Equal Employment Opportunity Management Plan

The Office of the Director of Public Prosecutions (ODPP) has developed an equal employment opportunity management plan to ensure the promotion and enhancement of equal opportunity within the ODPP.

The underlying principle on which the program is based is merit. This principle requires that the policies and practices relating to recruitment, employment, career development and advancement, promotion and retirement be based solely on merit, without regard to race, gender, impairment, marital status, religious/political beliefs or other non-merit related considerations.

The overall objective of the plan is the creation and maintenance of a fair and equal workplace in which individuals have the opportunity to genuinely and effectively compete for employment and training opportunities, free from any real or perceived discriminatory practices.

The overall goal of the ODPP's Equal Opportunity Management Plan is to promote equality of opportunity for all employees in line with government policy and the requirements of Northern Territory legislation by:

• raising commitment and awareness of the Equal Employment Opportunity Management Plan throughout the ODPP
  
  
• developing best practice policies, procedures and guidelines
  
  
• recognising that cultural diversity is an asset
  
  
• providing flexible work arrangements that recognise people with special needs.

Raising commitment and awareness of the Equal Employment Opportunity Management Plan throughout the ODPP

• Distribute a copy of the policy statement to all employees in the Darwin and Alice Springs Offices
  
  
• inform managers of equal employment opportunity requirements under the Public Sector Employment and Management Act
  
  
• commence investigation of equal opportunity complaints within 7 days
  
  
• review this plan every year to ensure compliance with contemporary equal employment opportunity issues and requirements
  
  
• include equal employment opportunity statements such as knowledge and understanding of equal employment opportunity principles in position descriptions and selection criteria of all managers
  
  
• organise equal employment opportunity awareness training for employees directly involved in management, recruitment, selection, promotion, career development and cessation of employment as required
  
  
• appoint an Equal Employment Opportunity Co-ordinator.

Develop best practice policies, procedures and guidelines

• As vacancies arise, review advertisements, position descriptions and selection criteria to ensure compliance with equal employment opportunity principles. Position descriptions should reflect the genuine requirements of the job, including formal qualifications
  
  
• train or refresh intending interviewers prior to convening each interview panel
  
  
• offer post interview counselling to all applicants
  
  
• review and monitor policies, procedures and guidelines for recruitment and selection to encourage adherence to equal employment opportunity principles and practices
  
  
• aim to inform employees on new policies, processes and procedures, such as those relating to discipline, grievances, probation and harassment
  
  
• prepare grievance settling procedures and inform employees on appeal and grievance processes as required
  
  
• encourage employees to become familiar with legislation such as the Anti-Discrimination Act and the Code of Conduct contained in the Public Sector Employment and Management Act
  
  
• offer employees fair and consistent access to policies, procedures, information and conditions of service
  
  
• review current policies and procedures to identify and eliminate any direct or indirect discrimination.

Recognising that cultural diversity is an asset

• Encourage people from different backgrounds to apply for positions within the ODPP
  
  
• provide and make compulsory attendance at cross cultural awareness training for all employees in Darwin and Alice Springs Offices
  
  
• endeavour to identify positions suitable to people from culturally differing backgrounds and language groups
  
  
• project positive images of the ODPP as an equal opportunity employer in position advertisements - for example, by inserting The ODPP is an equal opportunity employer
  
  
• review position descriptions in areas where there is an apparent imbalance of classes of employees with a view to attracting, if possible, under-represented groups.

Provide flexible work arrangements that recognise people with special needs

• Identify employees with a physical or intellectual disability and encourage employees from groups who are disadvantaged or have a special need to apply for positions, attend training courses, seminars and conferences
  
  
• advocate work-based child care needs and availability
  
  
• support flexibility of working hours to accommodate work and family responsibilities
  
  
• support updating of skills of employees returning from parental leave
  
  
• wherever possible, offer exit interviews or questionnaires to departing employees to identify relevant workplace problems
  
  
• endeavour to provide reasonable physical access or other requirements for employees/clients with a disability
  
  
• ensure that the ODPP's Aboriginal Employment and Career Development Strategy is maintained and operative.