❓ Hon. Sally Talbot asks the Minister for Mental Health about targets and achievements for women in management, equity index for women, culturally diverse backgrounds, Indigenous Australians, people with disabilities, and youth within agencies under the Minister's responsibility. The response reveals varying levels of target setting and reporting across different agencies.
AnsweredQoN 2840Legislative Council
QuestionView source ↗
In relation to all Agencies that fall under the Minister’s responsibility, will the Minister provide information on the following, -
(1) What are the targets for the following areas, -
(a) women in management;
(b) equity index for women;
(c) people from culturally diverse backgrounds;
(d) Indigenous Australians;
(e) people with disabilities; and
(f) youth?
(2) What has been achieved for each of these areas, -
(a) women in management;
(b) equity index for women;
(c) people from culturally diverse backgrounds;
(d) Indigenous Australians;
(e) people with disabilities; and
(f) youth?
(1) What are the targets for the following areas, -
(a) women in management;
(b) equity index for women;
(c) people from culturally diverse backgrounds;
(d) Indigenous Australians;
(e) people with disabilities; and
(f) youth?
(2) What has been achieved for each of these areas, -
(a) women in management;
(b) equity index for women;
(c) people from culturally diverse backgrounds;
(d) Indigenous Australians;
(e) people with disabilities; and
(f) youth?
AnswerView source ↗
Answered
11 November 2010
Responded by
Parliamentary Secretary representing the Minister for Mental Health
Response time
49 days
The Drug and Alcohol Office advises:
(1)
(a) 41%
(b) 74
(c) 11.75%
(d) 3%
(e) 3.6%
(f) 7.5%
(2) (a - f) Please refer to Legislative Council question on notice 2817.
The Mental Health Commission advises:
(1) (a - f) No targets have been set by The Mental Health Commission.
(2) (a - f) Please refer to Legislative Council Question on Notice 2817.
Note:
As an agency of 50 staff or less Mental Health Commission (MHC) is not required by the Office of Equal Employment Opportunity (OEEO) to set and report on the above equity and diversity targets. However in accordance with OEEO requirements for agencies with 50 staff or less the MHC has completed its EEO management plan for 2010-11. The plan sets out EEO outcomes to be achieved during the period including identifying existing strategies in place, proposed strategies for development and strategies that will be subject to further review for the following 3 outcomes:
#1. The organisation values EEO and diversity and the work environment is free from sexual and racial harassment
#2. Workplaces are free from employment practices that are biased or discriminate unlawfully against employees or potential employees
#3. Employment programs and practices recognise and include strategies for EEO groups to achieve workforce diversity.
The 2010-11 plan has been submitted to and endorsed by the OEEO.
Notice: This document is created or edited using unregistered or evaluation copy of rtLib valid for testing or development purposes only. To use it for productive or any other purposes please register it. You may purchase the license on
http://www.rtlib.com
(1)
(a) 41%
(b) 74
(c) 11.75%
(d) 3%
(e) 3.6%
(f) 7.5%
(2) (a - f) Please refer to Legislative Council question on notice 2817.
The Mental Health Commission advises:
(1) (a - f) No targets have been set by The Mental Health Commission.
(2) (a - f) Please refer to Legislative Council Question on Notice 2817.
Note:
As an agency of 50 staff or less Mental Health Commission (MHC) is not required by the Office of Equal Employment Opportunity (OEEO) to set and report on the above equity and diversity targets. However in accordance with OEEO requirements for agencies with 50 staff or less the MHC has completed its EEO management plan for 2010-11. The plan sets out EEO outcomes to be achieved during the period including identifying existing strategies in place, proposed strategies for development and strategies that will be subject to further review for the following 3 outcomes:
#1. The organisation values EEO and diversity and the work environment is free from sexual and racial harassment
#2. Workplaces are free from employment practices that are biased or discriminate unlawfully against employees or potential employees
#3. Employment programs and practices recognise and include strategies for EEO groups to achieve workforce diversity.
The 2010-11 plan has been submitted to and endorsed by the OEEO.
Notice: This document is created or edited using unregistered or evaluation copy of rtLib valid for testing or development purposes only. To use it for productive or any other purposes please register it. You may purchase the license on
http://www.rtlib.com
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