Workplace Diversity Plan

The Australian Sports Anti-Doping Authority (ASADA) is committed to ensuring a motivated, innovative and results-oriented workplace that gives ASADA employees the chance to perform to their full potential in a professionally and personally supportive environment. This environment will promote a workforce that is diverse, a workforce that has integrity and respect and a workforce that is free from discrimination and bullying.

A workforce that is representative of the Australian community is a practical means of achieving a broader and deeper contribution to the corporate values of ASADA and our responsibility to the wider Australian public as a world-class regulator.

It is the responsibility of every individual, particularly supervisors and managers to ensure that the diverse backgrounds, skills, talents and perspectives of all people are recognised and utilised. This will make a positive contribution to organisational performance and morale. Each of us must take responsibility for working co-operatively with each other in a professional and respectful manner. As a smaller agency, it is even more important for us to value and respect each other as both individuals and work colleagues.

We all need to adopt a respectful attitude to our work and our colleagues. This includes playing a preventative role when we see things occur which we do not, on a balanced view, consider appropriate. We should speak up when we believe inappropriate behaviour occurs, take complaints seriously and address incidents of workplace harassment quickly and effectively.

All employees are required to familiarise themselves with and promote ASADA’s objectives outlined in this plan and the Australian Public Service Values. 

Ben McDevitt AM APM
Chief Executive Officer
30 June 2015



The Australian Sports Anti-Doping Authority (ASADA) has developed the Workplace Diversity Plan 2015 - 2019 to demonstrate its commitment to diversity. ASADA recognises, values and supports the different skills and talents of all employees and makes use of these differences to provide challenging and rewarding work in our team-based environment. ASADA values fairness, equity and diversity and provides support and education to prevent and eliminate harassment and bullying.

Diversity in ASADA benefits by increased innovation, improved service to stakeholders, competitive management practices and modelling what we promote.

The elements of our Workplace Diversity Program are to:

  • Ensure staff are treated fairly and consistently throughout ASADA
  • Ensure that staff are afforded opportunities to develop their skills and contribute to their maximum potential
  • Encourage all staff to accept responsibility for implementation of and adherence to workplace diversity principles
  • Evaluate the effectiveness and outcomes of the program.

We will continue our commitment to equity and diversity by ensuring that our employees, and those seeking employment with ASADA, receive fair treatment in recruitment, selection, conditions of employment and career development. 

ASADA relies on the diverse level of experience and backgrounds of its employees in order to function.  Work place structures and procedures have been developed to enable staff to balance their work, family and other caring responsibilities effectively.

It is important that we provide a diversity plan which will ensure fair and just application of the principles and practices of equity and diversity throughout ASADA.  We encourage all employees at ASADA to actively pursue implementation of the Workplace Diversity Plan to ensure ASADA meets its responsibilities.

The Workplace Diversity Program is not a stand-alone program. It is an integral part of the way ASADA operates. ASADA is committed to and encourages diversity in the workplace and our Workplace Diversity Plan will help us draw on our employees’ full range of skills and experiences.

The Workplace Diversity Plan is supported by:

  • The APS Values and Code of Conduct  
  • The APS Integrated Leadership System (ILS)
  • ASADA’s Performance Management System guidelines
  • ASADA’s Anti-Bullying and Harassment Policy
  • Flexible working conditions and leave arrangements


What is workplace diversity?

Workplace diversity is about acknowledging differences and adapting work practices to create an inclusive environment in which our diverse skills, perspectives and backgrounds are recognised and valued.

Workplace diversity embraces the individual differences between people, offering opportunities for all employees to achieve their full potential. It seeks to ensure that differences in gender, cultural background, physical and intellectual abilities, age, sexual orientation, religion, education, personalities and family circumstances are recognised.

A key aspect of workplace diversity is the contribution that we all make to a workplace that is free from discrimination and harassment.

Managing diversity successfully means maintaining an environment that values and uses the contributions of people with different backgrounds, experiences and perspectives.

The concept of workplace diversity includes, but is not limited to, the principles of Equal Employment Opportunity (EEO). EEO addresses disadvantage experienced by particular groups of people in the workplace including Indigenous Australians, people with disabilities and those who may suffer disadvantage on the basis of race or ethnicity. EEO remains an important component of the broader concept of workplace diversity.

While maintaining and broadening these social justice objectives, workplace diversity also focuses on business imperatives. The workplace diversity concept aims to create harmonious and productive workplaces by shifting values rather than only modifying behaviour. EEO is an important aspect of workplace diversity but it also encompasses the value of individual experience and capabilities. 


Authority for workplace diversity

The Workplace Diversity Plan is complemented and supported by the APS Values and Code of Conduct as well as ASADA’s Enterprise Agreement.

The following Acts are also relevant in acknowledging workplace diversity:

  • Age Discrimination Act 2004
  • Australian Human Rights Commission Act 1986
  • Disability Discrimination Act 1992
  • Equal Employment Opportunity (Commonwealth Authorities) Act 1987
  • Fair Work Act 2009
  • Public Service Act 1999
  • Public Service Regulations 1999
  • Australian Public Service Commissioner’s Directions 2013
  • Racial Discrimination Act 1975
  • Safety, Rehabilitation and Compensation Act 1988
  • Sex Discrimination Act 1984
  • Work Health and Safety Act 2011


Our roles in supporting diversity

All employees are responsible and accountable for ensuring the workplace is free from discrimination and harassment, and valuing diverse skills, cultural perspectives and backgrounds. ASADA expects its managers to lead by example and demonstrate a commitment to workplace diversity by demonstrating and actively promoting the benefits of diversity. Specific responsibilities are: 


The Chief Executive Officer

The CEO of the Australian Sports Anti-Doping Authority is required to report to the Public Service Commissioner on workplace diversity in ASADA on an annual basis. This will be achieved through ASADA’s input into the State of the Service Report.


The Human Resource team

The Human Resource team will continue to ensure the principles of Workplace Diversity are embedded into ASADA’s HR policies and guidelines. The HR team will also disseminate the program as widely as possible and ensure they continue to develop, review and initiate relevant activities as appropriate.


Managers and supervisors

Managers and supervisors have an extremely important role not only in maintaining harassment-free and inclusive workplaces but also responsibility to act when they become aware of inappropriate behaviour. Employees with management and supervisory responsibilities must model the principles of workplace diversity. This includes providing a supportive approach to employees in managing a work life balance, dealing with inappropriate behaviour quickly and treating all employees fairly and making decisions based on individual merit.


All employees

All ASADA employees must adhere to the standards of behaviour and performance required by the APS Values and Code of Conduct. Individuals are encouraged to bring to the attention of either a manager, supervisor, or Human Resource team any incidents of inappropriate behaviour, including harassment or bullying.


Harassment Contact Officers

Harassment Contact Officers (HCOs) are trained employees who provide advice and support on workplace diversity issues within ASADA. The HCO network helps to raise awareness of diversity, supporting programs and activities to help ASADA better embrace and benefit from the advantages of a dynamic workplace diversity plan. HCOs can provide information or support about workplace diversity issues. 


The objectives of our diversity plan

The overall objectives of the Workplace Diversity program include:

  • Create, develop, maintain and encourage a desired culture that accepts, respects and promotes our differences and values diversity in the workplace
  • Promote an environment of cooperation
  • Eliminate barriers
  • Build an understanding of the benefits of encouraging and valuing diversity in the workplace
  • Educate what constitutes harassment, discrimination and bullying in the workplace
  • Embrace the range of cultural perspectives displayed in multicultural Australia and the key issues impacting on workplace communication
  • Raise awareness of the legislation and employee responsibilities in terms of workplace behaviour including the APS Values and Code of Conduct
  • Understand the role of managers, workplace diversity contact officers and others in preventing and managing inappropriate workplace conduct while promoting a diverse collaborative workplace environment


ASADA Diversity Plan 2015-2019: Action Plan


Objective one:  Workplace Diversity becomes everyone’s responsibility

  • Workforce plans include diversity employment measures
  • Workplace diversity will be reflected within agency business planning processes
  • Integrate diversity principles into ASADA wide human resources policies and guidelines
  • Include behaviours that promote workplace diversity in performance agreements
  • Criteria for all position descriptions include a demonstrated commitment to workplace diversity
  • Workplace diversity included within induction programs


Objective two:  Attract, develop and retain people from diverse backgrounds

  • ASADA’s website and employment opportunity information is accessible
  • A diversity statement is included on the employment page of the agency’s website
  • Recruitment policies and guidelines promote the use of Identified Positions and Special Measures provisions in recruitment exercises
  • Where appropriate employment opportunities are advertised through a variety of media sources to attract a broader pool of candidates from diverse backgrounds
  • Reasonable adjustments are made during the interview process and on commencement with the agency for employees with a disability
  • Provide support and network opportunities as required


Objective three:  Provide flexible working arrangements

  • Promote flexible working arrangements in ASADA’s enterprise agreement to enable employees to balance work, family and other caring responsibilities
  • Ensuring reasonable adjustments are investigated and implemented in a timely manner for employees with a disability
  • Ensuring a breastfeeding friendly workplace


Objective four:  Provide a discrimination-free workplace

  • Promote and embrace the APS Values and Code of Conduct
  • Encourage leadership training
  • Coordinate anti-harassment strategies, including maintaining a Harassment Contact Officer network
  • Promote and provide access to the Employee Assistance program
  • Ensure employees are aware of ASADA’s policies and avenues for resolving discrimination, harassment and WH&S issues


Objective five:  Managing and evaluating diversity outcomes

  • Monitoring of results from the APS State of the Service and APS Employee Census
  • Conduct exit surveys and identify problematic areas
  • An increase in job applications from diversity groups
  • Regularly encourage employees to provide diversity data which will be used for the following purposes:
    • Provide data to the Australian Public Service Commission (APSC) for input into the Australian Public Service Employment Database (APSED), as required under the Public Service Act 1999
    • Assist in the further development of specific Human Resource programs and policies