Equity in Defence - Index
- Overview - Defence Equity Coordinators
- Strategic Focus - Equity and Diversity
- Achievements (Plans, Policies and Publications)
- Service and Group Equity Statements
General
The Defence Equity Coordinators (DEC) are the Fairness and Resolution (FR) representatives for their region. They facilitate and coordinate the Defence Equity Adviser Network and are available to provide training and advice on equity and diversity policy and related issues. DECs oversee the regional Equity Adviser Network and may be contacted for details of local Equity Advisers within their region of control.
Network and Communication
A DEC's first priority is the establishment, maintenance and coordination of the Equity Adviser Network in their State or Territory. This involves the following tasks:
- Visiting units and communicating the Equity Adviser Network purpose and the roles and responsibilities of Equity Advisers and Senior Equity Advisers to all managers, commanders and Equity Advisers.
- Conducting an initial meeting (followed by regular visits and liaison) with all branch heads, managers and commanders to discuss the Equity Adviser Network and equity and diversity issues.
- Identifying all active Equity Advisers and Senior Equity Advisers within their region, and providing the comprehensive list of Equity Advisers to FR.
- Working with managers and commanders to select and appoint appropriate Senior Equity Advisers.
- Coordinating and mentoring the Senior Equity Advisers.
- Providing advice on policy and effectively communicating and disseminating information on equity and diversity issues to managers, commanders and Senior Equity Advisers.
- Liaising with managers, commanders, Senior Equity Advisers and FR on equity and diversity issues.
Training
DECs provide a valuable service to the Defence Organisation through the coordination, delivery and evaluation of:
- equity and diversity awareness training
- briefings to managers and commanders
- equity and diversity modules on military and departmental induction courses
- Equity Adviser courses
As part of their normal routine, DECs adopt a client focus and regularly visit or talk with commanders and managers.
Incident Management
At their own discretion, DECs may assist in the resolution of complex equity issues. However, they should avoid the role of case manager as it is time consuming and outside of their responsibility. DECs are to provide advice and guidance on incident management and reporting to managers, commanders and Senior Equity Advisers.
Defence has a commitment, so far as is operationally practicable, to equity and diversity in the workplace and in its management practices. Defence aims to provide its members with the opportunity to pr ogress based on their merit, ability, performance and potential. Furthermore, Defence aims to provide its members with a work environment that gives personal recognition and job satisfaction.
Our strategic focus is on the inclusion of equity and diversity in Defence and the exclusion of discrimination and harassment in all its forms: direct, indirect, and systemic. This cultural change model adopts a three pronged approach focusing on behavioural, structural and attitudinal changes.
Behavioural Change
Through training, personnel have been educated about unacceptable behaviour. Although incidents are still occurring, reports show that they are, in the main, being dealt with and resolved with thoroughness and in a timely and sensitive manner.
Structural Change
Defence has established:
- RR to develop, implement and communicate equity and diversity policy and initiatives;
- the toll-free Defence Equity Advice Lines; and
- a comprehensive network of trained Equity Advisers to support all Defence personnel in the resolution of unacceptable behaviour complaints.
Defence has a policy framework in place that sets standards, explains equity and diversity in Defence, and includes the Defence Workplace Equity and Diversity Plan (WEDP). The WEDP specifies the Government's and Defence's policy requirements for workplace equity and diversity and contans express actions to meet these requirements.
Attitudinal Change
This is a longer term process that should be met through ongoing education, leaders setting the standard and acting as good role models, and through the communication of positive 'stories' that promote the benefits of equity and diversity in the workplace.
The Workplace Equity and Diversity Plan 2005-2007 (430k, PDF) was issued in May 2003 to advise personnel of the Government's and Defence's policy requirements in relation to equity and diversity, and to provide an implementation plan.
Two Defence Instructions, DI(G) PERS 35-3 Management and Reporting of Unacceptable Behaviour and DI(G) PERS 35-4 Management and Reporting of Sexual Offences , have been issued.
The Defence Plain English Guide to Managing and Reporting Unacceptable Behaviour (892k, PDF) is available to all Defence personnel. It provides an overview of the procedures involved in the management of unacceptable behaviour in the workplace.
All existing policy instructions are regularly reviewed and updated. Updated policy instructions are posted on this website. Promotional publications have been issued to ensure a high profile of equity and diversity issues across Defence.
- Army
- Defence Personnel Executive (1.76MB, Word file)
- Chief Finance Officer (166k, Word file)
- Intelligence & Security 706KB PDF)
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