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B encourage line managers to work closely with new

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(b) Encourage line managersto work closely with newrecruits to identify issuesearly, e.g. ease of access,and implement solutions.(c) Ensure reasonableadjustment policy ispromoted andimplemented.(d) Wherever possible allowemployees some flexibilityin tasks and times toaccommodate theirdisability or caringresponsibilities, as well asusing their otherstrengths.Payroll,Recruitment andWorkplaceRelationsPayroll,Recruitment andWorkplaceRelationsOrganisationalDevelopmentAll DVAReport:AnnuallyAction:OngoingIndigenous staffrecruited under thespecific programs.Increase in numberof Indigenousemployees,employees with adisability andyounger workers inDVAPracticalinformationavailable forselection advisorycommitteemembers.
Develop & Implement Diversity Policy HANDOUT 15Jun15Key resultareaObjectivesActionsResponsibilityTimeframeSuccess measuresWorkingEnvironmentWorkplace diversityprinciples are integratedinto the performancemanagement process.(a) Ensure DVA performancemanagement schemedocumentation andguidance materialincorporate behaviourswhich support diversityprinciples.(b) Identify specific careerdevelopment needs andsupport developmentopportunities forIndigenous employeesand other diversity groupsin their performancemanagement meetings.(c) Support and encourageindividual Indigenousemployees to pursuecareer developmentthrough mainstreamprograms.(d) Encourage managers tobe aware of issues forstaff with disabilities whenrelocation is beingconsidered.OrganisationalDevelopmentand PlanningPayroll,Recruitment andWorkplaceRelations /OrganisationalDevelopmentand PlanningAll DVAAll DVAReport:AnnuallyAction:OngoingPerformancemanagementschemedocumentation/guidanceincorporatesbehaviours thatsupport diversity.Staff attitudesurveys and otherfeedbackmechanismsindicate thatemployees considerthat theperformancemanagementprocessesincorporateworkplace diversityprinciplesManagers and staff havethe skills and knowledgeto prevent and deal withharassment and bullyingbehaviours.(a) Provide tools formanagers in trainingworkshops to recogniseand manage inappropriatebehaviour.(b) Increase profile of andsupport for WorkplaceHarassment ContactOfficers (WHCO).(c) Promote the availability ofresources such as theWHCO group and theEmployment AssistanceProgram for employees.WorkingEnvironmentand ConsultingReport:AnnuallyStaff attitudesurveys and otherfeedbackmechanismsindicate thatemployees haveconfidence insupport processes.Decrease in numberof harassmentincidents reported.Time taken toresolve harassmentissues.Key resultareaObjectivesActionsResponsibilityTimeframeSuccess measuresCommunication andEducationWorkplace DiversityPolicy is accessible andits principles areunderstood andsupported by managersand staff.

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Management, Discrimination, HARASSMENT, Department of Veterans Affairs Workplace Diversity Policy

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