❓ A WA parliamentary question seeks information from the Department of Biodiversity, Conservation and Attractions (DBCA) regarding its implementation of the WA Multicultural Policy Framework, focusing on culturally responsive recruitment, diversity statistics, and data collection practices. The DBCA's response outlines its strategies and achievements in these areas.
AnsweredQoN 1172Legislative Council
QuestionView source ↗
I refer to page 97 of the Department of Biodiversity, Conservation and Attraction's (DBCAA) annual report "WA Multicultural Policy Framework" and I ask: (a) noting the reference to culturally responsive recruitment and leadership expectations, could information please be provided on processes and practices that help to promote this; (b) how many people from diverse backgrounds has the department hired in the last year; (c) how many people from diverse backgrounds are currently staff at the department; (d) has the department seen positive changes in staff retention rates and diversity levels due to the implementation of the key achievements listed on page 97; and (e) as per the monitoring and reporting requirements set out in the WA Multicultural Policy Framework, can you please provide information on collection and analysis of cultural and linguistic data in relation to the agency’s workforce, customers, clients and stakeholders, including birthplace and language, to develop future strategies?
AnswerView source ↗
Answered
24 February 2026
Responded by
Minister for the Environment
Response time
5 days
(a) The Department of Biodiversity, Conservation and Attractions (DBCA) implements a range of measures to support culturally responsive recruitment and leadership expectations. DBCA’s approach is guided by the Workforce Diversification and Inclusion Strategy for WA Public Sector Employment 2020–2025 and aligns with the WA Multicultural Policy Framework. Key measures include:
- Inclusive recruitment practices, such as culturally appropriate job design and advertising, use of diverse selection panels, and targeted outreach to under-represented groups.
- Utilisation of section 50(d) and section 51 provisions under the Equal Opportunity Act 1984 (WA ) where roles require specific cultural knowledge or lived experience.
- Targeted advertising through specialist platforms and networks that reach Aboriginal communities and CALD jobseekers, supported by multicultural workforce representation across DBCA’s social media platforms to demonstrate an inclusive employee value proposition.
- Partnerships with Aboriginal Corporations and engagement with multicultural community groups to broaden awareness of career pathways within DBCA. Structured entry and development pathways, such as the Mentored Aboriginal Training Employment Scheme (MATES), traineeships and work placement programs, which provide supported employment and nationally recognised qualifications.
- Leadership capability frameworks that embed expectations of cultural capability, inclusive decision-making, and respectful engagement with diverse communities.
(b) From 2 January 2025 to 1 January 2026, DBCA hired 69 employees from diverse backgrounds.
(c) As of 15 January 2026, DBCA employs 205 staff who identify as being from diverse backgrounds.
(d) DBCA has observed positive outcomes in workforce diversity following the implementation of the key initiatives outlined on page 97 of the WA Multicultural Framework. In particular, the Department has achieved increases in Aboriginal employment and youth representation. DBCA has also strengthened its workplace culture through more inclusive and supportive practices.
(e) DBCA collects and monitors cultural and linguistic data relating to its workforce and programs. This data is analysed to inform the development, implementation and refinement of DBCA’s multicultural and workforce inclusion strategies, as well as program reviews, to ensure ongoing alignment with the WA Multicultural Policy Framework.
DBCA’s service delivery reflects the diversity of the Western Australian community and the international visitors to our State. This includes providing information in key locations through fact sheets and signage in multiple languages and ensuring that DBCA rangers actively welcome families and visitors from a wide range of cultural backgrounds. These initiatives and on-ground practices are continually reviewed and enhanced to improve accessibility and inclusivity.
- Inclusive recruitment practices, such as culturally appropriate job design and advertising, use of diverse selection panels, and targeted outreach to under-represented groups.
- Utilisation of section 50(d) and section 51 provisions under the Equal Opportunity Act 1984 (WA ) where roles require specific cultural knowledge or lived experience.
- Targeted advertising through specialist platforms and networks that reach Aboriginal communities and CALD jobseekers, supported by multicultural workforce representation across DBCA’s social media platforms to demonstrate an inclusive employee value proposition.
- Partnerships with Aboriginal Corporations and engagement with multicultural community groups to broaden awareness of career pathways within DBCA. Structured entry and development pathways, such as the Mentored Aboriginal Training Employment Scheme (MATES), traineeships and work placement programs, which provide supported employment and nationally recognised qualifications.
- Leadership capability frameworks that embed expectations of cultural capability, inclusive decision-making, and respectful engagement with diverse communities.
(b) From 2 January 2025 to 1 January 2026, DBCA hired 69 employees from diverse backgrounds.
(c) As of 15 January 2026, DBCA employs 205 staff who identify as being from diverse backgrounds.
(d) DBCA has observed positive outcomes in workforce diversity following the implementation of the key initiatives outlined on page 97 of the WA Multicultural Framework. In particular, the Department has achieved increases in Aboriginal employment and youth representation. DBCA has also strengthened its workplace culture through more inclusive and supportive practices.
(e) DBCA collects and monitors cultural and linguistic data relating to its workforce and programs. This data is analysed to inform the development, implementation and refinement of DBCA’s multicultural and workforce inclusion strategies, as well as program reviews, to ensure ongoing alignment with the WA Multicultural Policy Framework.
DBCA’s service delivery reflects the diversity of the Western Australian community and the international visitors to our State. This includes providing information in key locations through fact sheets and signage in multiple languages and ensuring that DBCA rangers actively welcome families and visitors from a wide range of cultural backgrounds. These initiatives and on-ground practices are continually reviewed and enhanced to improve accessibility and inclusivity.
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