Equal Employment Opportunity Annual Report – 2000 Appendix 1
EEO Plan 1997–2000
This is the Bank's fifth plan for activities related to EEO; details of the previous plan were set out in the Bank's EEO Annual Report for 1997. Major components of the 1997–2000 plan are:
Staff Selection
Objective:To ensure that openness and fairness are observed at all stages of the selection process.
EEO Plan Goals
- General entry requirements to the Bank adhere to principles of equity and merit.
- Position descriptions reflect inherent job requirements and do not unfairly exclude potential applicants.
- Accountability for EEO is clearly indicated on appropriate position descriptions.
- Instructions on selection procedures are clear and provide consistent and fair treatment.
- Staff involved in selection decisions have had appropriate recent training and hold up-to-date Selection Panel Guidelines etc.
- Selection panel members, where practicable, reflect the gender and cultural diversity of applicants.
- The Bank is able to attract suitably qualified graduates and cadets from the EEO groups proportional to their representation in relevant graduate populations.
- Outcomes indicate that equity and merit have been adhered to in selection decisions.
- Participation of the EEO designated groups is encouraged in the Bank's employment through, for example, the provision of work experience and advertising vacancies in relevant media.
Career Development & Staff Training
Objective:To ensure that staff are aware of, and have equal access to, appropriate training and development opportunities.
EEO Plan Goals
- Access to a range of development opportunities is equitable, directed to the Bank's needs and assists in the retention of valued staff.
- All staff have access to information on RBA career opportunities and are encouraged to take responsibility for their own career management and employability.
- Performance appraisals are used effectively to identify training and development needs.
- All supervisors receive “core” supervisory skills training.
- The content and atmosphere of internal training courses are consistent with EEO principles.
- Staff returning from extended leave, in particular women returning from parental leave, attend required refresher training.
- Any required English skills training is available to staff within usual approval constraints.
- Any barriers to staff undertaking further learning are identified.
Conditions of Employment
Objective:To ensure that personnel policies and practices are fair and equitable and assist in the retention of valued staff by, wherever practical, accommodating individual differences.
EEO Plan Goals
- Information regarding conditions of employment is accessible to all staff.
- Procedures are in place to eliminate workplace harassment and discrimination.
- Grievance procedures are understood and workplace grievances are handled effectively.
- Staff performance is assessed objectively and there is equity and fairness in performance pay outcomes.
- Personnel policies and practices encourage the return to work and retention of staff with family responsibilities.
- “Reasonable adjustment” is made for staff with disabilities to enable greater participation.
- Managers and staff are aware of their responsibilities and rights under EEO legislation.
- Personnel Policy monitors the Bank's personnel policies, practices and procedures to ensure their implementation is in accordance with EEO principles.