Specifically, this includes, but is not limited to:

  • Women
  • Aboriginal and Torres Strait Islander people
  • Intergenerational workforce
  • People with disabilities
  • People from culturally and linguistically diverse (CALD) backgrounds
  • Gay, lesbian, bisexual, transsexual, intersex, queer and asexual (LGBTIQA+) people.

Moreover, the Authority has made positive steps in terms of boosting women's presence in the workforce, following its Diversity Plan 2014-2017.

Specifically, AMSA's diversity profile has seen:

  • 39% of employees being women, achieving a 5.1% increase since September 30, 2014;
  • 22.2% of executives and senior manager positions being served by women, noting a 11.7% rise since September 30, 2014;
  • 0.7% of employees are Aboriginal and Torres Strait Islander, decreasing by 0.1% from September 30, 2014;
  • 19.7% of employees being aged under 35, establishing an increase of 3.2% since September 30, 2014;
  • 24.2% of employees being 55 and more, rising by 0.4% since September 30, 2014.

AMSA is also a proud employer of people from other diversity groups including people with disabilities, people from CALD backgrounds and LGBTIQA+ people.

Thus, to improve even more its future workplace diversity, AMSA's 2019-2022 plan has three priorities:

  1. Increase representation of underrepresented groups: women and women in leadership; Aboriginal and Torres Strait Islander people; other diversity groups;
  2. Retain emerging talent and job knowledge;
  3. Ensure an inclusive and flexible culture.

For more information on AMSA's plan you may click herebelow