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The Australian Government Department of Defence
Defending Australia and its National Interests

Alternative Resolutions and Equity

Training


Mandatory Equity and Diversity Awareness Training

All Defence personnel are required to annually complete Equity and Diversity Awareness Training. This may be achieved through attending a face to face Equity and Diversity Awareness presentation or by completing the Online Campus Equity and Diversity course.  These sessions have been developed to assist our people to develop and maintain a respectful and productive workplace culture.

Defence policy Managing and Reporting Unacceptable Behaviour, DI(G) PERS 35-3, states that Commanders and Managers may be held personally responsible if they are found to have engaged in, contribute to, ignored, assisted or personally encouraged unacceptable behaviour.  This also makes any respondent solely responsible for their own unacceptable behaviour.

The following topics are expanded in this document. Please click on the bullet point for further information.


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Face to Face Equity and Diversity Presentations

The presentation Equity and Diversity Annual Awareness – 2012 has been developed to support commanders and managers with their annual presentation of Equity and Diversity training.

It is recommended that, where available, trained Equity Advisers conduct the annual equity and diversity awareness training.  In the event there is no Equity Adviser available, commanders and managers are to use personnel who they deem to be competent presenters to deliver the awareness training.  The contact details for an Equity Adviser can be sourced from the Defence Service Centre Cooma on 1800 DEFENCE (1800 333 362).  

Please note: Presenters should not delete any of the existing slides from the presentation but may add slides to include local issues.


Defence Online Campus Equity and Diversity Awareness Training

Available only on the Defence Restricted Network Defence Online Campus site (CAMPUS), not on the Internet.

Defence personnel and contractors may elect to complete the Defence Equity and Diversity Awareness training online.

The session is titled Equity and Diversity. The course reviews unacceptable behaviour, its impact and ways of dealing with it and introduces the learner to the principles of workplace diversity.

CAMPUS' Learning Management System will record completion of the session and forward it automatically to PMKeyS.


Commanders, Managers and Supervisors (CMS) Workshop

This 4-hour workshop aims to provide Commanders, Managers and Supervisors of Defence personnel with the required knowledge and skills to carry out their responsibilities regarding Defence's policy on equity and diversity, complaint management and incident reporting, conflict management, and alternative dispute resolution options.

The target audience is ADF Colonel (equivalent) to Sergeant (equivalent) and EL2 to APS4. The maximum number of participants per workshop is 12.

Learning Outcomes

Learning Methods

This workshop involves instructive activities/games, group exercises, structured input, group discussions and individual exercises.

Nominations

Completed PT076’s are to be faxed to the Fairness and Resolution Centre – within the appropriate State or Region.
For further information contact your local Fairness and Resolution Centre or view the FRC Training Calendar links at the bottom of this page.


Equity Adviser Training

Defence aims to ensure there are appropriately trained equity and diversity outcomes specialists / support personnel / advisers within workplaces through the training of Equity Advisers and the management of an Equity Adviser (EA) Network.

The EA training is a two-day interactive workshop that focuses on enacting the EA role.  The Workshop intends, through supported and guided practice, to enhance each EA's confidence and competence in advising individuals on their options for resolving equity and diversity issues. There are numerous opportunities throughout the workshop to practice skills and discuss topics on equity and diversity.

Refresher Training

To maintain currency an EA must undertake refresher training every three years.  This requirement is achieved by successfully undertaking the workshop again.  An EA does not need to seek FRCs approval to undertake refresher training, but must follow the remaining steps in the nomination process.

Nominations


Individuals who wish to become an Equity Adviser (EA) are to contact their local Fairness and Resolution Centre (FRC) to establish if there is the need for additional EAs in the area.  If so, FRCs will approve continuation of the nomination process.

EA training is competitive.  Only the applications which satisfy the criteria will be considered. Prior to completing the application form Equity Adviser Training Nomination (AC965), nominees must be familiar with DI(G) PERS 35-7 and INFORMATION DEFGRAM 12/2012 Professionalisation of the Equity Adviser Network. 

In maintaining the professionalism of the Equity Adviser Network, it is now a requirement for all EAs to have a current Memorandum of Agreement (MOA) with their commander/manager or supervisor, acknowledging the duties and requirements of the EA. The MOA is attached to the AC965 form and must be completed and submitted along with the AC965; nominations will not be processed without an MOA. 

MOAs must also be raised on postings, or movement to a new position and submitted to your local FRC.

To nominate for EA training, applicants are to follow these steps:

1. Read the relevant DI(G) PERS 35-7; and INFORMATION DEFGRAM 12/2012.
2. Seek your local FRC approval.
3. Identify a suitable course date from the FRC Training Calendar.
4. Complete forms 'Equity Adviser Training Nomination (AC965)' and the MOA.
5. Obtain your supervisor’s recommendation on both AC965 and MOA.
6. Fax the completed nomination form, including MOA to the FRC for approval.
7. The FRC will notify nominee on successful nomination.

For further information contact your local FRC or view the FRC Training Calendar links at the bottom of this page.


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Workplace Bullying - Prevention and Management Workshop

This 4-hour workshop allows participants to identify the early warning signs of workplace bullying behaviour, and the impacts on individuals and workplaces. The workshop also looks at the different types of workplace bullying behaviour, ranging from covert to overt and gives specific strategies that managers and supervisors can use to help their staff manage and prevent workplace bullying behaviour.

Learning Outcomes

Learning Methods

This workshop involves instructive activities/games, group exercises, structured input, group discussions and individual exercises.

Nominations

Completed PT076s are to be faxed to the Fairness and Resolution Centre – within the appropriate State or Region.
For further information contact your local Fairness and Resolution Centre or view the FRC Training Calendar links at the bottom of this page.


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Difficult Conversation Skills Workshop

This 4-hour workshop allows participants to build strategies and actions to effectively partake in a difficult conversation.  The workshop looks specifically at interpersonal skills, reframing and emotional intelligence and provides discussion and activities that assist you to understand your conflict resolution style.  The workshop also provides practice for all participants to work on developing this skill.

Learning Outcomes

Learning Methods

This workshop involves instructive activities/games, group exercises, structured input, group discussions and individual exercises.

Nominations

Completed PT076s are to be faxed to the Fairness and Resolution Centre – within the appropriate State or Region.
For further information contact your local Fairness and Resolution Centre or view the FRC Training Calendar links at the bottom of this page.


Negotiation Skills Workshop

Negotiation is the building block to voluntary dispute resolution. In a negotiation, there is a need to see things from the other person’s perspective and to work in a partnership to create agreements that truly satisfy the critical interests of everyone involved. 

This 4-hour workshop is based on the Harvard Negotiation Project, which advocates interest-based negotiation. The opportunity offered by interest-based negotiation is that the potential solutions will be expanded beyond those limited by extreme and often inflexible demands.

Learning Outcomes

Learning Methods

This workshop involves instructive activities/games, group exercises, structured input, group discussions and individual exercises.

Nominations


Completed PT076’s are to be faxed to the Fairness and Resolution Centre – within the appropriate State or Region.
For further information contact your local Fairness and Resolution Centre or view the FRC Training Calendar links at the bottom of this page.


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Sexual Orientation Awareness

In 1992, the ADF lifted the ban on the recruitment and retention of homosexual people.  A CAMPUS awareness session, titled Understanding Homosexuality, is now available for the education of Defence personnel.

The Understanding Homosexuality session seeks to educate, not to change religious beliefs or personal values.  It starts by defining the terms gay, lesbian, homosexual and bisexual, then differentiates between sexual identity, orientation and behaviour, and gender identity and characteristics.  Discussion then focuses on attitudes towards homosexuality, estimates on homosexual representation in the community, the invisible barriers of homophobia and heterosexism, the impact of hiding sexual orientation, the fear of disclosure, and the implications on the Defence mission. This session is only available on the Defence Intranet.

You can access the Understanding Homosexuality Awareness training on CAMPUS (DefWeb only); course code 1449.


Training Calendar


Course Type
Commanders/Managers/Supervisors
Workshop
Equity Adviser
Workplace Bullying -
Prevention & Management
Negotiation Skills
Difficult Conversation Skills

 


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