Where we are now..
Selection panel members are provided with recruitment and selection training that has a strong focus on unconscious bias. We are determined to build in safeguards against bias and develop a more robust recruitment capability that benefits our teams and organisation. Building this capability and process supports our opportunity to increase the public profile of AMSA and to attract a more diverse application pool.
While applicants for roles in 2022 comprise 34% females, applicants for Port Marine Surveyor and Search and Rescue Officer roles remain at 7% female. This indicates issues across the broader attraction, recruitment and selection process.
What are our objectives
|1.1 By December 2022, AMSA’s recruitment and selection processes are reviewed and changes enacted to enable equitable and teamcomplementary hiring||
|1.2 By December 2023, AMSA is an employer of choice to all potential applicants and attracts a gender diverse applicant pool||
How we will deliver change
- Review of selection process and opportunities identified to design out bias
- Review of recruitment and attraction processes to ensure it is engaging to a diverse job market, particularly female applicants
- More options as the default for offering roles as full-time, part-time or job share work
- Bringing in an impartial member from another area if a recruitment panel will be gender heavy one way
- Ensure diversity in how AMSA represents itself online, such as through its web images and social media content
Improvement of gender composition at various levels of recruitment pools
Improvement of gender balance in selection panels
Evidence that recruitment communications includes statement about AMSA’s commitment to gender equity, benefits and programs available to staff