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Embassy Values

The Embassy strives to:

• perform its functions in an effective and efficient manner;
• value and reward performance on the basis of fairly assessed outcomes;
• make employment decisions on the basis of merit and equity;
• provide a workplace that is free from discrimination and recognises and utilises the diversity of the community it serves;
• maintain and deliver high ethical standards;
• be fully accountable for its actions;
• deliver services fairly, effectively, impartially and courteously;
• inculcate high quality leadership;
• establish workplace relations that value communication, consultation, cooperation and input from staff on all matters that affect their workplace;
• provide a fair, flexible, safe and rewarding workplace; and
• provide opportunity for a fair review of decisions taken in respect of staff.

Embassy Code of Conduct

In the course of their duty with the Embassy, all staff are to:

• behave honestly and with integrity;
• act with care and diligence;
• treat others with respect, courtesy, and without coercion or harassment of any kind;
• comply with all applicable Australian and local labour law;
• comply with any lawful and reasonable direction given by an authorised person;
• maintain appropriate confidentiality with regard to information obtained during the course of their Embassy employment;
• disclose, and take reasonable steps to avoid, any conflict of interest (real or apparent) in connection with their employment;
• use Embassy resources in a proper manner;
• not provide false or misleading information in response to a request for information that is made for official purposes;
• not make improper use of information or their duties, status, or authority in order to gain, or seek to gain, a benefit or advantage for themselves or for any other person; and
• at all times behave in a way that upholds the values, integrity and good reputation of the Embassy

Workplace Diversity

The Embassy is committed to personnel policies, practices and systems that create an environment which:

• seeks out, values and utilises the positive contribution that a rich diversity of staff from differing backgrounds, experiences and perspectives can make to the workplace; and
• ensures equitable treatment of all staff regardless of race, colour, ethnic origin, social origin, religion, sex, sexual preference, marital status, pregnancy, age or physical or mental disability or any other unjustified discrimination.

Workplace Diversity is the term used in the Australian Public Service legislation regarding the need to identify and harness the variety of skills, experience and qualities we need to function fully in a diverse environment. The legislative and policy framework for developing and implementing Workplace Diversity maintains the basic principles of Equal Employment Opportunity (EEO) as outlined in Section 22b of the Public Service Act 1922.

Diversity relates to gender, age, language, cultural background, disability, sexual orientation or religious belief. Diversity also refers to the myriad ways we are different in other respects such as education level, job function, socio-economic background, personality profile, geographic locations, marital status and whether or not one has carer responsibilities.

Workplace diversity for Australian government employees maintains the basic principles of the Equal Employment Opportunity (EEO) provisions of the Public Service Act. The main requirement of Australian government employees has been procedural fairness and legal compliance with a resulting emphasis on redress and correction, largely through recruitment and promotion action.

However, Workforce Diversity Programs seek to go beyond a simple focus on compliance with the legislation, rectifying disadvantages or correcting past actions. Workplace Diversity is a more holistic approach to management and leadership aimed at creating an inclusive environment that seeks out, values and utilises the contributions of people of different backgrounds, experiences and perspectives.

Workplace Harrassment

Workplace harassment is offensive, belittling or threatening behaviour directed at an individual worker or group of workers. Harassment consists of behaviour that is unwelcome, unsolicited, and unreciprocated. It makes association with work unpleasant, humiliating or intimidating for the individual or group targeted by this behaviour.

The Embassy of Australia is committed to providing an environment free of any form of discrimination and has a policy of zero tolerance on workplace harassment by and of Embassy staff. Managers and staff, at all levels, are expected to assist in ensuring that everyone enjoys a work environment that is free from harassment. Every individual is responsible for ensuring that where harassment occurs it is immediately eliminated.

Occupational Health and Safety

The Embassy is committed to providing a healthy and safe work environment for all staff and visitors to the Chancery through the observance of Australian occupational health and safety standards with due regard to local labour laws and practices. This commitment extends to the maintenance of occupational health and safety standards in relation to the workplace and equipment which offer the highest practicable degree of safety based on current knowledge, and ensuring that safe work methods and practices are adopted and observed by all staff.

Commonwealth employers have a duty of care, under sections 16 and 17 of the Occupational Health and Safety (Commonwealth Employment) Act 1991, to take all reasonably practicable steps to protect the health and safety at work of employees, contractors and third parties. The Act specifies the organisational framework within which the responsibilities and duties imposed on employers and employees can be addressed and within which individuals can resolve their concerns for health and safety in the workplace. However, the Department's obligation to ensure a healthy and safe working environment applies equally to overseas offices and officers as for those in Australia. Because of this obligation it was decided that each overseas post should be treated as a Designated Work Group and establish and maintain the OH&S organisational framework in accordance with the Act.

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