A key achievement for us over the year was the launch of the Diversity and Inclusion Plan 2019–2023 (the Plan). The Plan was launched in February 2019 and was communicated to all staff at corporate celebrations including International Women’s Day and Harmony Day. The Plan aims to strengthen workforce diversity and promote an inclusive workplace culture where all employees are valued, respected and connected.

Our staff profile

staff profile

Developing our people

Performance development

The department’s new online performance development plan, the My Performance and Development (MyPD) System was launched in July 2018, with over 800 staff receiving training across the department to-date.

Staff development

All staff were provided with development opportunities as part of the Leadership Development Framework (LDF), which included: resolving workplace issues; diversity; and the mentoring program. Managers were provided with in-house training on: occupational safety, health and injury management; managing performance; recruitment and selection; Management Accountabilities - Understanding Your Role; as well as participating in leadership development through the Management Excellence Development Program (MEDP) and externally through the Public Sector Management Program.

Opportunities to participate in further customised in-house programs and sponsored external public sector wide programs were also available.

The department met its gender balance targets in all LDF programs to ensure women had equal opportunity to develop their leadership capability such as the Learn, Explore and Do program, MEDP and Public Sector Management Program.

Sustaining our workforce

Breakdown of staff by age

staff by age

To sustain the workforce and strengthen its diversity, we have participated in a number of successful employment programs.

% employees 24 and under

Focusing on our goal to increase our numbers of staff aged 24 and under (2.76 per cent), over the year DMIRS has:

  • participated in the Public Sector Commission’s School-Based Traineeship program; and
  • coordinated an interagency graduate program and Public Sector Industrial Relations Graduate Program.

School-based traineeship program

During the year, the department welcomed a new school-based trainee who joins the program alongside the department’s current trainee, who will graduate from the program in late 2019. The department’s 2017 school-based trainee graduated from the program in late 2018 and was permanently appointed to the department.

Graduate program

graduate program

The award-winning 18-month graduate program, coordinated in partnership with the Department of Jobs, Tourism, Science and Innovation, focuses on attracting talented university graduates to a career in the public sector. Through the program, graduates gain experience, build networks and improve their understanding of State Government through rotational opportunities in different business areas and departments.


Industrial relations graduate program

DMIRS is undertaking a number of initiatives to build industrial relations (IR) capabilities. One such initiative - the Public Sector Industrial Relations Graduate Program, was launched early 2019 in response to the Service Priority Review. The 12 month program was designed to meet the individual development needs of graduates and build the IR capability of participating agencies, with permanent placement of graduates on completion. A number of staff were also appointed by DMIRS as a result of the program recruitment process.

Development and implementation of the program promoted contemporary IR practices while fostering cooperative working relationships between the department, host agencies and the Public Sector Commission.

Workforce planning framework

With a key focus on strengthening the skills, diversity and flexibility of our workforce, work continued on the development of the department’s workforce planning framework. The new framework is being developed to align to the department’s operational planning process, the Leadership Development Framework and to promote diversity.

Women in leadership

DMIRS is committed to promoting gender equality by working towards increasing the visibility and contribution of its female leaders and improving the opportunities for women in leadership.

Director General, David Smith

DMIRS believes a gender-balanced leadership team has the ability to improve operational effectiveness and deliver better outcomes for the WA community.

Over the past year, DMIRS has been working towards increasing the workforce representation of women in leadership positions through a number of strategies including:

  • encouraging equal numbers of women and men participating in internal leadership development programs and mentoring programs;
  • promoting exible working arrangements available for all DMIRS staff;
  • providing women with opportunities to gain experience in senior level positions; and
  • ensuring corporate funding is made available for women to attend programs and conferences to develop their leadership capabilities and progress their careers.

We recognise more work needs to be done to increase the representation of women in the leadership team both at Tiers 2 and 3 and in Level 7/Speci ed Callings Level (SCL) 4 and above.

Aboriginal employment

In 2018–19, the department continued to implement its Aboriginal Employment Strategy which focuses on attracting, developing and retaining Aboriginal and Torres Strait Islander employees. A key achievement within the strategy was the launch of the department’s Aboriginal Employment Program (AEP). As part of the AEP, the department hosted a community open day where interested candidates were invited to DMIRS to hear about upcoming employment opportunities and the important role DMIRS plays in the community. Through the AEP, the department recruited 10 people in a variety of levels. The AEP cohort commenced with the department in January 2019.

Aboriginal and Torres Strait Islander employees

The department also commenced advertising established positions under section 51 of the Equal Opportunity Act 1984 and continued to coordinate the Aboriginal Employee Network called Gnalla Mila, Gnalla Wangkiny (Our Future, Our Say).


In addition to progressing the development of its reconciliation action plan, we hosted celebrations for NAIDOC Week and National Reconciliation Week. DMIRS also proudly promoted its acknowledgment of country through a mural at the Mineral House offices and through the DMIRS email signature block.

People with disability

The department is committed to maintaining an inclusive workplace where people with disability have equal access to employment and development opportunities. Over the last 12 months, the department continued to work with Job Access and also established its own Reasonable Adjustment and Workplace Modification procedure to ensure employees with disability are supported in the workplace. The department also participated in the Public Sector Commission Adult People with Disability Traineeship Program. Other key achievements have been detailed in the Disability access and inclusion section further along.

Employees with disability