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Annual Report EQUITY AND1998 DIVERSITY - 1999 1998 - 1999 1998Annual1998 Report- 1999 - 1999 Annual ANNUAL1998 Report- 1999 REPORT Annual Report 19 1998 - 1999 Annual Report

Equal Employment Opportunity Report to the Minister for Communications, Information Technology and the Arts 1938 ABCO EEO An Report 10/9 24/02/2000 12:24 PM Page 1

contents

Introduction 04

Overview 05

Equity & Diversity Management Plan 1998-2002 11

Equity & Diversity Activities 1998-99 14

Human Resources Policies & Activities 19

Gender 23

Indigenous People 27

Cultural Diversity 30 Annual Report EQUITY 1998AND DIVERSITY - 1999 1998 - 1999 Annual Report1998 - 1999 People With Disabilities 33 Annual1998 Report1998 - 1999 - Annual 1999 Report ANNUAL REPORT 19 1998 - 1999 Annual Report Work and Life 36

Portfolio Reports 38

Local and Regional Services 38

National Networks 41

News and Current Affairs 49

Program Production 51

Finance and Business Services 53

Technology Strategy and Development 55

ABC Enterprises 56

Corporate Planning and Communications 57

Australian Broadcasting Corporation Subsidiaries 58

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Equity & diversity annual report Overview 1998 - 1999 Annual1998 - 1999Report Annual Report 1998 - 1999 Annual Report 1998 - 1999 Annual Report 1998 - 1999 Annual Report 1998 - 1999 Annual1998 Report - 1999 1998 - 1999 Annual Report1998 - 1999 Annual Report

The Australian Broadcasting Corporation is the national broadcaster established as a statutory During the 1998-99 year the Australian Broadcasting Corporation (ABC) updated its Corporate Plan corporation under the Australian Broadcasting Corporation Act 1983 (the ABC Act). The ABC Act to cover the period 1999-2000 and 2001-02. The plan includes a new statement, vision, values and which includes the ABC Charter sets out the basic functions and duties of the Corporation. key objectives to assist the organisation to progress in the changing broadcasting environment, leading to and into the new millennium. 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 The ABC alongside the commercial and community sectors has played a central role in the delivery Sex Discrimination Act 1984, the Human Rights and Equal Opportunity Commission Act 1986 and the of services to all Australians, catering to the diversity of audience interests. It is valued for its Disability Discrimination Act 1992. comprehensive range of services, delivering programs which on the one-hand appeal to a broad audience, and on the other meet specialist interests. Also it is valued for its ability to reflect and This report is made under the provisions of Section 9(2) of the Equal Employment Opportunity encourage the full range of cultural endeavours and aspirations of the nation. (Commonwealth Authorities) Act 1987. The reporting period covers 1 September 1998 to 31 August 1999. The turn of the century brings challenges to the broadcasting industry unprecedented since the In 1998 a major review of the management of Equal Employment Opportunity in the ABC was introduction of television. The next great technology advance, digital broadcasting, will bring with it undertaken, including a summary and recommendations, which formed the basis of the new ABC opportunities for more programming choice, greater interactivity, more immediacy, vastly improved Equity and Diversity Management Plan 1998-2002. Details of the new Plan are included in quality of service and new media forms. this report. The ABC will respond by harnessing the full range of its existing skills across radio, television and online and its extensive network of creative and production resources in 57 locations across Australia. There will be a growing need for the ABC to provide both a distinctive and an Australian contribution to the broadcasting, information and entertainment industries. The presence of the ABC in this environment is a fundamental guarantee of media and cultural diversity.

The ABC had changed to a new structure over the past three years, referred to as the One ABC, which has allowed the Corporation to focus on the making and delivery of programs for broadcast across radio, television and online, with the support of strategic and business functions. The organisational structure of the ABC has not significantly changed during the past twelve months:

• National Networks Portfolio and Local and Regional Services Portfolio, responsible for the commissioning of programs and broadcasting services in radio, television and multimedia; • In-house content providers, News and Current Affairs Portfolio and Program Production Portfolio, which produce programs as required by National Networks and Local and Regional Services; • Finance and Business Services, Human Resources and Technology Strategy and Development Portfolios, providing strategic and business support services across the ABC; • Corporate Planning and Communications; • ABC Enterprises; and • The ABC’s subsidiary companies.

Included in the subsidiary companies are the state-based orchestras which have been corporatised. The Sydney Symphony Orchestra had been incorporated as an ABC subsidiary in February 1996 while both the Adelaide and Melbourne orchestras were incorporated in July 1997 along with the former ABC Concerts National Office, which has become Symphony Australia. In January 1998 the West Australian Symphony Orchestra was incorporated.

Queensland and Tasmania have not yet become incorporated. In this report the orchestras’ statistical data is reported separately in the Subsidiaries section.

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The new Corporate Plan provides a vision for the ABC: Objective Four: Expanding Services to Local and Regional Communities.

In the new century, the ABC will build on its strengths as an independent public broadcaster to The new digital environment offers opportunities to extend the ABC’s relevance to Australian enrich the lives of all Australians by offering a greater choice of programs that inform, educate and communities through multichanneling, datacasting and the continued development of ABC online. entertain. The ABC will play a leading role in developing innovative new services of increased relevance, localism and immediacy. To realise these opportunities, the ABC must be in a position to better identify audience needs and community interests across Australia and to allow local, as well as national, responses to those needs. In achieving this vision, the ABC values: It will also need effective planning for the deployment of resources and the development of skills around Australia. • the guiding principles of the Charter and the ABC Act; • the loyalty of audiences and the ABC’s connection to local communities and communities of Objective Five: Developing Efficiency and Effectiveness. interest in Australia and the region; • the ABC’s central place in the broadcasting and online environments in Australia’s cultural Productivity improvements are a prerequisite for the development of ABC programs and services in community; the new media environment. Optimum management of its resources will allow the ABC to deliver an • public funding of the ABC and the prohibition on advertising and sponsorship; expanding range of digital services. • the ABC’s standards of fairness, accuracy and impartiality; and • the skills and commitment of ABC employees and its contributors. The ABC continues to review its Editorial Policies document which provides a range of policies including references to: There are five key objectives included in the Corporate Plan. • Cultural Diversity (Section 6) - cultural diversity and national identity, a multicultural community, Objective One: Fulfilling the Charter and Other Responsibilities under the ABC Act. Aboriginal and Torres Strait Islander Programs and reporting from overseas. • International Broadcasting Services (Section 7) - International services, cultural perspectives, The Charter requires the ABC to deliver services of a high standard, which: guidelines for international reportage and editorial perspectives. • Program Standards (Section 9) - Use of language, discrimination and stereotypes, sex and sexuality, • are innovative and distinctive; religious programs and closed captioning for people who are hearing impaired or deaf. • contribute to a sense of national identity and reflect the cultural diversity of the Australian community; The Editorial Policies also outline a list of principles (Section 2.5.2.). • provide an Australian perspective on events and issues; • are comprehensive and provide a balance between programs of wide-appeal specialised programs; The ABC will be guided by the following principles: • inform, entertain, and educate; • encourage and promote the musical, dramatic and other performing arts in Australia; and • be identifiably Australian and be a distinctive, innovative broadcaster, with a mix of broad appeal • are broadcast domestically and overseas. and specialist programs; • extend the range of ideas and experiences available to Australians; Objective Two: Transforming ABC Services in the Digital Age. • strive to be a valued part of Australian life; • provide the best, most reliable and independent coverage and analysis of contemporary Within the legislative framework established by Government, underpinned by the Charter international, national, State/Territory and regional issues, ideas and events; responsibilities and drawing on its existing strengths, the ABC must transform itself in the new • provide programming which reflects awareness of the changing social, economic and demographic digital environment. circumstances of the Australian population; • work with relevant groups, including regional, ethnic and Indigenous ones, to foster appreciation Objective Three: Developing Australian Content. of Australia’s unique and diverse multicultural community; • provide authoritative, quality educational programs, including English language teaching Contributing to a sense of national identity and reflecting the cultural diversity of the Australian programs, within and outside Australia; community are important ABC functions, met by the provision of Australian content. • develop the natural specialised strengths which States and Territories can contribute to national diversity; • develop a totally integrated approach to all of its programs, performances, products and services;

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• provide a focus for understanding Australia’s place in a changing world and project Australia to the Last year the percentage of staff who had provided EEO data for aggregate statistical purposes was world; 80.7%. In order to improve this response and gain a more accurate profile of the ABC, forms were • harness the opportunities presented by the emerging multi-channel, multimedia environment to sent to all staff who had not previously supplied information. The response resulted in an increased respond to new audience needs and to extend the impact of programs; ratio of 87.1%. • seek the most cost-effective use of its resources so the Australian public receives the best possible return on its investment in national broadcasting; During the year there was an increase in the representation of women overall, which was reflected • develop an atmosphere of trust and a sense of common purpose within the organisation; in rises in the proportion of senior management and the non-traditional engineering/technical • establish a participatory style of working in which creativity and efficiency can flourish in all areas group. While the number of people from non-English speaking backgrounds and people with and at all levels of the organisation; disabilities increased, the proportions decreased slightly as a result of the overall higher response • have regard to the well-being, training and development of its employees; and rate. As the ABC had recruited a large number of trainees in the last two reporting periods, this year • as an employer, be non-discriminatory and seek to promote equality of opportunity. resources were focused on supporting those trainees, therefore the representation of Indigenous staff declined slightly. As well, there is a Code Of Practice and a Service Agreement. The Code of Practice outlines general and specific program codes including references to language, discrimination, portrayal and avoidance MAJOR ACHIEVEMENTS of stereotypes and closed captioning. The Service Commitment is a statement of what the Australian Major achievements for 1998-99 relating to Equity and Diversity in the ABC are listed below. public is entitled to expect in dealings with the ABC. The recommendations of the 1998 Equal Employment Opportunity Management Review have The Corporate Plan and other policies and agreements provide the ABC with the focus to contribute underpinned the development of the new ABC Equity and Diversity Management Plan which has to a comprehensive and inclusive service, which is achieved by a workforce that reflects the diversity been completed and covers the period 1998-2002. The plan’s framework consists of core information of all Australians. - background, ABC corporate links, legislative framework, principles of workplace diversity, the vision and objectives. Six modules have been developed, which are linked to the core information, Issues for staff during 1998-99 reflected the final stages of the implementation of the One ABC including strategies for the areas of Disability, Indigenous, Human Resources Integration, Work/Life, structure with a tapering of staff leaving by redundancy arrangements. Along with the new Corporate Gender and Cultural Diversity. From these modules, the strategies will be tailored to individual Plan, Portfolios developed their individual Business Plans and consultations and negotiations were Portfolios with additional strategies identified at the local level. Performance indicators, responsibility underway for the new Enterprise Bargaining Agreement - driven by a Workplace Reform Strategy. and timeframe will be established as part of this process.

The Human Resources (HR) Portfolio has initiated a refocusing of the HR function and a realignment Further implementation of the ABC’s Disability Action Plan (DAP) and a detailed two-year progress of its resources away from processing and regulating, to providing an enhanced consultancy approach report was completed in December 1998 and forwarded to the Human Rights and Equal through a three-pronged approach: Opportunity Commission (HREOC). The project officer appointed in July 1998 for six months was extended for a further twelve month period until end 1999. Achievements included: the • the implementation of new technology; identification and development of a disability video and training package on Why Employ People with • devolution of accountability for people management to line management; and Disabilities?; production of a program makers guide, You Can Make a Difference, about the portrayal, • moving from a rules-based to a relations or principle-based workplace environment. language and resources from a disability perspective; appointment of a person with a disability to the ABC’s National Advisory Council; the targeting of a program production traineeship to a person Within the HR Portfolio the area responsible for the ABC’s Equal Employment Opportunity (EEO) with a disability; and substantial progress with the accessibility of ABC sites and services for people program has changed its focus and name to Equity and Diversity (ED), taking into account the with disabilities. recommendations of the Management of Equal Employment Opportunity Review in the ABC undertaken in 1998. This shift is embraced in the vision, principles, objectives and strategies One Indigenous staff member was appointed as a trainee in the Finance area, South Australia. Five included in the Corporation’s new Equity and Diversity Management Plan 1998-2002. staff completed their traineeships during 1998-99 and a further eight staff continued with their traineeship placements. A national Indigenous This is in line with both the public and private sector moving to a model of managing workplace staff conference is held each calendar year. Staff diversity - about the recognition of the need to develop an organisation that values and utilises all its gathered in Brisbane in November 1998 with 32 employees taking into account differences in backgrounds and experiences. participants and at the Batchelor College, Northern Territory at end June 1999.

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Equity &1999 diversity - 2000 Annual management Report plan 1998 - 1999 Annual1998 - 1999Report Annual Report 1998 - 1999 Annual Report1998 - 1999 Annual Report1998 - 2002

There were 26 Indigenous staff who took part in conjunction with educational, community and BACKGROUND cultural events. Activities were held around Australia to observe National Aboriginal and Islander The ABC has developed and implemented Equal Employment Opportunity policies and practices Day of Celebration (NAIDOC) Week. A newly developed Indigenous website was launched called since it made a public commitment to the principles of EEO in 1980. Message Stick to provide a co-ordinated site for ABC Indigenous programs and services. Since then the ABC has: undertaken to comply with anti-discrimination and equal employment Opportunities were available to women staff opportunity applicable to the ABC; lodged EEO annual reports for tabling in Federal Parliament; members to encourage networking, mentoring and implemented, monitored and evaluated a succession of EEO Management Plans. and career advice, particularly in areas of management, non-traditional occupations and Expressions of commitment to the principles of EEO have been included in successive ABC under-representation. The ABC, in conjunction Corporate Plans in line with the ABC’s Charter which states that as a national broadcaster, it must with the Australian Film Commission, the contribute to a "sense of national identity" and "reflect the cultural diversity of the Australian commercial television networks and SBS, community". participated in the Women in Television Project, to provide industry-wide opportunities The previous EEO Management Plan covered the period 1993-97. Broad Corporation-wide objectives for women working in television. Women in underpinned a range of strategies that incorporated portfolio flexibility. From left: Jenny Brigg, Lou Stanley, Leonie Morgan & Engineering Scholarships were again offered in Chrissie Tucker (Equity & Diversity Manager) at the all states and territories. Women in Television lunch - ‘Techno Babes’. An extensive review of the management of EEO in the ABC was undertaken in 1998 with summary and recommendations, which form the basis of the new ABC Equity and Diversity Management Plan The ABC’s television, radio and online content and on-air staff have continued to extensively reflect 1998-2002. The plan reflects the ABC’s Charter, Corporate Plan, Editorial Policies, Service the diversity of the Australian community. Commitment and Code of Practice and covers the period 1 September 1998 until 31 August 2002.

Workshops were delivered on balancing work and family/life responsibilities and a pilot teleworking EQUITY AND DIVERSITY MANAGEMENT PLAN PRINCIPLES, project was developed which has the potential to assist both staff and the ABC to increase flexibility. VISION AND OBJECTIVES Increasing diversity in the workplace is reflecting what is happening in the Australian community. ABC staff received a number of awards during the year including the Australian Human Rights We have to respond to this as a community and ensure that our business and management structures Awards, conducted by HREOC, the Walkley Award for the Best Coverage of Indigenous Affairs, Better keep pace with contemporary society. But increasing diversity is about efficiency and the bottom line Hearing Australia Clear Speech Awards, United Nations Association of Australia Media Peace Awards, as well as equity. We need to exploit the talent and harness the capacities of all the population, rather Louis Johnson Media Awards, International Association of Women in Television and Radio and than just a narrow range if we are going to improve productivity across the board. National Youth Media Awards. David Karpin Chair of the Task Force on Leadership and Management Skills Workplace Diversity is about the recognition by Australian workplaces - both public and private - of the need to develop an organisation that values and utilises all its employees taking into account differences in backgrounds and experiences. Australia has one of the most diverse populations in the world and the ABC’s workforce should reflect that diversity in programs and products for the whole of the Australian community.

Diversity relates to: gender, age, language, ethnicity, cultural background, disability, sexual orientation and religious belief.

Diversity also recognises the ways that staff are different in other respects such as educational level, work experience, socio-economic background, personality profile, geographic location, marital and parental status and family responsibilities. This is in line with the guidelines of the Public Service and Merit Protection Commission.

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All organisational policies, practices and processes that impact on the lives of employees need to Commitment for the implementation of the plan is to be shared by all employees with Portfolio recognise the potential benefits that can be derived from having access to a range of perspectives and Heads and Senior Executives responsible for endorsement and leadership, to ensure that resources to take account of these differences in managing the workplace. are available, strategies undertaken and objectives met, with reports of progress completed. Senior Executives will have references to the objectives of the Equity and Diversity Management Plan Workplace diversity is good management practice and good business sense and assists the creation of included in job positions and Performance Planning and Review. a better working environment for all. Organisations that have introduced diversity management plans have found a range of benefits such as: improved service and client satisfaction; enhanced corporate Apart from the reward of a workforce that values the contribution and diverse backgrounds of image; better team work; more effective communication at work; more creativity and innovation individuals, the plan will include mechanisms to recognise the efforts of staff members and groups of with better problem solving; improved staff morale; and a wider pool of people applying for employees who contribute to the achievement of Equity and Diversity Plan objectives. positions (IP Australia). VISION Managing diversity builds on the Equal Employment Opportunity foundation, but goes beyond the As Australia’s national broadcaster and major cultural organisation, the ABC’s mission is to provide its concept of rectifying disadvantage for target groups and puts a new emphasis on the importance of audiences with the best programs, performances, products and services it can produce and acquire. valuing the differences of individuals in the workplace, as good management practice. As the ABC continues to be bound by the Equal Employment Opportunity (Commonwealth Authorities) Act 1987, there In regard to its Equity and Diversity Management Plan, the ABC is committed to the achievement of is the requirement to maintain the EEO program for the four EEO groups - women, Aboriginal and this mission by the: provision of a mix of services designed to acknowledge the diverse needs of Torres Strait Islander people, people of non-English speaking background and people with disabilities. audiences and to connect Australians with their local communities, the nation and the world; and the development and support of a skilled, diverse and flexible workforce, committed to high standards, PRINCIPLES OF EQUITY AND DIVERSITY creativity and quality of service, within a safe and rewarding environment. Principles underpinning the Equity and Diversity Management Plan come under an overall concept of fair treatment which includes: OBJECTIVES To assist the vision statement, to develop a culture within the ABC which supports the principles of • application of the merit principle; equity and diversity, objectives have been devised and included in the Equity and Diversity • appropriate action to eliminate unjustified discrimination and harassment; Management Plan. • application of measures to promote equal employment opportunity designed to redress disadvantage; 1. To increase awareness of the recognition, value and effective use of the diverse skills, cultural • valuing diversity; and values and backgrounds of the ABC’s current and potential workforce and to demonstrate • natural justice which ensures people have an opportunity to be heard by an unbiased decision- commitment to Equity and Diversity by all managers and staff. maker. 2. To encourage and provide access to all staff to develop their work skills and contribute to their STRUCTURE OF THE PLAN maximum potential. The plan has a vision statement and objectives which are supported by a number of modules containing detailed strategies. The modules are: Disability, Indigenous, Human Resources Integration, 3. That workplace structures, systems and procedures assist staff to balance their work and family/life Work/Life, Gender Issues and Cultural Diversity. Summaries of the strategies included in each responsibilities effectively. module are included under the relevant sections of this Report. Some of the strategies included in the modules have been implemented, particularly those included in the Disability Action Plan which 4. To ensure that the work environment is free from harassment. was completed earlier to comply with the Commonwealth Disability Strategy. 5. To continue to improve organisational structures, systems and procedures so that they encourage a Portfolios will draw from the plan an individual model which will include the development of diverse and equitable workplace. achievable and relevant targets and strategies, with monitoring and reporting mechanisms. Portfolio models will be underpinned by their individual objectives linked to Corporate objectives as well as 6. To offer equal employment opportunities so that the ABC’s employee profile reflects the the Equity and Diversity objectives. community profile.

REPORTING AND COMMITMENT OF THE PLAN COMMUNICATION Overall, progress of the plan will be reported in the ABC’s Annual Reports and Equity and Diversity The Equity and Diversity Management Plan will be available to all staff by a variety of Annual Reports. communication measures and workshops will be conducted for management and staff.

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Equity & diversity activities 1998 - 1999 Annual1998 - 1999Report Annual Report 1998 - 1999 Annual Report1998 - 19991998 Annual Report - 1999

The Equal Employment Opportunity (Commonwealth Authorities) Act 1987 requires the ABC to undertake a The EEO review has included in its recommendations a section on commitment and responsibility for number of actions as part of its overall Equity and Diversity program. diversity management. Overall, the recommendations focus on commitment from senior management to be demonstrated by leadership and example, that training be undertaken to increase awareness of the Equity INFORMING EMPLOYEES - (Section 6(a)) and Diversity program and that selection guidelines include a serious appraisal of staff’s demonstration of Information regarding Equity and Diversity policies and activities and relevant resources was distributed to the understanding and application of ED principles and practices. staff by a variety of methods. Overall reporting via the 1997-98 EEO Annual Report which was tabled in both Houses of Parliament on 25 November 1998 and the ABC’s Annual Report. Induction and training Representatives from all portfolios have been appointed, to work with the ED Manager, to tailor strategies sessions provided staff with information and discussion on ED principles and practices. Articles were from the Equity and Diversity Management Plan and develop individual plans for the next twelve months published in the staff magazine Wavelength such as Women in Engineering Scholarship winners, Youth of with monitoring mechanisms. Rural Australia project, NAIDOC Week activities and Women in Television project. CONSULTATION WITH TRADE UNIONS - (Section 6(c)) Senior Managers, Human Resources staff, Workplace Harassment Contact Officers and women’s network Industrial relations between the ABC and the unions - the Community and Public Sector Union (CPSU), participants received relevant information on a regular basis and a package of up-to-date acquisitions of ED Media, Entertainment and Arts Alliance (MEAA) and the Association of Professional Engineers, Scientists resource material is compiled and sent to ED contacts in branches for access by all staff. ED information is and Managers Australia (APESMA), have in the last year focused mainly on preparing for the next enterprise sent directly to ABC staff working overseas. bargaining round. Negotiations formally commenced between the ABC and the MEAA and CPSU on 14 April 1999 when the ABC presented its Enterprise Bargaining Proposal, The Way Ahead, to these unions. As the Disability Action Plan is implemented, information is sent to Portfolio Heads and other appropriate staff to progress the strategies. The ABC's proposal has been designed in response to a need for the ABC to change its work practices. Changes such as the introduction of digital technology and convergence of broadcasting, Staff are encouraged to apply for external scholarships and awards and information is telecommunications, print and online media have meant that the ABC must create a more flexible distributed widely, for example, the Celebration of Ability Media Awards and the employment environment. Human Rights Awards. The proposal therefore aims to create an employment environment that will: Posters and brochures have been updated for distribution to keep staff informed • facilitate opportunities for staff to work more effectively across media and craft disciplines; about the Workplace Harassment Policy and the names of the local contact officers. • create a more forward-looking and outward-looking organisational culture; and • reward and reinforce the aspirations of its staff through a new performance management system. School holiday care and activities and information on English Improvement Opportunities were provided to Sydney-based staff. One of the other key outcomes of the proposal and negotiations is to end up with a streamlined enterprise agreement with all relevant provisions brought together into a single, comprehensive and easily understood Resources maintained by the ED section are available for access by all staff and during the year assistance instrument, which will replace the myriad of awards, agreements and staff rules which are now applicable to was given to many enquirers regarding interview questions, assistance with study, background information the employment of ABC staff. An important aim of this is the introduction of greater equity in working for storylines and general interest in discrimination/diversity issues. conditions for staff. This will be achieved by simplifying the current 68 classification groups and eliminating disparities between the different classifications in provisions relating to hours of work, rosters, penalties and CONFERRING RESPONSIBILITY - (Section 6(b)) overtime, leave, public holidays, and methods of determining salary advancement. All management and staff continue to be responsible for ED in their areas and for maintaining a discrimination and harassment free working environment. Overall, responsibility for the implementation of The ABC has also presented a separate proposal to the CPSU for ABC Retail that reflects the needs of the ED in the ABC, remains with the Managing Director and the Portfolio Heads. ABC shops, which operate in the competitive retail industry. A proposal is also being developed for Senior Executives which will be negotiated with APESMA. Responsibility for ED is shared among managers at all levels and locations and is acknowledged in the position descriptions of all managers and supervisors. Line managers retain responsibility for ED activities Negotiations of the main ABC proposal have been progressing intensively since 14 April 1999. and performance within their areas, with the Equity and Diversity Manager and the Indigenous Employment Manager, providing specialist services to assist in the development, implementation and Negotiations for the current enterprise bargaining round will be concluded by end December 1999. While the monitoring of the ED program. enterprise bargaining negotiations have been the main focus of discussion with the unions in 1998-99, there has also been consultation with the unions on various other matters such as the collocation of the Gore Hill and Some other roles have been maintained - Workplace Harassment Contact Officers and ED Contact Officers Ultimo sites in Sydney. Relations with the unions have been generally productive and harmonious, with few in each branch - who provide information and support to staff. disputes reaching the dispute settling stage before the Australian Industrial Relations Commission.

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CONSULTATION WITH EMPLOYEES - (Section 6(d)) Information was provided and comments canvassed from the Workplace Harassment Contact Officers and Feedback was sought from Heads of Portfolios and Senior HR Managers about the new Equity and Diversity their ongoing role and experiences. Management Plan following the extensive feedback from all staff in 1998 while the EEO Management Review was underway. Workshops and induction sessions took place throughout the year including modules on Equity and Diversity. Consultation continued with newly appointed portfolio representatives in regard to the tailoring of the Equity and Diversity Management Plan. The focus was on the application of the plan to the business COLLECTION OF STATISTICS - (Section 6(e)) objectives of each portfolio and the range of occupations and areas of responsibilities. In 1996 a new EEO statistical form for the purpose of reporting aggregate figures on the four EEO groups, as required by legislation, was introduced and sent to staff who had not previously supplied EEO data. Since In regard to the ABC’s enterprise bargaining proposals, consultation with employees has involved briefings then, staff who commenced during each subsequent reporting year and who had not provided data were and discussions providing staff with details of the proposed changes to their working environment. requested to comply. These initiatives resulted in an increase from 56.4% in August 1995 to 80.7% in August Briefings have taken place Australia-wide, including regional areas, and were conducted by way of face-to- 1998. This year as the ABC embarks on the implementation of its new ED Management Plan all staff without face workshops with groups of staff. These forums have enabled staff to raise concerns and seek EEO data were again invited to complete the relevant form. A very large number of staff responded, which clarification. The workshops have been followed up by individual contact from Employee Relations and has boosted the overall response rate to 87.1%. The number of respondents totalled 564. State Human Resources Managers and through an intranet site devoted to Workplace Reform. Statistics have been provided to managers, on an aggregate basis, by portfolio, maternity leave take-up and Managers and supervisors requested information and advice on a range of Equity and Diversity matters and gender statistics by occupational groups. on the implementation of ED strategies in their areas; including harassment, issues for staff with disabilities, flexible work arrangements, career development for women and targeted traineeships. The 1998-2002 ED Management Plan includes a number of strategies to maintain/consider statistics on Indigenous staff, staff with disabilities, gender break-up and non-English speaking backgrounds, to monitor Individual staff members sought advice/action on issues ranging from harassment, work and family trends in recruitment and retention rates, occupational segmentation, promotion and training opportunities. commitments including resumption of work from maternity leave, requirements of staff with disabilities, mentoring, equity aspects of the selection process, childcare arrangements, and information for programs Other strategies focus on the need to review the collection and database of statistics including the current and conferences. EEO form and to consider the establishment of new data on the costs of discrimination and a grievance register. Consideration of a survey of ABC staff to update employee profiles that reflect the diversity model Indigenous cadets and trainees and their managers are involved in including work/life dimensions and needs and commitment to equity and diversity is also included in ongoing consultation regarding workplace matters and career the plan. development. The National ABC Indigenous Staff Conferences provided a forum for staff to receive information and discuss issues CONSIDERATION OF POLICIES AND EXAMINATION OF PRACTICES on both an ABC-wide application and on a personal level. - (Section 6(f)) NAIDOC Week activities provide opportunities for all staff to Policies and practices that have been considered, examined and implemented are outlined in the following participate in functions and discussion of Indigenous culture sections of this report. and perspectives. Participants at the National ABC Indigenous staff conference, N.T The Management of EEO Review undertaken in 1998 involved extensive information gathering, internally Consultation took place with the ABC's Network 99 women's group and externally, to determine best practice and innovation. As a result, the Equity and Diversity Management committees on future directions and activities and networking lunches were organised to encourage Plan 1998-2002 has adopted the diversity model as its framework and includes objectives and strategies to discussion. The Women in Television Project provided a number of opportunities for women to be support the principles of diversity and to implement appropriate policies and practices. There is a consulted about their issues within occupational groups and with other television networks. continuing need to monitor the impact of legal decisions in the courts in regard to anti-discrimination legislation and to reflect and promote a discrimination-free environment in all policies and practices. The pilot teleworking project brought together Human Resources, Information Technology (IT), Property Services and IT participants and managers at a workshop to address issues of teleworking. To assist the process of considering and identifying best policies and practices, participation continued with ED specialist network groups, seminars and conferences, workshops and attendance at award presentations. As a As part of the collocation consultative process, a number of Human Resources staff were appointed to member of the Women in Television Project group, the ABC has increased the availability of opportunities for working committees such as Childcare and Staff Amenities. the television area of broadcasting with discussion and information sharing to encourage successful practices. Other areas then benefit from similar initiatives. Likewise the National ABC Indigenous Staff Conference results in a number of recommendations being put forward for consideration and implementation.

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Human resources policies & activities 1998 - 1999 Annual1998 - 1999Report Annual Report 1998 - 1999 Annual Report1998 - 1999 Annual Report

SETTING OBJECTIVES AND SELECTING INDICATORS - (Section 6(g)) BROAD INITIATIVES In line with the ABC’s overall Corporate Plan and the individual business plans of portfolios the Equity and The Human Resources Portfolio had been restructured to deliver services within a centre of Diversity Management Plan 1998-2002 sets objectives and strategies. excellence framework.

Objectives of the Equity and Diversity Management Plan. This has meant a refocusing of the human resources function and a realignment of its resources away from processing and regulating, to providing an enhanced consultancy approach through a three- 1. To increase awareness of the recognition, value and effective use of the diverse skills, cultural values and pronged approach: backgrounds of the ABC’s current and potential workforce and to demonstrate commitment to Equity and Diversity by all managers and staff. • the implementation of new technology; 2. To encourage and provide access to all staff to develop their work skills and contribute to their maximum • devolution of accountability for people management to line management; and potential. • moving from a rules-based to a relations or principle-based workplace environment. 3. That workplace structures, systems and procedures assist staff to balance their work and family/life responsibilities effectively. The ABC is currently confronting a number of challenges that will impact on the employment and 4. To ensure that the work environment is free from harassment. management of people and therefore require a significant contribution from the HR Portfolio and are 5. To continue to improve organisational structures, systems and procedures so that they encourage a major drivers of a Workplace Reform Strategy. The challenges include digital technology, property diverse and equitable workplace. rationalisation, increased content demand and an increasingly competitive industry environment. 6. To offer equal employment opportunities so that the ABC’s employee profile reflects the community profile. The Human Resources Portfolio has established relationships with a range of external organisations including Government, industry groups, education providers and independent consultants, in Portfolios will draw from the plan individual models which will include the development of achievable and recognition of the increasing reliance and attention by these groups to the management of people as a relevant targets and strategies. At the same time responsibility, timeframe and performance indicators will key factor in the achievement of business outcomes. be established. Key objectives of the HR Business Plan for 1998-2001 focus on the development and implementation of: Part of the Management of EEO Review focused on the usefulness of targets and there were a range of views put forward. The final recommendations included that the new plan retains targets for the EEO groups • a strategic HR planning process; while the Equal Employment Opportunity (Commonwealth Authorities) Act 1987, remains unchanged. The • integration of people management issues into all aspects of ABC strategic planning and decision targets to be tied to community representations and comparative targets of other organisations and that making; there can be consideration of a range as well as individual percentages. • a workplace reform strategy to support ABC output objectives, based on flexible ways of working, developing teams, new training and career strategies, and strengthening the communication Targets that remain unchanged are two per cent Indigenous staff of total staff and five per cent staff with between management and staff; disabilities of total staff. • performance management systems to support high quality cross-media broadcasting activities; • emphasis on the link between leadership and management performance and achieving The plan includes strategies to provide for the inclusion in Senior Executive performance management organisational goals; and reviews the requirement to implement Equity and Diversity strategies within their area of responsibility. • the provision of high quality strategic and operational human resource expertise to line management.

MONITORING AND EVALUATION - (Section 6(h)) Development of the ABC’s Enterprise Bargaining Agreement proposals began in early 1998. Since The Equity and Diversity Management Plan has provision for the monitoring and evaluation of the stated then a detailed proposal for the majority of the ABC’s workforce, The Way Ahead was put to staff in objectives and strategies tailored to each portfolio, with performance indicators, allocation of responsibility April 1999. The proposal was supported by a national roadshow and the implementation of a and appropriate timeframe. The progress is reported in the ABC’s Equity and Diversity Annual Report, the comprehensive communications strategy. Negotiation, consultation and further refinement of the ABC’s Annual Report, Corporate and Business Plans. Other forums for accountability include the Access and proposal are continuing in the build up to an eventual vote by staff, anticipated towards the end of Equity Annual Report, the Commonwealth Disability Strategy and HREOC. In December 1998 the 1999. New agreements for Senior Executives and Retail staff are expected to be achieved around the two-year progress report of the ABC’s Disability Action Plan was forwarded to HREOC. same time.

The Enterprise Bargaining Agreements are a first step towards achieving efficiency, simplicity, fairness, opportunity and job security. Planning for implementation of the new terms and conditions has been

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completed, including detailed research on work level standards which will ensure staff are assigned introduction of a pilot peer support program undertaken in Tasmania which has provided positive to the appropriate level in the new simpler structures. The development of a Corporation-wide feedback for an ongoing program. Performance Management System is almost complete as is planning for configuration of the information and payroll systems to handle the new conditions. TRAINING AND DEVELOPMENT The Training and Development department within the Human Resources portfolio provides internal Activities training and development activities for ABC staff in all areas, (Radio, TV, Multimedia and Corporate Services), and co-ordinates some external training. WORKPLACE HARASSMENT POLICY Information on the Workplace Harassment Policy and contact officers was updated with the A restructured Training and Development provides a training presence in each state and territory. distribution of brochures and posters in all states. The new contact officer in Queensland received Training managers co-ordinate and monitor training activities, providing training and development appropriate training and an annual report was prepared outlining relevant issues and advice and facilitation services. recommendations for comment by the contact officer group. Resources were provided on a regular basis to the group as well as to Senior Management and HR Managers. Currently the ABC has 46 trainees and cadets, of whom 30 are women and nine are Indigenous people. The ABC employed six TV production trainees, the first in many years, of whom three are LEGISLATION women. One was a targeted traineeship for a person with a disability. Of four Radio sound Legislative changes and the impact of anti-discrimination court decisions have been monitored. It has engineering trainees, also the first in many years, two are women. Six women Media Production been noted that the ABC may now come under State laws as well as Commonwealth jurisdiction. trainees are about to enter their final year of a three-year traineeship. Information on State laws and bodies is currently being collated. Training and Development organised a mentoring workshop for a number of supervisors who will PILOT TELEWORKING PROJECT oversee trainee placements and developed curriculum and training for many of the ABC's trainees, In July 1999 the Information Technology area of and provided counselling and support. the ABC in conjunction with HR and Property Services commenced a pilot teleworking project The department ensures that inclusive language is used in all training materials, and ensures equity with seven participants. In line with a diversity of access to ABC staff of all backgrounds in training courses. ABC Training and Development works model the participants have volunteered for a towards improving understanding of multicultural issues in a number of ways. variety of reasons, for example, family responsibilities, reduction of commuting time and It provides special support to Indigenous trainees and cadets through training managers at the different working environment. Preparation for the workplace, and in providing advice on training to managers of Indigenous employment. project involved the development of an agreement, inspections of houses for Occupational, Health Workshop participants for the pilot teleworking project. Each year, as part of NAIDOC Week, support is provided for activities which take place across the and Safety and physical requirements and the From left: Mark Wilson, Phil Nottle (trainer), ABC. An open forum for staff on achieving respect and balance in reporting Indigenous issues was Peter Diggins & Ken Hando facilitation of a workshop for volunteers and developed. Angela Catterns chaired the forum; panellists included John Millard from Australian Story their managers. (Television), Robin McConchie from Rural Radio, and Lorena Allam from AWAYE! (Radio).

TRAINEESHIPS The forum consisted of short presentations by the During the year traineeships and cadetships were offered, advertised and successful applicants chair and each panel member on their own appointed in a range of occupations and areas of the ABC. Some of these positions were targeted at experience in reporting Indigenous issues, and people from EEO groups - Indigenous people and people with disabilities. Issues needed to be their comments on balance in the ABC and the addressed regarding alternate advertising and legislation. wider media. Following on, the audience was invited to ask questions and enter into discussions EMPLOYEE ASSISTANCE PROGRAM about the topic. The presentations and discussions The national Employee Assistance Program (EAP) which was introduced in July 1997 has continued raised many interesting issues of approach to to provide a comprehensive range of services to staff and their families which focus on assisting staff coverage and media ethics, and the general feeling to resolve personal and/or work related problems. As well as individual services the EAP also of participants was one of enrichment. Victoria Springboard participants provides assistance to work groups and conducts seminars. Part of the program has involved the From left: Luana Kou, Ellia Leong, Eniko Turos, Katrina Palmer & Lorraine Bonnici

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Gender 1998 - 1999 Annual1998 - 1999Report Annual Report 1998 - 1999 Annual Report1998 - 1999 Annual Report

The Gender module of the Equity and Diversity Management Plan focuses on the recognition of the Advice was provided on familiarising ABC managers and staff with employment issues relating to varying representation and needs of men and women in the workplace to ensure policies and people with disabilities and on training issues surrounding the production of a video on the subject. practices are non-discriminatory and all staff reach their maximum potential. Consideration is given to areas of employment where there are unequal representations in regard to gender - where one sex Assistance was provided in extending the Springboard development program for women to may be segmented in the lower levels of the organisation or under-represented in non-traditional Melbourne during the year. Training and Development facilitated a seminar reviewing the benefits of occupations. There is a need to provide a range of programs and on-air staff who represent all of the a pilot project in working from home supported through telephone links. community in line with the ABC’s Charter and to comply with the Equal Employment Opportunity (Commonwealth Authorities) Act 1987 which requires an EEO program for women. There is also the The ABC co-ordinated the Rural Youth of the Year Scheme - Heywire - increasing recognition of need for compliance with anti-discrimination legislation on the grounds of gender and consideration young people in rural areas. The Training and Development department, as in past years with the of the Discrimination and Stereotypes Program Standards included in the ABC’s Editorial Policies. Rural Woman of the Year Award, provided leadership and media training to 36 young people who gathered in Canberra in February 1999. Activities EQUITY AND DIVERSITY MANAGEMENT PLAN 1998-2002 NETWORKING - HUMAN RESOURCES INTEGRATION Network 99, the ABC’s discussion/network group for women had committee membership boosted Following on from the major review of the management of EEO in the ABC, the new Equity and after a questionnaire was sent to women at Gore Hill and Ultimo. In the second half of 1998 Diversity Management Plan incorporates the recommendations to take a broader view of EEO by workshops were held on ethics in the media and management ethics and sex discrimination with the embracing diversity so that the focus is on the individual, recognising and valuing the diverse skills, newly appointed Sex Discrimination Commissioner, Susan Halliday, and Christmas functions took cultural values and backgrounds of all staff. place. At the beginning of 1999 a calendar of events was devised and a range of activities undertaken, including monthly committee meetings, networking drinks, financial planning for The plan has a core vision statement and objectives which are supported by a number of modules women, balancing work and family and breakfast with guest speaker, Karen Cooper, ABC Technical containing detailed strategies. The modules are: Disability, Indigenous, Human Resources Integration, trainer. Kate Miller, State Manager NSW, replaced Therase Tran as a patron of Network 99. Work/Life, Gender and Cultural Diversity. A breakfast seminar was organised for men focusing on father and child Portfolios will draw from the plan an individual model which will include the development of relationships and aspects of parental leave. Ten men achievable and relevant targets and strategies, with monitoring and reporting mechanisms. Portfolio accepted the offer to attend and to receive relevant models will be underpinned by their individual objectives linked to Corporate objectives. information on balancing work and family. The Human Resources Integration module is based on Equity and Diversity principles and practices Networking lunches, particularly for women new to the which should be considered and integrated within the framework of HR activities to ensure that the ABC or to the Ultimo site were organised over the ABC has a balanced, diverse and highly skilled workforce, who operate within an environment of year with a steady and growing attendance. encouragement, non-discrimination and fair practice. Appropriate structure, systems and procedures Network 99 gathering should allow the ABC to maintain such a workforce within a suitable environment. All managers and Senior executive women accepted corporate at Gore Hill staff should implement, monitor and be accountable for HR policies and guidelines to ensure an membership of the Women and Management Inc. effective and equitable practice throughout the organisation. organisation which provides workshops and events for career and personal development and external Strategies focus on an array of policies and activities and effective communication. Disseminating the networking opportunities. Guest speaker information to staff is covered by: the development of a formal Equity and Diversity policy; Susan Halliday, production and distribution of new publications; and interview kit. Understanding and commitment Sex Discrimination On International Women’s Day, 8 March 1999, of the principles and application of equity and diversity, will be assisted by strategies for leadership Commissioner twenty ABC women attended breakfast with the Sex programs, workshops and modules, requirements under the Performance Management System and a Discrimination Commissioner as speaker. reward system.

A strategy to develop/implement similar networking Geraldine Doogue, panel member Other strategies focus on the ABC’s Workplace Harassment Policy such as linking it to related Ethics Seminar procedures; reviewing the role of contact officers; and establishing a grievance register. A mentoring opportunities in other states will be initiated during 1999-2000. program, wider survey of staff, revised employment selection guidelines and focusing on the perspectives of diversity such as youth and age also form part of the HR Integration module strategies. page22 page23 1938 ABCO EEO An Report 10/9 24/02/2000 12:17 PM Page 22

Work experience and placements have been provided to women students as part of their study WOMEN IN TELEVISION PROJECT program. HR has provided work projects on mentoring and the preparation of a work/life booklet The Women in Television Project continued during 1998-99, co-ordinated by the Australian Film for staff. Commission in association with the ABC, the commercial networks, SBS, the Federation of Australian Commercial Television Stations and the Screen Producers Association of Australia. EQUITY AND DIVERSITY MANAGEMENT PLAN 1998-2002 - GENDER MODULE STRATEGIES Networking opportunities for focus and large groups featured during the year with Techno Babes - Strategies in the Gender module of the Equity and Diversity Management Plan include: the need to women in technical positions with ABC’s Jenny Brigg and Lou Stanley as guest speakers; On the Road extend the use of the database to further monitor trends in employment patterns; the encouragement to Executive Producer; Up on Screen - international of men and women to consider/apply for non-traditional occupation positions, areas of under women in television, Sydney and Melbourne; representation, and single gender development programs; and consideration of a national Network and Confidence and Tenacity - women in 99 strategy, forums on gender issues, and a greater focus on gender issues for media staff. The television, Brisbane, with ABC’s Sue Masters as strategies also recommend the maintenance of ongoing initiatives such as the Women in Engineering guest speaker. A survey and a specific workshop and Women in Television projects and training opportunities such as the Springboard program. was designed for women in technical/operations to assist with career plan, skills development, REPRESENTATION networking and role models. ABC’s Karen Cooper The total number of women at 31 August 1999 is 1775, representing 43.7% of total non-casual staff, a developed and facilitated the workshop, with slight increase from last year. About 180 staff departed by redundancy - 55% men and 45% women. Margaret Cassidy as ABC’s representative on the panel, and proposed a follow up lunch for the Workshop for Women in Television Technical Operations Within occupational groups there is an over-representation of women in production support (79.5%) From Left: Anna Babara, Sarah Copeland, Kwok Ling participants as well as a similar workshop for Mau, Therese O’Leary & Anthea Stewart and administrative positions (64.8%) which are slightly higher than last year. While the lowest women in technical positions in Radio. participation rates are in engineering/technical (6.4%) and production operations (15.1%). The engineering/technical group representation of women continued to rise steadily with an increase of From the various activities over the past two years stories shared by women in television have been 0.7% which reflects the ongoing strategies undertaken in this non-traditional area. Four women compiled into a book called Shared Visions, which will be launched in October 1999. trainees continued their traineeship in this area during the year. During 1998-99 the percentage of women senior executives increased further by 3.4% to 34.6%, PILOT TELEWORKING PROJECT (figures based on total non-casual staff) Seven men and women are participating in the ABC’s pilot teleworking project which commenced in REPRESENTATION OF GENDER BY OCCUPATION July 1999 for a six month trial. Individual reasons range from family responsibilities to reduction of Occupational Group Women Men Total August 1997 August 1998 August 1999 August 1999 Staff travelling time to work. No % No. % No. % No. % No. WOMEN IN ENGINEERING Senior Executives 74 28.4 78 31.2 85 34.6 161 65.4 246 The ABC continued with its Women in Engineering Scholarship awards which had been extended to Administrative Officers 732 63.0 636 63.0 643 64.8 350 35.2 993 all states and territories. A representative was appointed to progress the initiative at the local level Journalist/Reporters 346 48.1 346 47.9 370 49.6 376 50.4 746 and there is a growing awareness of the role that women have in working in engineering positions Musicians 2 28.6 ------and an increase in the number of applicants of high standard. This year, so far, applicants have been Engineering/Technical 11 4.0 14 5.7 16 6.4 233 93.6 249 selected for awards in Victoria (two), South Australia (one), Tasmania (one) New South Wales (three) Prod. Support (TV) 183 78.2 157 78.1 155 79.5 40 20.5 195 and Western Australia (three). Producers/Directors (TV) 59 37.1 52 39.1 56 38.6 89 61.4 145 Production Services (TV) 59 33.5 48 34.0 40 31.5 87 68.5 127 TRAINING AND DEVELOPMENT OPPORTUNITIES Transmission (TV) 6 25.0 4 20.0 9 39.1 14 60.9 23 Springboard, the external development program for women in non-managerial positions provided, Production Ops (TV) 83 14.5 79 14.5 82 15.1 460 84.9 542 overall, twenty ABC participants with the opportunity to learn and practice career and personal Broadcaster (R & RA) 320 41.1 312 40.7 319 40.1 476 59.9 795 developmental strategies. Three women represented the ABC as mentors for the program - Marilyn Total 1875 42.9 1726 42.8 1775 43.7 2286 56.3 4061 Stuart-Wright, Judith Gardiner and Maria Zerella. For the first time the program was conducted and hosted by the ABC in Victoria with twelve ABC participants, two mentors and Sue Howard, Head which is the highest recorded representation and compares favourably with the overall Australian Local and Regional Services as guest speaker. Labour Force, the Commonwealth and State Public Service and the private sector.

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Indigenous people 1998 - 1999 Annual1998 - 1999Report Annual Report 1998 - 1999 Annual Report1998 - 1999 Annual Report

Within the program makers occupations, representation of radio broadcasters and television producers/directors remained about the same while journalist/reporters rose by 1.7%. The ABC has had in place over a number of years programs to attract, recruit, develop and retain Indigenous staff. For the purpose of meeting the requirements of both the ABC’s Charter to provide a range of programs for all of the Australian community that reflects all people and the Equal REPRESENTATION OF WOMEN WITHIN SALARY RANGES (Percentages based on total non-casual staff) Employment Opportunity (Commonwealth Authorities) Act 1987 which requires an EEO program for Aboriginal and Torres Strait Islander people. To ensure that the ABC has appropriate staff to produce $68071 and above (includes SE 5-19) and have input to Indigenous programs and products and that Indigenous people participate in all areas of the ABC, there is a need to maintain a climate of encouragement for Indigenous people to $56411 - $68070 (includes SE 1-4) join the ABC and for those employed to reach their potential and undertake career progression. As $52475 - $56410 (includes AO8) well the ABC has to comply with anti-discrimination legislation on the ground of race and consideration should be given to the references to Aboriginal and Torres Strait Islander Programs $49328 - $52474 (includes AO7) covered under Cultural Diversity in the ABC’s Editorial Policies.

$42308 - $49327 (includes AO6) The ABC maintains an overall target of two per cent Aboriginal and Torres Strait Islander staff of $38306 - $42307 (includes AO5) total staff.

$35160 - $38305 (includes AO4) The previous Aboriginal Employment Development Program (AEDP) has been replaced with the $31306 - $35159 (includes AO3) Indigenous Employment Program (IEP), which will focus on the continuing provision of targeted traineeships and cadetships supported by a formal funding agreement and the specialist services of $27410 - $31305 (includes AO2) the Indigenous Employment Manager. Efforts will be increased by liaison with relevant external employment groups and participation in careers days and community projects targeting Indigenous Below $27410 (includes AO1) employment opportunities. 010203040506070 Percentage (%) Activities REPRESENTATION OF WOMEN JOURNALIST/REPORTERS (Percentages based on total non-casual staff) TRAINEESHIPS/CADETSHIPS The ABC continued to provide traineeships and cadetships to Indigenous people across a range of occupations and locations. During the reporting period one trainee was appointed in South Australia Level 4-6 in the Finance area while eight trainees continued their training in journalism, radio broadcasting, Level 2-3 radio and television technical and production areas and multimedia. These trainees are located in regional NSW and Victoria and metropolitan Queensland, South Australia, Western Australia and Level 1 Victoria. Five graduate trainees completed their training in journalism, broadcasting and administration in NSW, Queensland, Western Australia and Victoria. A further traineeship was Cadet offered in the Northern Territory for a sports broadcaster and the successful applicant is due to start 01020304050607080 later in 1999. Percentage (%) The Indigenous Employment Manager continued to support trainees and managers with appropriate The number of women journalist/reporters had steadily increased since June 1993 from 42.1% to assistance and visits to trainees’ workplaces and attended an inaugural National Indigenous 49.6% in August 1999; nearly equal representation with men. The higher representations of women Employment Forum in Sydney. are distributed within the cadet and Level 1 bands, with a slight increase in the representation of women in the Level 2 - 3 band, and Level 4 - 6 remaining unchanged over the reporting period. STAFF ACHIEVEMENTS AND DEVELOPMENT OPPORTUNITIES For Indigenous staff generally there have been many achievements in the ABC. This year a number of It would be expected, over time, that a number of women will enter the higher bands as they are Indigenous staff were appointed or promoted to mainstream management and program making currently dominating the lower ranks and will continue to do so, as the current recruitment pattern positions, including Barbara McCarthy, who was appointed as Northern Territory Television Newsreader. reflects the larger number of women studying relevant university courses and making up the bulk of This is the first Indigenous person to become the main Presenter of an ABC News Program. qualified applicants for positions.

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Other Indigenous staff were able to take up secondment opportunities to assist career development INDIGENOUS COMMUNITIES and in some cases to provide the experience to work with emerging Indigenous media groups. The Manager Indigenous Broadcasting continues to liaise and assist Indigenous communities and media associations. This year assistance has been provided to the: Bundaberg, Cairns, Charleville, ABC Indigenous staff Nancia Guivarra and Kelrick Martin won the Louis Johnson Award in the Radio Cherbourg, Cunnamulla, Thursday Island, Townsville and Palm Island communities of Queensland; Feature category for Black Militants. the Batchelor, Borroloola and Darwin communities of Northern Territory; the Kimberley area of Western Australia; and the Echuca community of Victoria. NATIONAL ABC INDIGENOUS STAFF CONFERENCE A national three-day Indigenous staff conference is The Acting Indigenous Employment Manager is a community board member for the Larrakia Radio in Darwin. held each calendar year. Staff gathered in Brisbane in November 1998 with 32 participants and at the EQUITY AND DIVERSITY MANAGEMENT PLAN 1998-2002 - INDIGENOUS Batchelor College, Northern Territory at end June EMPLOYMENT MODULE STRATEGIES 1999. There were 26 Indigenous staff who took part in conjunction with educational, community Strategies aim for an update of policy, new traineeship agreement, promotional literature to support and cultural events to celebrate the Batchelor the new policies and strategies and re-establishment of an ABC Indigenous Programming and College’s initial step to becoming Australia’s first Employment Management Committee. Maintenance and extension of current initiatives and Indigenous university. The conferences provide activities such as liaison with Indigenous organisations and communities, provision of assistance to the forum to address ABC-wide and personal Indigenous broadcasting groups and facilitation of cross cultural workshops. issues for Indigenous staff and for input to a range of broadcasting issues from an REPRESENTATION Indigenous perspective. Indigenous staff in the ABC represent 1.4% of total staff. Numbers are slightly down from last year with a total of 56 Indigenous staff with representation across occupational groups and states and NAIDOC WEEK territories. The main areas of representation are in television production services, radio broadcasters Observance of NAIDOC Week celebrations took and journalist/reporters which indicates a balanced mix of program making and support. place around Australia. The Songlines program was launched on 4 July 1999 and the Flag Raising During the year there were some redundancies at the tail end of the restructure and some staff ceremony on 5 July included a speech by Senator departed to pursue further studies for personal development or to work at the local community level. Aden Ridgeway, who also launched the website Only one new trainee commenced during the reporting period and this is due to the large number of Message Stick. The Indigenous Broadcasting trainees who commenced the year before. Together with the previous intake thirteen trainees were Manager opened the Indigenous World Vision art undergoing traineeships at the commencement of the reporting period. Traineeships require a exhibition at Ultimo and a seminar on Reporting Flag Raising Ceremony, Ultimo structured intake, training program and appropriate placements to ensure the success of the Indigenous Issues: Achieving Balanced Coverage with From left: Senator Aden Ridgeway, Julie Wilson traineeship for both the trainee and the ABC. The ABC’s resources were fully utilised to maximise Lorena Allam, John Millard and Robin McConchie & Brian Grant successful outcomes for the trainees. was chaired by Angela Catterns. REPRESENTATION OF INDIGENOUS PEOPLE BY OCCUPATION (figures based on total non-casual staff) Triple J supported NAIDOC Week by broadcasting Occupational Group August 1997 August 1998 August 1999 The Morning Show in Alice Springs and initiating a No. No. No. % number of activities and recordings in the Senior Executives 1 1 1 0.4 Northern Territory. Administrative Officers 17 13 14 1.4 Journalist/Reporters 15 14 12 1.6 INDIGENOUS PROGRAMMING Engineering/Technical 2 3 2 0.8 Prod. Support (TV) 3 3 1 0.5 The ABC continues to air specific Indigenous Producers/Directors (TV) 7 1 1 0.7 NAIDOC Week get-together at Gore Hill programs SPEAKING OUT on National Local Radio Production Services (TV) 5 5 4 3.1 and AWAYE! on Radio National. The television From left: Kelrick Martin, Patrick Malone & Norman Grogan Transmission (TV) - - - - Indigenous Programming Unit has produced a Production Ops (TV) 6 8 8 1.5 number of Indigenous programs throughout the year. Broadcaster (R & RA) 8 13 13 1.6 Total 64 61 56 1.4 page28 page29 1938 ABCO EEO An Report 10/9 24/02/2000 12:17 PM Page 28

Cultural diversity 1998 - 1999 Annual1998 - 1999Report Annual Report 1998 - 1999 Annual Report1998 - 1999 Annual Report

Cultural Diversity has been an important and significant consideration for the ABC for many years. The Women in Engineering Scholarship awards continue to attract a high proportion of applicants Editorial Policies state that the ABC Charter requires the broadcast of programs that contribute to a (and winners) from non-English speaking backgrounds. sense of national identity and reflect the cultural diversity of the Australian community and is committed to programming which properly mirrors Australia’s cultural, ethnic and racial diversity. Around Australia ABC metropolitan and regional centres have participated in local multicultural Representation of the widest possible range of cultural experiences, issues and perspectives should be activities and discussion. Radio and television programs and multimedia have included a range of intrinsic to program making. For example, if a comment is sought on a general social or economic content reflecting the diversity of Australian life. issue, the program makers should consider trying to ensure that the pool from which a commentator is chosen includes people from different cultural backgrounds. This pool of talent may need to be The ABC continues to provide a contribution to the Access and Equity Annual Report and information built up in all program areas through developing, updating and expanding community contact lists, for a number of other reports and organisations on cultural diversity policies and activities. and strengthening links with diverse communities. EQUITY AND DIVERSITY MANAGEMENT PLAN 1998-2002 While the ABC is committed to ensuring that the on-air look and sound of the Corporation properly - CULTURAL DIVERSITY STRATEGIES reflects a multicultural society, it also recognises that it is not enough to focus on program output The Cultural Diversity module consists of a range of strategies including: cultural diversity sessions in alone. In attempting to reflect Australia as a multicultural nation, the ABC aims to achieve more leadership forums; cross-cultural awareness; English improvement opportunities; harassment accurate representation of the composition of the Australian community in the make-up of its overall sessions; and liaison with community groups. workforce, including its program makers, journalists, presenters and performers. Many reports and plans have been written on cultural diversity in Television and Radio, and in 1995 Cultural change and transition inevitably create some social tensions that may emerge as racism and a cultural diversity project officer was appointed, on a short-term basis, to examine and make intolerance. The ABC believes that its programs should contribute to a sense of national identity by recommendations about the validity of commonly held perceptions and assumptions relating to countering racism and by exposing discrimination on the grounds of ethnicity. cultural diversity in the ABC. This work included an analysis of content to assess the extent to which Radio reflected the diverse cultures of Australia and identified barriers to career progress for staff The provisions of the Equal Employment Opportunity (Commonwealth Authorities) Act 1987 require an from non-English speaking backgrounds. Recommendations from this project and others have been EEO program for people from non-English speaking backgrounds and to address the requirements of incorporated in the current strategies. anti-discrimination legislation on the grounds of race. REPRESENTATION The Commonwealth Government has developed a Charter of Public Service in a Culturally Diverse The level of representation of staff of non-English speaking background at August 1999 was 13.5%, Society, which integrates a set of service principles concerning cultural diversity into mainstream which is a slightly lower ratio than last year. However, the number of staff increased by 32. The service planning, delivery, evaluation and outcomes reporting. The ABC developed Service Charter lower proportion is due to the decrease in the number of staff without EEO data who provided their delivery standards and audience expectations including the requirement to treat audience members details as part of a re-survey. Previously there were about 20% of staff of unknown background, with fairness, courtesy and integrity. while the current figure is 13%. NESB redundancies for 1998-99 totalled 32 staff which was 18% of total redundancies. Activities

Dissemination of resources, workshops and cross-cultural sessions have been conducted during the year to assist both program makers and support staff to have access to relevant information and understanding of cultural diversity issues in the workplace - for both programming and access and equity considerations.

To assist ABC staff from non-English speaking backgrounds, a booklet about English improvement opportunities is compiled each year. The information includes courses, facilities and resources available at educational and community organisations around Sydney. It is envisaged to extend this resource to all areas of the ABC. Individual requests for assistance with English courses were made and relevant information provided.

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People with disabilities 1998 - 1999 Annual1998 - 1999Report Annual Report 1998 - 1999 Annual Report1998 - 1999 Annual Report

REPRESENTATION OF PEOPLE OF NON-ENGLISH SPEAKING BACKGROUND BY OCCUPATION The ABC’s Disability Action Plan ABility Counts was developed from the requirements of the (figures based on total non-casual staff, percentages based on staff with known EEO data) Commonwealth Disability Strategy and the Disability Discrimination Act 1992. The plan, which was launched by the Disability Discrimination Commissioner in May 1997, includes objectives, strategies Occupational Group August 1997 August 1998 August 1999 Staff with EEO Data and monitoring and evaluation, under the four broad headings of Employment, Communication, No. % No. % No. % No. % Building Services, and Programs, Services and Delivery. There are a range of strategies to provide Senior Executives 24 10.9 28 12.0 21 9.8 214 87.0 access and equity to people with disabilities currently employed by the ABC, potential employees - Administrative Officers 188 19.0 162 19.4 179 20.0 897 90.3 and the community as audience and users of ABC premises and services. Journalist/Reporters 36 6.5 36 6.7 46 7.4 620 83.1 Musicians 1 14.3 ------It provides a base to evaluate the current status of the conditions and services in the ABC and part of Engineering/Technical 63 26.0 57 27.3 61 26.2 233 93.6 the process is the undertaking of a number of reviews to identify further strategies and amendments Prod. Support (TV) 14 7.1 10 6.5 12 6.9 175 89.7 to the plan. Producers/Directors (TV) 12 8.8 10 8.5 9 7.0 128 88.3 In July 1998 a Human Resources Project Officer was appointed for eighteen months to liaise with Production Services (TV) 21 16.8 15 15.6 15 14.6 103 81.1 ABC portfolios, evaluate the progress of the strategies and assist with implementation. This project Transmission (TV) 3 13.6 - - 1 4.8 21 91.3 officer has an understanding of the issues from a disability perspective. Production Ops (TV) 47 10.8 42 10.2 45 10.1 444 81.9 Broadcaster (R & RA) 97 14.8 87 13.7 90 12.8 703 88.4 The overall target of representation of people with disabilities in the ABC is five per cent of all staff. Total 506 14.1 447 13.7 479 13.5 3538 87.1 A two year progress report on the Disability Action Plan has recently been completed and forwarded to the Human Rights and Equal Opportunity Commission, which includes an update on the Participation by people of non-English speaking background remains highest in engineering/technical implementation of strategies and further recommendations. (26.2%), administrative officers (20%) and production services (14.6%). The lowest representations are in transmission (4.8%), production support (6.9%) and producers/directors (7%) groups. Activities Journalist/reporters group increased by 10, which represented an increase of 0.7%. DISABILITY VIDEO AND TRAINING PACKAGE To assist the awareness raising of the disability perspective, address discrimination and encourage an REPRESENTATION OF PEOPLE OF NON-ENGLISH SPEAKING BACKGROUND WITHIN SALARY RANGES environment of inclusiveness, training sessions are being developed for delivery to ABC staff and (percentages based on staff with known EEO data) managers with a program makers component for relevant staff.

$68071 and above (includes SE 5-19) The training package includes a video of a program titled Why Employ People with Disabilities? The format is a forum with a facilitator drawing discussion and role play with a panel of appropriate $56411 - $68070 (includes SE 1-4) participants and audience including people with disabilities. The objective is to address the issues $52475 - $56410 (includes AO8) and prejudices of recruiting and working with people with disabilities. Focusing on myths and stereotypes, promoting the ability rather than the disability and recognising the individuality and $49328 - $52474 (includes AO7) potential of people with disabilities and the range of disabilities both visible and hidden. It is

$42308 - $49327 (includes AO6) expected that the program will be recorded in January 2000.

$38306 - $42307 (includes AO5) PROGRAM MAKERS GUIDE

$35160 - $38305 (includes AO4) One of the strategies to assist program makers with information and resources about the portrayal and language associated with the disability perspective is a Program Makers Guide You Can Make a $31306 - $35159 (includes AO3) Difference. This guide has recently been completed and ready for desk top publishing and it is envisaged that it will be incorporated in the ABC’s training package. $27410 - $31305 (includes AO2)

Below $27410 (includes AO1) The guide includes a number of contributions from Australians who have a disability perspective in 0 5 10 15 20 the areas of broadcasting, social commentating, magazine publishing, sport, directorship, law, media, Percentage (%) lecturing and discrimination.

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These contributions are interspersed with information on: ABC policy statement, accessible web sites, captioning, style guide, accessible television, examples of positive portrayal and resources. PROVISION OF INFORMATION The ABC provides a range of reports and responses APPOINTMENT TO NATIONAL ADVISORY COUNCIL to external requests including a submission on Applications were encouraged from people with disabilities around Australia for one of the three Closed Captioning, and the Disability Action Plan vacancies on the ABC’s National Advisory Council with one person with a disability being appointed progress report is available on the ABC’s website. in 1998. REPRESENTATION PROGRAM PRODUCTION TRAINEESHIP The representation of people with disabilities in Program Production agreed to allocate one of their six traineeships to applicants with disabilities and August 1999 was 2.1% with 74 staff, two more the successful appointment commenced in March 1999. than last year. The percentage, however, dipped ABC Canberra receptionist, John Payne slightly, due to the significant increase of staff who PILOT TELEWORKING PROJECT provided EEO data. The highest representations are in the groups - senior executives, administration A pilot teleworking project has been developed and commenced in July 1999 with seven ABC and production operations. participants. This project can assist both staff and the ABC to work flexibly and among other objectives could assist staff with disabilities.

FEEDBACK FROM THE COMMUNITY REPRESENTATION OF PEOPLE WITH DISABILITIES BY OCCUPATION Feedback has been sought from a number of organisations and individuals about the ABC’s services (figures based on total non-casual staff, percentages based on staff with known EEO data) and products in regard to assisting groups of people with various disabilities to increase/improve access. This information has been used to alert relevant areas of the ABC and many appropriate Occupational Group August 1997 August 1998 August 1999 Staff with EEO Data measures have been introduced or are under review. A cross-portfolio committee has been established No. % No. % No. % No. % to develop a policy on the provision of audio enhancement in programming. Senior Executives 8 3.6 6 2.6 6 2.8 214 87.0 Administrative Officers 28 2.8 23 2.8 24 2.7 897 90.3 ACCESSIBILITY OF ABC LOCATIONS Journalist/Reporters 16 2.9 9 1.7 10 1.6 620 83.1 Property Services has undertaken a number of reviews/audits of current ABC sites for accessibility Musicians 1 14.3 ------and incorporated guidelines and standards for new building works and safety procedures for people Engineering/Technical 8 3.3 5 2.4 3 1.3 233 93.6 with disabilities. Prod. Support (TV) ------175 89.7 Producers/Directors (TV) 2 1.5 2 1.7 2 1.6 128 88.3 ASSISTANCE FOR STAFF AND VISITORS WITH DISABILITIES Production Services (TV) 6 4.8 2 2.1 2 1.9 103 81.1 Staff have received appropriate equipment and training to assist with access in the workplace and Transmission (TV) ------21 91.3 visitors, such as job applicants, have received individual assistance during the recruitment process. Production Ops (TV) 15 3.4 11 2.7 12 2.7 444 81.9 INFORMATION AND RESOURCES Broadcaster (R & RA) 17 2.6 14 2.2 15 2.1 703 88.4 Program makers have been provided with literature, specialist publications and disability awards Total 101 2.8 72 2.2 74 2.1 3538 87.1 details to encourage the inclusion of disability content. Senior managers and HR managers have received up to date information on employment issues for people with disabilities.

WORK EXPERIENCE Requests are sent on a regular basis to all areas of the ABC to encourage the provision of work experience for people with disabilities and some have taken up this initiative. The Equity and Diversity section continues to provide work experience and employment placements for people with disabilities.

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Work and life 1998 - 1999 Annual1998 - 1999Report Annual Report 1998 - 1999 Annual Report1998 - 1999 Annual Report

Work/Life conflicts have existed in the workforce for many years, however it has only been in the last Activities 3-5 years that they have been widely recognised as having an impact on productivity, the cost of quality and the recruitment and retention of skilled staff. This change has come about as a result of a WORK AND LIFE BOOKLET number of factors that include: Work has progressed on a booklet for managers and staff that contains all the workplace related aspects of parental leave, pregnancy, return to work, elder care and study leave, to assist managers • secure employment to be a valuable commodity and the need in the majority of families for and staff to balance work and family/life responsibilities and activities. two incomes; • more women in the workplace in the last 15 years, giving them a stronger voice to demand PILOT TELEWORKING PROJECT benefits that will assist them to manage their Work/Life responsibilities; The pilot teleworking project which commenced in July 1999 could assist managers and staff in a • the rapidly changing demographics of the Australian workforce, together with the changing nature number of ways including more flexible ways of working to assist work/life. of the family; • a high divorce rate which has risen from 3% in 1950 to 36% in 1990 and the subsequent increase CHILDCARE CENTRES AND STAFF AMENITIES in single parent families; and Committees have been set up to examine all the aspects of the workplace childcare centres at Ultimo • the ageing of the Australian population which has meant that an increasing number of employees and Gore Hill in regard to the proposed collocation of the sites and at the same time to investigate a now support both children and elders. number of aspects to address other present and future needs. Another committee, also set up for collocation purposes, focuses on staff amenities to ensure that current facilities are maintained and at The ABC recognises that staff have other aspects to their lives as well as their careers, including the same time make recommendations for improvements. Amenities include parent’s rooms, rest areas pregnancy, parental responsibilities, study commitments, elder care and caring for other ill and baby change facilities. Similar work groups are being established in Brisbane, Canberra and Perth. relatives/friends. Flexible working arrangements, clear guidelines for staff and managers and the encouragement of a supportive work environment will assist staff to balance work and life commitments. Changes in work methods and attitudes, such as these, can benefit the workplace by providing innovative ways of working, flexibility for managers and the attraction of a greater range of potential applicants and retention of existing trained and experienced staff.

There is also the need for compliance with anti-discrimination legislation on the grounds of pregnancy and family responsibilities and the recognition of the International Labour Organisation Convention for Workers and Family Responsibilities.

One of the six overall Equity and Diversity Management Plan objectives is that workplace structures, Children at the Gore Hill Child Care Centre systems and procedures assist staff to balance their work and family/life responsibilities effectively. PUBLICATION EQUITY AND DIVERSITY MANAGEMENT PLAN The ABC contributed to a book From Juggling to Managing? The Evolution of Work and Family Policies - WORK/LIFE MODULE STRATEGIES in Three Australian Organisations which was published in 1998. In this module the strategies highlight the need for a policy on Work/Life and the production of informative, clear guidelines on the rights and responsibilities of managers and staff. One of the aims of INFORMATION AND ADVICE the strategies is to raise awareness of work/life and encourage a supportive environment, particularly for Staff were invited to participate in a seminar on Managing Work/Life conducted by a consultant at staff during pregnancy, return to work after extended leave, and flexible work arrangements. Ultimo. Twelve men and women staff members attended. Ten ABC men with family commitments attended a breakfast seminar on Father/Child Relationships and parental leave. Consideration is given to a work/life survey, focus groups and interviews to determine a profile of ABC staff, and issues and needs regarding work/life. As well, seminars and discussions to be included Over the year a number of managers and staff sought information and advice on matters relating to in leadership programs. Issues to be reviewed/monitored including childcare and related resources, parental leave, keeping in touch with staff on leave, returning to work, flexible work and childcare issues. expanded flexible work arrangements, elder and sick child care, work rest areas and education on discrimination and harassment. Statistics need to be expanded and regularly updated to monitor MONITORING maternity leave, flexible work practices and retention rates. The ABC monitors the developments in legislation and best practice in the public and private sectors and participates in forums on balancing work and family responsibilities.

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Equity & diversity portfolio reports 1998 - 1999 Annual1998 - 1999Report Annual Report Local and Regional1998 - 1999 Annual Report1998Services - 1999 Annual Report

As part of the portfolio’s values, Equity and Diversity principles are integrated into selection processes experience within technical areas of the ABC. Three of the four women presently employed in and staff and program evaluation processes. Local and Regional Services is charged with making Technical Services were part of the Women in Engineering program. programming on local radio and television which reflects cultural and regional diversity. NORTHERN TERRITORY Relationships are maintained with local Indigenous communities and media groups across Australia. A rock concert (Saltwater Rock), two documentaries and the TIWI Island football finals were Local and Regional Services demonstrates its commitment to Indigenous broadcasting in three ways: programs undertaken to reflect the Northern Territory’s Indigenous culture. the employment of Indigenous staff; the on-air coverage and presentation of Indigenous culture and issues; and assistance to Indigenous media associations. Five Indigenous staff are employed in the Northern Territory and a female Regional Program Manager has been appointed to Alice Springs. The Manager of Indigenous Broadcasting is located in Local and Regional Services’ Canberra office and is responsible for liaising with Indigenous communities and media associations and providing More than 100 cultural groups are represented in the Northern Territory and contribute to or are advice to the Portfolio Head and to all staff on Indigenous matters. represented in programming.

All areas of Local and Regional Services provided relevant on-air content to highlight NAIDOC Week. QUEENSLAND The National ABC Indigenous staff conference was held at Batchelor College in the Northern Local Radio’s weekly two-hour Indigenous issues program SPEAKING OUT is produced and Territory. The conference coincided with Batchelor College achieving formal status as a tertiary presented by Indigenous staff from ABC Brisbane. education institution. Since 1993, the ABC in Rockhampton has co-organised and presented the Central Queensland AUSTRALIAN CAPITAL TERRITORY Multicultural Fair, in association with Central Queensland University. Last year’s event attracted 2CN has 14 broadcasters, with equal representation of men and women. Three women present prime crowds of 20,000 people and saw a representation from 40 nationalities. time programs on the station. The three most recent Regional Program Manager appointments have been women, making them a 2CN supported the 1999 Canberra Multicultural Festival with a series of oral histories from local third of the RPMs in Queensland. people from diverse cultural backgrounds. SOUTH AUSTRALIA In both Local Radio and Television, all staff are encouraged to train and develop new skills and work The period has seen an historic shift for the South Australian Rural Department which for the first in new areas. time has an all-women team outside Adelaide. Women represent 66% of the staff of ABC Rural in South Australia. Parking and building access have been modified for access for people with disabilities. ABC Renmark continues to broadcast relevant information for Greek listeners to the ABC region. NEW SOUTH WALES 2NC Newcastle, ABC Wagga and ABC Wollongong For the second year, ABC Adelaide offered a scholarship and vacation employment to an outstanding have enabled job sharing for producers to balance woman studying engineering at one of the State Universities or TAFEs. work and family commitments or to allow for recovery from illness. TASMANIA Local Radio established a content tracking system to heighten staff awareness of the need for stories An Indigenous trainee broadcaster was employed about people within EEO target groups. at ABC Lismore. A young woman from King Island was awarded a Women in Engineering Scholarship at ABC Tasmania. The ABC’s Indigenous website Message Stick was launched at NAIDOC celebrations in Sydney’s Working arrangements have been modified for a staff member who has developed a disability to NAIDOC Week, Ultimo Ultimo Centre. Senator Aden Ridgeway continue in her role.

Applications for the Women in Engineering program increased dramatically, with 19 applications being received. Three winners were selected and each winner undertakes three weeks’ work

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1998 - 1999 Annual1998 - 1999Report Annual Report National1998 - 1999 Networks Annual Report1998 - 1999 Annual Report

VICTORIA Network Television programs originate from acquired material as well as independent producers A regional woman broadcaster has been granted leave of absence to take up a two year posting as and from in-house producers, News and Current Affairs, Local and Regional Services and Program Radio Station Manager at the Central Australian Aboriginal Media Association, based at Alice Springs. Production. The range of sources for commissioning, acquisition and scheduling ensures that a diversity of community interests and perspectives are represented in programs broadcast on Women in Engineering Scholarships were awarded to two final year students: one studying for a ABC television. Bachelor of Science and Engineering, majoring in computer science and the second studying Communication and Electronic Engineering and majoring in network and optic fibre technologies. In the second full year of a revised structure and operations with new commissioning procedures for in-house and independent production, programming priority continued to be given to distinctive There are three Indigenous staff employed in Local and Regional Services: two female broadcasters material that reflects Australian cultural and regional diversity as well as programs that appeal to and a technical officer. young Australians.

WESTERN AUSTRALIA Indigenous programming included the 1999 The representation of women in the ABC workforce has increased marginally to 39%. Local Radio NAIDOC Week coverage with a one hour and News have the highest percentage of women employees. Songlines special, an initiative of the ABC Indigenous Programs Unit. In a co-venture with ABC WA is pleased with the decision to move to a purpose built building in the foreseeable future, the Indigenous Programs Unit, ABC Television which will create a solution to long standing problems in the current premises for access for people provided live coverage of the Indigenous Rugby with disabilities. League Football Carnival final, an important Aboriginal event held on the October long weekend in Coffs Harbour. Songlines Special

A series on Aboriginal culture and society, Many Nations One People, was broadcast for school children. The documentary, Urban Clan, profiled the work of Indigenous choreographer Stephen Page, composer David Page and performer Russell Page, who form the creative core of the Bangarra Dance Theatre.

Rainbow Spirit Theology, a program in the Compass series, focused on Aboriginal Christians’ spiritual traditions and considered steps being taken to incorporate Aboriginal rites into Christian liturgy.

Programs with significant women’s content or addressing women’s issues included Germaine Greer - The Whole Woman, The Mini-skirted Dynamo, an award winning film presenting an intimate view of growing up with an eccentric mother and McFeast: Women In Uniform. Sisters In Arms, a documentary about the memories of Australian nurses at war screened to celebrate the centenary of Australian Military Nursing.

Divorce Iranian Style, set in Iran’s Family Shani’a Law Courts was broadcast as part of the Inside Story documentary series. The program revealed the complexity of issues associated with applying an ancient code in a modern society, revealing the attitudes and hopes of ordinary people, particularly women.

Coverage of women’s sport included the continued successful association with the National League Basketball and coverage of international netball matches between Australia and South Africa and Australia and England as well as the National Netball League. The Indoor Cricket World Cup

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Women’s Grand Final between Australia and South Africa was also broadcast. Key future activities of Network Television include: • continuing to ensure that Equity and Diversity principles are an integral element of the day to day ABC Sport broadcast highlights of the Gold Cup, the international wheelchair basketball competition approach to commissioning, acquisition and program scheduling; held in Australia in October 1998. • participation in the implementation of a corporation wide employment strategy for people with disabilities; Time and Tide was an ABC television drama Program Production initiative commissioned as part of • continuing to provide career path development for women to progress in management and The International Year of the Older Person. The program deals with issues confronting older people program areas; and including friendship, coping with change, dilemmas, issues and the fears associated with growing old. • continue to provide employees the flexibility to manage work and family life.

Drama programming expanded from an urban base to present the regionally located series SeaChange RADIO NATIONAL and mini-series Queen Kat Carmel and St Jude. Development of a new long running serial, Something Women are well represented in Radio National on-air, in senior production roles and in Radio In The Air, is underway. It is based in regional Australia and will explore issues confronting people National management. The Radio National Executive comprises three women and two men. living in regional Australia. Approximately 60% of Radio National’s Executive Producers are women and 47% of Radio National programs are presented by women. Network television screened a number of documentaries that explored issues of gender, race, sexuality, cultural diversity and other aspects of Australian society. This included Loggerheads, two Acting opportunities in key on-air roles have gone to women, including the Breakfast program, the communities conflict over forest issues; The Gamblers, a series about a national obsession to win two shared presenter positions on Life Matters, the Health Report and the music program Melisma. against the odds; Art From The Heart?, about the impact of Indigenous painting becoming a commodity in the modern art world; and Australia Has No Winter, documenting the experiences of a Radio National continues its commitment to providing part-time work opportunities and other refugee family’s arrival and first months of life in Australia. flexible arrangements, where possible, to assist parents of young children.

Ability Trek, a behind the scenes look at Jacob Baldwin’s four year, 16,000 kilometre journey around Many Radio National programs covered issues of ethnicity, disability and gender equality in Australia in an electric wheel chair was broadcast in November 1998. their programming.

k.d. lang Live In Sydney, with cameras on and off stage, provided a revealing portrait of a woman who In 1999, the Social History Unit and the Women’s Unit combined to form a new Social Features Unit, has established a significant presence through her music and sexuality. Gay and lesbian issues were producing two new programs: a new half-hour contemporary social issues program, Earshot, also considered in Stonewall, a semi-fictional tele-movie of the Stonewall Inn riot in New York’s reflecting the diversity of the Australian population; and a half-hour oral history program, Verbatim, Greenwich Village in 1969, a pivotal moment in the history of the modern gay rights movement. which has focused on the contribution that women and people from other countries have made to Australia this century. ABC television programming maintained a commitment to programs that presented or reflected aspects of Australian life for and from a young person’s perspective. These included Recovery; Radio National also commissioned for Sunday Special two major series: Feisty Femmes, looking at the Heartbreak High, a youth driven Australian drama series tackling contemporary issues; The Young lives of four women; and Empires of Division, a short history of race. Person’s Guide to Becoming A Rock Star, a six part drama on the tough and uncompromising music industry. Radio National’s AWAYE! program continues to provide coverage of Indigenous issues and culture, in the form of forums, live music, documentaries and features. Radio National’s commitment to King’s School provided a rare opportunity to see the lives of young people in the context of Australia’s Indigenous issues is reflected not just in this program but across the range of programs. For NAIDOC oldest private school. Afrika: Capetown to Cairo, a documentary program representing the perspective Week on Radio National, AWAYE! did a feature on Aboriginal architecture; Earshot examined Koori and insight of young adventurer, Michael Davies, into the heart and spirit of modern Africa. Radio's attempts to get a community radio licence; Airplay broadcast Urban Journey by Elizabeth Wymarra, a co-production between the ABC and Koori Radio; Life Matters looked at two traditional The weekly news and current affairs program for schools, Behind the News, was supported by a Aboriginal healers, or ngungkaris; and Sunday Special profiled Linda Burney, the Chair of the NSW successful website with weekly classroom follow-up activity ideas. Reconciliation Committee and Deputy Director of the Department of Aboriginal Affairs. Two Radio National programs were recognised for excellence in the reporting of Aboriginal affairs. Kelrick Five of the nine Commissioning Editors are women. Martin and Nancia Guivarra won for their feature Black Militants on AWAYE! Anna Baras Miller and Andrea Baker won for a program about ATSIC for Background Briefing.

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Recordings of the tracks were played on The Morning Show whilst the program was in Alice Springs ABC CLASSIC FM for NAIDOC Week. ABC Classic FM now employs six female presenters in its regular programming output and provides opportunities and training for staff. For example, it has twice in the last year released a female Jaslyn Hall, presenter of The World Music Show, represented Triple J at the annual Rockhampton researcher from duty to allow her to gain experience as a program producer in another output area. Multicultural Fair and was MC for the one day event. The fair had over 40 nationalities in attendance. The network has maintained its commitment to a diversity of programming: for example the Australian premiere of an Estonian choral work Jonah's Mission was broadcast live from Melbourne ABC NEWSRADIO under the baton of the visiting distinguished Estonian conductor Neeme Jarvi. Two programs in the The full-time staffing of NewsRadio grew marginally during the year through rationalising two casual free concert series Sunday Live were devoted to Greek and Indian music respectively. Also in the same positions. There are now 13 full-time staff in Sydney (eight women and five men), six full-time staff in series was a direct broadcast from the Canberra School of Music's Llewellyn Hall by the Canberra Brisbane (four men and two women) and one full-time staff member in Canberra. These figures, put Gay and Lesbian Choir which sang mostly Australian compositions including Martin Wesley Smith's NewsRadio’s total staff complement at 20, including management, consists of ten women and ten men. When We Are Old And Gay. In September, the world premiere of Australian composer Anne Boyd's Dreams of the Earth featuring massed school choirs was the highlight of the Sydney International Women have senior editorial roles, including Network Editor and International Editor, and senior Festival of New Music. on-air roles across the week.

Margaret Throsby continued her series of interviews with guests from a non-European background NewsRadio continued to provide diversity in the range of international perspectives broadcast, with including the Afro-American soprano Wilhelmena Fernandez, the Indian author Shani Mootoo, the programming from Radio Netherlands, Deutsche Welle, Radio Canada and the BBC. NewsRadio plays Maori author Alan Duff, the Shanghai String Quartet's first violinist Weigang Li and the Chinese born a key role in providing international news. Worldwide, a five minute news segment, was presented and trained Principal with the Australian Ballet, Li Cunxin. Guests from the wider Australian every half hour in peak periods, except when Parliamentary Proceedings took precedence. Audience community included Henry Tzang, Deputy Lord Mayor of Sydney and Stepan Kerkyasharian, the feedback indicates a strong listenership amongst people from non-English speaking backgrounds. Armenian born Chair of the Ethnic Affairs Commission. RADIO ARTS During NAIDOC Week, Margaret Throsby interviewed author and activist Dr Ruby Langford Ginibi Women are employed in significant numbers in Radio Arts. A high proportion of part-time staff are and Pat Dodson, the former Director of the Central Land and Kimberley Land Councils and the also employed by the department. former Chair of the Council for Aboriginal Reconciliation. Radio Arts has made a conscious effort to increase Indigenous employment. For example, in Audio TRIPLE J Arts, Indigenous broadcaster Kelrick Martin who was recruited externally from Broome 18 months The regular Triple J on-air line-up consists of six women and nine men. The network has one full- ago to work with the AWAYE! team, is now working full time with the feature and documentary time and one casual female presenter from a non-English speaking background and one male program Radio Eye. Indigenous broadcaster Trevor Dodds has been hired to join the AWAYE! team. broadcaster who is from a non-English speaking background. AWAYE! producer and presenter, Lorena Allam, has been invited by Radio Talks to make a program for Background Briefing on the return of the historic Elsey station in the Northern Territory to its Triple J has two women in full-time producer roles and a woman now co-hosts the Net 50 program. traditional owners.

Triple J also employs people on a casual basis as presenters. Of a pool of ten people who have been Two women of non-English speaking backgrounds have been temporarily appointed to positions in employed over the past year, three are male and seven are female. Of this group two are of non- Radio Arts, one with the Features and Documentary Unit in New South Wales, and one with the Arts English speaking backgrounds. Talk Unit in Victoria.

Triple J supported NAIDOC Week and the WOMAD Festival in 1998-99, collecting a variety of The Australia Council's New Media Arts residency with The Listening Room was awarded to Gretchen Aboriginal and ethnic recordings for use across the network, primarily The Morning Show and The Miller, whose work Inland will be broadcast in the program in October. Programs of particular note World Music Show. Information, MP3 audio files and digital photos gathered throughout NAIDOC on The Listening Room included I Walked Into My Mother, composer Moya Henderson's personal Week were published on the Triple J web site, the station’s first Indigenous representation on the site. response to the testimonies of Aboriginal men and women of the stolen generation. This is the ABC's entry in the music category of the Prix Italia. The Glass Bell was produced during Sophea Lerner's Tony Collins, Triple J’s Darwin Reporter/Producer, conducted a Desert Rap Hip Hop course where residency last year and explores the lives of three generations of women from Sophea's family, around young Aboriginal people were taught Hip Hop, the art of mixing and rapping. The participants were encouraged to write lyrics based on their own experiences growing up in central Australia.

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stories from a village in Finland. There Waits The Wolf by Catherine Fargher was a bold, radiophonic Poetica broadcast a wide range of poetry by women and by poets of non-English speaking work drawn from the diaries of an adolescent girl. In Foreign Bodies - Anita and Stefan by Tony background, in programs about particular poets, and in anthology programs. Poetica continues to Macgregor and Dennis Del Favero, Sylvana Jakic and Vladen Blagojevic play two strangers who share broaden the range of the cultures and traditions from which it takes verse for performance, and a common journey as victims of the war in the former Yugoslavia. regularly features poetry in languages other than English, and in translation. Poetica broadcast The Top Paddock, a program about a group of Melbourne poets who are living with schizophrenia. Music programs on Radio National continue to broadcast the work of Australian musicians of a wide variety of cultural backgrounds. Music Deli makes a very particular contribution, recording concerts RADIO AUSTRALIA around the country with musicians of a non-English speaking background. Arts Music has employed Radio Australia is the ABC’s international network focusing on Asia and the Pacific. It broadcasts African Australian broadcaster Paul Thusi to present My Music from 10.05 p.m. to 11 p.m. on daily on shortwave, satellite and the internet and its programs are relayed by 170 stations in the Asia Saturdays on Radio National. Pacific region, Europe, North America and South Africa.

During the past year the Features Unit continued to engage with program makers of a non-English Daily broadcasts and online activities include programs in English, Pidgin, Indonesian, Chinese, speaking background. Of particular note were two co-productions with the Carnivale Festival - John Khmer and Vietnamese. Conomos' Smoke in the Woods, a meditation on the link between Australia and the Greek Island of Kythera; and Paula Abood's feature on the experiences of Arab Australians, Tomorrow There Will Be In order to encourage women to play a more prominent role within Radio Australia, seven women Apricots. The unit took part in the Pacific Wave Festival in November 1998. (25% of all women) were sponsored in the last 12 months to attend the Springboard program.

A major series entitled Foreign Dialogues was broadcast in Radio Eye. Writers and commentators from Half of Radio Australia’s staff (37 out of 75) come from a non-English speaking background, across Australia's ethnic communities presented talks and took part in discussions. including the Network Manager and four out of six Executive Producers. Radio Australia’s rich cultural mix is reflected on air in English-speaking programs with Asian and Pacific broadcasters The ABC's entry in the feature category of this year's Prix Italia is The Last Voice of an Ancient Tongue contributing to program output. by Sharon Davis. It is about a 96 year old woman - Elsie Vaalbooi - who lives on the edge of the Kalahari Desert. She is one of the last fluent speakers of one of the world's most ancient languages. Radio Australia covers, comprehensively, issues relating to Indigenous people through programs relayed from Radio National and its news and current affairs programs. These issues are of particular The Book Reading serialised six books by female writers, from a total of 13 broadcast. Ruby Langford interest to Radio Australia’s primary target audience - the Pacific. Ginibi's book Don’t Take Your Love To Town was read in The Book Reading by Leah Purcell. ABC MULTIMEDIA Airplay broadcast 26 works by female writers, and seven works by writers of non-English-speaking ABC Multimedia co-ordinates multimedia activities within the ABC and manages the popular ABC background, from a total of 54 productions broadcast. Airplay broadcast The Glass Cage by Michael Online network, which includes major content gateways such as The Lab (science), Drum (youth), Russell, a young Queensland writer with profound autism, who communicates only by means of a Learn Online (education), The Space (arts) and keyboard. The broadcast was very well received by listeners. Airplay continued its collaboration with News Online. the Multicultural Arts Alliance in developing for broadcast three works from the 10 x 6 season of performance pieces staged at Sydney's Belvoir Street Theatre. Airplay broadcast Watermark by Suneeta ABC Online continues to incorporate EEO values Peres da Costa, a young writer of Goan-Portuguese background. Writer Noelle Janacewska won an into its programming. One example is building up AWGIE for the adaptation of her performance piece Slowianska Street. It plays with memories of a female cross-media personalities such as past Poland. The play was broadcast in Airplay. Bernadette Hobbs (The Lab). Through her Big Fat Science online columns and initiatives such as Soundstage broadcast 24 works by female writers, and three works by writers of non-English speaking Science in the Pub, she has become a successful role background, from a total of 42 productions broadcast. The Soundstage production of Rita’s Lullaby by model for young women interested in science Launch of ‘Message Stick’ website Merlinda Bobis won the 1998 Prix Italia in the Radio Fiction category. The script, written in English and technology. From left: Aden Ridgeway, Libby Feez and in two languages from the Philippines, Tagalog and Bikol, had previously won both an Ian Reed & Patrick Malone Play Competition and a 1998 AWGIE for best original radio drama script. Other areas supporting EEO values include the new Indigenous gateway The Message Stick, numerous

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youth and regional initiatives, for example Heywire, supported by The Drum and The Space gateways ABC News and Current Affairs and Radio Sport continued its commitment to Equity and Diversity and literacy and non-English speaking background material located in Learn Online. principles during this period through recruitment, selection, training and acting opportunities.

ABC Online continues to review production standards to ensure that people with disabilities News and Current Affairs is committed to incorporating the principles of equity and diversity into (specifically people with visual impairment) have access to ABC Online. the management of the department as well as to editorial policies and output. Recruitment policies are currently being reviewed to identify opportunities for people with disabilities and a News and Since its inception in 1995 ABC Multimedia has taken on a proactive training role within the Current Affairs senior executive is a member of the Television Accessibility Policy Committee. organisation. Multimedia staff provide web publishing advice and support to program units and other areas and, where resources permit, ABC staff are invited into the department for hands-on News and Current Affairs recently appointed a new Language Research Specialist who advises on training, for example Foreign Correspondent staff learning online forum management. correct pronunciations and trends in language usage for ABC broadcasters and output areas and is also the Secretary of the Standing Committee on Spoken English (SCOSE). SCOSE has undertaken to On a formal level ABC Multimedia staff are now assisting in the areas of curriculum development and revise and update the 1989 publication: Thoughts that Glow and Words that Burn: An ABC Guide to course delivery to support Training and Development’s corporate wide multimedia training rollout in Non-Discriminatory Language. 1999-2000. News and Current Affairs is committed to assisting employees with family commitments through a ABC Multimedia comprises a small team of management and administration staff working alongside variety of schemes by providing flexible working hours, part-time and job-sharing arrangements. the network’s editorial staff and production teams. As projects and events dictate, additional staff are seconded into the department for specific activities such as research and development work on media News and Current Affairs has had a long-term commitment to creating opportunities for Indigenous streaming, and co-ordinating election coverage. This project focus suits the nature of Online’s people in terms of training and career development. News and Current Affairs management attends workflow, and extends the multimedia skills base throughout the organisation. the annual ABC Indigenous Staff Conference and encourages all News and Current Affairs Indigenous staff to participate. In July, Multimedia circulated a general Expression of Interest throughout the ABC with the aim of identifying staff interested in multimedia work experience through short-term secondments. 35 During this period News and Current Affairs has been training nine cadets - four men and five applications were received. women of whom two are Indigenous and three are from a non-English speaking background. In addition there have been one male and one female production journalism trainees. At August 1999, of the 27 staff working in the department (full/part-time), 14 (52%) were women. Positions held by women include Resources Manager, Administration Manager, Youth Producer, The department now has 43 on-air presenters which includes seven male and 14 female television Creative Director and Online Designer. Higher duties positions filled by women include Federation presenters and 18 male and four female radio presenters. These figures do not include the many Producer, Science Producer and Youth Producer. Although the overall age range of the department is radio journalists (men and women) who read hourly news bulletins and headlines as part of their wide, ABC Multimedia employs a high proportion of young people. normal duties.

Training provided during the period includes Flash animation and Director. A number of staff There are seven national rounds positions in radio occupied by four men and three women and ten assessments conducted during the period identified other training needs which focus less on national rounds in television which are evenly split between men and women. There is one bi-media production tools and more on development, such as training in management, supervisory skills, position occupied by a man. financial management and project co-ordination. Some resources have been allocated in 1999-2000 to meet these needs and discussions will take place with Training and Development to develop a There are 21 senior journalists in the ABC’s foreign bureaux - 14 men and seven women. comprehensive plan for training ABC Multimedia staff. There are 22 Senior Executives in the News and Current Affairs management structure of whom five are women and one is from a non-English speaking background.

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1998 - 1999 Annual1998 - 1999Report Annual Report Program1998 - 1999 Production Annual Report1998 - 1999 Annual Report

AWARDS - 1 SEPTEMBER 1998 - 31 AUGUST 1999 NEWS AND The Program Production portfolio continued its commitment to Equity and Diversity principles CURRENT AFFAIRS STAFF during the reporting period. The portfolio’s activities, practices and initiatives in the areas of recruitment, selection, training, development and production resulted in many opportunities: 1998 Human Rights Awards Television, Highly commended, John Millard, Camilla’s Conversion, Australian Story • for participation, training and development for employees and for people from the external Radio, Highly commended, Toni Hassan, Disability Funding Impasse, AM community and industry; and • for production of programs that reflect Australia’s regional and cultural diversity and that encourage 1998 Walkley Awards and promote the musical, dramatic and other performing arts in Australia. Best Coverage of Indigenous Affairs, John Millard, Camilla’s Conversion, Australian Story Employees participated in a wide range of Equity and Diversity group activities. These included a 1998 Better Hearing Australia Clear Speech Awards function held by the Indigenous Programs Unit (IPU) at Gore Hill to celebrate NAIDOC Week and New South Wales, Richard Morecroft, TV News representation by a member of the IPU at the National ABC Indigenous Staff Conference at Batchelor Northern Territory, Kate Carter, TV News in the Northern Territory. Women’s activities included the Women in Television Project and the ABC Western Australia, Peter Holland, TV News women’s discussion and network group Network 99 which continued to provide opportunities for Tasmania, Natasha Simpson, TV News networking through forums and workshops. A woman producer from the portfolio featured in one chapter in the Women in Television project’s book Shared Visions: Women in Television. Another 1998 Best & Clearest Awards (Better Hearing Victoria) employee activity included a Father/Child Relationships breakfast forum. For interested people and Best and Clearest News Presenter, Ian Henderson groups in the community the Gore Hill production centre ran weekly tours. Best and Clearest Weather Presenter, Edwin Maher Best Visual News, ABC 7.00 pm Bulletin There were many training and development opportunities for the portfolio’s employees and some members of the community. There was an exchange of a female director with BBC World in London, 1998 United Nations Association of Australia Media Peace Awards the IPU provided work experience for an Indigenous student from the Australian Film and Television Best All Media Story on Aboriginal Reconciliation Issues, John Millard, Camilla’s Conversion, School in Sydney and the portfolio provided work experience for students from schools and Australian Story vocational training institutions including NIDA. Examples of opportunities for employees to extend Best All Media Story on Multicultural Issues, John Millard, A Place for Us, Australian Story their skills through training and development were the New Voices/First Take project, an initiative to develop creative talent in selected employees who had no previous experience as a producer or 1999 Louis Johnson Media Awards director, producer training courses and a multi camera directors course. This last course involved six TV News - Best Entry: Working Together, Cathy Bell, NSW TV News participants, four women and two men, from the Program Production and Local and Regional - Highly Commended: Papunya Health, Claire Dobson and Michael Cox, Services portfolios who are based in either Sydney, Perth, Adelaide or Darwin. The portfolio selected Alice Springs, TV News six new trainees, three men and three women, during the period. This intake of trainees in television operations at Gore Hill represents a new commitment to developing the skills of our employees. The 1999 National Youth Media Awards portfolio also provided, in conjunction with the ABC Training and Development group and the News Best television current affairs program/documentary, Theresa Czarnecki & Phillipa McDonald, and Current Affairs portfolio, media training courses for external groups in the community. Wheelchair Athletes, 7.30 Report Many of the portfolio’s production activities either reflected Australia’s regional and cultural diversity or encouraged and promoted the musical, dramatic and other performing arts in Australia. For instance the documentary production Sisters in Arms which commemorated 100 years of Australian military nursing, the regional food and wine show Gondola on the Murray which featured Songlines Special

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the well known chef in the Mildura region Stefano de Pieri and the telemovie drama production Time The Finance and Business Services portfolio (F&BS) continued its commitment over the reporting and Tide which provided an ABC contribution to the 1999 Year of the Older Person. Other examples period to the Equity and Diversity principles with particular emphasis on training, and examinations were the live broadcast of the Aboriginal Rugby League Grand Final, facilitated by the IPU, the studio of work practices and access to staff with disabilities. based Indigenous music production Songlines Special, the production of the National Indigenous Documentary Fund Series #2, the launch of the ABC’s Indigenous online gateway Message Stick at the The various departments within F&BS have encouraged staff development through participation start of NAIDOC Week, the documentary production Reluctant Enemies, which traces the largely in courses aimed at both increasing the participant's knowledge and expertise in their field, and unknown chapter in Australian history of Italian prisoners of war in Australia during World War 2 at providing beneficial personal development. Internal courses/programs such as Conflict Resolution, and the music production Studio 22 with studio audiences. OH&S, Managing Work & Life and Father/Child Relationships and parental leave workshops were attended by F&BS staff, as were internal and external professional development courses The portfolio’s practice of supporting and encouraging Equity and Diversity principles has led to and seminars. many of these activities being integrated into its management and operations. For instance in the selection of trainees there was a commitment to Equity and Diversity considerations that resulted in The coming year will see F&BS aiming to develop strategies for improving representation by the EEO not only equal representation of women and men but also the selection of one applicant from an target groups, and to continue to make flexible work agreements where practicable. EEO group. The portfolio provided support to these trainees with multiple mentors and has extended this concept of support to a wider range of employees. Another practice supported is the THE FINANCE GROUP recognition of employees through awards. As examples there were seventeen 25 year service Following the extensive restructure of the Finance Group, an Indigenous trainee position was medallions awarded to the portfolio’s employees during the period and an employee was named established and filled in Finance Shared Services in Adelaide. The trainee up until now has been when the ABC won the Rolls-Royce Award for Effectiveness in Training, for the ABC’s Television involved in end of year financial reporting, and will soon move on to work in the other areas of Operator training scheme. The portfolio also provided opportunities for job sharing to assist some Shared Services as part of a program devised in cooperation with the Indigenous Employment Unit. employees in meeting family commitments. In June, the occupant of this position attended the National ABC Indigenous Staff Conference in Northern Territory. Key initiatives during the period were the production operations trainee schemes, the media training scheme, the New Voices/First Take project and a work experience scheme with more formalised links Finance staff have both participated in and conducted a number of training courses. Training for over to tertiary vocational training institutions. 1,000 staff has been conducted in relation to the introduction of the new integrated business system, SAP. Financial basics and financial management courses open to all staff are currently being run aimed at developing finance skills within the Corporation. Three positions within the Finance Group are filled on a part-time basis enabling a flexibility which assists the occupants to balance work and family commitments.

INFORMATION TECHNOLOGY SERVICES (ITS) In June 1998, ITS conducted a workshop to address the issue of part-time work. This workshop has since led ITS to examine options for new work practices, and as a result, a new initiative, a pilot teleworking project is being trialed to address the issue of family care responsibilities. The six month trial involves the participants carrying out work from home for part of the working week.

A co-operative effort was made between ITS, TS&D and the Equity and Diversity section to organise computer equipment that would enable a blind staff member to more actively and effectively communicate within the ABC. This included the research into and provision of special speech software - JAWS for Windows and Kurzweil 1000 - which enables information on the screen to be heard as well as seen, a scanner, a Braille printer, and a special keyboard which provides a Braille read-out of its print equivalent on the screen and also plays a crucial role in editing text.

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A number of courses and seminars were attended by ITS personnel, and a senior staff member was A number of objectives and strategies for the Technical/Engineering areas have been achieved during released to attend the National ABC Indigenous Conference in Northern Territory. ITS has a solid 1998-99. Principles of Equity and Diversity are integrated in all selection processes and measures are representation of staff from all the groups targeted by EEO, particularly of women and people of non- undertaken to ensure that all staff are aware of Equity and Diversity policies and practices in English speaking backgrounds at a senior level. Future initiatives for ITS include the development of Technology Strategy and Development Portfolio (TS&D). a plain English course aimed at eliminating the tendency of the IT professionals within the department to use jargon, and further examination of options for new work practices that suit the The Women in Engineering Scholarships for women studying Electrical Engineering continued in needs of individual employees and the ABC. 1999. The Scholarships are offered to University and TAFE students in their final year and attract a high proportion of applicants from non-English speaking backgrounds. Following the move to One PROPERTY SERVICES ABC, the Manager Technology Capital is an on-going participant in the Scholarship award process Property Services has been particularly involved over the year in ensuring that people with and selection. disabilities have access and reasonable adjustment in regard to ABC locations and facilities. Compliance audits have been progressively undertaken on all sites and rectifying action taken where Two of the nine second tier managers are women and one woman is employed in a technical position required. Work completed during the year included modifications to lower panels and the in the third tier. Three female administrative officers were encouraged to take up positions of higher installation of two way communications systems in the lifts within the Ultimo Centre; the provision duties to extend their skill base and facilitate career development opportunities. of new premises with lift and toilet facilities available for people with disabilities in Bega; a move to new premises with complying access, toilets and parking in Kalgoorlie; the provision of a new access To assist employees with family commitments, the portfolio has made available flexible working ramp to TV building in Collinswood; the provision of a new access ramp in Wagga; and in Kempsey, hours for parents to assist with child care commitments as well as introducing one part-time Property Services has provided an access ramp, toilet and carparking. work arrangement.

In relation to all new proposed facilities, designs will fully comply with current Australian Standards Manager Policy and Resources was a guest speaker at the Women in Television forum for Women in with regard to access by people with disabilities. Technical areas Learning from Success. The forum was organised by the Australian Film Commission in conjunction with the commercial Television networks, ABC, SBS and industry associations. Property Services made an extensive contribution of the research and documentation required to develop the ITS initiative, the pilot teleworking project. As a Technical and Engineering area, TS&D remains a strong area of employment for people of non- English speaking backgrounds. Currently over 24% of TS&D’s on-going staff are from this LEGAL & COPYRIGHT background. The portfolio also meets its target of having 2% Indigenous staff. Solicitors continue to attend legal seminars to keep abreast of modern trends and to accumulate points for renewal of their Practising Certificates. A second all staff Planning Day was held in October 1998 and a strategic training and development plan was put in place. This plan was prepared from discussions with TS&D managers and staff and Part-time work has continued to be encouraged within the Legal and Copyright Departments, and looked at common training requirements (computer skills, career management, management and has increased over the last 12 months. A number of staff members have been given opportunities to leadership, moving from technical to management positions and administration programs) as well as do higher duties both inside and outside the Legal and Copyright Department in order to develop specialist technical knowledge courses and visits from overseas experts. The second stage of the plan their professional skills and horizons. will focus on developing a teams based approach to working.

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ABC Enterprises continues to support and provide opportunities for EEO groups. This support During this year the portfolio group reporting to the Managing Directors’ office has been retitled the extends not only to ABC staff but to the wider industry and the Australian community as a whole. Corporate Planning and Communications Unit.

Internally, Equity and Diversity is a day to day part of the running of ABC Enterprises. Importance is The unit provides the strategic link between the ABC’s operational performance and the Corporation’s placed on providing EEO groups flexibility in the workplace. This has been achieved in many accountabilities. instances by: ACHIEVEMENTS FOR 1998-99 • amending the full-time or part-time nature of positions; The Unit has managed the development of ABC Business Plans for each ABC portfolio group and the • creating flexibility in rostering (to assist with childcare arrangements); and Corporate Plan for the Corporation. ABC Editorial Policies have also undergone some review, with a • allowing job sharing of positions. major review to take place within the next year.

Where possible, ABC Enterprises encourages staff to learn new skills and gain wider experience for The Unit provided submissions to the Human Rights and Equal Opportunity Commission and the career development. External courses on career development are also available to staff. Review into Captioning Requirements of the Broadcasting Services Act on closed captioning of television programs. Representation of EEO groups within ABC Enterprises is positively reflected in our workforce. ABC Enterprises actively encourages awareness and education on Equity and Diversity matters. Internal communications is a main focus of the Unit with intranet communication being developed to allow for details of the Corporation’s diversity initiatives to be communicated widely. ABC Shops and Centres for example, stock consumer products which inform and educate the Australian community on EEO groups. Examples include books on Aboriginal Myths and Legends, A member of the Corporate Planning and Communications area is a patron of Network 99. Another books on Foreign Dialogues (which draw on experiences of migration), and books which actively member of the unit acted as a mentor for the Springboard program. encourage women on matters such as career development and success. ABC Shops and Centres also promote and stock consumer products produced by EEO groups. An example is the CD from the The unit also provides support facilities for the ABC National Advisory Council. The ABC aims to musical group, Big Bag Band who are people with disabilities. ensure that the Council as far as possible reflects the diversity of the Australian community. A visually impaired person has been appointed to the Council this year. ABC Video and Non-Theatrics also committed support to Equity and Diversity by assisting Human Resources with advice on the preparation and distribution of the ABC Disability Awareness Video, to STAFFING ARRANGEMENTS be produced during 1999-2000. Part-time employment has been arranged for one member of staff with a disability. One Senior Executive woman works on a part-time basis to assist the balancing of work and family The Footage Sales department continues to improve liaison and works co-operatively with external commitments. Two other women work on a part-time basis. Arrangements have been put in place to EEO organisations. Footage Sales has assisted the Central Australian Aboriginal Media Association, assist two male carers with their working arrangements. the Australian Caption Centre and has worked on a number of projects with external organisations on Aboriginal Reconciliation. A Personal Development Plan is being developed for each member of the unit which will ensure that training and development resources are applied on an equitable basis through the unit. ABC Enterprises is maximising the provision of products and services for people with disabilities. It is pro-active in making and promoting popular ABC publications available in alternative formats. ACCESSIBLE TELEVISION ABC Audio for example has received a great response to its ABC Book and Tape collection. During the year, the ABC began developing a policy on television accessibility for audience members who have no or restricted sight or reading comprehension. The unit has assisted in co-ordinating this process.

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Australian broadcasting corporation subsidiaries 1998 - 1999 Annual1998 - 1999Report Annual Report 1998 - 1999 Annual Report1998 - 1999 Annual Report

This section deals separately on the Equity and Diversity activities and representation for the ABC EQUITY AND DIVERSITY OBJECTIVES network of orchestral services which includes the following: • To ensure that Symphony Australia and the network orchestra managers actively embrace the principles of Equity and Diversity in everyday decision making; Symphony Australia Holdings Pty Ltd (combining the national office, the Queensland Symphony • To provide an on-going commitment to the development of women in non-management positions; Orchestra and the Tasmanian Symphony Orchestra); • To continue efforts to expand audience reach to include those in remote localities and non- traditional areas; and Sydney Symphony Orchestra Holdings Pty Ltd; • To look for opportunities to encourage Indigenous involvement in orchestral music and educational programs. Adelaide Symphony Orchestra Pty Ltd; ACHIEVEMENTS FOR 1998-99 Melbourne Symphony Orchestra Pty Ltd; and • The Sydney Symphony Orchestra in re-negotiation of the staff agreement addressed and incorporated paid paternity leave for partners of either sex, including those in the same West Australian Symphony Orchestra Pty Ltd. sex relationships and introduced flexible working hours for start and finish times into their enterprise agreement. • For musician women returning from a period of maternity leave, the Sydney Symphony Orchestra included the opportunity to job share in their enterprise agreement. Pro-rata entitlements apply. Symphony Australia and the orchestral network • The Sydney Symphony Orchestra's tour to the USA included the facilities for staff to be accompanied by their children. • The Sydney Symphony Orchestra is very keen to provide career opportunities for existing employees. During the period under review, the SSO promoted a receptionist to work in orchestral BACKGROUND operations and promoted two marketing staff to new, more senior positions. Two of these This reports specifically covers: promotions went to women. • Symphony Australia Holdings Pty Ltd. (combining the national office, the Queensland Symphony • Media articles highlighting the role of women composers, and musicians are distributed amongst Orchestra (QSO) and the Tasmanian Symphony Orchestra (TSO); staff. The SSO has six musician’s chairs that are endorsed by corporate sponsors, five of which are • Sydney Symphony Orchestra Holdings Pty Ltd. (SSO); occupied by women in the orchestra. These sponsorships help to promote the importance of • Adelaide Symphony Orchestra Pty Ltd. (ASO); women in the Sydney Symphony Orchestra’s working environment to the public and to the • Melbourne Symphony Orchestra Pty Ltd. (MSO); and business world. • West Australian Symphony Orchestra Pty Ltd (WASO). • The Sydney Symphony Orchestra tours more than 8,000 kilometres per year to regional, interstate and other metropolitan centres and plays to more than 30,000 young people annually through its Symphony Australia and the Orchestral Network consist of five wholly owned subsidiary companies comprehensive Education Program. of the Australian Broadcasting Corporation. The Tasmanian Symphony Orchestra will corporatise on • The Tasmanian Symphony Orchestra presented Fast Brass Blast to schools in various regional 1 October 1999 and the corporatisation of the Queensland Symphony Orchestra will take place in locations. These performances explore the various ways in which different brass instruments are the early months of the year 2000. constructed and played. • The Queensland Symphony Orchestra toured regional Queensland including Mackay, Townsville The Symphony Australia national office continues to provide specialist advice on matters such as and Cairns. policy, programming and artistic administration to the orchestras. The General Managers of the • The Adelaide Symphony Orchestra as part of the great classics series toured the Barossa Valley. Symphony Australia orchestras (QSO and TSO) are responsible for the day to day operation of their • The Melbourne Symphony Orchestra travelled to remote localities including Ararat, Hamilton, respective orchestras. The Managing Directors of the individual orchestras (SSO, MSO, ASO and Castlemaine, Sale, Warragul and Geelong. WASO) are responsible to their respective Board of Directors. • The EchO (Education Chamber Orchestra) consists of players from the West Australian Orchestra. This year EchO toured several outlying areas providing a marvellous opportunity to reach It should be noted that the selection of musicians occurs through a behind the screens audition process Indigenous children and those who do not have ready access to live orchestral music. and is merit based. The most important selection criteria being that of the performance standard and playing ability.

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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.

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 orchestral music.

Of the 640 employed in Symphony Australia and the network of orchestras, 311 are women (48.6%). Women comprise 44.4% of Senior Executive staff throughout the network. There are 93 people from a non-English speaking background which represents 14.5% of staff and there are two Indigenous staff which represents 0.3% of staff.

SYMPHONY AUSTRALIA HOLDINGS PTY LTD AND ORCHESTRAL NETWORK

REPRESENTATION OF GENDER AND DESIGNATED GROUPS BY OCCUPATION (AUGUST 1999) (figures based on total non-casual staff) Occupational Group Total Women Men NESB1 PWD2 IND3 Staff No. No. % No. % No. % No. % No. % Senior Executives 18 8 44.4 10 55.6 1 5.5 - - - - Administrative Officers 139 93 66.9 46 33.1 10 7.2 - - 1 0.7 Musicians 483 210 43.5 273 56.5 82 17.0 - - 1 0.2 Total 640 311 48.6 329 51.4 93 14.5 - - 2 0.3

1 NESB - People of non-English Speaking Background

2 PWD - People with Disabilities 3 IND - Aboriginal and Torres Strait Islander People

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Equity and Diversity