Multicultural Access Plan - 2023 to 2026

Our commitment

Our Multicultural Access Plan (MAP) was developed to provide a framework to support our commitment to multicultural access and inclusion in the way we work and in the outcomes we deliver in line with our purpose and values. An important part of this is ensuring we can engage and communicate effectively with people from culturally and linguistically diverse (CaLD) backgrounds, both internally and externally.

This plan operates in conjunction with our Workforce Diversity and Inclusion Plan.

Our MAP has been developed to address these in line with our commitment to embrace the cultural and linguistic diversity of our organisation, our members and our State, and ensure each and every West Australian is celebrated and included.

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Developing our plan

In developing this plan, we:

1. Reviewed the WA Multicultural Policy Framework, the Workforce Diversification and Inclusion Strategy for WA Public Sector Employment 2020–2025, our Workforce Diversity and Inclusion Plan, and our last MAP to assess our level of achievement and identify opportunities to build on our progress
2. Consulted externally with the Office of Multicultural Interests, and the Diversity Council Australia
3. Consulted with GESB staff from CaLD backgrounds through our Workplace Inclusion Network

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Achieving together

Achieving the outcomes of our MAP requires effective monitoring and reporting against the initiatives of the plan. The People and Business Services team will report:

• Regularly to our Executive Management Group
• Annual progress updates to staff through our staff intranet
• Annually in our Annual Report
• By 31 August each year to the Office of Multicultural Interests

This plan can be made available in alternative formats by calling our Member Services Centre on 13 43 72 or by completing an online form.

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Reflecting on our progress

Our first MAP was developed to address the three multicultural policy priorities of the WAMPF and support an organisational culture that embraces multicultural access and inclusion and is responsive to the needs of CaLD communities, members and employees. It was informed by the following commitments:

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Achievements under our previous plan include:

• Partnering with the Diversity Council Australia to access expert advice on diversity and inclusion in the workplace
• Updating our Dignity at Work Policy to explicitly express our zero tolerance towards workplace discrimination, harassment, bullying and racism
• Updating our Working from Home Policy and promoting flexible work options to all staff
• Establishing our Workforce Inclusion Network to seek the views of staff from CaLD backgrounds
• Publishing a diversity and inclusion calendar on our intranet
• Recognising diversity events such as Harmony Day which we celebrated with an all of staff morning tea, guest speakers, and cultural contributions from our staff
• Incorporating our MAP into our Statement of Corporate Intent
• Enhancing our member services accessibility webpage to showcase how we’re making our services, tools and information more accessible
• Reviewing and updating our complaints management processes to ensure all members have an opportunity to make a complaint, regardless of ability or circumstance
• Actively seeking, and applying, feedback from our staff through our employee perception survey to improve our workplace culture
• Participating in WAMPF interagency network meetings
• Drafting our Members Experiencing Vulnerability Policy.The policy recognises that a member’s vulnerabilities may result in them having unique needs, requiring us to take a flexible and supportive approach when assisting them
• Investing in the development of our employees’ cultural awareness and understanding:
  • 56 staff attended Code of Conduct refresher training
  • People and Business Services staff participated in external development opportunities such as the Australian Human Resources Institute’s Diversity and Inclusion Conference, the Institute of Public Administration Australia’s ‘How to achieve diversity in the public sector’ workshop, and the Equal Opportunity Commission’s Grievance Officer training
  • Staff were invited to participate in inclusive workplace training and unconscious bias workshops

• Reporting our progress in our Annual Report and at all of staff meetings

Our plan

During the three-year period covered by this plan, we will undertake the following initiatives to support the WAMPF policy priorities.

Priority 1: Harmonious and inclusive communities

Outcome: Every Western Australian values cultural, linguistic and religious diversity and feels that they belong

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Priority 2: Culturally responsive policies, programs and services

Outcome: Members and other stakeholders are informed and have equitable access to our services

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Outcome: Our services and information are culturally appropriate to the needs of our members

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Outcome: CaLD specific services are provided to members who need them

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Outcome: Our workforce is culturally competent and representative of our CaLD members and their needs

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Priority 3: Economic, social, cultural, civic and political participation

Outcome: Western Australia’s CaLD community is harnessed to grow economic, social, cultural, civic and political development

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