Implementation of our Diversity and inclusion plan 2015–2017 has increased disability awareness for employees and confidence of managers of staff with disability across the ATO. For example, we have produced the ‘Talking Disability’ video series featuring our employees with disability, provided online Disability Awareness learning packages and access to fact sheets on disability. We also apply the RecruitAbility scheme to externally advertised vacancies.
The ATO leads whole-of-government initiatives to support Indigenous employee career progression and retention. Workshops on career development for APS employees were delivered and an internal Aboriginal and Torres Strait Islander Protocol document has been created. This was supported by staff testimonials featuring employees and senior leaders.
Senior executive service (SES) champions have been appointed for Indigenous, disability, and lesbian, gay, bisexual, transgender and intersex (LGBTI) employees, to provide visible leadership on the importance of a diverse and inclusive workplace. The champions participated in internal marketing for International Women’s Day, with photographic 'Pledges for Parity' and employee engagement activities, such as our second Indigenous employee round table, disability focus groups and workplace social networks (such as Yammer).
In March 2016, the Commissioner launched our ATOMIC (ATO Making Inclusion Count) LGBTI employee network, along with training to inform and support an inclusive workplace. The ATO has participated in the Australian Workplace Equality Index survey for the second year achieving Bronze status.
Refer to Appendix 7: Diversity and inclusion for more information on how we contribute to the outcomes from the National Disability Strategy.