❓ A WA parliamentary question seeks data on Indigenous employment within specific government agencies, particularly focusing on representation at higher classification levels. The Department of Housing and Works provides a detailed response highlighting its Aboriginal Employment Strategy and current Indigenous staffing levels.
AnsweredQoN 978Legislative Assembly
Asked
29 August 2001
Member
Portfolio
Housing and Works; Local Government and Regional Development; the Kimberley, Pilbara and Gascoyne
QuestionView source ↗
(b) of those indigenous people, what was their classification level, position title and agency/department to which each was employed as at 9 February 2001; (c) how many indigenous people, Level 7 classification and above, were employed in the Public Sector as at 31 August 2001; and (d) of those indigenous people, what was their classification level, position title and agency/department to which each was employed at as 31 August 2001?
(c) how many indigenous people, Level 7 classification and above, were employed in the Public Sector as at 31 August 2001; and (d) of those indigenous people, what was their classification level, position title and agency/department to which each was employed at as 31 August 2001?
(d) of those indigenous people, what was their classification level, position title and agency/department to which each was employed at as 31 August 2001?
Gascoyne Development Commission (a-d) Not applicable Pilbara Development Commission (a-d) Not applicable Kimberley Development Commission (a-d) Not applicable Department of Local Government and Regional Development (a-d) Not applicable Department of Housing and Works In 1992 Indigenous people represented only 1.5 percent of the Department’s workforce and yet made up a significant proportion of the customer base. The Department recognised that having a workforce that reflected the diversity of its customers was vital to the provision of quality service. As a result, it established its first Aboriginal Employment Strategy. This strategy has been maintained and enhanced ever since. Since the strategy began, the Department has utilised the Aboriginal Traineeship Agreement between the Public Sector Management Division, and the Department of Employment and Workplace Relations and Small Business. This partnership has seen over 150 Aboriginal people gain training and employment at entry level, with some participants progressing through to Level 5 since their commencement. Other participants have moved on to other agencies to further their careers. The success of the Department’s strategy is demonstrated by the fact that it currently employs 85 Aboriginal officers, making up 9.6 percent of its staff. This success was recognised through the attainment of the Premier’s Award for Equal Employment Opportunity in 1998. (1) (a) 5 (b) Class 1, Executive Director Aboriginal Housing and Infrastructure Level 7, Manager Aboriginal Home Ownership Level 7, Manager Management Support Programs Level 7, Manager Aboriginal Communities Strategic Investment Program Level 7, Manager Financial Technology Reporting (c) As for (a). (d) As for (b)
Pilbara Development Commission (a-d) Not applicable Kimberley Development Commission (a-d) Not applicable Department of Local Government and Regional Development (a-d) Not applicable Department of Housing and Works In 1992 Indigenous people represented only 1.5 percent of the Department’s workforce and yet made up a significant proportion of the customer base. The Department recognised that having a workforce that reflected the diversity of its customers was vital to the provision of quality service. As a result, it established its first Aboriginal Employment Strategy. This strategy has been maintained and enhanced ever since. Since the strategy began, the Department has utilised the Aboriginal Traineeship Agreement between the Public Sector Management Division, and the Department of Employment and Workplace Relations and Small Business. This partnership has seen over 150 Aboriginal people gain training and employment at entry level, with some participants progressing through to Level 5 since their commencement. Other participants have moved on to other agencies to further their careers. The success of the Department’s strategy is demonstrated by the fact that it currently employs 85 Aboriginal officers, making up 9.6 percent of its staff. This success was recognised through the attainment of the Premier’s Award for Equal Employment Opportunity in 1998. (1) (a) 5 (b) Class 1, Executive Director Aboriginal Housing and Infrastructure Level 7, Manager Aboriginal Home Ownership Level 7, Manager Management Support Programs Level 7, Manager Aboriginal Communities Strategic Investment Program Level 7, Manager Financial Technology Reporting (c) As for (a). (d) As for (b)
Kimberley Development Commission (a-d) Not applicable Department of Local Government and Regional Development (a-d) Not applicable Department of Housing and Works In 1992 Indigenous people represented only 1.5 percent of the Department’s workforce and yet made up a significant proportion of the customer base. The Department recognised that having a workforce that reflected the diversity of its customers was vital to the provision of quality service. As a result, it established its first Aboriginal Employment Strategy. This strategy has been maintained and enhanced ever since. Since the strategy began, the Department has utilised the Aboriginal Traineeship Agreement between the Public Sector Management Division, and the Department of Employment and Workplace Relations and Small Business. This partnership has seen over 150 Aboriginal people gain training and employment at entry level, with some participants progressing through to Level 5 since their commencement. Other participants have moved on to other agencies to further their careers. The success of the Department’s strategy is demonstrated by the fact that it currently employs 85 Aboriginal officers, making up 9.6 percent of its staff. This success was recognised through the attainment of the Premier’s Award for Equal Employment Opportunity in 1998. (1) (a) 5 (b) Class 1, Executive Director Aboriginal Housing and Infrastructure Level 7, Manager Aboriginal Home Ownership Level 7, Manager Management Support Programs Level 7, Manager Aboriginal Communities Strategic Investment Program Level 7, Manager Financial Technology Reporting (c) As for (a). (d) As for (b)
Department of Local Government and Regional Development (a-d) Not applicable Department of Housing and Works In 1992 Indigenous people represented only 1.5 percent of the Department’s workforce and yet made up a significant proportion of the customer base. The Department recognised that having a workforce that reflected the diversity of its customers was vital to the provision of quality service. As a result, it established its first Aboriginal Employment Strategy. This strategy has been maintained and enhanced ever since. Since the strategy began, the Department has utilised the Aboriginal Traineeship Agreement between the Public Sector Management Division, and the Department of Employment and Workplace Relations and Small Business. This partnership has seen over 150 Aboriginal people gain training and employment at entry level, with some participants progressing through to Level 5 since their commencement. Other participants have moved on to other agencies to further their careers. The success of the Department’s strategy is demonstrated by the fact that it currently employs 85 Aboriginal officers, making up 9.6 percent of its staff. This success was recognised through the attainment of the Premier’s Award for Equal Employment Opportunity in 1998. (1) (a) 5 (b) Class 1, Executive Director Aboriginal Housing and Infrastructure Level 7, Manager Aboriginal Home Ownership Level 7, Manager Management Support Programs Level 7, Manager Aboriginal Communities Strategic Investment Program Level 7, Manager Financial Technology Reporting (c) As for (a). (d) As for (b)
Department of Housing and Works In 1992 Indigenous people represented only 1.5 percent of the Department’s workforce and yet made up a significant proportion of the customer base. The Department recognised that having a workforce that reflected the diversity of its customers was vital to the provision of quality service. As a result, it established its first Aboriginal Employment Strategy. This strategy has been maintained and enhanced ever since. Since the strategy began, the Department has utilised the Aboriginal Traineeship Agreement between the Public Sector Management Division, and the Department of Employment and Workplace Relations and Small Business. This partnership has seen over 150 Aboriginal people gain training and employment at entry level, with some participants progressing through to Level 5 since their commencement. Other participants have moved on to other agencies to further their careers. The success of the Department’s strategy is demonstrated by the fact that it currently employs 85 Aboriginal officers, making up 9.6 percent of its staff. This success was recognised through the attainment of the Premier’s Award for Equal Employment Opportunity in 1998. (1) (a) 5 (b) Class 1, Executive Director Aboriginal Housing and Infrastructure Level 7, Manager Aboriginal Home Ownership Level 7, Manager Management Support Programs Level 7, Manager Aboriginal Communities Strategic Investment Program Level 7, Manager Financial Technology Reporting (c) As for (a). (d) As for (b)
In 1992 Indigenous people represented only 1.5 percent of the Department’s workforce and yet made up a significant proportion of the customer base. The Department recognised that having a workforce that reflected the diversity of its customers was vital to the provision of quality service. As a result, it established its first Aboriginal Employment Strategy. This strategy has been maintained and enhanced ever since. Since the strategy began, the Department has utilised the Aboriginal Traineeship Agreement between the Public Sector Management Division, and the Department of Employment and Workplace Relations and Small Business. This partnership has seen over 150 Aboriginal people gain training and employment at entry level, with some participants progressing through to Level 5 since their commencement. Other participants have moved on to other agencies to further their careers. The success of the Department’s strategy is demonstrated by the fact that it currently employs 85 Aboriginal officers, making up 9.6 percent of its staff. This success was recognised through the attainment of the Premier’s Award for Equal Employment Opportunity in 1998. (1) (a) 5 (b) Class 1, Executive Director Aboriginal Housing and Infrastructure Level 7, Manager Aboriginal Home Ownership Level 7, Manager Management Support Programs Level 7, Manager Aboriginal Communities Strategic Investment Program Level 7, Manager Financial Technology Reporting (c) As for (a). (d) As for (b)
Since the strategy began, the Department has utilised the Aboriginal Traineeship Agreement between the Public Sector Management Division, and the Department of Employment and Workplace Relations and Small Business. This partnership has seen over 150 Aboriginal people gain training and employment at entry level, with some participants progressing through to Level 5 since their commencement. Other participants have moved on to other agencies to further their careers. The success of the Department’s strategy is demonstrated by the fact that it currently employs 85 Aboriginal officers, making up 9.6 percent of its staff. This success was recognised through the attainment of the Premier’s Award for Equal Employment Opportunity in 1998. (1) (a) 5 (b) Class 1, Executive Director Aboriginal Housing and Infrastructure Level 7, Manager Aboriginal Home Ownership Level 7, Manager Management Support Programs Level 7, Manager Aboriginal Communities Strategic Investment Program Level 7, Manager Financial Technology Reporting (c) As for (a). (d) As for (b)
The success of the Department’s strategy is demonstrated by the fact that it currently employs 85 Aboriginal officers, making up 9.6 percent of its staff. This success was recognised through the attainment of the Premier’s Award for Equal Employment Opportunity in 1998. (1) (a) 5 (b) Class 1, Executive Director Aboriginal Housing and Infrastructure Level 7, Manager Aboriginal Home Ownership Level 7, Manager Management Support Programs Level 7, Manager Aboriginal Communities Strategic Investment Program Level 7, Manager Financial Technology Reporting (c) As for (a). (d) As for (b)
(1) (a) 5 (b) Class 1, Executive Director Aboriginal Housing and Infrastructure Level 7, Manager Aboriginal Home Ownership Level 7, Manager Management Support Programs Level 7, Manager Aboriginal Communities Strategic Investment Program Level 7, Manager Financial Technology Reporting (c) As for (a). (d) As for (b)
(b) Class 1, Executive Director Aboriginal Housing and Infrastructure Level 7, Manager Aboriginal Home Ownership Level 7, Manager Management Support Programs Level 7, Manager Aboriginal Communities Strategic Investment Program Level 7, Manager Financial Technology Reporting (c) As for (a). (d) As for (b)
(c) As for (a). (d) As for (b)
(d) As for (b)
(c) how many indigenous people, Level 7 classification and above, were employed in the Public Sector as at 31 August 2001; and (d) of those indigenous people, what was their classification level, position title and agency/department to which each was employed at as 31 August 2001?
(d) of those indigenous people, what was their classification level, position title and agency/department to which each was employed at as 31 August 2001?
Gascoyne Development Commission (a-d) Not applicable Pilbara Development Commission (a-d) Not applicable Kimberley Development Commission (a-d) Not applicable Department of Local Government and Regional Development (a-d) Not applicable Department of Housing and Works In 1992 Indigenous people represented only 1.5 percent of the Department’s workforce and yet made up a significant proportion of the customer base. The Department recognised that having a workforce that reflected the diversity of its customers was vital to the provision of quality service. As a result, it established its first Aboriginal Employment Strategy. This strategy has been maintained and enhanced ever since. Since the strategy began, the Department has utilised the Aboriginal Traineeship Agreement between the Public Sector Management Division, and the Department of Employment and Workplace Relations and Small Business. This partnership has seen over 150 Aboriginal people gain training and employment at entry level, with some participants progressing through to Level 5 since their commencement. Other participants have moved on to other agencies to further their careers. The success of the Department’s strategy is demonstrated by the fact that it currently employs 85 Aboriginal officers, making up 9.6 percent of its staff. This success was recognised through the attainment of the Premier’s Award for Equal Employment Opportunity in 1998. (1) (a) 5 (b) Class 1, Executive Director Aboriginal Housing and Infrastructure Level 7, Manager Aboriginal Home Ownership Level 7, Manager Management Support Programs Level 7, Manager Aboriginal Communities Strategic Investment Program Level 7, Manager Financial Technology Reporting (c) As for (a). (d) As for (b)
Pilbara Development Commission (a-d) Not applicable Kimberley Development Commission (a-d) Not applicable Department of Local Government and Regional Development (a-d) Not applicable Department of Housing and Works In 1992 Indigenous people represented only 1.5 percent of the Department’s workforce and yet made up a significant proportion of the customer base. The Department recognised that having a workforce that reflected the diversity of its customers was vital to the provision of quality service. As a result, it established its first Aboriginal Employment Strategy. This strategy has been maintained and enhanced ever since. Since the strategy began, the Department has utilised the Aboriginal Traineeship Agreement between the Public Sector Management Division, and the Department of Employment and Workplace Relations and Small Business. This partnership has seen over 150 Aboriginal people gain training and employment at entry level, with some participants progressing through to Level 5 since their commencement. Other participants have moved on to other agencies to further their careers. The success of the Department’s strategy is demonstrated by the fact that it currently employs 85 Aboriginal officers, making up 9.6 percent of its staff. This success was recognised through the attainment of the Premier’s Award for Equal Employment Opportunity in 1998. (1) (a) 5 (b) Class 1, Executive Director Aboriginal Housing and Infrastructure Level 7, Manager Aboriginal Home Ownership Level 7, Manager Management Support Programs Level 7, Manager Aboriginal Communities Strategic Investment Program Level 7, Manager Financial Technology Reporting (c) As for (a). (d) As for (b)
Kimberley Development Commission (a-d) Not applicable Department of Local Government and Regional Development (a-d) Not applicable Department of Housing and Works In 1992 Indigenous people represented only 1.5 percent of the Department’s workforce and yet made up a significant proportion of the customer base. The Department recognised that having a workforce that reflected the diversity of its customers was vital to the provision of quality service. As a result, it established its first Aboriginal Employment Strategy. This strategy has been maintained and enhanced ever since. Since the strategy began, the Department has utilised the Aboriginal Traineeship Agreement between the Public Sector Management Division, and the Department of Employment and Workplace Relations and Small Business. This partnership has seen over 150 Aboriginal people gain training and employment at entry level, with some participants progressing through to Level 5 since their commencement. Other participants have moved on to other agencies to further their careers. The success of the Department’s strategy is demonstrated by the fact that it currently employs 85 Aboriginal officers, making up 9.6 percent of its staff. This success was recognised through the attainment of the Premier’s Award for Equal Employment Opportunity in 1998. (1) (a) 5 (b) Class 1, Executive Director Aboriginal Housing and Infrastructure Level 7, Manager Aboriginal Home Ownership Level 7, Manager Management Support Programs Level 7, Manager Aboriginal Communities Strategic Investment Program Level 7, Manager Financial Technology Reporting (c) As for (a). (d) As for (b)
Department of Local Government and Regional Development (a-d) Not applicable Department of Housing and Works In 1992 Indigenous people represented only 1.5 percent of the Department’s workforce and yet made up a significant proportion of the customer base. The Department recognised that having a workforce that reflected the diversity of its customers was vital to the provision of quality service. As a result, it established its first Aboriginal Employment Strategy. This strategy has been maintained and enhanced ever since. Since the strategy began, the Department has utilised the Aboriginal Traineeship Agreement between the Public Sector Management Division, and the Department of Employment and Workplace Relations and Small Business. This partnership has seen over 150 Aboriginal people gain training and employment at entry level, with some participants progressing through to Level 5 since their commencement. Other participants have moved on to other agencies to further their careers. The success of the Department’s strategy is demonstrated by the fact that it currently employs 85 Aboriginal officers, making up 9.6 percent of its staff. This success was recognised through the attainment of the Premier’s Award for Equal Employment Opportunity in 1998. (1) (a) 5 (b) Class 1, Executive Director Aboriginal Housing and Infrastructure Level 7, Manager Aboriginal Home Ownership Level 7, Manager Management Support Programs Level 7, Manager Aboriginal Communities Strategic Investment Program Level 7, Manager Financial Technology Reporting (c) As for (a). (d) As for (b)
Department of Housing and Works In 1992 Indigenous people represented only 1.5 percent of the Department’s workforce and yet made up a significant proportion of the customer base. The Department recognised that having a workforce that reflected the diversity of its customers was vital to the provision of quality service. As a result, it established its first Aboriginal Employment Strategy. This strategy has been maintained and enhanced ever since. Since the strategy began, the Department has utilised the Aboriginal Traineeship Agreement between the Public Sector Management Division, and the Department of Employment and Workplace Relations and Small Business. This partnership has seen over 150 Aboriginal people gain training and employment at entry level, with some participants progressing through to Level 5 since their commencement. Other participants have moved on to other agencies to further their careers. The success of the Department’s strategy is demonstrated by the fact that it currently employs 85 Aboriginal officers, making up 9.6 percent of its staff. This success was recognised through the attainment of the Premier’s Award for Equal Employment Opportunity in 1998. (1) (a) 5 (b) Class 1, Executive Director Aboriginal Housing and Infrastructure Level 7, Manager Aboriginal Home Ownership Level 7, Manager Management Support Programs Level 7, Manager Aboriginal Communities Strategic Investment Program Level 7, Manager Financial Technology Reporting (c) As for (a). (d) As for (b)
In 1992 Indigenous people represented only 1.5 percent of the Department’s workforce and yet made up a significant proportion of the customer base. The Department recognised that having a workforce that reflected the diversity of its customers was vital to the provision of quality service. As a result, it established its first Aboriginal Employment Strategy. This strategy has been maintained and enhanced ever since. Since the strategy began, the Department has utilised the Aboriginal Traineeship Agreement between the Public Sector Management Division, and the Department of Employment and Workplace Relations and Small Business. This partnership has seen over 150 Aboriginal people gain training and employment at entry level, with some participants progressing through to Level 5 since their commencement. Other participants have moved on to other agencies to further their careers. The success of the Department’s strategy is demonstrated by the fact that it currently employs 85 Aboriginal officers, making up 9.6 percent of its staff. This success was recognised through the attainment of the Premier’s Award for Equal Employment Opportunity in 1998. (1) (a) 5 (b) Class 1, Executive Director Aboriginal Housing and Infrastructure Level 7, Manager Aboriginal Home Ownership Level 7, Manager Management Support Programs Level 7, Manager Aboriginal Communities Strategic Investment Program Level 7, Manager Financial Technology Reporting (c) As for (a). (d) As for (b)
Since the strategy began, the Department has utilised the Aboriginal Traineeship Agreement between the Public Sector Management Division, and the Department of Employment and Workplace Relations and Small Business. This partnership has seen over 150 Aboriginal people gain training and employment at entry level, with some participants progressing through to Level 5 since their commencement. Other participants have moved on to other agencies to further their careers. The success of the Department’s strategy is demonstrated by the fact that it currently employs 85 Aboriginal officers, making up 9.6 percent of its staff. This success was recognised through the attainment of the Premier’s Award for Equal Employment Opportunity in 1998. (1) (a) 5 (b) Class 1, Executive Director Aboriginal Housing and Infrastructure Level 7, Manager Aboriginal Home Ownership Level 7, Manager Management Support Programs Level 7, Manager Aboriginal Communities Strategic Investment Program Level 7, Manager Financial Technology Reporting (c) As for (a). (d) As for (b)
The success of the Department’s strategy is demonstrated by the fact that it currently employs 85 Aboriginal officers, making up 9.6 percent of its staff. This success was recognised through the attainment of the Premier’s Award for Equal Employment Opportunity in 1998. (1) (a) 5 (b) Class 1, Executive Director Aboriginal Housing and Infrastructure Level 7, Manager Aboriginal Home Ownership Level 7, Manager Management Support Programs Level 7, Manager Aboriginal Communities Strategic Investment Program Level 7, Manager Financial Technology Reporting (c) As for (a). (d) As for (b)
(1) (a) 5 (b) Class 1, Executive Director Aboriginal Housing and Infrastructure Level 7, Manager Aboriginal Home Ownership Level 7, Manager Management Support Programs Level 7, Manager Aboriginal Communities Strategic Investment Program Level 7, Manager Financial Technology Reporting (c) As for (a). (d) As for (b)
(b) Class 1, Executive Director Aboriginal Housing and Infrastructure Level 7, Manager Aboriginal Home Ownership Level 7, Manager Management Support Programs Level 7, Manager Aboriginal Communities Strategic Investment Program Level 7, Manager Financial Technology Reporting (c) As for (a). (d) As for (b)
(c) As for (a). (d) As for (b)
(d) As for (b)
AnswerView source ↗
Answered
16 October 2001
Responded by
Minister representing the Minister for Housing and Works; Local Government and Regional Development; the Kimberley, Pilbara and Gascoyne
Response time
48 days
State Supply Commission
(a-d) Not applicable
Gascoyne Development Commission
(a-d) Not applicable
Pilbara Development Commission
(a-d) Not applicable
Kimberley Development Commission
(a-d) Not applicable
Department of Local Government and Regional Development
(a-d) Not applicable
Department of Housing and Works
In 1992 Indigenous people represented only 1.5 percent of the Department’s workforce and yet made up a significant proportion of the customer base. The Department recognised that having a workforce that reflected the diversity of its customers was vital to the provision of quality service. As a result, it established its first Aboriginal Employment Strategy. This strategy has been maintained and enhanced ever since.
Since the strategy began, the Department has utilised the Aboriginal Traineeship Agreement between the Public Sector Management Division, and the Department of Employment and Workplace Relations and Small Business. This partnership has seen over 150 Aboriginal people gain training and employment at entry level, with some participants progressing through to Level 5 since their commencement. Other participants have moved on to other agencies to further their careers.
The success of the Department’s strategy is demonstrated by the fact that it currently employs 85 Aboriginal officers, making up 9.6 percent of its staff. This success was recognised through the attainment of the Premier’s Award for Equal Employment Opportunity in 1998.
(1) (a) 5
(b) Class 1, Executive Director Aboriginal Housing and Infrastructure
Level 7, Manager Aboriginal Home Ownership
Level 7, Manager Management Support Programs
Level 7, Manager Aboriginal Communities Strategic Investment Program
Level 7, Manager Financial Technology Reporting
(c) As for (a).
(d) As for (b)
(a-d) Not applicable
Gascoyne Development Commission
(a-d) Not applicable
Pilbara Development Commission
(a-d) Not applicable
Kimberley Development Commission
(a-d) Not applicable
Department of Local Government and Regional Development
(a-d) Not applicable
Department of Housing and Works
In 1992 Indigenous people represented only 1.5 percent of the Department’s workforce and yet made up a significant proportion of the customer base. The Department recognised that having a workforce that reflected the diversity of its customers was vital to the provision of quality service. As a result, it established its first Aboriginal Employment Strategy. This strategy has been maintained and enhanced ever since.
Since the strategy began, the Department has utilised the Aboriginal Traineeship Agreement between the Public Sector Management Division, and the Department of Employment and Workplace Relations and Small Business. This partnership has seen over 150 Aboriginal people gain training and employment at entry level, with some participants progressing through to Level 5 since their commencement. Other participants have moved on to other agencies to further their careers.
The success of the Department’s strategy is demonstrated by the fact that it currently employs 85 Aboriginal officers, making up 9.6 percent of its staff. This success was recognised through the attainment of the Premier’s Award for Equal Employment Opportunity in 1998.
(1) (a) 5
(b) Class 1, Executive Director Aboriginal Housing and Infrastructure
Level 7, Manager Aboriginal Home Ownership
Level 7, Manager Management Support Programs
Level 7, Manager Aboriginal Communities Strategic Investment Program
Level 7, Manager Financial Technology Reporting
(c) As for (a).
(d) As for (b)
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