Equity & Diversity Annual Report – 2001 Appendix 1: EEO Plan 2000–2001

This is the Bank's sixth plan for activities related to EEO; details of the previous plan were set out in the Bank's EEO Annual Report 2000. Major components of the 2000–2001 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.
  • Staff involved on selection decisions have had appropriate recent training and hold up-to-date instructions.
  • Selection panel members to reflect, where practicable, the gender and cultural diversity of applicants.
  • Selection procedures to be consistent with EEO principles.
  • The Bank is able to attract suitably qualified graduates and cadets from the EEO groups in proportions equal to their representation in relevant graduate populations.
  • Equity and merit have been adhered to in selection decisions.
  • Participation of designated EEO groups is encouraged in the Bank's employment.

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

  • A range of development opportunities is available and access is equitable, directed to the Bank's needs and assists in the retention of valued staff.
  • Performance appraisals are used effectively to identify training and development needs.
  • The content and atmosphere of internal training courses is 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.
  • Staff have access to information on RBA career opportunities and are encouraged to take responsibility for their own career management and employability.
  • Staff with public dealings are sensitive to the communication needs of people with disabilities.

Conditions of Employment

Objective: To ensure that personnel practices and policies are fair and equitable and assist in the retention of valued staff by, wherever practical, accommodating individual differences.

EEO Plan Goals

  • Personnel Department to monitor the Bank's personnel policies, practices and procedures to ensure their implementation is in accordance with EEO principles.
  • Managers and staff are aware of their responsibilities and rights under EEO legislation.
  • Procedures are in place to eliminate workplace harassment and discrimination.
  • Information regarding conditions of employment is accessible to all staff.
  • Grievance procedures are understood and workplace grievances are handled effectively.
  • Personnel policies and practices encourage the return to work and retention of staff with family responsibilities.
  • Staff performance is assessed objectively and there is equity and fairness in performance pay outcomes.
  • ‘Reasonable adjustment’ is made for staff with disabilities to enable greater participation in a full range of duties.