Australian Broadcasting Corporation
y it rs e iv D d n a 05 y y ty it it si u rs r q e ve E iv i ty D D i d rs d n e n a iv a y y D it it d s u n r q a ve E y i it D y u it q d s E n r a ve ty i i D u d q n E a y it u q E
Equity and Diversity Annual Report 2004 2005 Equal Employment Opportunity Report to the Minister for Communications, Information Technology and the Arts Contents
Key Areas of the Equity and Diversity Program ...... 5
Responsibility ...... 7
Communication ...... 9
Diversity Profile and Initiatives ...... 12
Objectives and Progress ...... 30
Australian Broadcasting Corporation Subsidiaries ...... 32 4 Equity and Diversity Annual Report 2004-2005
The Australian Broadcasting Corporation is the national broadcaster established as a statutory corporation under the Australian Broadcasting Corporation Act 1983 (the ABC Act). The ABC Act, which includes the ABC Charter, sets out the basic functions and duties of the Corporation.
As a Commonwealth authority employer, the ABC is bound by the provisions of the Equal Employment Opportunity (Commonwealth Authorities) Act 1987, the Racial Discrimination Act 1975, the Sex Discrimination Act 1984, the Human Rights and Equal Opportunity Commission Act 1986, the Disability Discrimination Act 1992, the Workplace Relations Act 1996 and the Age Discrimination Act 2004.
This report is made under the provisions of Section 9(2) of the Equal Employment Opportunity (Commonwealth Authorities) Act 1987. The reporting period covers 1 September 2004 to 31 August 2005.
The Equal Employment Opportunity (Commonwealth Authorities) Act 1987 requires the ABC to promote equal opportunity in employment for women and designated groups which are Aboriginal and Torres Strait Islander peoples, people from a non-English speaking This report is published by the Australian background and people with disabilities. Broadcasting Corporation
For information about this report, please contact: Included in this report are details of the progress ABC Manager Diversity of strategies from the ABC's Equity and GPO Box 9994 Diversity Management Plan that covers the Sydney 2001 period 2003-2006. 5 Key Areas of The Equity and Diversity Program
The Australian Broadcasting Corporation is required by the Equal Employment Opportunity (Commonwealth Authorities) Act 1987 (Section 5) to develop an equal employment opportunity (EEO) program designed to eliminate discrimination and promote equal opportunity for women, Aboriginal and Torres Strait Islander peoples, people from a non-English speaking background and people with disabilities.
In developing an EEO program the ABC has broadened the focus to recognise the importance of workplace diversity in line with public sector guidelines and private sector best practice.
The Equity and Diversity Management Plan 2003-2006 covers the period 1 July 2003 to 30 June 2006. The aims and broad strategies of the Indigenous Employment Plan 2002-2005 and the ABC’s Disability Action Plan are incorporated in this plan for policy and division- al reporting purposes.
The Equity and Diversity Management Plan is underpinned by the Corporation’s Charter, Corporate Plan, Editorial Policies and Workplace Values and Code of Conduct. It promotes a fair, inclusive working environment, with a diverse workforce, assisting the ABC to provide programs and services that are accessi- ble and relevant to the diversity of the Australian community. Each Division has developed relevant strategies under the key areas and included these under their divisional plans linked to the ABC’s overall Corporate Plan. 6 Key Areas of the Equity and Diversity Management Plan 2003 2006 Leadership and Commitment
Leadership and commitment by senior and line managers is essential for a culture that values diversity within the ABC. Managers who are appropriate role models and mentors, who plan and implement diversity objectives and strategies within the business process and who manage staff with fairness and flexibility, contribute to the acceptance of equity and diversity practice by all staff.
Diversity Profile and Services
Within the framework of developing business targets and strategies, Divisions need to integrate equity and diversity goals to achieve a diverse staff profile linked to broad and innovative programs and services. Divisions will include their equity and diversity plans within overall plans and reporting frameworks.
Education and Participation
Education and information for all staff on equity and diversity policies and practices is a key feature of the plan and will assist the ABC to build on existing awareness of policies and initia- tives as well as alerting staff to developments and trends that affect and support managers and staff. There will be a range of methods and forums for delivering information and training to all staff. The overall knowledge and understanding of equity and diversity will be enhanced and the Corporation will move closer to adopting an organisation-wide “culture” of diversity.
Consistency and Integration
Equity and diversity policies and information are most effective when the content and availability are consistent. All documentation and training material will be reviewed, to ensure commonality; all sources of information will be updated on a regular basis and measures will be introduced to ensure that all staff access the relevant information.
All states and territories have local human resources staff who carry out a range of functions within their areas, linked to national policies, guidelines and support. A major focus of the plan is to integrate equity and diversity at the local level by providing state/territory resources, contacts and assistance that can benefit staff and promote diversity.
Positive Work Environment
One of the important areas for management and staff is the promotion of a non-discrimina- tory and harassment-free working environment with appropriate policies, guidelines and training for all staff. Training aimed at creating a better workplace will be delivered to all staff nationally. The recognition and need to address bullying at work will be a feature of training material.
Work/Life Balance
The ABC is committed to continue to provide a range of conditions of service, guidelines and initiatives that assist managers and staff to balance work and life commitments and to increase awareness and acceptance of work/life balance as an integral part of effective management practice. 7 Responsibility
The Equal Employment Opportunity (Commonwealth Authorities) Act 1987 requires the ABC to confer responsibility (Section 6 (b)) for the development and implementation of the EEO program.
Overall responsibility for the implemen- tation of equity and diversity in the ABC remains with the Managing Director and the Divisional Directors. Managers retain respon- sibility for equity and diversity activities and performance within their areas.
Within the Human Resources Division, the Manager Diversity, Chrissie Tucker, and the Indigenous Employment Co-ordinator, Paul Brant, provide specialist services to assist in the development, implementation and monitoring of the equity and diversity program.
Human Resources state managers assist with the program in their local areas. All staff continue to be responsible for equity and diversity in their areas, and for maintaining a working environment that is free of discrimi- nation, harassment and bullying behaviour.
Grievance Contact Officers provide information and support to staff regarding discrimination, harassment and bullying matters as well as grievance procedures. Equity and diversity contacts in Divisions are responsible for the co-ordination of their individual plans.
Strategies included in the Equity and Diversity Management Plan focus on commit- ment from senior management, to be demonstrated by leadership and example, and that all staff have access to equity and diversity information and awareness training.
The cross-divisional Indigenous group, the Bonner Committee, assists the Corporation with recommendations and 8
monitoring of Indigenous employment, programming and services. The committee consists of Indigenous staff from around Australia and reports to the Strategy and Communications Division.
Applicants for ABC positions are required to address a criterion relating to equity and diversity principles as part of the interview process and senior executives are required to assist the Corporation’s targets and strategies within the context of performance manage- ment. 9 Communication
There are three actions included in the Equal Employment Opportunity (Commonwealth Authorities) Act 1987 that require the ABC to communicate and consult regarding its overall Equity and Diversity program: Informing Employees (Section 6(a)); Consultation with Employees (Section 6(d)); and Consultation with Trade Unions (Section 6(c))
Informing Employees
During 2004-05 ABC employees were provided with a range of information on equity and diversity policies, activities and issues by a variety of formats and methods.
The previous year’s activities were reported in the Equity and Diversity Annual Report, which was tabled in the House of Representatives on 17 February 2005 and the Senate on 8 March 2005 and in the ABC’s Annual Report.
All staff emails and the ABC’s intranet provide the most common methods of disseminating information to managers and staff. The Human Resources web pages contain an array of policies, publications and forms and the recently introduced complaint and grievance resolution “one-stop shop”. The occasional Human Resources newsletter and other relevant information are distrib- uted to managers to enhance their knowledge of policies, trends and the latest relevant case studies and legislative implications.
The Equity and Diversity intranet website is regularly updated to include information about policies, resources, contacts, new activities and a kit to assist applicants for interviews. Information for staff during 2004-05 included: Women 10
Working in Television Project activities, communication courses for staff from non- English speaking backgrounds, the Springboard program for women, vacation care, Work/Life program initiatives, NAIDOC Week activities and Indigenous Staff Scholarships.
Indigenous staff matters are extensively covered in a newsletter on the intranet, which had been published weekly and is now a monthly edition. The Message Stick Indigenous online service provides information for and about Indigenous programs, events, employ- ment opportunities and a discussion forum.
For the first time a quarterly report had been developed specifically to summarise all the external trends, events and practices in regard to equity and diversity. This report is being refined and will be available during 2005-06 for wide distribution. Its purpose is to bring together the relevant, interesting and latest news from the wide range of sources available.
abcXchange, the staff magazine, reported on the Indigenous Staff Conference, Perth, the Women in Engineering Scholarships, NSW Work/Life Program, ABC WorkSafe initia- tive and NAIDOC Week activities.
Senior managers, Human Resources staff, Grievance and Equity and Diversity Contact Officers and other specific employee groups received information on relevant issues and developments on a regular basis while program makers received supplemen- tary data and contacts in regard to diversity events and background information. Information is sent directly to ABC staff working overseas.
Access to a diversity hotline provided Human Resources staff and managers with another avenue of obtaining information and advice on diversity, discrimination and harassment matters.
Enquiries from staff included information sought for interview questions, study, background information for storylines and general interest in discrimination/diversity issues.
Consultation with Employees
Following on from the introduction of the Corporation’s mandatory workshops on discrimination, harassment and bullying the preceding year, there was further opportu- nity for the Manager Diversity to consult with managers and staff in Alice Springs, Brisbane, Darwin, Ultimo and some regional areas of NSW, during meetings and workshops.
As the roll-out of the workshops has been undertaken in all the states and territories concurrently, there has been a great deal of information, discussion and feedback, with managers and employees, on the ABC’s policies and resolution procedures as well as a wider range of issues. The Managing Director and all of the Executive Directors have attended the workshops with their senior management groups, which has provided consultation at the senior level. Over 1390 managers and staff attended workshops during 2004-05, bringing the overall number trained to 1750, representing 40.1 %.
During the reporting period a second version of the draft ABC Workplace Values and 11
Code of Conduct was provided to staff via the ABC intranet, for feedback and comment.
The Bonner Committee and the Indigenous Staff Conference provided the access for Indigenous staff to consult with each other and management.
During the year the ongoing Women Working in Television Project networking forums were held around Australia, which facilitated consultation about work and family, networking and women towards leadership in the television industry.
Women senior executives attended renewed networking lunches to discuss women’s activities in the ABC and to share information and contacts. Consultation with Trade Unions
The ABC continued to consult with the Community and Public Sector Union (CPSU), the Media Entertainment and Arts Alliance (MEAA) and the Association of Professional Engineers, Scientists and Managers Australia (APESMA) as part of the process of the develop- ment and implementation of policies and the provisions of agreements.
Consultation with the unions, during the year, focused on developments with agreements, policies and initiatives including the ABC’s Workplace Values and Code of Conduct, the new Senior Employment Agreement and the Complaint and Grievance Resolution procedures. 12 Diversity Profile and Initiatives
Specifically, the Equal Employment Opportunity (Commonwealth Authorities) Act 1987 requires the ABC to collect statis- tics (Section 6(e)) and consider policies, and examine practices (Section 6(f)) in regard to women, Aboriginal and Torres Strait Islander peoples, people from a non- English speaking background and people with disabilities.
Collection of Statistics
A new EEO survey form was developed in 2003 that addressed computer program requirements, eliminated unnecessary questions and included additional questions to encourage participation of staff from the EEO groups. There was an additional question for those identifying as Aboriginal or Torres Strait Islander, about inclusion in the ABC’s Indigenous employ- ment program and for those staff with disabilities whether they require adjust- ment/support in the workplace. The disability question also provided a broad definition of “disability” and included a number of examples. The survey forms continued to be sent out to new staff during 2004-05 and the current response rate is 78.4 %.
Monthly statistics are maintained on the attendances of managers and employees at the discrimination, harass- ment and bullying workshops and projected data collated to ensure that all staff will have received this training by end June 2006.
Divisional statistics dating back to 13
2003 have been calculated to examine the number of staff on parental leave and related information for the purpose of monitoring patterns of return to work, take-up of flexible work arrangements and retention of women.
For this report additional data has been included focusing on the age profile and length of service by gender and the break-up by language of staff from non-English speaking backgrounds.
Consideration of Policies and Examination of Practices
Policies and practices are reported under the areas of Gender, Indigenous, Race/Ethnicity and Disability. Other initiatives that cover the EEO groups broadly are reported under General Inclusive Policies and Activities.
The ABC continues to monitor best practice initiatives and legislative changes and decisions to ensure that the Corporation is a competitive, inclusive and compliant employer. During the reporting period participation at external forums included the coverage of issues such as workplace diversity, age, work and life balance, national diversity survey, disability and women at work. The Manager Diversity is an executive member of the New South Wales EEO Practitioner’s Association.
Gender
The Equity and Diversity Management Plan 2003- 2006 has diversity policies, objectives and strategies that include references and initiatives focussing on gender representation, including non-traditional roles, and the needs of men and women in the workplace to ensure policies and practices are non- discriminatory and all staff reach their maximum potential.
The Women Working in Television Project continued during the year to provide a range of forums and activities to assist women with career development working in the Australian television industry. The project has been underway since 1997 and is co-ordinated by the Australian Film Commission, in association with the ABC, SBS, the Seven Network, Network Ten, the Nine Network, the Screen Fran Kelly, Presenter, Producers Association of Australia, Free TV Radio National Breakfast Australia and the Australian Subscription Program Television and Radio Association.
Large-scale forums were held at the Gold Coast, Melbourne (guest speaker Director Television, Sandra Levy) and Sydney, while small focus groups took place at Adelaide, Photo: Cath Muscat Brisbane, Melbourne and Sydney. The publica- tion Tuned into Leadership, produced in 2004, 14 was distributed widely in 2005. The Women in Engineering Scholarships awarded current publication under develop- around Australia in 2004 05. ment is based on the participation of women in television coinciding with the 50th anniversary of the commencement of television in These ongoing scholarships are offered to students to Australia. The overall project highlight the engineering areas of the ABC to continues to attract maximum prospective job seekers, as the representation of participation, which supports the women in this occupational group is traditionally low. need for this ongoing initiative. Award Winners 2004 05 Senior executive women at *Aimee Thomas, ACT, attained a Bachelor of Applied Ultimo commenced a lunchtime Science at Charles Sturt networking group across University and after Divisions, which has been completing a Diploma of welcomed as an opportunity to Electrical Engineering at discuss issues and share TAFE in Wagga Wagga, corporate knowledge. planned to complete her Advanced Diploma in Also at Ultimo, a group of 1 Electrical Engineering at ABC staff who were original Canberra during 2005. attendees at one of the Men at Work Programs, continue to *Neda Zamani and Efthalia meet on a regular basis with an Kazepidis, NSW, are external facilitator. Feedback University of Wollongong indicates that the forum Engineering students who provides the opportunity to 2 consistently achieve strengthen ties across Divisions exceptional results and and to share the airing of issues. both earned a place on the Dean’s Merit List for The Springboard external finishing in the top 5% of development program for students. women in non-managerial positions attracted a high *Tricia Kao, WA, completing number of ABC women this 3 her Engineering degree at University of Western year with 24 participants. Australia and a volunteer at Access 31 TV. Assisted Mentoring arrangements were with the Hopman Cup Outside Broadcast, as part of introduced for a number of her ABC work experience. women and men seeking to assist their career development and broaden networks. 1. Women in Engineering Scholarship Presentation ABC Canberra. Aimee Thomas with Jim Wise, Technical Services Manager, ACT 2. Women in Engineering Scholarship Presentation ABC Ultimo. L-R Neda Zamani, Colin Knowles (Director Technology and Distribution) and Efthalia Kazepidis 3. Women in Engineering Scholarship Presentation ABC Perth. Tricia Kao with Kris Bathgate, Technical Services Manager, WA 15
Individual Development Opportunities for Women
* Philippa McDonald, News and Current Affairs, NSW, won the ABC/British Chevening Scholarship to the Reuter Foundation in Oxford for 2005.
*Six women were selected for the 2005 Leadership Development Program from a range of Divisions and states.
Margaret Cassidy Technology and Distribution NSW Roxsean Edwards Production Resources NT Jenny Ferber Human Resources VIC Sophie Gordon Clark Business Services VIC Catherine Shirley Television NSW Kate Torney News and Current Affairs VIC
Representation
At the Board and Executive level of the ABC, women are well represented. During 2005 there was a restructure at the top layer of the organisation. Three of the seven Board members are women and the new Executive group that reports directly to the Managing Director comprises four women Directors out of seven positions, heading the areas of Television, Radio, New Media and Digital Services and Enterprises. At the state level two Directors, in the Australian Capital Territory and South Australia are women. Senior executive women’s representation continued to edge upwards with 114 or 40.6% of the total number of senior executives. This compares with 31.6% women in the senior management and leadership group of the Australian Public Service (State of the Service Report 2003-04), 28.4% women in management across Australia (ABS Workforce data 2005) and 10.2% women in executive management positions in the Australian Stock Exchange top 200 companies (2004 Equal Employment for Women in the Workplace Agency Census of Women in Leadership).
Overall, the break-up of men and women employees remained close with 52% men and 48% women. In 2000 women were only 44.9% of all staff in the Corporation. Program makers remain the closest group in regard to equal representation with 54% men and 46% women. Similar to external workforce participation the occupational groups of retail and administra- tive/professional are over-represented with women and the technologist group continues to be dominated by men.
The News and Current Affairs Division has 77 on-air presenters comprising 16 male and 25 female television newsreaders/presenters of national and state-based news and current affairs programs and 22 male and 14 female radio presenters. The ABC’s foreign bureaux have 12 men and five women working as senior journalists.
The age profile of the ABC highlights the greater number of women who are under 40 years of age than men and the reversal of this trend for the over forties in every age bracket. In regard to the length of service of employees, women dominate with up to 15 years’ service, with men overtaking in all years of service groups longer than 15 years. This would reflect, to some extent, career breaks for women who have resigned to undertake family care respon- sibilities over the years. 16
Representation of Gender by Occupation (figures based on total non casual staff)
August 2005 August 2004
Occupational Women Men Total Women Men Group No. % No. % No. No. % No. %
Senior 114 40.6 167 59.4 281 118 39.9 178 60.1 Executive
Administrative/ 496 69.5 218 30.5 714 491 69.8 212 30.2 Professional
Program maker 1310 45.9 1547 54.1 2857 1316 46.0 1546 54.0
Technologist 38 11.2 302 88.8 340 42 12.4 296 87.6
Retail 140 80.0 35 20.0 175 149 83.7 29 16.3
Total 2098 48.0 2269 52.0 4367 2116 48.3 2261 51.7
Representation Of Gender Within Salary Ranges August 2005 (percentages based on total non casual staff)
$77042 and above e
$68110 — $77042 2
$60977 — $68110 0
$54735 — $60977 7
$49869 — $54735 5
$43463 — $49869 9
$38698 — $43463 3
$33884 — $38698 8 Women $33884 and below w Men
0% 20% 40% 60% 80% 100% 17
Representation of Gender by Length of Service August 2005 (figures based on total non casual staff)
>40
Years 36 – 40
31 – 35
26 – 30
21 – 25
16 – 20
11 – 15
6 – 10 Men 1 – 5 Women
0 200 400 600 800 1000 1200
Representation of Gender by Age August 2005 (figures based on total non casual staff)
65+ Age 60 – 64 55 – 59 50 – 54 45 – 49 40 – 44 35 – 39 30 – 34 25 – 29 20 – 24 Men <20 Women
0 50 100 150 200 250 300 350 400 450 18 Indigenous
The Equity and Diversity Management Plan 2003-2006, incorporating the Indigenous Employment Plan 2002-2005, has policies, objectives and strategies that include references and initiatives focussing on Indigenous employment.
The ABC is keen to employ Aboriginal and Torres Strait Islander peoples in a range of occupations and professions to ensure that programs and services are inclusive and representative of Indigenous communities. There is a strong need to create a climate of encouragement for Indigenous people to join the ABC, not just in identified positions or at Karen Dorante, trainee entry level, but mainstream positions as well. The 612 ABC Brisbane goal is to have Indigenous people working at all levels in the Saturday Breakfast ABC and to have career planning models in place for current Presenter and ABC staff members, allowing them to reach their potential and Local Radio achieve their career aspirations. Speaking Out Presenter In September 2004 the ABC held its national Indigenous Staff Conference at Perth, Western Australia. Thirty-six Indigenous staff attended from a range of Divisions and states and the content of the conference focussed on teamwork, cultural awareness and interaction with local Indigenous communities. The Western Australian State Director, Geoff Duncan, attended the conference and hosted the participants at the ABC Perth office, including a session with John Cameron, Director of News and Current Affairs. Indigenous Scholarship Awards 2005
Winner of the Indigenous Excellence Award Daniel Browning, News and Current Affairs Division, New South Wales
This award of $10,000 will assist Daniel Browning to undertake a secondment in the Social History Unit of Radio National for three months. During this time he will gain further experi- ence in documentary making and will provide input to stories from an Indigenous perspec- tive. Winner of the Indigenous Encouragement Scholarship Award Olivia Herring, Business Services Division, New South Wales
The award of $4,000 provides the opportunity for Olivia Herring to develop, in conjunction with an external Indigenous lawyer, Terri Janke, a handbook on Indigenous cultural protocols for use by ABC program makers and general staff. Plus the training experience to deliver a L-R: Olivia Herring (winner), Jimmy Little, workshop on the protocols to employees. Dr. Linda Burney MP, Daniel Browning (winner) and Paul Brant (Indigenous Employment Co-ordinator) 19
As the number of Indigenous staff increases and the breadth of the content of the conferences expand, approval was given during the year to hold the forums biennially with increased funding per conference. The first conference under the new arrangements was planned for September 2005 at Cairns, including a one-day careers market for local Indigenous students.
One of the major initiatives devised at the Perth Indigenous Conference and subsequently completed, is a Report Card included in the overall conference report. This is a new concept of evaluating the key Indigenous areas of the Corporation and will be further evaluated at the next conference in 2007.
During 2004-05 the Managing Director approved the placement of job vacancy advertise- ments in the national Indigenous newspaper, the Koori Mail, for a trial period. Each edition carries a generic advertisement encouraging Indigenous people to apply for positions.
As well individual vacancies are advertised when suitable to meet publication deadlines.
Results Fourteen positions have been advertised since June 2005. About forty contacts from potential Indigenous applicants. Two people appointed to short term engagements with possibility of future employ- ment.
The Archives and Library Services area of the ABC participated in a workshop aimed at familiarising staff with Indigenous cultural protocols in regard to content and copyright issues.
The Bonner Committee, which has Indigenous representation across the Corporation, continued to develop its goals and structure during the reporting period. One of the major achievements was the creation of a banner for promotional purposes.
The Indigenous Employment Co-ordinator (IEC) was appointed to the position of Chair of the NSW Indigenous Australian Public Service Employees Network. During 2004-05, the IEC met with external groups to discuss ABC career opportunities, including Eora College, Redfern, the University of Newcastle, the National Indigenous Australian Public Service Employees Network, Melbourne and Kurrunulla, the Cronulla- Sutherland Indigenous Group.
The ABC's Editorial Policies has a section that details guidelines on Indigenous programs including that the ABC must reflect the cultural diversity of Australian society, which includes presenting programs by, for and about Indigenous Australians. Indigenous staff are employed for Indigenous programs including Speaking Out and 20
NAIDOC WEEK JULY 2005
The ABC continues to celebrate NAIDOC Week around Australia. This year’s line-up of activities —
Opening ceremonies featured Vic Simms and the launch of the new cross- Corporation banner by David Pendleton, Chief Operating Officer ABC Indigenous Staff Scholarship Awards ceremony with Dr. Linda Burney MP, Colin Palmer, Director of Human Resources and Jimmy Little Special Live at the Wireless broadcast with Newcastle hip-hop band Local Knowledge One-hour Indigenous music special called Black Rocking Beats Indigenous Program Unit features Television and Radio programs and themes Affinities Art Display Message Stick and Message Club online features
Awaye! on Radio and Message Stick on Television, as well as for the Indigenous online services Message Stick and Message Club. The online service also includes job vacancies and employment information for potential Indigenous applicants.
Representation
The ABC has a corporate-wide target of at least 2% representation of Indigenous employees. At end-August 2005 the representation remains the same as last year at 1.4%. Although the Corporation continues to increase its intake of Indigenous staff, there is also a steady number of staff who resign for a range of reasons. A number of strategies have been developed over the past two years that aim to further increase recruitment and assist with the retention of employees.
The program maker group employs the most Indigenous staff followed by the administrative/professional stream. There are few technologists and only one senior executive.
The Northern Territory remains the highest area of Indigenous employment and the only state/territory that has more than 2% representation. 21
Representation of Indigenous Peoples by Occupation (figures based on total non casual staff)
August 2005 August 2004
Occupational Group No. % No. % Senior Executive 1 0.4 1 0.3 Administrative/Professional 11 1.5 13 1.8 Program Maker 45 1.6 45 1.6 Technologist 2 0.6 3 0.8 Retail ----
Total 59 1.4 62 1.4
Representation of Indigenous Peoples by State (figures based on total non casual staff)
August 2005 August 2004
State % No. % No. Northern Territory 10.4 14 12.0 16 South Australia 1.4 5 1.1 4 New South Wales 1.3 26 1.3 26 Australian Capital Territory 1.2 2 1.3 2 Tasmania 1.0 2 1.0 2 Queensland 1.0 4 0.8 3 Victoria 0.7 5 0.9 7 Western Australia 0.3 1 0.7 2
Total 1.4 59 1.4 62 22
Race/Ethnicity
The Equity and Diversity Management Plan 2003-2006 has diversity policies, objectives and strategies that include references and initiatives focussing on race/ethnicity and in particular on the representation of people from a non-English speaking background.
The ABC participates in the NSW Skillmax Program, for staff to improve their spoken and written communication skills in the workplace. Employees continue to attend ten-week programs during working hours or undertake distance-learning modules. Managers are requested to encourage staff to participate in these courses.
Managers are also encouraged to participate in migrant placement schemes and to provide work experi- Play School presenters Deborah Mailman ence for people from non-English and Jay Laga’aia speaking backgrounds on an individ- ual request basis.
There is a database of staff proficient in non-English languages and the ABC utilises this resource for a range of interpreting and transla- tion requirements.
The News and Current Affairs Division continues to employ a Language Research Specialist who advises and produces information on language, including non-discrimi- natory language.
During the year, information on events and programs relating to race/ethnicity was distributed to senior management, equity and diversity contacts, journalists and program makers to increase awareness and content. Such material highlighted the government’s Harmony Day activities, national consultations on race issues and race and religious discrimination.
The ABC provides a range of information and reports on race/ethnicity policies and activities, including a contribution to the Department of Immigration and Multicultural and Indigenous Affairs’ (DIMIA) Access and Equity Annual Report under the relevant identified core government roles and in 2005 a DIMIA survey on multicultural policy and programs.
The ABC’s Editorial Policies state that the Corporation is committed to programming that represents Australia’s cultural, ethnic and racial diversity. The Charter requires the 23
Radio Australia Example of Diversity
There are 80 Radio Australia employees. Over half of this workforce is from a non-English speaking background with additional English speaking background staff who also speak a second or third language.
Non-English Speaking Background Staff Language No.
Pidgin 9 Bahasa Indonesia 8 Mandarin 8 Khmer 4 Vietnamese 4 French 3 Tamil 2 Bahasa Malaysia 1 Radio Australia staff Greek 1 L-R: Nuim Khaiyath, Julian Chen, Kenny Hindi 1 Kala, Seda Douglas and Brendon Telfer Total 41
broadcast of programs that contribute to a sense of national identity and reflect the cultural diversity of the Australian Community. It also requires the Corporation to take account of the multicultural character of the Australian community. To ensure that the on-air and online “look” and “sound” adequately reflects the multicultural society; the ABC’s employment profile should reflect this diversity. Representation
The representation of staff from non-English speaking backgrounds remained at 10.5% at end August 2005, with a total of 360 employees. Within the occupational groups the highest ratios were technologist and administrative/professional, with the lowest being program makers.
Divisions responsible for managing and appointing program makers need to continue to review their employment profiles, in line with the Equity and Diversity Management Plan and the Editorial Policies in regard to the diversity of this group.
Of the staff who have completed the EEO survey and nominated their non-English speaking language background, the main languages are: Italian (63), Chinese including Cantonese and Mandarin (48), Greek (36), French (35) and German (34). 24 Representation of People of Non English Speaking Background by Occupation (figures based on total non casual staff, percentages based on staff with known EEO data)
August 2005 August 2004
Staff with EEO data
Occupational Group No. % No. % No. %
Senior Executive 29 11.4 254 90.4 27 10.3
Administrative/ 96 16.2 591 82.8 98 16.1 Professional
Program Maker 150 6.9 2162 75.7 154 6.9
Technologist 69 23.5 294 86.5 75 25.3
Retail 16 13.2 121 69.1 20 14.1
Total 360 10.5 3422 78.4 374 10.5 25 Disability
The Equity and Diversity Management Plan 2003-2006, incorporating the ABC’s Disability Action Plan, has policies, objectives and strategies that include references and initiatives focussing on disability employment, access and services.
The ABC has joined the Comcare Interagency Job Placement Program to facilitate the redeploy- ment of injured workers, with accepted Comcare claims, between federal government agencies Adam Hills, comedian and where there is medical advice that the employee presenter of Spicks and can no longer work at their own agency. Specks on ABC Television, was born without his right The objectives of the program are to: foot and wears a below knee * provide a structured rehabilitation program for prosthesis. Adam has employees who are fit to work but deemed unable spoken and written to return to their own agency on medical grounds; extensively about his artifi- cial limb during his very * provide injured employees with skills and recent successful career in work experience to maximise their chances of Australia and overseas. securing permanent alternate employment; and
* reduce the social and economic cost of ongoing incapacity.
Around 33 federal government agencies agreed to participate in the program. Each agency has a number of state representatives across Australia required to meet on a regular basis in their areas. The program has been implemented in the Australian Capital Territory, New South Wales, Queensland, South Australia, Victoria and Western Australia.
Requests from external disability agencies for job placements for people with disabil- ities continue to be passed on to Divisions for consideration.
Research was undertaken and provided to Human Resources state managers on case studies and related information about disability discrimination, reasonable adjustment and meeting the inherent requirements of work duties.
During 2004-05 employees with disabilities around Australia continued to be accommodated with workplace adjustment on an individual needs basis. The Digital Audio Workstation Upgrade project team, Information Technology, undertook a range of research, consultation and discussion with users about addressing the needs of staff who are blind or vision impaired as part of the implementation of new systems.
From these endeavours more work will be undertaken in the broad area of assisting staff to maximise their use of online facilities and the development of software standards.
Improvements for access for both employees and visitors with disabilities have been undertaken around Australia during the past year. The new ABC facility at East Perth accommodates three accessible car parking spaces, special provisions at the front desk, 26
automatic doors and accessible toilets on all floors. Disability access work was completed in Burnie, Tasmania in April 2005.
Following the damage to the Bunbury, Western Australia site, repair work will include improvements for disability access and the ABC continues to ensure that all new work, including newly leased properties at Port Lincoln, South Australia and Shepparton, Victoria comply with disability access requirements.
Information on the needs of staff with disabilities during workplace emergencies was provided to the ABC’s property area for consideration and a guide for businesses on how to provide better access for people with disabilities was distributed to the Enterprises Division.
The ABC hosted a group of about 20 visitors and interpreters, brought to Australia by the Korea Employment Promotion Agency in September 2004. This group of employers were specifically interested in the disability employment policies and strategies of Australian organisations and attended a tailored presentation at Ultimo which included a question and answer session. Naomi Malone from the ABC’s legal area provided perspectives from an individual employee’s workplace experience.
In July 2005 the Corporation also hosted a forum with the Diversity Council of Australia and the Human Rights Commissioner, Dr. Sev Ozdowski and staff. This provided the opportunity for consultation and feedback from a range of public and private sector organisations on the discussion paper on discrimination in employment on the basis of disability.
The ABC is a member of the Employers Making A Difference organisation, the Australian employers’ network on increasing disability employment opportunities and awareness.
In making programs the ABC under its Editorial Policies, should avoid discrimination and stereotypes in regard to disability. The Editorial Policies also provide guidelines for accessibility to ABC services for people with disabilities. The ABC reports separately as both an employer and a provider of services under the Commonwealth Disability Strategy in the ABC’s Annual Report. The Editorial Policies’ references to disability discrimination and stereotypes is supported by the ABC’s program maker’s guide to assist the knowledge and understanding of the issues and portrayal of people with disabilities.
The ABC continually assesses opportunities to increase the amount and diversity of captioned programs, taking into account the costs of delivering this service. In April 2005 the ABC began closed-captioned broadcasts of the National Press Club and in August 2005, began captioning the broadcast of Parliamentary Question Time from the Senate and House of Representatives.
Currently almost 100% of programs broadcast in the primetime schedule (6:00pm and midnight) are now captioned, with overall captioning levels (6:00am and midnight) approaching 60% and aimed at 70% by the end of 2006.
Overall, the ABC’s access for people with disabilities covers captioning, accessible television and websites. There is a Teletypewriter (TTY) facility available for the purpose of contacting the ABC about services and programs. Guidelines have been developed 27 specifically to make ABC television services more accessible for people who are blind or have a visual impairment. New Media and Digital Services Division has developed comprehensive online production guidelines that ensure users/audiences enjoy full access to ABC content. The Enterprises Division has a key strategy in regard to the creation and licensing of consumer product in a variety of formats that meets the needs of clients with disabilities.
The ABC Advisory Council makes recommendations to the ABC Board on programming issues and holds small group consultations to obtain community views on ABC programs and services. Current members of the council include people with disabilities.
Representation
Overall, 270 employees have disabilities, representing 10.4% of staff who have provided EEO data, which is more than double the ABC’s target of 5% people with disabilities of all staff.
Representation of People with Disabilities by Occupation (figures based on total non casual staff, percentages based on staff with known EEO data)
August 2005 August 2004
Staff with EEO data
Occupational Group No. % No. % No. %
Senior Executive 22 10.3 213 75.8 24 11.1
Administrative/ 60 11.6 516 72.3 62 11.8 Professional
Program Maker 144 9.5 1512 52.9 153 9.8
Technologist 31 13.0 239 70.3 31 13.0
Retail 13 11.7 111 63.4 13 9.8
Total 270 10.4 2591 59.3 283 10.6 28 General Inclusive Policies and Activities
The ABC continues to maintain and develop inclusive policies and activities that address discrimination and promote equal employment opportunity for the EEO groups and diversity generally. Particularly in regard to the areas of discrimination, harassment, bullying and work/life balance. In regard to work/life balance, although strategies are targeted to all staff, the areas of pregnancy, maternity leave and the primary care of children, elder and other relatives mainly affect women in employment.
The ABC has been steadily building on its work/life entitlements and initiatives to raise awareness of the importance of a family friendly workplace culture and to demonstrate acceptance and application of flexibility by managers and staff. Divisions reported an increase in the take-up and acceptance of flexible work arrangements. In April 2005 the Corporation ranked sixth out of 376 public and private sector organi- sations that participated in the 2005 National Work/Life Benchmarking Survey. The Inner City Child Care Centre, Ultimo The About Choice booklets for managers and staff outline entitlements, sources of support, considerations for applying for flexible work arrangements, case studies, frequently asked questions, ideas and checklists and planning.
The childcare facility at Ultimo receives an annual financial subsidy for five years, which commenced in January 2003, securing 24 ABC-priority places. As well, an
NATIONAL WORK/LIFE BALANCE PROGRAM
Around Australia the state Human Resources teams have commenced a program of providing seminars, guest speakers and activities that assist staff with work/life balance and awareness raising. Some of the many activities have included:
Chill Out for Results; How to Beat the Blues TAS Positive Parenting Seminar NSW Balancing Work and Home NSW Cancer Awareness ACT/NSW Credit Union Presentation SA Indigenous Cultural Program NSW Meet your Counsellor TAS Health Checks NSW Wellbeing, Work, Life TAS Grief and Loss VIC Networking and Building Links with Indigenous Communities ACT Coping with Holiday Season NSW Yoga Classes QLD City to Surf WA Managing Teenagers NSW 29 arrangement and financial contribution have been made with the University of Technology (UTS) Sydney for 25 places across three UTS centres for ABC staff. The Melbourne off site joint childcare facility continues to assist staff with childcare places. There are also parenting rooms located around Australia for staff and visitors.
Two new initiatives this year, for all staff – information about an online childcare resource, and for New South Wales staff — a subscription to vacation care information.
The national Employee Assistance Program provided by Davidson Trahaire Corpsych continues to assist employees and their families with counselling for both work and personal problems and the peer support scheme in Tasmania provides complementary assistance to local staff. Usage of the program for the year was 5.8%, with 279 employees and 45 family members using the services. 6% of women utilised the service while men’s representation was 4%. Staff with families from non-English speaking backgrounds represented 3% and Indigenous 1% of all users of the program while there were staff from all age groups represented. About a quarter of staff and their families, who utilised the service for personal problems, did so in regard to health/disability issues.
In May 2005 the Managing Director announced that all managers and staff would have to attend mandatory training on discrimination, bullying and harassment. The three-hour workshop Creating a Better Place to Work has been concurrently rolled out in all states and territories and the objective is that all staff will be trained by end-June 2006. Evaluation of the workshop has been mainly positive from both senior managers and staff and provides the Corporation with the opportunity to raise awareness of principles and policies, to make an initial change in the workplace culture and to promote the understanding of valuing diversity and inclusiveness throughout the organisation.
The ABC has purchased a case management tool for managers known as PACE. This will assist the effective handling and resolution of grievances as well as misconduct and performance matters. The system is an online tool that provides coaching and support for managers as well as ensuring compliance with the relevant legislative guidelines and policies. During the reporting period the Human Resources Division is working with the system developers to customise the system to the ABC requirements and it is expected that it will be rolled out and implemented in early 2006.
Another significant initiative was the launch of the ABC WorkSafe online risk manage- ment system to assist the recording and management of workplace incidents. 30 Objectives and Progress
In regard to how the ABC’s EEO program is measured the Equal Employment Opportunity (Commonwealth Authorities) Act 1987 requires the actions of Setting Objectives and Selecting Indicators (Section 6(g)) and Monitoring and Evaluation (Section 6(h)).
Setting Objectives and Selecting Indicators
The objectives of the Equity and Diversity Management Plan 2003-2006 are:
To provide leadership and commitment to equity and diversity outcomes in employment and services.
To develop and implement targets, practices and opportunities that encourage and support a diverse workforce linked to ABC services.
That managers and staff are provided with ongoing training, information and forums on equity and diversity policies and practices, including legislative changes and business and societal trends.
That equity and diversity policies, guidelines and initiatives are consistent, accessible and integrated with objectives and practices at the local level.
To review and implement policies that promote a fair and harassment/ bullying/ discrimination-free work environment.
To provide conditions of service and practices that acknowledge and assist managers and staff to balance work and life commitments. 31
Each Division has a number of strategies, for each of these objectives, which are also linked to their overall divisional plans.
The ABC Corporate Plan 2004-2007 has objectives of a minimum of 2% level of Indigenous employment and a minimum of 5% employment of people with disabilities. Other targets may be determined locally by Divisional Directors, where under/over representation occurs.
The Indigenous Employment Plan’s objectives include:
high-level leadership; a proactive approach to recruitment; employment opportunities across all levels; greater emphasis on career planning and retention; addressing under-representation in particular areas; and extending external liaison and partnerships.
The Disability Action Plan, which is registered with the Human Rights and Equal Opportunity Commission, has objectives aimed to ensure that:
people with disabilities have access and equity in all areas of employment; the ABC’s Disability Action Plan and outcomes are communicated widely; people with disabilities have access and reasonable adjustment in regard to ABC locations and facilities; and ABC products and services are inclusive and accessible for people with disabilities.
Both the Indigenous Employment Plan and the Disability Action Plan form part of the overall Equity and Diversity Management Plan. Monitoring and Evaluation
The Equity and Diversity Management Plan has provision for who is responsible for the implementation of strategies and target dates.
The overall progress is reported in the ABC’s Equity and Diversity Annual Report and the ABC’s Annual Report. Other forums for accountability include the Department of Immigration and Multicultural and Indigenous Affairs’ Access and Equity Annual Report, the Commonwealth Disability Strategy performance reporting requirements, the Human Rights and Equal Opportunity Commission, the Australian Government Office for Women and other government requirements and enquiries.
Sources that provide the ABC with monitoring and evaluation of specific initiatives are the progressive reports of the Employee Assistance Program and the Grievance Contact Officers. These sources provide aggregate information and highlight trends and usage of services. Other forms of monitoring and evaluation include the Indigenous Report Card and the survey responses of the Creating a Better Place to Work Workshops, Springboard program and the activities of the Women Working in Television project. 32 Australian Broadcasting Corporation Subsidiaries
This section reports separately on the equity and diversity activities and representation of the Australian Broadcasting Corporation’s seven subsidiary companies. The following reports have been prepared by those companies for the reporting period.
This report specifically covers:
Adelaide Symphony Orchestra Pty Ltd (ASO)
Melbourne Symphony Orchestra Pty Ltd (MSO)
Queensland Orchestras Pty Ltd (QO)
Sydney Symphony Orchestra Holdings Pty Ltd (SSO)
Symphony Australia Holdings Pty Ltd (SAHPL)
Tasmanian Symphony Orchestra Pty Ltd (TSO)
West Australian Symphony Orchestra Holdings Pty Ltd (WASO)
As self-governing, corporatised organisations, the Chief Executive Officers are accountable to their relevant Board of Directors. The Chief Executive Officers are also responsible for all decisions concerning the execution of the principles of equity and diversity through strategic planning and staffing of orchestral activities. This enables each company to respond to individual needs and circumstances while still embracing the overall equity and diversity guiding principles. 33
It should be noted that the selection process for musicians is handled through anonymous “behind screen” audition process. That is, the selection panel cannot physically see the applicant, but instead bases its recommendation on the musician’s proficiency. This means that gender or any physical or cultural feature, is not taken into consideration in the selection process.
Overall, the orchestral activities are linked to EEO objectives.
To ensure managers actively embrace the principles of equity and diversity in everyday decision-making.
To continue efforts to expand audience reach to include those in remote localities and non-traditional areas.
To look for opportunities to encourage Aboriginal and Torres Strait Islander peoples’ involvement in orchestral music and educational programs.
To reasonably consider family commitments in the organising and rostering of work.
Adelaide Symphony Orchestra Pty Ltd
The Adelaide Symphony Orchestra again participated in The Big Rehearsal for secondary and tertiary students and The Junior Big Rehearsal for primary and secondary students. The Big Rehearsal is an exciting, innovative project of the Adelaide Symphony Orchestra Education Program. Students are able to play challenging music, which may not usually be possible in their own orchestras, supported throughout by their own personal mentor.
This year also marked the launch of the Adelaide Symphony Orchestra’s virtual Big Rehearsal Project In the Chair. This is a web-based interface that makes it possible for students to participate in The Big Rehearsal from anywhere in the world.
The ASO has undertaken a Community Partnership Program with the Royal Adelaide Hospital. This involves ASO members volunteering to play in small groups to patients. The scheme has been running for two years and is a player-initiated project. As part of the partnership, the hospital provides cost-priced flu vaccinations and basic health checks for the orchestra.
The orchestra continued to present alfresco concerts that are outdoor picnic concerts promoted to families.
The Education String Trio school visit policy includes the provision of accessible music for children from both affluent and disadvantaged areas.
Melbourne Symphony Orchestra Pty Ltd
The Melbourne Symphony Orchestra conducted a Classic Kids Workshop for 25 students at the Keilor Downs Kindergarten.
A one-day creative project was presented at Corio Primary School for 24 students. This school attracts an 80% Education Maintenance Allowance. 34
The MSO also presented a one-day creative project at Carlton Primary School for 15 students. This project was directed at school years 2 to 4. This school has a 95% attendance of children from non-English speaking backgrounds and 20% of students have special learning needs.
Adopt-a-Player at Highton Primary School included five visits to the school. The students also attended a MSO concert, discussing and composing music with interactive activities and learning. Approximately 200 students were involved throughout all sessions. This project was directed at school years 3 to 6.
The Dandenong Ranges Community Orchestra had four visits with the orchestra and sectional rehearsals lead by MSO musicians. There were approximately 80 Dandenong Ranges Community Orchestra musicians and nine Melbourne Symphony Orchestra musicians. This project attracted ages between 15 to 83 years.
The orchestra presented a performance preparation workshop at Mount Eliza Secondary College for fifteen students. This project was directed at school years 11 and 12.
In My Own Time Project with the Royal Children’s Hospital, 13 visits where MSO musicians worked with the Royal Children’s Hospital music therapist and patients in the Hospital’s Adolescent Ward. The Queensland Orchestra Pty Ltd
The Queensland Orchestra encourages and promotes flexible work practices and arrangements that maintain a family friendly environment.
The QO continues to support a female musician who has reduced duties to 85% to enable her to care for her child who has a disability.
The finance department consists of two part-time finance officers who work effective- ly to job share and achieve their work/life balance objectives.
The QO has successfully conducted community-based performances Listen and Talk to people that would not normally be exposed to orchestral entertainment. The perform- ances included visits to the Brisbane City Council libraries, Royal Brisbane Hospital and Mater Children’s Star Light Room.
The Club Workshop Program is an exciting and informative workshop covering conducting and instrumental technique. The program was offered in Rockhampton, Townsville and Cairns. There were 15 musicians involved in the 30 workshops with 143 students and 16 teachers participating during the northern Queensland tour.
The Queensland Orchestra presented My Big Fat Greek Party celebrating Greek composers.
A regional tour included Ipswich, Stanthorpe, Goondiwindi-Waggamba, Miles, Oakey, Esk, Maleny, Childers, Monto and Moranbah. 35
Sydney Symphony Orchestra Holdings Pty Ltd
The Sydney Symphony Orchestra encourages and promotes flexible work practices and arrangements that maintain a family-friendly environment.
The music library continues to consist of three part-time Librarians who work effectively to job share and achieve their work/life balance objectives.
Sydney Sinfonia encourages and provides opportunity for young musicians, by identifying emerging young professional orchestral players to become part of the internationally recognised mentoring program.
Taking quality orchestral performances to regional areas of New South Wales is extremely important. The orchestra now regularly tours a variety of regional centres to enthusiastic audiences.
Musicians travel each year to regional schools offering group classes, one-to-one coaching and concerts for schools.
The education program continues to bridge the gap between the classroom and the concert hall by producing high quality resources and offering development programs to assist teachers and awarding fellowships to post-graduate musicians.
The Multicultural Marketing program continues to grow from strength to strength. The program continues to attract non-English speaking audiences from different communi- ties through stronger networks, advertising and media.
The Multicultural Marketing program also continues to provide an increase in new subscribers from diverse cultural backgrounds.
A bi-lingual customer service line is provided for service to the Asian community.
The orchestra continues to conduct matinee concerts/performances during the week and on weekends to service and cater for the diverse community and audience needs.
Symphony Australia Holdings Pty Ltd
Symphony Australia provides information and advice to network companies on Human Resources policies including those relating to EEO, Cultural Diversity, harass- ment and discrimination. Tasmanian Symphony Orchestra Pty Ltd
The Tasmanian Symphony Orchestra presented two school daytime concerts in Hobart and Launceston. The performances were designed to learn about the tools composers use to paint a picture in sound.
In a celebration of the passion of Spain, the TSO presented an interactive orchestral extravaganza that included singing and dancing. 36
Free concerts were presented in Launceston and Glenorchy in Symphony under the Stars. Families were encouraged to pack a picnic and enjoy the outer space-themed program.
William Barton, who is recognised as one of Australia’s finest traditional didjeridu players, performed with the Tasmanian Symphony Orchestra in the 10 Days on the Island festival. He was taught the didjeridu from an early age by the Elders of the Kalkadunga tribe.
The TSO conducted open rehearsals for school children in grades 7 to 12.
The TSO toured regional Tasmania including Devonport, Burnie, St Helens and Launceston.
West Australian Symphony Orchestra Holdings Pty Ltd
The West Australian Symphony Orchestra has continued to bring cultural diversity to as many people as possible in Western Australia by utilising chamber groups and ensembles to perform at a variety of venues through- out the state.
Through the touring program, students in regional areas have the opportunity to experience the live classical music performance. The Education Chamber Orchestra (EChO) presents concerts and workshops for students in the Pilbara district. Teacher professional development and resource material supports the tour to ensure that an EChO concert is a rich learning experi- ence.
The Education Chamber Orchestra also presented West Australian Symphony several educational performances: Cushion Capers Orchestra EChO tour of Pilbara. (ages two to six), Good Vibrations (ages four to seven), Cellist Matt Hay with Matt Roeb. TEE Set Works (ages ten to twelve), and Five Fabulous Fridays (tertiary students).
At an official reception held at the Consulate of the People’s Republic of China in East Perth, the Premier unveiled the proposed 2006 China tour, which includes performanc- es in five major cities of China over two weeks. The West Australian Symphony Orchestra will perform in Beijing, Shanghai, Guangzhou, Shenzhen and Hangzhou (Perth’s sister province in China).
The West Australian Symphony Orchestra continues to support a full-time staff member to work from home one day per week to accommodate family commitments.
Progress Towards Achieving Targets
The objective of targeting audiences in remote localities and non-traditional areas is to develop an awareness and interest from groups of people that would otherwise have less opportunity to be exposed to live orchestral music. 37
The orchestras’ policies of targeting non-traditional audiences in remote and outlying areas continue to be very effective. These areas are not well serviced by classical music and this creates the opportunity for non-traditional audiences to witness live quality classical orches- tral music.
Of the 660 employed in Symphony Australia and the network of orchestras, 328 are women (49.7%). Women comprise 60% of senior executive staff throughout the network. There are 94 people from non-English speaking backgrounds, which represents 14.2% of staff, and there are two indigenous staff members (including artist in residence).
Representation of Gender and Designated Groups by Occupation (August 2005) (figures based on total staff)
Total Women Men NESB1 PWD2 IND3 Occupational No. No. % No. % No % No. % No. % Group
Senior Executive 25 15 60.0 10 40.0 1 4.0 ----
Administrative 166 111 66.9 55 33.1 14 8.4 ----
Musician 469 202 43.1 267 56.9 79 16.8 --2 0.4
Total 660 328 49.7 332 50.3 94 14.2 --2 0.3
1NESB — People of Non English Speaking Background 2PWD — People with Disabilities 3IND — Aboriginal and Torres Strait Islander Peoples