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What does it mean?  J Graphs to Greatness means looking behind the numbers and asking a few questions: Operationally  Is there sufficient diversity in frontline service provision to support customer wants and needs? Tactically  What do numbers tell us about the impact of our workforce management practices? Strategically  What does the match between our workforce and community tell us about our ability to meet long term business needs?tSpZ(SpZ(S e S w OHRepresentation & Distribution  IAgency Vs Sector \Sector objectives provide a broad direction Whole of Government context Identifies key priority areas Uses community representation as benchmark Agency objectives provide a target Take client profile into account Vary for specific circumstances and priority gaps Vary for capacity and time required to achieve Support whole of Government prioritiesT,e#,e#6 'P'PWD Progress from EDP Progress Report 3(  ( MGetting the numbers To move from graphs to greatness you need to have: Confidence in your data Good systems for capturing data and keeping it relevant A clear rationale as to why you want data and information about how you intend to use it and how it is protected. &33 B Moving beyond the numbers BGraphs to greatness also means investigating trends and opportunities: Workplace culture Staff perceptions about culture Turnover by EEO Group HDA and TSA by EEO Group What are the opportunities Profile of natural intake streams Profile of applicant pools Existing employment  brand image lGO_GO_   " KWhere are YOU now? HDYAC Representation Agency comparisons Climate Surveys Workplace culture Occurrence and acceptance of inappropriate behaviours Internal information? Exit interviews Payroll profile Applicant pool informationZ"ZZHZZ;Z"H;  &u   R A $Wilson s Continuum  Reporting in context$  "If there is any one secret of success it lies in the ability to get the other person's point of view and see things from that person's angle as well as from your own." - Henry Ford on communication.-(  L Session 1  dSpeakers from Department of Premier and Cabinet and the Office of Equal Employment Opportunity p(+)+ d /%&@ C JNQRTUVWP7  0` ` ̙33` 333MMM` ff3333f` f` f` 3>?" dd@(?dd@   " @ ` n?" dd@   @@``PR    @ ` ` p>>  y  (    6 "P  T Click to edit Master title style! !$  0 "  RClick to edit Master text styles Second level Third level Fourth level Fifth level!     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Thank you Kim>mm  i  0  '       H  0޽h ? ̙33 0 ,(  ^  S  ``   ?  c $|? `  ? " H  0޽h ? ̙33 0 `H(  ^  S  ``   ?  c $? `  ? >  H  0޽h ? ̙33  0 $*(  $^ $ S  ``   ? $ c $ď? `  ? Theme for my short overview for this mornings forum is  from Graphs to Greatness I have chosen this to emphasis the shift that the sector needs to make from reporting within a compliance paradigm to a performance analysis and business improvement paradigm . While some of today's information will be on the mechanics of reporting data the challenge is to identify ways of working tactically and strategically with information to support achievement of organisational goals &   H $ 0޽h ? ̙33   0 @,\(  ,^ , S  ``   ? , c $? `  ? R Trevor Wilson  Author of Diversity @ Work and CEO of TWI Inc Identifies a 5 category continuum Zero: This organization thinks that it rates a 5, even though it does not have a policy for managing diversity. These employers believe that there is no discrimination in their organizations. Employees are expected to adapt to existing norms and culture. One: This is a "because-it-has-to" organization, or one that pursues equity policies only to avoid the negative consequences of not complying with legislative guidelines. Two: A "do-gooder," or an organization that is motivated by a sense of altruism and a desire to lend a hand to the disadvantaged. These organizations may have specific initiatives for certain groups but they do not have an overall vision or motivation for achieving equity. Three: An organization that has "business reasons" for implementing diversity programs or does so because it has significant business or organizational reasons, such as improving performance or customer service. Four: An organization "in transition" or one that is motivated to make equity a reality and is taking steps to make it happen. It educates its employees at all levels about creating and sustaining an environment which supports and values differences. Five: An "equitable-employment-system" organization, or one that has become the employer and supplier of choice in its particular industry. It has created a culture that values difference and an inclusive work environment at all levels. Wilson claims there are no "5s" and only a few "4s" in Canada. http://www.diversityatwork.com/articles/article_ivey.html_f       * :a          2H , 0޽h ? ̙33O 0 X(  Xd Xc $z:  ? Xs *? c  ? The slide builds the left and right axis on mouse click. Each item flys on with a mouse click If we drill down into the data in the previous slide, this is the picture that emerges Women in Management Representation is 63.2 % (up .4%) Equity Index is 59 (from 58 in 2003). There has been little progress in increasing the number of women in management Indigenous Australians (4% of WA Community) Proportional representation of this group in public employment has remained stable at 2.4% for the public sector. There has been an improvement in the public sector Equity Index from 30 to 33 still indicating that this group is highly compressed in the lower salary bands People from Culturally Diverse Backgrounds (17% of WA Community) The representation of people from culturally diverse backgrounds increased from 6.0% to 7.1% in the public sector. People with Disabilities (4% of Community ) Representation is 1.4%, Equity Index is 81 _V,Av,, &D  n H X 0޽h ? ̙33  0  hl(  h^ h S  ``   ? h c $? `  ? bMuch of this forum is about helping you work with available information to determine where your agency is currently at. Copies of How Does Your Agency Compare have been sent to agencies and electronc copy is available on request to undertake modeling and scenario analysis Climate surveys are deployed across approximately 20% of the sector each year so it is likely that your agency has valuable data on file which offers significant insight into staff perceptions about workplace culture and human resources practices. We are looking at improving our ability to interrogate this data on your behalf and I invite you to negotiate on this where you have specific outcomes or projects in mind. In addition to this  HRMIS data can often be anlysed to determine patterns of access to H.D.A and many agencies conduct exit interviews or surveys which can help you establish priorities for actionH      H h 0޽h ? ̙33O 0 _(  X  C  ``     S  `   a9So what can a graph tell us about workforce diversity?  : H  0޽h ? ̙3380___PPT10.g]Z  0 U(  X  C  ``     S ? `   fFor example, PWD objectives of agenices combined (2.4%) are not enough to meet Govt. objective of 3.6%&  @ H  0޽h ? ̙3380___PPT10.g 0 ; (  X  C  ``     S ? `   " H  0޽h ? ̙3380___PPT10.oK  0 @ (  X  C  ``     S   `   " H  0޽h ? ̙3380___PPT10.oҞu 0 y(  X  C  ``     S \ `   WNicci Whitehouse from the Public Sector Management Division of DPC is our first speakerW H  0޽h ? ̙3380___PPT10.o`d9 0  (  X  C  ``     S X  `   " H  0޽h ? ̙3380___PPT10.o`/OJ <xZ}l\݇+ı;$ℐhjwSDŽQŴBEu% mTR>V  iB(RڂiJm!ǻw (ٗofwfvfvyS (W1Dq0.c!;de2'|8s8_Z`qv ۃw?;LK_1}ٮ2U]>6XB(ۗNpZSF(g[X/KNUmĘSU ]Xl]n*I~9h30ZUj7 ;ۧ,%V]7HD٘2,l/[6Wξp5"v㵴$_58O f[زŜͨٚKp]hmekҝ҂ʷkawMH4ѹmfK^&Nӎ\ө.2-]wP7 .5#je Ȏ'Flë&.i>]$pOu m[\6H L5>BDwmZR&XB1S-Oͬ38mq+5Sh}Q25-q7Z6U`^iь"ܐWƐB=dYVeͻέ90s5"#9zwIvؚ7ż8!vGQFK*UR "_gKK)i512U`ڟ@X" !<ˆhkY~yjr?].I3% 1^z̾ґ9.#s;q(->e7ˎYF s,8<:?ҧm.ċi-o:1݁VބЅL#g݅0v}ȡ=xJlZGc]v#408.-mB덌=@@}#{mASa1G,,Gݓ7 qI_^0Ո43 X3/+BG~ө??ь%/_D*l:;E'Qo(BdkQ}4&E%;#+"BMFoG#9fN^t νg2VL}wt9o__j {x{[[Tft*BށlQZ?к/]H/XTDmR̸ Ҳ4֪rid YbmdUYV~V'Uj呜7#xT9۱^6qQc2]iӟ p}ݪs0v{juRca)>()sD>v_pƕmg{ R&*? gyrsNW]yjP,iHyFqh=A3<^8C2G1!pn]ijǿ2!RVx/+ure%fQ(VLw& 9t!8܊/+)눗 8ecGq̓a2дh<ܳmpFS5½18U#ʙ~3v  AG›}V>}e{l{ТcCS+ٷ7+=+>'ݛH'mbl%Z'T]jו* צ]XMƾaӎvsOz@|uiqkAJ*/rF!=F7sy06fI/br⼼5>*>Jo]c˗FK٥˯._#qnܲwm m;]Ӷs.ُҾ<|no{xO8'Z/=e9.o1_nL?ˣ>wdm”f0fPq,7ӖS#bHO:w=M{[%L=oiJ{r ) e0)A=QMYa(35QV56{Ck![/yg~D~y4kѼ#ѢG %NK+yh3|ZП^yi jWZz#O~Ǽwӓ8ۣD/O߲}}AU.@]}5WOBg'S_'ގe= 'Zk|֡?V-+ gbn;b9faPz>)ŵm뷥"q)؍ir =0DK0?&! 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