Territory Stories

Annual report 2003-2004, Department of Corporate and Information Services



Annual report 2003-2004, Department of Corporate and Information Services

Other title

Department of Corporate and Information Services annual report 2003 - 2004


Northern Territory. Department of Corporate and Information Services


E-Publications; E-Books; PublicationNT; Department of Corporate and Information Services annual report; Annual report




Made available by the Library & Archives NT via the Publications (Legal Deposit) Act 2004 (NT).




Northern Territory. Department of Corporate and Information Services -- Periodical

Publisher name

Northern Territory Government

Place of publication



Department of Corporate and Information Services annual report; Annual report



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Attribution International 4.0 (CC BY 4.0)

Copyright owner

Northern Territory Government



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Our People 88 Equal Employment Opportunities Our Equal Opportunities Management Plan (EOMP) is an integral factor in ensuring that equal employment opportunity obligations are met. We do support a fair and equitable work environment that is free from discriminatory practice, openly values its employees and continuously strives to improve its status as an employer of choice. In support of the plan, the majority of staff attended equity and diversity awareness sessions conducted by Employee Assistance Services. The EOMP has been reviewed and updated to strengthen our commitment to the Governments initiatives for the Indigenous Employment & Career Development, Willing and Able and Remote Workforce Development. Indigenous Employment Development Strategy Progress has been made in a variety of areas including continued support for entry level programs resulting in the following: four participants in STEP apprenticeships; four participants on the Indigenous School to Work program; and one participant in the National Indigenous Cadetship program. A buddy system has been introduced with all new indigenous employees being offered access to a career buddy. In addition, participants are also able to access a mentor through Top End Group Training. Willing and Able Progress on this initiative has been slow to date. Guidelines have been developed for selection panel members on their responsibilities in relation to interviewing and selecting people with disabilities. Information has been made available to branch managers regarding support mechanisms available to staff with disabilities. 18 staff within DCIS, have been identified as having a disability. Remote Workforce Development Strategy DCIS has staff in Nhulunbuy and Tennant Creek who will benefit from the Remote Workforce Development Strategy. Already we have improved communication to the region providing support materials and on-site training opportunities. We will continue to identify gaps in support of our remote staff and redress, where possible, the tyranny of distance. Graph shows staff who have identified themselves belonging to various EEO groups including Aboriginal and Torres Strait Islanders (ATSI), non English speaking background (NESB) and people with a disability. The graph shows a marginal decrease in all categories over the last year. Over 80% of staff have registered EEO data onto PIPS. 0 1 2 3 4 5 6 7 8 2001/02 2002/03 2003/04 N o St af f a s a % ATSI NESB Disability

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