Culturally and Linguistically Diverse (CALD) Action Plan
Our CALD Action Plan outlines a series of actions that we will lead to foster greater cultural awareness, improve recruitment, mobility and promotion, and inspire a culture that values diversity and inclusivity.
The CALD Action Plan supports the APS Culturally and Linguistically Diverse (CALD) Employment Strategy and Action Plan and holds us accountable in addressing the barriers facing colleagues with rich cultural, linguistic and racial diversity that we are fortunate to harness in Finance and the broader APS.
Reconciliation Action Plan 2026-2028
Our Stretch Reconciliation Action Plan (RAP) 2026-28 demonstrates our strong commitment to reconciliation with our Aboriginal and/or Torres Strait Islander staff, stakeholders and the broader community.
Our sixth Reconciliation Action Plan demonstrates our continued commitment to learning, growth, and sustained impact. The actions within the RAP embed core strategies and policies to guide respectful, meaningful engagement with Aboriginal and Torres Strait Islander peoples.
We support the APS in implementing the Commonwealth Aboriginal and Torres Strait Islander Workforce Strategy 2020-2024, currently still in effect as of January 2026, to ensure that Aboriginal and Torres Strait Islander employees play a greater role in contributing to building a diverse Commonwealth public sector workforce capable of responding to the needs of the Australian community.
Diversity and Inclusion Strategy
Our Diversity and Inclusion Strategy and dedicated Diversity Action Plan aims to achieve improved workplace diversity through the collective contribution of all employees.
Our diversity outcomes require us to create and maintain a modern, agile and inclusive workplace which welcomes people from all racial, cultural, religious or social backgrounds.
Gender Equality Action Plan
Finance’s Gender Equality Action Plan builds on our previous Gender Equality Action Plan 2017-19 and underpins our approach to culture change to ensure that we are maintaining an inclusive workplace that attracts, builds, values and retains skills, expertise and talent.
Our Gender Equality Action Plan sets out our commitment and is aligned to the 6 key focus areas outlined in the APS Gender Equality Strategy 2021-26: Realising the benefits for all.
Disability Strategy
Australia’s Disability Strategy 2021-2031 is Australia’s national disability policy framework. It is driving action at all levels of government to improve the lives of people with disability. The Department of Finance is committed to the Strategy’s vision for an inclusive Australian society that ensures people with disability can fulfil their potential, as equal members of the community. The Strategy sets out practical changes that will assist people with disability by
- providing national leadership towards greater inclusion of people with disability.
- guiding activity across all areas of public policy to be inclusive and responsive to people with disability.
- driving mainstream services and systems to improve outcomes for people with disability.
- engaging, informing and involving the whole community in achieving a more inclusive society.
Reasonable Adjustments
We are committed to eliminating barriers that prevent staff with disability, illness or carer responsibilities from fully participating in the workplace, including accessing job mobility and career development.
Reasonable Adjustments and Finance’s My Adjustment’s Passport can be implemented to assist staff perform the inherent requirements of their role.
The My Adjustment Passport is an opt-in tool that allows staff to document their agreed arrangements. Staff are not required to disclose or record details of the exact nature of the illness, injury or disability in their Passport, unless it is likely to affect their ability to perform the inherent requirements of their role.
