Roles and responsibilities

All Commission staff have roles and responsibilities under our CALD Action Plan.

Commissioner 
Overarching accountability and leadership for the CALD Action Plan.

Executive Board 
Oversight, planning and implementation of the CALD Action Plan.

CALD Champion 
Lead advocacy for the CALD Action Plan across the APSC and the CALD Champions Network.

CALD Network 
Partner in the implementation of the Action Plan, including highlighting lived experience, cultural awareness and cultural competency.

Leaders/Managers
Model inclusive behaviours and empower staff to prioritise inclusive thinking and acting.

Enabling Services 
Deliver and evaluate the CALD Action Plan.

All Staff 
Actively engage with CALD actions and uplift of cultural capability and safety

“….focus more on everyone belonging, so people feel that they are part of an organisation or team… rather than needing to be specifically included.” APSC staff member

APS Culturally and Linguistically Diverse Employment Strategy and Action Plan

The APSC Culturally and Linguistically Diverse Action Plan 2025‒28 aligns with the five (5) Headline Actions referenced in the APS Culturally and Linguistically Diverse Employment Strategy and Action Plan :

• Whole of APS standards: Introduce an APS Statement of Leadership to Support Cultural Diversity to ensure that the standard for culturally respectful and safe workplaces is upheld.
• Cultural understanding: Build an APS-wide interagency CALD Champion network and a curated collection of multi-media learning resources.
• Leadership and management: Build APS leadership through embedding cultural capability training and sponsorship of CALD employees.
• Recruitment and progression: Modernise the APS recruitment and promotion processes to apply a rigorous understanding of merit.
• Representation: Introduce a reportable benchmark of 24% for CALD representation in the SES.

The Commission has explored the challenges and barriers faced by CALD staff. This evidence-based, consultative, self-assessment process has been undertaken in line with the APS Culturally and Linguistically Diverse Employment Strategy and Action Plan. The result of this process is a CALD action plan that serves as a road map for the Commission, which includes a range of solutions focussed action items aimed at:

• promoting and growing cultural diversity at all levels,
• strengthening cross-cultural capability, and
• improving belonging and career progression for CALD staff.

The CALD Action Plan has been phased over a four-horizon timeframe. This acknowledges that some initiatives can be adopted quickly with high impact, while others require greater investment and require time to adapt and embed. This document is intended to be a living document which will be accompanied by a separate CALD Implementation Plan to operationalise the Action Plan. The implementation plan will be developed in consultation with the CALD Champion, CALD Network and relevant stakeholders in the Commission. The CALD Implementation Plan will have consideration for the importance of collaboration and intersectionality of teams, networks and sponsors to ensure the action plan initiatives are achieved within the allocated timelines.