Some highlights of what we achieved during 2006-2007.

• The Office of Equal Employment Opportunity (OEEO) implemented an online EEO management planning tool to assist agencies develop plans consistent with requirements of the Equal Opportunity Act 1984.  The planning tool has over 70 registered users and workshops run in the use of the planning tool attracted 88 representatives from 59 agencies.

• The compliance framework around Part IX of the Equal Opportunity Act 1984 was reviewed in the context of the legislative changes to the role of the Director of Equal Opportunity in Public Employment (DEOPE).  The revised framework supports an emphasis on advise and assist functions but also provides for detailed evaluations of EEO Management Plans, more detailed performance reporting and for different types of intervention in situations where the DEOPE is dissatisfied with the achievements of a public authority in the development and implementation of EEO Management Plans.

• The OEEO established a pilot program in partnership with 10 agencies across the public sector aimed at improving the representation of women in senior management tiers.  The Women in Management Secondment Program is providing opportunities for aspirant women to diversify their skills and experience via a supported secondment program.

• The OEEO promoted programs and strategies to improve the representation of people with disabilities in public employment.  The Office has run forums for Human Resource Professionals and Disability Employment Network providers, developed a new online information resource and produced a video case study on the application of supported work team arrangements in leading agencies.

• The OEEO has prepared EEO Management Plan templates and a planning guide specifically designed for smaller local governments.

• The OEEO has worked with the Department for Community Development, and a reference group of agencies employing significant numbers of Aboriginal staff to develop and deploy a questionnaire on the extent to which the organisational culture and human resource management policies and practices are adequate in allowing Aboriginal staff to reasonably balance cultural obligations to community and work commitments.

• The Office distributed approximately 25,000 climate surveys across the public sector and developed and implemented three new online surveys to assist with EEO management planning.