Equal Employment Opportunity Annual Report – 1990 Appendix 1

EEO Two-Year Plan 1990 and 1991

The Bank has adopted a third two-year plan for activities related to EEO; the previous plan was given in the Bank's EEO Report for 1987/88.

The current plan lists major programmes for the period 1 January 1990 to 31 December 1991, grouping them under three objectives.

Major EEO programmes for 1990 and 1991 are as follows:

1. Career opportunities

(a) Women

  • Training

    – to encourage women to participate in training programmes, including for management positions

  • Flexible work arrangements

    – to encourage more flexible working arrangements

  • Maternity leave

    – to develop a system to maintain contact with women on maternity leave to encourage return to Bank at a later stage

(b) People from non-English speaking backgrounds

  • Language sessions

    – to conduct English in the Workplace sessions

  • Training

    – to encourage other training for people with non-English speaking backgrounds

  • Skills and qualifications

    – to investigate steps to recognise skills and qualifications obtained in other countries

(c) People with disabilities

  • Policy

    – to develop and implement policy on employment and career opportunities

  • Survey of facilities

    – to survey Bank buildings to establish what facilities are available for people with disabilities

  • Job analysis and redesign

    – to identify appropriate jobs for people with disabilities and, where practicable, to redesign jobs

(d) Aboriginal people and Torres Strait Islanders

  • Policy

    – to develop and implement a policy on employment and career opportunities

  • Recruitment

    – to adopt the most effective ways to recruit Aboriginal people and Torres Strait Islanders

  • Training

    – to develop relevant training programmes

2. Work environment and non-discriminatory personnel policies

  1. to monitor personnel policies and practices to ensure there is no discrimination
  2. to ensure effective functioning of grievance procedures
  3. to foster, by training and in other ways, a work environment where individual differences are accepted and valued

3. Information

  1. to distribute material on EEO policies and on progress with the EEO plan, both to managers and supervisors (who are responsible for implementation of EEO programmes) and to staff generally
  2. to hold meetings with staff to provide opportunities to discuss the EEO plan and policies with staff.