Diversity and Inclusion Strategy 2018-2021

Our commitment

This diversity and inclusion strategy aims to ensure that we promote and integrate workforce diversity and inclusion into all aspects of the Memorial’s work and have a workforce that reflects the diversity of the Australian community.

We recognise that a diverse and inclusive workforce helps us to foster an innovative, collaborative and high energy work environment which assists us to better serve and understand our broad visitor base.


Through our strategy we aim to implement initiatives to promote an inclusive workplace culture where all employees are valued and recognised for their individual qualities, ideas and perspectives.

To fulfil our commitment to diversity and inclusion the Memorial will:

  1. promote and value diversity and inclusion in the workplace
  2. implement strategies to improve attraction, recruitment and retention of a diverse workforce
  3. foster an inclusive workplace culture
  4. raise awareness for diversity and inclusion through education and communication 
  5. encourage work life balance practices.

Diversity and inclusion in action

To ensure our success we have adopted five focus areas and commit to delivering our objectives through the following actions:

Focus areas



  1. We will promote and value diversity and inclusion in the workplace through:
  • our SES championing diversity, disability and the RAP to drive cultural change
  • our leaders actively supporting diversity and inclusion initiatives

Recruitment, selection and retention

  1. We will implement strategies to improve the attraction, recruitment and retention of a diverse workforce by:
  • undertaking  recruitment actions to employ and advance people from diverse groups, specifically Indigenous, disability and veterans
  • including reference to flexible work arrangements in all recruitment advertising
  • adopting RecruitAbility to assist with successfully employing people with disability
  • promoting opportunities to participate in our work experience and internship programs to a diverse audience
  • educating our selection panels on diversity principles and striving to achieve gender balance on all panels.

Working environment

  1. We will foster an inclusive workplace culture by:
  • ensuring workplace adjustment requirements are embedded in our procedures and are actioned appropriately
  • leveraging diversity awareness activities to encourage employees to check and update their diversity information
  • monitoring demographic data to better understand and address potential workplace barriers.

Communication and education

  1. We will raise awareness for diversity and inclusion through education and communication by:
  • promoting and celebrating days/events of cultural significance, for example:
    • National Reconciliation Week
    • International Women’s Day
    • Harmony Day
  • providing training and awareness programs and support for managers, employees and teams including Indigenous Cultural Awareness and Disability Awareness
  • offering events to share inspiring stories and experiences to increase understanding
  • maintaining a language register of employees who speak and / or read a language other than English.

Work/life balance

  1. We will encourage work life balance practices by:
  • encouraging all employees to regularly take lunch breaks away from their workstations
  • providing all employees who require it,  the means to access flexible working arrangements, for example:
    • Flexible Working Arrangements (policy)
    • Purchased Leave Policy
    • Domestic and Family Violence Policy.


The Memorial recognises that employees have a responsibility to explore, understand and appreciate the value and importance of a diverse workforce and an inclusive workplace culture. It is essential for all employees to recognise the role they play in ensuring the Memorial’s diversity and inclusion outcomes are achieved.

To ensure accountability and measuring success of the actions within our strategy we will review and appraise our initiatives by:

  • providing regular diversity data reports to keep the Executive and managers updated and informed
  • attending APS and other agency networks, conferences and forums, and providing feedback, updates and action items to the relevant stakeholder groups
  • monitoring results from the APS State of the Service and APS Employee Census to further refine and  inform the progress / action plan
  • taking on board feedback from entry and exit surveys to inform actions to improve retention.