Auckland Council has an inclusive workplace where all people can feel valued and respected, work flexibly and be part of an organisation that acts as a champion of diversity and inclusion.
Stimulus/Rationale:
Auckland Council is committed to creating an inclusive workplace where all people can succeed and flourish. An inclusive culture is one in which all people feel valued and respected and have access to the same opportunities. One of the main challenges to achieving inclusion is embedding diversity and inclusion principles as policies and practice as well as core values integral to the organisational strategy. A significant component of inclusion is work/life balance and flexible working. It is also essential to consistently champion, internally and externally, key diversity and inclusion messages.
Process:
The following are included as part of the Inclusive Auckland Framework:
Deliverables:
1. Embed diversity and inclusion principles within employee lifecycle policies and processes.
2. Create the necessary policy and practice changes to increase the uptake and acceptance of flexible working.
3. Empower diverse groups and resource networks within the council.
4. Ensure the council is an effective a champion of diversity and inclusion principles.
Key actions:
1. Review corporate polices with a diversity and inclusion lens to embed diversity and inclusion principles and best practice.
2. Evaluate the implications of a policy change that mandates that all roles offer flexibility.
3. Pilot divisional diversity and inclusion action plans, as part of Business Planning, which will outline how the principles of this framework relate to each division.
4. Complete Rainbow Tick accreditation and Be Accessible accreditation
5. Refresh and strengthen employee resource networks.
6. Empower senior leaders with information and a strong business case so they can be champions of diversity and inclusion.
7. Expand and enhance programme of diversity and inclusion visibility events, such as
Pride Parade, Pasifika and Chinese New Year, etc.
Key reference documents: Inclusive Auckland Framework, page 18
