Home' Defence Magazine : Issue 2 2012 Contents from page 19
Review of Personal Conduct of aDF
Personnel, conducted by Major General Craig
Orme. The review found that people were aware
of the expectations on them and that a relatively
small number failed to live up to those standards.
Its recommendations include simplifying policy and
the grievance process.
Review of the Use of alcohol in the aDF,
conducted by the Independent Advisory Panel on
Alcohol, chaired by Professor Margaret Hamilton.
recommendations of this review include a review
of alcohol prices at ADF bases and preparation of
an evidence-based alcohol management strategy.
Review of Social Media and Defence, led by
Rob Hudson of George Patterson Y&R. This review
recommends a review of all Defence policies in
relation to social media and a review of social
Review of the Management of Incidents
and Complaints, including Civil and Military
Jurisdiction, conducted by the Inspector General
ADF, Geoff Earley. This review recommends that
Defence reduce the current backlog of grievances,
simplify training and information on complaints,
and develop an improved process to manage
Review of the Employment Pathways for
aPS Women in the Department of Defence,
conducted by then-Deputy Public Service
Commissioner and now Deputy Secretary People
Strategies and Policy, Carmel McGregor. Defence
will begin a rotation program for women at the
Senior Executive Service Band 2/3 level within the
broader APS, and establish a central maternity
leave pool to manage the full-time equivalent
liability associated with maternity leave.
Review of the Treatment of Women in the
aDF – Phase 1 – Review of the Treatment
of Women at the australian Defence Force
academy, conducted by the Federal Sex
Discrimination Commissioner, Elizabeth Broderick.
Still in progress:
Phase 2 of the Review into Treatment of
Women in the australian Defence Force. In
addition to the completed reviews, Federal Sex
Discrimination Commissioner Elizabeth Broderick
has begun Phase 2 of her review into the treatment
of women in the ADF, focusing on a review of
employment pathways for women into senior ranks
and leadership of the ADF.
DLa Piper Review. In parallel to the cultural
reviews, the law firm DLA Piper is conducting
an independent review of allegations of sexual
and other forms of abuse in Defence. Volume
1 of the review was provided to the Defence
Secretary and Defence Minister late last year. At
the time of printing D efenc e , Volume 2, which
will provide more specific detail, was expected
to be completed in the near future. The Minister,
after consultation with the Secretary, CDF, and
his ministerial colleagues, will then determine the
necessary arrangements to further investigate
or address the allegations. Overall, some 775
allegations have been deemed to be within the
scope of the review, and some are of a serious
read the reports in full on the Defence website.
australia: We exist to protect the nation and, when
necessary, fight for its national interests. We recognise
that our success requires the enduring support
and respect of the Australian Government and
community. Our actions reflect the highest standards
of professionalism and honour that go with service in
defending Australia’s security.
– Defence needs to maintain the ongoing respect of
the nation to do its work well.
– Our people are rightly held to higher standards
and greater scrutiny than the majority of Australian
society. They reflect the most noble aspects of the
Australian character, but at times we have fallen far
short of these standards.
– Our relationship with the Australian community
requires acknowledgement and attention. We
cannot take the community’s support for granted.
On operations and beyond: We rise to meet the
challenges to Australia again and again. We succeed
in warfighting and on all operations because we
know what we are striving for; because we are
well prepared and capable; and because we are
comprehensively supported. Building our organisation
is as important as delivering on operations. We act
speedily, with consistency, discipline and clarity. Our
reputation for providing sound, frank advice is well
earned, valued and carefully maintained. People know
they can trust us to do the right thing and do it well.
– Our speed, discipline and clarity on operations
needs to translate to all domains of our work.
– Preparedness, capability development and support
need to be valued as highly as operations.
– Policy development and advice will always be an
important part of Defence business.
– ‘Professionalism’ in Defence means being respectful
and credible, self-regulating, proactive and
innovative. However, we do not always perform
evenly against these essentials.
Our organisation: We are accountable for our
actions. We are outward and forward looking, always
seeking to learn better ways of doing things, and to
improve our professionalism and performance in all
areas. We connect across our expert services and
groups to deliver more than any part can by acting
alone. Our common purpose and strong relationships
make us agile, adaptable, collaborative and aligned to
deliver maximum effect.
– We must become more accountable and integrated
both organisationally and individually, and better at
learning from our mistakes.
– We need to place a far greater emphasis on being
accountable for our actions and those of our
– We must become greater than the sum of our parts.
We must share and work together to deliver greater
overall success than we would working individually
as services and groups.
– Our working environment must promote openness,
candour and contestability; it holds us all back when
we hide from the truth.
– We need to more effectively manage our own
improvement and build our credibility by becoming
more self-questioning and learning from successes
Our people: We draw on all parts of Australia. We
trust and respect each other, and strive always to
keep our people safe. We are candid and speak
up at all times. To win, we know we must create
inclusive, fair-minded teams, drawing on our collective
capability and nurturing our skills. Our people can
expect outstanding leadership from all levels and our
leaders can expect exemplary behaviour from all in
– We must become more inclusive and better manage
– We need to close gaps in terms of our inclusiveness
of all of our colleagues and our respect for them in
– We must improve the way we manage grievances
and in doing so we need to:
– focus on the interests of individuals (ensure
integrity of process and enable them to report
bad behaviour without fear of victimisation)
– work collaboratively with services and groups
– ensure sufficient capacity to resolve individual
cases consistently, fairly and quickly, through
clear rules and disciplined responses.
Defence culture reviews
Defence’s cultural intent: We are trusted to
defend, proven to deliver, respectful always
Model for the future
THE Directorate of rights and
responsibilities in Fairness and
resolution Branch is responsible
for Defence policy and programs
relating to diversity and
The diversity initiatives are focused
on gender, sexual orientation,
age, disability, indigenous people
and people from culturally diverse
backgrounds. PMKeyS is able to
capture some diversity data, but
many people don’t record their
status. People are encouraged
to update their data so Defence
can identify significant areas of
In particular, the team administers
the Defence Assistive Technology
Program. This provides
appropriate technology to APS
employees with disabilities
or medical conditions to help
them undertake their duties.
They also manage the Koomarri
Jobmatch program, which
provides opportunities for people
with intellectual disability to gain
employment skills and experience.
recent projects undertaken by the
rights and responsibilities team
include the coordination of:
the Implementation Plan for the
Removal of Gender Restrictions
on ADF Combat roles
CDF Action Plan on the
recruitment and retention of
the intellectual disability
traineeship under the Disability
The directorate’s future goals
the development of a diversity
manual, plan and training course
a program with activities to
support Defence people who
identify as lesbian, gay, bisexual
For more information visit the
team’s website on the Drn.
Issue 2 2012
Issue 2 2012
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