the week.

hobart — as the host NAIDOC Week city for 2012, the ABC attended official events as well as showcasing local Indigenous talent and local language word awareness sessions.

Melbourne — Local Radio hosted the Evening program in the ABC’s foyer with guest host Libbi Gorr and Radio National’s Daniel Browning, with a range of Indigenous entertainers and visitors.

Perth — hosted an in-house event with local Indigenous speakers, including a community representative from the Outcare organisation.

Sydney — provided a range of events and entertainers including the key note speaker, Aboriginal and Torres Strait Islander Social Justice Commissioner, Mick Gooda, at the opening day forum at Ultimo. Radio National recorded the Big Ideas public forum at the Eugene Goossens Hall on A Constitution for all Australians: Indigenous Representation Beyond 2012. Staff from Television’s Indigenous Department outlined the programs completed during the year and the slate of upcoming work in an interactive session with ABC employees.

Townsville — ABC North Queensland Mornings conducted an Outside Broadcast from St Teresa’s Catholic College, Abergowrie, near Townsville. The school has a reputation for supporting parents and communities to educate remote Indigenous Australian students and programs focussing on equipping Indigenous youth to be future leaders.

ABC Radio celebrated Indigenous culture by providing ABC NAIDOC via a special events digital radio station during the week, with the introduction of fresh Indigenous voices to the airwaves.

triple j celebrated and broadcast an array of Indigenous music and artists during the week and held a competition to discover the best unsigned Indigenous musical act in Australia.

NAIDOC Week forum, ABC Perth. L-R: Elvis Yarran, Geoff Duncan, State Director Western Australia, Trey Collard, Hayden Jones and Anne de Souza

17

NAIDOC Week forum ABC Melbourne. Presenters Libbi Gorr and Daniel Browning (Centre)


Ariana Liddy on work experience with ABC Resources at ABC Adelaide

18

INDIGENOUS REPRESENTATIONThe ABC has a Corporation-wide target of 2% Indigenous employment. In recent years the number of Indigenous employees edged upwards, from 53 in 2008, 58 in 2009, 62 in 2010 and 64 in 2011. The rate of representation increased from 1.3% to 1.4% during 2010–11 and had remained at 64 staff representing 1.4% at the end of the 2011–12 period. Although there was high recruitment activity and appointments, these efforts were offset by a turnover of staff.

The majority of Indigenous staff were content makers and another staff member joined the senior executive group.

Northern Territory and Queensland had 2% or higher representation of Indigenous staff of the total staff number of their areas.

19

Participants at the Poh’s Kitchen set, ABC Indigenous Careers Day, Adelaide. Centre: Luke Carroll


Occupational Group No. % No. %

Senior Executive 2 0.6 1 0.3

Administrative/Professional 10 1.3 9 1.1

Content Maker 48 1.6 50 1.7

Technologist 4 1.1 4 1.1

Retail - - - -

Total 64 1.4 64 1.4


State/Territory % No. % No.

Northern Territory 8.3 10 9.6 12

Queensland 2.0 8 1.2 5

New South Wales 1.6 36 1.5 34

Australian Capital Territory 1.1 2 0.6 1

South Australia 0.9 3 1.4 5

Tasmania 0.6 1 0.6 1

Victoria 0.5 4 0.6 5

Western Australia - - 0.4 1

Total 1.4 64 1.4 64

Representation of Indigenous People by Occupation

Representation of Indigenous People by State/Territory

(Number and percentage based on Total Head Count, Non-Casual Staff, within Occupational Group)

(Number and percentage based on Total Head Count, Non-Casual Staff, within State/Territory)


CuLturaL and LinGuistiC divErsity

EMPLOYMENT MEASURESWorkforce Activities and SupportParts of the Corporation are reviewing the diversity of their workforce and content, and developing strategies to ensure greater cultural and linguistic diversity. Strategies aimed at promoting cultural diversity as part of our programs and services could result in a more diverse workforce across the content maker group.

The performance management system is being used for one area of the ABC at the senior content management level. Key performance indicators include the requirement to demonstrate an increase in the diversity, especially ethnic diversity, of on-air and off-air creative talent.

On a geographical basis, the ABC sources appropriate learning opportunities for employees from non-English speaking backgrounds to support their communication needs in the workplace. Facilities are provided around Australia for prayer purposes. A new Multi Faith Room was introduced at ABC Ultimo during the year.

Information on significant cultural days and the observances of staff from a range of religious backgrounds are provided to managers around Australia, to enhance awareness and support.

ABC International Development works across the Asia and the Pacific regions to support the development of robust media institutions through aid-funded projects. With a staff of 35 and an emphasis on employing and developing the skills of locally-based staff where possible, International Development has established a diverse team. Locally-engaged staff bring the benefit of “home-grown” knowledge and an understanding of the culture of their own country and within the region, both vital ingredients in developing assistance projects.

Over the 2011–12 year, the country of origin of International Development staff included Cambodia, Fiji, Papua New Guinea, Solomon Islands and Vanuatu. Staff from outside the region included individuals from Finland, India, Japan, Jordan, United Kingdom, United States, as well as Australia.

Work Placements and DevelopmentThe ABC continued its role as an industry partner on the Australian Sudanese Media Project, which is run by the Centre for Advanced Journalism at the University of Melbourne. The project is a journalism training initiative for Sudanese people in Australia, which aims to provide them with the skills to make their own media and to have a greater voice within mainstream media.

POLICIES AND PLANNINGThe Equity and Diversity Plan 2008–11, the Equity and Diversity Plan 2012–15 and ABC policies contain references and strategies that focus on cultural and linguistic diversity and the representation of people from a non-English speaking background (NESB). There is a significant emphasis on promoting cultural and linguistic diversity across the content platforms. One of the strategies in the Equity and Diversity Plan 2012–15 is to develop a resource tool that will provide ideas, frameworks, contacts and resources related to cultural diversity that can be applied particularly to the content areas.

The ABC’s Charter requires the broadcast of programs that contribute to a sense of national identity and reflect the cultural diversity of the Australian community. The ABC Editorial Policies include provisions relevant to promoting and reflecting cultural diversity: the ABC is committed to presenting, over time, content that addresses a broad range of subjects from a diversity of perspectives reflecting a diversity of experiences, presented in a diversity of ways from a diversity of sources.

Members of the 29th Commonwealth Broadcasting Association General Conference, at ABC Brisbane

21

The take-up of the recognition and celebration of Harmony Day and other local festivals and special days and visits is supported each year across the ABC. Highlights were: New South Wales State Director and Technology Division’s interpretation of the Harmony Day theme regarding sport, with speaker, ABC Sports Presenter and Reporter, Amanda Shalala, sporting activities, workgroup connections and collages; ABC Local Radio, Adelaide, broadcast the OzAsia Moon Lantern Festival in September 2011; the Chinese Community Association of Tasmania put together a display of traditional culture in the ABC Hobart foyer; and ABC Local Radio and Radio Australia conducted a live broadcast of the celebration of the Chinese Lunar New Year, with Radio staff Andrea Ho and David Hua.

Content and ServicesABC Online’s Religion and Ethics website continues to publish commentary, analysis, news and features on a wide range of religious, ethical and philosophical issues. The site is edited by Scott Stephens and hosts contributions from the world’s influential leaders in this area.

AWARENESS AND COLLABORATIONActivities and PartnershipsIn April 2012 the ABC hosted the 29th Commonwealth Broadcasting Association General Conference in Brisbane. This provided the opportunity for a range of people from other countries, working in the media, to meet with ABC management and staff and tour the new ABC Brisbane building.

ABC Ultimo again hosted a group from the Leadership Training Program for Young Muslims, arranged by La Trobe University, Melbourne. In October 2011, over 20 participants engaged in a panel discussion on the reporting of Muslim-related issues in the media. The ABC panel was moderated by Linda Mottram and those who were part of the panel included Geoff Thompson, News Division, Patrick Abboud and Noel Debien from Radio Division, Dian Islamiati, Radio Australia and Amanda Collinge from Television Division. The forum also provided the opportunity for networking and engaging contacts.

During the reporting period, the program ran two 12-week media training courses, with a total of 24 students completing the courses. The ABC has contributed to the design of the course and almost 50 ABC staff have participated by sharing their expertise as trainers, mentors, speakers and administrators.

In August 2012, the next phase of the project began, with the start of a master class designed for students who have completed one of the previous courses. The master class will equip the students with the skills and experience to establish their own community website.

Under government and community schemes, work experience is provided to people from non-English speaking backgrounds. ABC Resources in Canberra provided a placement for a student from Colombia, South America. The aim of the program was to assist with the familiarisation of Australian workplace culture and to gain local experience. In Brisbane the Radio Division supported the Australian Leadership Awards: Leadership Development Program with a placement for a student from Vietnam, which is part of the Australian Scholarship Program.


Technology Division’s Harmony Day event, ABC Ultimo with guest speaker, Amanda Shalala

22

Radio National’s Rachael Kohn was elected Vice Chair of the newly founded International Association of Religion Journalists.

NON-ENGLISH SPEAKING BACKGROUND REPRESENTATION> The representation of staff from

non-English speaking backgrounds at the end of August 2012, remained the same as last year at 12.3%, this is 1.1% higher than five years ago (11.2%).

> The technologist occupational group had the highest ratio with one-quarter of this group from non-English speaking backgrounds. Content makers at 8.2%, with the lowest proportion of NESB, have been increasing over time, although a slight downward shift of 0.3% this year. Five years ago the ratio was 7.6%.

> Divisions with the highest proportion of staff from non-English speaking backgrounds are: ABC International, Communications Networks, Business Services and Technology.

> The main languages of ABC staff who completed the EEO survey and nominated their non-English speaking language background are: Italian (72), Chinese, Cantonese and Mandarin (61), Greek (46), German (45), French (42) and Arabic (24).

Audience surveys are undertaken to ascertain views with questions including country of birth and languages spoken at home. The results of the surveys can assist the ABC to gauge the appeal of its services by community diversity and can link this information and feedback to the composition of the ABC workforce. Results from the annual ABC Appreciation Survey in June 2012 indicated that 84% of non-Australian born respondents believe the ABC performs a valuable role and 74% believe the ABC broadcasts programs reflecting the cultural diversity of the Australian community.

Recognition and AppointmentsTwo ABC International employees were awarded with honours in Cambodia in appreciation of their work with AusAID to improve the media operations within the country. Domenic Friguglietti and Ta Rath were presented with the honours at a special medal ceremony in April 2012. Francis Herman also from ABC International was awarded the Order of Australia Medal in recognition of his work developing a strong and vibrant media sector in the Pacific Region.

23

Representation of People of Non-English Speaking Background by Occupation

(Number and percentage based on Total Head Count, Non-Casual Staff, within Occupational Group, who provided information on the ABC’s EEO Data Collection Form in regard to their non-English speaking background. Staff with EEO data represents Total Head Count, Non-Casual Staff, who completed the language section of the EEO Data Collection Form—both English speaking and non-English speaking backgrounds.)


Staff with EEO Data Staff with EEO Data

Occupational Group No. % No. % No. % No. %

Senior Executive 33 11.3 292 89.8 35 11.6 303 91.5

Administrative/Professional 127 18.8 677 85.6 123 18.3 674 84.6

Content Maker 174 8.2 2 121 71.2 179 8.5 2 118 71.3

Technologist 78 25.5 306 86.0 79 24.6 321 89.9

Retail 24 16.3 147 79.9 22 13.8 160 76.2

Total 436 12.3 3 543 76.4 438 12.3 3 576 76.6

Leadership Training Program for Young Muslims, ABC UltimoTieng Sopheak Vichea from the Royal University of Phnom Penh with the ABC’s Ta Rath and Domenic Friguglietti


disaBiLity

POLICIES AND PLANNINGThe Equity and Diversity Plan 2008–11, the Equity and Diversity Plan 2012–15 and ABC policies contain references and strategies that focus on people with disabilities.

The ABC is a member of the Australian Network on Disability which supports the implementation of strategies from the Corporation’s Equity and Diversity Plan 2008–11 and the Equity and Diversity Plan 2012–15.

The ABC Editorial Policies and ABC Code of Practice each require ABC staff to avoid the unjustified use of stereotypes or discriminatory content that could reasonably be interpreted as condoning or encouraging prejudice. In guidance notes underpinning the Editorial Policies and Code of Practice, reference is made to the Commonwealth government website, Mindframe, as a source of additional information about the reporting and portrayal of people with mental illness.

EMPLOYMENT MEASURESEmployment Opportunities The ABC, through the Television and Technology Divisions, signed up to the Paralympic Workplace Program. This program assists athletes to meet their sporting commitments while engaging with a flexible working arrangement. Three athletes were employed during 2011 and 2012 by the Television Division—Kylie Gauci and Ben Weekes in Sydney and Kelly Cartwright in Melbourne. All three will resume their working arrangements with the ABC following the completion of the Paralympic Games.

An additional Paralympic athlete has been provided with a workplace opportunity at the ABC. Television Division has also employed Shelley

Chaplin to work in Melbourne following the Paralympic Games.

The News Division appoints a cohort of cadets each year for a career in journalism at the ABC and one of the 2011 cadets, who is blind, successfully completed the cadetship and was appointed to a full-time position in 2012, as a journalist in Bega, New South Wales.

The ABC participates in the Australian Network on Disability’s Willing and Able Mentoring Program. Final-year tertiary students, who have a disability, are matched with a mentor from an industry related to their studies. Television Division has worked with a number of students over the years, with the provision of mentoring, work placement and support. One of the former participants is now working as an Online Producer within the Television area.

Two areas—the News Division and the Operations Group—promote the employment of people with disabilities, by providing roles for office assistants with learning difficulties, through an external disability job placement agency. A similar role was identified in 2012 by Business Services Division to work in the new ABC Brisbane building.

Television Division arranged a paid work placement in 2012 for a person with a disability through Sydney Employment Development Services, the employment arm of the Cerebral Palsy Association. This person has also been volunteering as a guide for visitors to the ABC.

A number of other areas of the Corporation provided work experience under various disability schemes including the News Division in Canberra and the Radio Division at Albury/Wodonga and Bega.

Reasonable Adjustment and Access The Technology Division consults with, and supports employees with disabilities, with updated technology to ensure access issues are properly identified and addressed. This year, staff with disabilities were provided with voice recognition system equipment and accessible software, as well as an accessible printer and handset lifter. Generally, staff and potential staff are provided with reasonable adjustment and access, at the recruitment stage, induction, during employment and within existing workplaces and planning for new buildings. In 2011 work was completed on strengthening the emergency procedures for staff with disabilities.

The design of the new ABC Brisbane building focussed on achieving accessibility outcomes beyond that required by the Building Code of Australia. Accessibility features, as part of the overall design, included increased access areas and facilities, listening systems, signage and luminance and seating spaces.

Accessibility has also been incorporated in the design and construction of the ABC’s new premises in Mackay, Queensland. In addition, there are updated facilities at the ABC’s Wagga Wagga site and funding approved to provide a pedestrian access ramp at the Orange, New South Wales site.

Disability resource booklet for ABC staff

25

AWARENESS AND COLLABORATIONTraining and PromotionMental Health First Aid Certificate Courses were provided to ABC managers in Brisbane and Darwin. A range of mental health awareness information and sessions are also available to staff throughout the year.

Staff who deal with the public, through areas such as the switchboard, reception, retail, security and audience control are given information and training about welcoming customers with disability. Business Services staff in each state and territory received diversity training including discussions on disability awareness.

Managers are provided with information about support for physical adjustments in the workplace and a managers’ guide about disability in the workplace was made available in all states and territories.

Senior managers from Television Division, David Anderson and Stephen Murray, represent the ABC as disability champions at the Australian Network on Disability forums.

The Paralympic GamesThe major content area relating to disability this year was the preparation, promotion and coverage of the Paralympic Games across multiple platforms. ABC Television was announced as the exclusive broadcaster of the London 2012 Paralympic Games in Australia, which commenced at the end of August 2012. Commentators and reporters included former Australian Paralympians and apart from the coverage of the events, there were related panel and entertainment programs.

ABC Ramp Up WebsiteThe ABC’s Ramp Up website was launched in December 2010 and continues to be the ABC’s online space for news, features and opinion about disability in Australia. The site publishes both exclusive and aggregated content from across the ABC and the site has a growing audience. Ramp Up continues to provoke high-level discussion about disability on Twitter, Facebook and comments on the site itself.

Ramp Up is edited by Stella Young, who also provides commentary on disability issues for ABC Television, Radio and Online, contributing to disability awareness and discussion across the ABC. In August 2012, Stella Young travelled to London to cover the Paralympic Games, providing a broader perspective of the event and the participants.

Accessibility for ABC Online and ABC Mobile ContentThe Innovation Division continues to work on creating standards and guidelines for use by ABC content makers to assist them in building more accessible online and mobile content. This includes mobile accessibility guidelines and a guide to working with the international Web Content Accessibility Guidelines 2.0.

Captioning and Access ServicesThe ABC continued to deliver a high quality captioning service to people who are hearing impaired or deaf.

In 2011–12 the ABC broadcast close to 24 000 hours of captioned content across ABC1, ABC2, ABC3, ABC4 Kids and ABC News 24, with over 6 800 hours of captioned content broadcast between 6pm and midnight.

In addition, to the captioning service accessed via Television, the ABC provided over 6 000 hours of captioned content via ABC iView and continues to improve and develop relationships to increase the number of platforms and devices through which iView can be accessed.

Over 98% of all programming on ABC1 between 6pm and midnight is now captioned and the ABC continues to demonstrate its commitment to captioning and access services by ensuring coverage of the full range of significant national and public events. During the reporting period coverage included ANZAC Day state marches and international memorial services, the Queen’s Diamond Jubilee River Pageant and thanksgiving, the State Funerals for Jimmy Little and Jim Stynes as well as all major breaking news stories.

As in previous years the ABC continued to ensure that the range of program genres captioned, covered arts, documentaries, sport and news, current affairs, children’s, factual, Indigenous, drama and entertainment.

Specific titles from the past year included the new Australian-made programming such as The Slap, Miss Fisher’s Murder Mysteries, Marngrook Footy Show and The Drum, as well as returning series such as The Gruen Transfer and Gruen Planet, Gardening Australia, Q&A and Australian Story along with the regular commitment to the state-based main evening News bulletins, 7.30 and Lateline.

Ben Weekes, Paralympic Athlete


A new initiative this year has been the introduction by ABC Shops of a dedicated member of staff to assist people with disabilities, or less mobile attendees, at all events.

The ABC Shop Online subscribes to the guidelines set out by the Web Content Accessibility Guidelines 2.0. The issue of web accessibility has always been an important requirement of the ABC Shop Online website since its creation. ABC Shop Online actively seeks guidance from groups such as Media Access Australia as well as through the ABC’s own pool of online governance.

During the year ABC employees were encouraged to purchase goods and services from the Australian Disability Enterprises as part of the Corporation’s procurement strategies.

Consumer Products and ServicesABC Commercial provides consumer products and services designed to meet the needs of diverse audiences.

ABC DVD continues to contribute closed captions within DVD products in order to better meet the needs of the Deaf and Hearing Impaired community. As in previous years, DVD titles sourced from overseas have captioned/ subtitled functionality where available.

Within ABC Music, the audio business continues to grow partnerships with Bolinda and AudioGo to provide a range of product mix of content for visually-impaired consumers.

ABC Books now publishes titles in large print for the visually impaired. Fifteen titles have been published to date with more being added each month to the program. ABC Shops continues to display signage to enhance customer awareness of captioned products and staff encourage customers to ask for assistance.

Remaining connected to viewers via feedback in regard to caption outputs and quality is vital to the ABC’s ability to continue to serve the needs of its audience. The ABC is fully committed to meeting with groups and organisations representing the Deaf and Hearing Impaired community and to strengthen and promote the commitment to high quality captions across all platforms and services.

In February 2012, the Minister for Broadband, Communications and the Digital Economy announced that the ABC would be conducting a technical trial in relation to an Audio Description service on ABC1. The 13-week trial commenced in August 2012.

27

> There were 240 employees with disabilities, representing 8.0% of staff who provided EEO data, which was reasonably higher than the ABC’s target of 5% people with disabilities of all staff.

> The technologist occupational group had the highest ratio.

Representation of People with Disabilities by Occupation

EMPLOYEES WITH DISABILITIES REPRESENTATION

(Number and percentage based on Total Head Count, Non-Casual Staff, within Occupational Group, who provided information on the ABC’s EEO Data Collection Form that indicated they have a disability. Staff with EEO data represents Total Head Count, Non-Casual Staff, who completed the disability section of the EEO Data Collection Form—both those who have a disability and those who do not have a disability.


Staff with EEO Data Staff with EEO Data

Occupational Group No. % No. % No. % No. %

Senior Executive 23 9.0 255 78.5 24 9.1 263 79.5

Administrative/Professional 57 9.0 633 80.0 55 8.7 629 78.9

Content Maker 123 7.2 1 713 57.5 120 7.2 1 676 56.4

Technologist 27 10.1 268 75.3 34 12.2 278 77.9

Retail 10 6.9 144 78.3 12 7.6 157 74.8

Total 240 8.0 3 013 65.0 245 8.2 3 003 64.4


WOrKPLaCE CuLturE and FLEXiBiLity

The Equity and Diversity Plan 2008–11, the Equity and Diversity Plan 2012–15 and ABC policies have objectives and strategies that contribute to a positive and flexible workplace environment.

During 2011–12 Business Services Division initiated the development and roll-out of Building a Positive Culture in our Workplace sessions for all their staff. The workshops were held in all states and territories with 148 participants.

In the Australian Capital Territory, there were a number of initiatives that promoted collegiality and a more inclusive workplace culture. As part of the ABC’s 80th Anniversary activities, the ABC Chairman and the Managing Director presented peer-nominated awards to staff.

Age InitiativesA survey was completed by ABC staff who were 50 years and older in 2010, with a high response rate of over 50% (623 employees). The results provided a snapshot of this group’s profile related to psychological well-being, workplace attitudes and behaviours, training and development, retirement and mentoring. Recommendations arising from the survey results were developed in 2011 and initial strategies implemented in 2012. An age context summary was also completed, that focused on age trends and activity in Australia.

A career and retirement planning workshop and resource called Envisage—create your future was offered to relevant staff to provide information and options for making positive changes, setting goals and identifying actions for staff in the later stages of their careers. Fifty mature age staff attended a workshop in Sydney and a further 50 staff outside of Sydney were provided with access to an eModule.

Work and Life BalanceThe ABC Enterprise Agreement 2010–2013 includes provisions for flexible working conditions, some of which are flexible hours, part-time work and job sharing, carer’s leave, purchased leave, paid maternity leave and unpaid parental leave.

The Corporation offers flexibility in work arrangements and job design, access to facilities and the provision of information services and awareness-raising forums.

During the reporting period, 212 women were undertaking maternity leave; five male employees were on parental leave without pay; and at the end of the reporting period, there were 570 female and 118 male ongoing part-time employees.

All states and territories endeavour to provide work/life programs, with an array of lifestyle and health-related seminars, classes and membership offers to local health centres and activities.

A Positive Workplace CultureThe ABC Strategic Plan 2010–13 has a major goal “to demonstrate ABC Values in every aspect of our work”. The ABC Strategic Plan reiterates the ABC Values of Integrity, Respect, Collegiality and Innovation. These values are referred to, throughout the Corporation, in correspondence and documents and are demonstrated and encouraged through appropriate behaviour, actions and initiatives.

The ABC Workplace Behaviour Policy addresses the areas of discrimination, harassment, anti-bullying and complaint resolution and is supported with relevant training—the Creating a Better Place to Work workshop, for managers and staff. During the year there were 20 workshops held around Australia and the introduction of an online version. There are ongoing reviews of policies and the workshop content and delivery, as well as strategies for case management and prevention measures.

29

Childcare and Eldercare Services Childcare facilities are available on premises at Ultimo (24 ABC-priority places) at the University of Technology Sydney (25 places) and off-site in Melbourne (10 places). Around Australia there are parenting rooms for staff and visitors. A comprehensive vacation care information service is provided for New South Wales staff.

Another resource for staff is the Eldercare Information Kit under licence from an external provider. This kit assists employees with elder care responsibilities. It was converted to an online version in 2012 with regular updates.

Employee SupportThe ABC’s Employee Assistance Program (EAP), provided by Davidson Trahaire Corpsych, provides a counselling service for ABC staff and their families for both work and personal problems. During the year, 332 employees and family members accessed the service.

More than 1 000 employees from all divisions around the country have attended a Trauma Awareness workshop.


OBJECtivEs and EvaLuatiOn

Being Inclusive — how we embrace diversity in the workplace. The focus areas are leadership, workplace culture, representation in the workplace and awareness.

Being Audience Focused — how we deliver content which reflects diversity. The focus areas are representation across ABC platforms and community satisfaction.

Being Audience Accessible — how we support access to our products and services. The key area of focus is accessible services.

The Equity and Diversity Plan 2008–11 and the Equity and Diversity Plan 2012–15 have detailed actions, targets, timelines and areas of responsibility.

The Reconciliation Action Plan 2009–12 has actions, areas of responsibility, timelines and measurable targets under four main headings of Respect, Opportunities—Employment, Opportunities—Content and Relationships.

The ABC Strategic Plan 2010–13 has six strategic goals that commit the Corporation to being: audience focused, high quality, innovative, values based, efficient and responsible. Equity and diversity related actions are reflected in a range of the performance indicators linked to the goals.

SETTING OBJECTIVES AND SELECTING INDICATORSThe objectives of the ABC’s Equity and Diversity Plan 2008–11 which expired during the reporting period are to:

> promote a culture of opportunity through the ABC Executive that demonstrates an inclusive workplace based on shared values;

> contribute to a co-operative and harmonious work environment free of unlawful discrimination, harassment and bullying;

> recognise, value and use the diverse skills, cultural values and backgrounds of our current and potential employees;

> promote an environment that supports the work and life balance needs of employees;

> implement the ABC’s Charter to reflect the diversity of Australian life by the provision of inclusive and accessible content and services by and for all Australians; and

> link the equity and diversity plan with internal corporate-wide frameworks and external reporting and trends.

The ABC’s Equity and Diversity Plan 2012–15, which was developed and approved during the reporting period, is focused on three key goals.

MONITORING AND EVALUATIONDuring the reporting period, the ABC’s Equity and Diversity Plan 2008–11 was evaluated in the Final Review and Outcomes of Plan Strategies, January 2012 document. The Corporation’s Reconciliation Action Plan 2009–12 expires at the end of 2012 and is monitored and evaluated each six months with published reports. The ABC made substantial progress in implementing the strategies embodied by these plans.

The overall progress of the Equity and Diversity Plan 2008–11, the Equity and Diversity Plan 2012–15 and the Reconciliation Action Plan 2009–12 is reported in the ABC’s Equity and Diversity Annual Report and the ABC Annual Report. The Equity and Diversity Annual Report 2010–11 was tabled in the House of Representatives on 19th March 2012 and the Senate on 20th March 2012.

The ABC participates in external benchmarking surveys related to diversity on a regular basis to complement the monitoring and evaluation processes and the development of future plans.

The Equal Employment Opportunity (Commonwealth Authorities) Act 1987 requires the ABC to set objectives and select indicators (Section 6(g)) and to monitor and evaluate the EEO program. (Section 6 (h)).

eQUAL eMPLOYMeNT OPPORTUNITY RePORT TO THe

MINISTeR FOR BROADBAND, COMMUNICATIONS AND THe

DIGITAL eCONOMY

australian broadcasting corporation …about.abc.net.au/.../equityanddiversityannualrpt2011-12.pdf2...

Documents