Equal Employment Opportunity

Annual Report1996-1997

Report to the Minister for Communications,

the Information Economy and the Arts

ABC

Equal Employment Opportunity

Annual Report1996-1997

Report to the Minister for Communications,

the Information Economy and the Arts

ABC

Contents

Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

Overview . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

EEO Activities 1996-97 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

Human Resource Policies and Activities . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

Women . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13

Aboriginal and Torres Strait Islander People . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17

People of Non-English Speaking Background . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20

People with Disabilities . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23

Portfolio Reports . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26

Regional Services

National Networks

News and Current Affairs

Program Production

Finance and Business Services

Technology Strategy and Development

ABC Enterprises

Corporate Management

Australian Broadcasting Corporation Subsidiaries . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 48

Cover photographsParticipants at the ABC’s Disability Action Plan launchLeft, Accessible Arts Drama GroupTop right, Daniel H Kojta, ArtistBottom, Dance Group CoMotion

Designed and Typeset by ABC Corporate AffairsPrinted by Agency Printing

April 1998

EEO Annual Report 1996–97The Australian Broadcasting Corporation is the national broadcaster established as astatutory corporation under the Australian Broadcasting Corporation Act 1983 (the ABC Act).The ABC Act which includes the ABC Charter sets out the basic functions and duties of theCorporation.

As a Commonwealth authority employer, the ABC is bound by the provisions of the EqualEmployment Opportunity (Commonwealth Authorities) Act 1987, the Racial Discrimination Act1975, the Sex Discrimination Act 1984, the Human Rights and Equal Opportunity CommissionAct 1986 and the Disability Discrimination Act 1992.

This report is made under the provisions of Section 9(2) of the Equal Employment Opportunity(Commonwealth Authorities) Act 1987. The reporting period covers 1 September 1996 to 31August 1997.

In 1993 the ABC prepared an EEO program for a three year period to enable forward planningand longer term strategies, with provision for annual revision of action plans responding tochanges in organisational aims and directions. This program has been extended a further oneyear with an end date of 1997.

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OverviewThe ABC operates in a fast–changing media environment characterised by rapid expansion inthe number of available channels, an increasing volume of foreign programming and a globaltrend to the concentration of media ownership. The ABC, which commenced operations 65years ago, has a tradition of meeting the challenges of change for each generation.

Over the past year, and in the context of this changing environment, the ABC hasestablished new organisational structures from which it can develop its programs andservices.

At the same time, the Commonwealth Government has reduced its funding commitment topublic broadcasting and sought independent advice, through the Mansfield Review, on therole and functions of the ABC. The new organisation structure, referred to as One ABC, allowsthe Corporation to focus on the making and delivery of programs for broadcast across radio,television and online. As part of the process the strategic and business support functions arebeing streamlined and restructured.

As a result a Corporate Plan has been developed which sets out the Corporation’s objectivesfrom 1997 to 2000 reflecting the new organisational structure:

• National Networks and Regional Services, responsible for the commissioning of programsand broadcasting services in radio, television and multimedia;

• In–house content providers, News and Current Affairs and Program Production, whichproduce programs as required by National Networks and Regional Services;

• Finance and Business Services, Human Resources and Technology Strategy andDevelopment, providing strategic and business support services across the Corporation;

• ABC Enterprises; and

• the ABC’s subsidiary companies.

Included in the subsidiary companies are the state-based orchestras which have beenrecently corporatised. The Sydney Symphony Orchestra had been incorporated as an ABCsubsidiary in February 1996 while both the Adelaide and Melbourne orchestras wereincorporated on 1 July 1997 along with the former ABC Concerts National Office, which hasbecome Symphony Australia. The remaining orchestras – in Queensland, West Australia andTasmania – will be incorporated as their local circumstances permit. In this report theorchestras’ EEO statistical data will not be included in the overall statistics as in previousyears but reported separately in the Subsidiaries section.

The ABC is valued as being distinctively Australian. Its special significance as a publicinstitution is based on the strong sense of investment which the Australian people feel theyhave in the public broadcaster. The ABC is also distinctive because of its capacity to addressmultiple audience groups with the spread and reach of its services throughout metropolitan,regional and rural Australia.

ABC’s Mission

Included in the Corporate Plan is the ABC’s mission – to provide its audiences with the bestprograms, performances, products and services it can produce and acquire.

To achieve this the ABC will:

• transmit independent, comprehensive and innovative national broadcasting services for all Australians;

• inform, entertain and contribute to a sense of national identity;

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• reflect Australia’s regional and cultural diversity;

• broadcast programs of an educational nature;

• contribute towards the diversity of broadcasting services in Australia;

• broadcast programs that provide a balance between wide appeal and specialised programs, making use of and being receptive to Australian creative resources;

• provide an independent service for the broadcasting of news and information regarding local, Australian and overseas events;

• contribute to public debate concerning issues and matters of importance to Australians;

• encourage and promote the musical, dramatic and other performing arts in Australia;

• transmit broadcasting programs outside Australia; and

• utilise new production and delivery technologies to respond to audience needs.

The Corporate Plan, including the mission statement, objectives and strategies, provides theABC with the focus to contribute to a comprehensive and inclusive service, which is achievedby a workforce that reflects the diversity of all Australians.

Issues for staff during 1996-97 emphasised the implementation of the One ABC structurewith the associated reduction in staffing levels and matters of redundancy arrangements. InAugust 1996 staff totalled nearly 5300 excluding casual staff, with about 430 staff leavingunder voluntary redundancy and 460 transferring to ABC subsidiary companies as part of thecorporatisation of the orchestras. Total staff excluding casual and orchestra staff at August1997 is 4370.

The newly formed Human Resources portfolio has responsibility for: Human Resources Policy,Training and Development, Employee Relations, Equal Employment Opportunity, OccupationalHealth and Safety and Remuneration and Payroll. The restructuring of these services hasremoved duplication by the amalgamation of the different Human Resources Departmentsthat previously reported directly to individual Divisions.

In February 1997 project teams were established to improve the effectiveness of currentpeople management systems and to implement a new Human Resource ManagementInformation System.

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EEO Strategic VisionSince 1990 the ABC’s commitment to EEO has been underpinned by its EEO Vision Statement:

That the ABC will be recognised as a leading organisation in that:

• it will value and be seen to value principles of openness, equity and tolerance;

• its programming and its staffing mix in all areas and at all levels will accurately reflect the cultural diversity and composition of the Australian society;

• it will be seen as a centre of excellence and achievement in its programs, products and activities; and

• it will be responsive and relevant to all sectors within the Australian community and valued by them.

Its key decision makers, who will be representative of all sectors within the Australiancommunity, will maintain this recognition.

ABC Management Plan 1993–97The EEO Management Plan originally covered the period 1993–96 but was extended until1997 to encompass the restructuring process being undertaken by the ABC. The Plan providesthe ABC with broad objectives and a range of strategies relevant and achievable forindividual areas – for the EEO groups – women, Aboriginal and Torres Strait Islander people(ATSI), people of non-English speaking background (NESB) and people with disabilities(PWD).

Objectives are:

• to incorporate principles of equity and diversity into all ABC policy and planning and promote the ABC as an EEO employer;

• to ensure that the principles of EEO are integrated into all human resource policy, planning and practice;

• to provide opportunities for recruitment, retention and development of people of non-English speaking backgrounds in the ABC overall and particularly in program related positions;

• to provide opportunities for the recruitment, retention and development of people with disabilities;

• to provide opportunities for the recruitment, retention and development of Aboriginal and Torres Strait Islander people particularly in program related positions, through the Aboriginal Employment and Development Program and mainstream employment;

• to ensure women’s equitable participation and representation in the ABC at all levels, in all occupations, particularly in senior management; and

• to promote the incorporation of EEO principles into all aspects of training and development.

Future EEO ProgramThe 1997–2000 EEO Management Plan will be completed in conjunction with a review of themanagement of EEO in the ABC under the One ABC structure during 1997–98.

The proposed review of the management of EEO will identify strategies to assist theachievement of:

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• senior management commitment to EEO/Diversity for the organisation and communication of that commitment;

• increase in managers’ awareness, acceptance and accountability of EEO principles and practices;

• increase in awareness and practice of EEO for all staff;

• provision of a more comprehensive EEO service in all areas, by portfolio and location;

• ongoing compliance with anti-discrimination and EEO legislation by the ABC, including the development and implementation of the EEO Program for people from the EEO groups;

• identification of ways to harness the energy and creativity of staff already committed to equity and diversity;

• identification of ways to acknowledge the achievements and best practice of work areas and individuals, relating to EEO;

• identification of ways to attract and include other staff who could contribute positively to EEO objectives;

• improved liaison with external EEO organisations and specialists and ongoing monitoring of best practice initiatives;

• EEO to be managed as a Unit but accepted and integrated with all Human Resource functions in policy making decisions and implementation of strategies;

• determination of the most appropriate name, structure and resources of the EEO Unit; and

• development of the EEO Management Plan 1997–2000 which will reflect the directions and recommendations of the Review.

EEO Activities 1996–97During a period of immense change, includingrestructuring and downsising, a number of policies andinitiatives were implemented relating to EEO. Progresswith specific targets of the EEO groups – women insenior management and people of non-English speakingbackground had small decreases, while Aboriginal andTorres Strait Islander people and people withdisabilities rose slightly.

Some of the major achievements for 1996–97 relatingto EEO in the ABC are listed below.

• Development and implementation of the DisabilityAction Plan ABility Counts which was submitted tothe Human Rights and Equal OpportunityCommission in January 1997. The Plan provides theABC with a mechanism for access and equity forpeople with disabilities, both staff and non-staff,and it includes objectives, strategies, monitoringand evaluation under the broad headings of Employment, Communication, Building Services and Programs, Services and Delivery.

• Seminars were conducted and information provided to all staff about the Prevention ofWorkplace Harassment Policy. Completion of training took place for all WorkplaceHarassment Contact Officers.

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Jacquie Hutchinson, Head HumanResources presents the ABC’s DisabilityAction Plan to Elizabeth Hastings,Disability Discrimination Commissioner

• A project committee was established to determine recommendations regarding thedevelopment of overall procedures for the resolution of individual grievances and theeffective treatment of public interest disclosures. One of the recommendations has beenprogressed with the introduction of conflict resolution training for all staff.

• Two women technical trainee positions have been established in the engineering area.

• Three Indigenous staff were appointed in Hobart, Melbourne and Sydney – one cadetjournalist, a trainee broadcaster and an information manager trainee.

• During 1997 applications were sought for the Women in Engineering scholarships to beawarded in Sydney and Melbourne, and for the first time the scheme has been extendedto Hobart and Perth.

• An Employee Assistance Program has been introduced nationally to assist staff andfamilies with workplace and personal problems.

• Captioning of the 7.00pm Television news bulletin in Sydney commenced on 1 May 1997,and was extended to all states by 1 September 1997, to assist people with hearingimpairment. A wide range of programs is now captioned on ABC television.

• ABC staff won Human Rights Awards in the Television and Radio categories, presented inDecember 1996. Liz Jackson and Ashley Smith from Four Corners won the TV award forTelling His Story. Julie Posetti won the Radio category for a selection of news stories anda radio commendation was given to Ann Arnold for Children of Mentally Ill Parents.

• National Aboriginal and Islander Day Observance Committee celebrations were heldthroughout ABC branches including Flag Raising ceremonies. In Sydney the openingceremony included the official launch of the ABC’s Frontier CD-Rom by former PrimeMinister, the Rt Honourable Malcolm Fraser.

• Information was collected for staff on external opportunities to improve Englishlanguage skills.

• EEO/Cultural Diversity/Cross Cultural sessions were delivered to staff in a variety offorums.

The Equal Employment Opportunity (Commonwealth Authorities) Act 1987 requires the ABC toundertake a number of actions as part of its overall EEO program.

Informing Employees (Section 6(a))

During 1996–97 information on the policies and initiatives of the EEO Unit and relatedHuman Resources areas was distributed to staff by a variety of methods. Overall reportingwas via the 1995–96 EEO Annual Report which was tabled in both Houses of Parliament on 3December 1996 and the ABC’s Annual Report. Induction and training sessions provided staffwith information and discussion on EEO principles and practices. Information and invitationswere sent to all staff about the launch and background of the Disability Action Plan. Anarticle was published in the staff magazine Wavelength about the Plan.

Human Resources staff and Workplace Harassment Contact Officers received relevantinformation on a regular basis and a package of up-to-date acquisitions of EEO resourcematerial is compiled quarterly and sent to EEO Contacts in branches for access by all staff.

All staff were sent directly a copy of the Workplace Harassment brochure Everyone’sright...everyone’s responsibility with accompanying information sheet and posters were placedin all ABC buildings in Australia outlining the policy and the names of the local ContactOfficers.

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School holiday care and activities and information on English Improvement Opportunitieswere provided to Sydney-based staff.

Resources maintained in the EEO Unit are available for access by all staff and during the yearassistance was given to many enquirers regarding interview questions, assistance with study,background information for storylines and general interest in discrimination/diversity issues.

Conferring Responsibility (Section 6(b))

All management and staff continue to be responsible for EEO in their areas and formaintaining a discrimination and harassment free working environment.

Overall responsibility for the implementation of EEO in the ABC remains with the ManagingDirector and the Portfolio Heads. The EEO Management Plan 1993–97 tailored strategies toindividual Portfolios for implementation.

Responsibility for EEO is shared among managers at all levels and locations and isacknowledged in the duty statements of all managers and supervisors. Line managers retainresponsibility for EEO activities and performance within their area, with the EEO Coordinatorand the Coordinator Aboriginal Employment and Development providing specialist services toassist in the development, implementation and monitoring of the EEO program.

Some other roles have been introduced – Workplace Harassment Contact Officers and EEOContact Officers in each branch – who provide information and support to staff.

Consultation with Trade Unions (Section 6(c))

With the budgetary restrictions for 1996–97, the ABC commenced its planning for thedownsising of staff consistent with the ABC Enterprise Agreement 1996–98. This agreement,certified by the Australian Industrial Relations Commission, provided the framework by whichconsiderable organisational change would occur within the ABC concurrent with reductions instaffing.

The principal aim of the Enterprise Agreement is to encourage workforce stability and providedirection to staff in light of uncertainty about work and job security. It also provides ABCManagement with an agreed framework to work in partnership with its unions – theCommunity and Public Sector Union, Media, Entertainment and Arts Alliance and TheAssociation of Professional Engineers, Scientists and Managers, Australia – to implementchange, rather than have energy diverted to resolving industrial conflict.

Unions are invited to participate on committees such as the Grievance Procedures and PublicInterest Disclosures Project Committee and to discuss the progress of proposed policies andinitiatives identified in the Enterprise Agreement and by the Human Resources project teams.

Consultation with Employees (Section 6(d))

Managers and supervisors requested information and advice on a range of issues to addressEEO-related problems and to implement EEO strategies in their areas, including dealing withharassment, issues for staff with disabilities, career development for women and redundancyissues for staff from the EEO groups.

Individual staff members also sought advice/action on issues ranging from harassment onvarious grounds, work and family commitments, equity of opportunity, requirements of staffwith disabilities and prevention of victimisation.

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Indigenous cadets and trainees and their managers are involved in ongoing consultationregarding workplace matters and career development.

Consultation took place with the ABC’s Network 99 women’s group committee and members,about issues and activities for women.

The annual meeting was held in March 1997 (by conference call) with the WorkplaceHarassment Contact Officers, which focused on distribution of information to all staff.

Participation also involved membership of committees and working parties on HumanResource policy.

Collection of Statistics (Section 6(e))

In 1996 a new EEO statistical form was introduced and sent to staff who had not previouslysupplied EEO data. As a result the overall response rate increased from 56.4% at August 1995to 79% at August 1996. During 1996–97 staff were again invited to provide EEO details forthose who had commenced after the previous survey. Responses were received from around250 staff which increased the overall response rate to 82%.

As part of the review of the management of EEO and the development of the next EEOManagement Plan, strategies will be devised to increase this response rate to maximise themonitoring and evaluation of the EEO program.

In previous years the reporting of the EEO statistics was provided on an overall andDivisional basis – Television, Radio, Concerts, Radio Australia, Enterprises and Corporate andTechnical Support. As a result of the ABC’s new structure and the incomplete appointment ofstaff to the Portfolios at this stage, data are available on an organisation-wide basis byoccupational groups and salary ranges.

During the year statistics were collected on staff relating to gender, age and length ofservice with comparative data from the Australian labour force. This ABC workforce profilecan assist Portfolio Heads in future workforce planning including recruitment and trainingactivities.

Data on staff, including information on the EEO groups, were also compiled for nominationsand acceptances for voluntary redundancies, which will assist the monitoring process for theongoing representation of staff from the EEO groups. It is envisaged that the implementationof a new Human Resource Management Information System will also assist with planning andmonitoring.

Training areas continue to collect data on staff who participate in training opportunitiesincluding those from the EEO groups.

Consideration of Policies and Examination of Practices (Section 6(f))

Policies and practices that have been considered, examined and implemented are outlined inthe following sections of this report.

To assist the research process the Human Resources Portfolio collects relevant resources bothinternally and externally and examines best practice and innovation in Australian andoverseas organisations. Part of the process involves participation in EEO specialist networkgroups, seminars/conferences and reviewing guidelines and resources.

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All of the processes of consultation, collection of statistics, establishing networks andappraisal of resources assists the development and implementation of appropriate andeffective policies and practices.

Setting Objectives and Selecting Indicators (Section 6(g))Targets and objectives were set for the ABC as part of the implementation of the EEOManagement Plan 1993–97. Progress towards achievement of the targets is shown in thefollowing table:

Progress towards achievements of targets

Group Representation Representation Representation TargetJune 1993 1996 1997* 1997

Women insenior management 28.6% 30.6% 28.4% 35%

Aboriginal and Torres Strait Islander people 1.4% 1.3% 1.5% 2%

People of non–English speaking background 15.5% 14.9% 14.1% 18%

People with disabilities 3.9% 2.5% 2.8% 5%

*excluding subsidiaries

The 1997 figures exclude staff previously included in the Concerts Division; data are reportedseparately in the Subsidiaries section. During 1996–97 the climate of funding restrictions, reduction in the number of staff at alllevels, limited recruitment and a transitional period of immense change, has affected theprogress of the achievement of targets.New targets, performance indicators and timeframe will be identified as part of the process ofthe development of the next EEO Management Plan.The Disability Action Plan retains the target – by 2000, the representation of people withdisabilities employed by the ABC to be at least 5 per cent of total staff – as well asproviding a number of strategies linked to goals.

Monitoring and Evaluation (Section 6(h))

The EEO Management Plan 1993–97 has provision for monitoring and evaluation and this hasbeen undertaken and reported, on an annual basis, as part of the information included in theABC’s Annual Report and the EEO Annual Report. Other forums for accountability include theAccess and Equity Annual Report and the progress reports of the Commonwealth DisabilityStrategy.

The Disability Action Plan states that the ABC will undertake an evaluation of the progress ofthe Plan every two years for the Human Rights and Equal Opportunity Commission.

An evaluation summary of the expired EEO Management Plan will be prepared during 1997–98and monitoring and evaluation measures incorporated in the new plan.

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Human Resource Policies and ActivitiesThe Business Support Review commissioned to review the processes and focus of the HumanResources function across the ABC, identified a number of priority areas for re-engineeringunder the broad headings of Projects for Managing Workforce Requirements, Development ofSkills and Performance, Management of Employee Relations and Management of Pay andConditions. Work-to-date by the project teams has progressed to the following stages.

Remuneration and Reward

The objectives of this project are to develop remuneration and reward principles, simplifiedclassification structures and to identify workplace reform issues and strategies in preparationfor Enterprise Bargaining in 1998.

Action completed includes general consultation with portfolio management and detailedfocus groups with a number of portfolios to develop principles for remuneration and rewardand provide assessment of business needs as the basis for review, analysis and developmentof options to meet operational needs of the One ABC framework. Concurrently, work hascommenced on analysis of existing structures, awards and agreements, together withparticipation in an external survey of remuneration in the media industry.

Leadership and Management

The project’s purpose is to assist supervisors and managers to lead teams in the newstructure; develop skills and attributes which will enhance their personal careers in a rapidlychanging environment; and contribute to consistency of approach to management andleadership roles within a creative public sector environment.

The first stage of the project has been completed and involves broad consultation across theABC. Design is underway for the delivery of courses and workshops on four key areas (fasttrack initiatives): communicating, succeeding through change, team dynamics and conflictmanagement.

Managing Workforce Requirements

The Workforce Planning Unit was established to coordinate, in a fair and equitable manner,all facets of the reshaping and restructuring process, regarding staff reductions andassistance to staff seeking redundancies or redeployment. The Unit monitors the process bymaintaining a database of staff nominating and leaving the ABC by redundancy. The databaseprovides information on the EEO groups as well as age, location and occupational group. Inregard to the restructuring process some considerations of concern were identified for theEEO groups.

One of the strategies identified from the 1995 Strategic Planning for Women in LeadershipWorkshop, was the implementation of a relational database which would hold some resumeinformation on women wishing to participate in a career management program. This has nowbeen adopted for all staff and is known as the ABC Competency Dictionary which aims toprovide information profiles to assist the processes of recruitment, training gaps analysis,career management and succession planning and performance appraisal.

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Conflict Management

A project committee was established to develop procedures for the resolution of individualgrievances and the effective treatment of protected disclosures. Recommendations identifiedthe establishment of a Protected Interest Disclosure Scheme and an individual grievancehandling procedure incorporating a conflict management scheme.

The first stage of the implementation process for the handling of grievances is underwaywith the proposal to provide conflict resolution training for all staff. The other two stagesinvolve the provision of alternate dispute processes and access to internal adjudication by athird party.

General Policies and ActivitiesOther general policies/activities implemented during 1996–97 for all staff included thefollowing initiatives.

Employee Assistance Program

The Employee Assistance Program was introduced to assist staff and their immediatefamilies/close personal relationships to deal with stress and other problems affectingpersonal well-being and job performance. This is in line with the ABC’s broad-baseddefinition of family.

This initiative is in response to issues raised in the 1995 report – Stress in the Workplace: ANational Survey of the ABC. This service provides confidential, professional counsellinganywhere in Australia and interpreters are available if required.

Workplace Harassment Policy

All staff received a personally addressed brochure and information sheet Everyone’sright...everyone’s responsibility outlining the Prevention of Harassment and Discrimination inthe Workplace Policy. Posters were displayed in all ABC premises informing staff of the namesof the Workplace Harassment Contact Officers in their area.

The Contact Officers have all been trained and a tele-conference was held with them todiscuss issues and raise concerns.

Employment Selection Guidelines

Guidelines for employment selection were developed to underpin the principles of EEOthrough inclusive selection practices by selection committees. The guidelines are basedspecifically on the current provisions of the ABC’s certified agreements.

Industrial Agreements

Implementation of the Part-time Work Award provisions, through the associated individualagreements, protect the conditions of employees who commence or move into or out of part-time work.

Anti-discrimination and Parental Leave clauses have been included in the Actors Etc. ABCRadio and Television Agreement 1997.

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Work and Family

Some strategies for the development of the work and family needs assessment have beenidentified for action during 1997–98.

Mentoring

Pilot mentoring programs, run separately in Television and Radio, were completed in 1996,evaluated and celebrated with the participants in December 1996. Some of the TVmentors/mentorees produced a video about the project which is now used for mentoringworkshops.

In February 1997 media production trainees, as part of their induction, were matched withappropriate mentors in the organisation and all participated in workshops for mentors andmentorees.

Training and Development

The ABC continues to support its program production and administrative functions through awide range of in-house training and development activities. These include classroom-basedtraining, on-the-job training, craft skills forums, coaching and mentoring, facilitation ofworkplace-based discussions, the administration of traineeships, seminars, job placementsand a variety of other activities.

ABC Training and Development is providing support for the many changes through which theABC is moving in broadcasting, management and technology. It is currently working with allportfolios, and with the Business Support Review Projects, on training plans for the nexttwelve to eighteen months.

Statistics for 1996-97 are as follows for the participation of EEO groups in training courses:

EEO Groups %

Men 50.2Women 49.8NESB 8.7ATSI 2.8PWD 0.6

The Training Department delivered a number of training opportunities for staff including theseminar Talking Human Rights which was held on 7 May 1997. This seminar focused on theHuman Rights Awards and featured the winners in the Television and Radio categories plusHuman Rights Commissioner Chris Sidoti and some guest speakers who were subjects of oneof the prize winning stories.

Another seminar focused on Reporting Indigenous Issues with a panel of non-Indigenousprogram makers and broadcasters leading the discussion. Five Indigenous staff from externalIndigenous Media organisations took part in a Women in Management course in Broome,Western Australia.

A cultural diversity/EEO session was delivered to News and Current Affairs cadets, with anemphasis on reporting issues.

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WomenOverall, there are 1875 women staff members at 31 August 1997 representing 42.9% of totalnon-casual staff. This represents about the same percentage, 42.8%, as last year. These figuresexclude the majority of staff previously included in the Concerts section who are included, forthe first time, in the Subsidiaries section. Last year Concerts had a representation of 244women (47%). A further 200 women staff departed the ABC under redundancy arrangementswhich was 47% of total redundancies.The total number of women staff, as a percentage of total staff, has increased by 3.9% sinceJune 1993, the first year of the EEO Management Plan.

Representation of Women by Occupation (figures based on total non-casual staff)

Occupational Total Staff June 1993 August 1996 August 1997* Target 1997 Group No. No. % No. % No. % %

Senior Executives 261 83 28.6 94 30.6 74 28.4 35

Administrative Officers 1161 793 61.5 842 61.7 732 63.0 –

Journalist/Reporters 720 305 42.1 344 47.2 346 48.1 50

Musicians 7 174 38.3 175 43.3 2 28.6 –

Engineering/Technical 277 10 2.8 16 5.1 11 4.0 10

Prod. Support (TV) 234 193 74.5 205 76.2 183 78.2 –

Producers/Directors (TV) 159 54 34.6 68 38.2 59 37.1 40

Production Services (TV) 176 53 23.6 73 34.8 59 33.5 –

Transmission (TV) 24 4 21.1 6 27.3 6 25.0 –

Production Ops (TV) 572 83 13.2 93 15.0 83 14.5 16

Broadcaster (R & RA) 779 317 35.2 351 39.8 320 41.1 –

Total 4370 2069 39.0 2267 42.8 1875 42.9 –* excluding subsidiaries

Within occupational groups there remains an over-representation of women in ProductionSupport (78.2%) and Administrative positions (63%) while the lowest participation rates are inEngineering/Technical (4%) and Production Operations (14.5%). There has been animprovement in both the Engineering/Technical group – an increase of 1.2% and the ProductionOperations – an increase of 1.3%, since June 1993.

A task force was set up to undertake a skills audit of specialist radio operational staff to assistworkforce planning, including the analysis of the gender ratio.

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The number of women Journalist/Reporters has steadily increased since June 1993 from42.1% to 48.1%. As well there have been increases in the representation of Broadcasters,up nearly 6%, and Producers/Directors numbers rose by 2.5%.

Over the past year a number of Senior Executives left the ABC, with about 15 womenrepresenting 37.5% of total redundancies. At August 1997 there were 74 women representing28.4% of senior management, down from last year – 30.6% – and around the same level, asat June 1993 – 28.6%.

During 1997–98 further redundancies will reduce the overall staff numbers and affect themale/female ratio. Following the completion of this restructuring process it is envisaged thatthe current limited recruitment opportunities will continue. Emphasis will be placed onmentoring, training and development opportunities, career planning, balancing work andfamily and networking.

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0 10 20 30 40 50 60 70

Below $26,676 (includes A01)

$26,676 - $30,467 (includes A02)

$30,468 - $34,218 (includes A03)

$34,219 - $37,280 (includes A04)

$37,281 - $41,175 (includes A05)

$41,176 - $48,007 (includes A06)

$48,008 - $51,070 (includes A07)

$51,071 - $54,900 (includes A08)

$54,901 - $66,248 (includes SE 1-4)

$66,249 and above (includes SE 5-19)

Percentage (%)19961997

Representation of Women within Salary Ranges (Percentages based on total non-casual staff)

Representation of Women Journalist/Reporters (Percentages based on total non-casual staff)

0 10 20 30 40 50 60 70 80

Level 4 – 6

Level 2 – 3

Level 1

Cadet

Percentage (%) 19961997

ACTIVITIES

During 1996–97 there were a number of Human Resource initiatives for staff generally andsome specifically for women, which are described below.

Women in Engineering

A major initiative during the past year was the approval for therecruitment of two women trainees in the NSW technical servicesarea, where women have traditionally been under represented. Thetraineeships are a blend of study and practical training in themaintenance, planning and installation of radio broadcastingequipment.

The ABC continued with the Women In Engineering Scholarshipawards. Since 1993 scholarships have been awarded in Sydney andMelbourne as a joint initiative by Radio and Television. The awardconsists of a monetary payment and three weeks work experience. Adirect benefit of this scheme is a rise in the number of women inthe engineering/technical areas. Eight of the past scholarshipwinners or applicants are currently employed in the technical areas.

This year the scheme has been extended to Perth and Hobart to assist those areas to attract women in the engineering/technical field.

Women’s Networks

Network 99, the ABC’s discussion/network group for womencontinued with a series of initiatives for participants. Forumsat the ABC Ultimo Centre included Participation of Women inOrganisations, How to Make a Good Career Decision, Issues forWomen in the Media on International Women’s Day, What’sHappening in Women’s Health and Breakfast with AnneSummers. Both the Sydney based groups at Gore Hill andUltimo held joint committee meetings to share informationand resources. Gore Hill maintained an active committee,assisted with functions and ideas and provided networkingopportunities for women.

Brisbane held four Network 99 workshops for ABC womenduring the year focusing on coping with the uncertainty andstresses of change; personal skills audits; life directions; andcareer goals. Recently some Brisbane staff membersparticipated in the establishment of a TV industry network forwomen, with representatives in Brisbane, including all the TV networks and the AustralianFilm Commission.

Some senior executive women became corporate members of the Women and Management Incorganisation which provides workshops and events for career and personal development andexternal networking opportunities.

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Women in EngineeringScholarship winners ClaudiaDe Souza (l) and Kay Shirt

Anne Summers speaker atNetwork 99 breakfast

Training and Development

Springboard, the external development programfor women in non–managerial positions providedseventeen ABC participants with the opportunityto learn and practice career and personaldevelopment strategies. Three managersrepresented the ABC in the program as mentorswhich provided them with leadership skillsdevelopment.

A number of women participated in the pilotmentoring programs conducted in Radio andTelevision in 1996 as mentors and mentorees, andan ongoing program will be introduced during1997–98 when the ABC’s restructuring is nearingcompletion.

Rural Woman of the Year Award

The Rural Woman of the Year Award, coordinated by the ABC, contributes to the increasingawareness and recognition of rural women in Australia. The 1996 annual presentation wasmade in October 1996.

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Network 99 Women at the Breakfast with Anne Summers

Aboriginal and Torres Strait Islander PeopleIn August 1997 the number of Aboriginal and Torres Strait Islander staff totalled 64 whichrepresents 1.5% of total staff. Since June 1993 there has been an increase of 0.1%. Sevenstaff departed the ABC by voluntary redundancy during 1996–97.

Representation of Indigenous People by Occupation (figures based on total non-casual staff)

Occupational June 1993 August 1996 August 1997* August 1997* Group No. No. No. %

Senior Executives 1 1 1 0.4

Administrative Officers 15 20 17 1.5

Journalist/Reporters 26 14 15 2.1

Musicians 1 1 0 0.0

Engineering/Technical 1 2 2 0.7

Prod. Support (TV) 2 3 3 1.3

Producers/Directors (TV) 6 4 7 4.4

Production Services (TV) 3 4 5 2.8

Transmission (TV) 0 0 0 0.0

Production Ops (TV) 10 6 6 1.0

Broadcaster (R & RA) 10 13 8 1.0

Total 75 68 64 1.5* excluding subsidiaries

Administrative Officers included positions in Computer Training, Information Technology,Finance, Mail and Distribution, Transmission, Program Information and Resources,International Operations and Aboriginal Employment and Recruitment.

Indigenous broadcasters work as producers and presenters of both specialist ABC programsand in mainstream Local Radio and National Network stations.

Within Television, Indigenous staff put an Aboriginal face onABC–TV. Behind the scenes, Indigenous staff work in diverseoccupations from camera operators to staging and make up andin props buying and archives.

Recruitment of Indigenous staff continued during 1996–97with the new appointments of a cadet journalist, traineebroadcaster and an information manager trainee in Hobart,Melbourne and Sydney.

Television News and Current Affairs has three on-goingIndigenous cadets, all of whom will be ready to graduate nextyear. Throughout the year, successful graduates have included ajournalist appointed to Radio news in Canberra, a dramabroadcaster and TV producer/director.

Opportunities continue for Indigenous staff to experienceplacements and acting opportunities in areas of interest andexpertise. Study leave was granted to an Indigenous staff

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Manager Indigenous BroadcastingPatrick Malone with journalistJodie Taylor at the CanberraNAIDOC function

member in NSW for an Aboriginal Studies course. Training sessions were conducted for non-Indigenous staff including cadets/trainees on reporting Indigenous issues and cross-culturalawareness. Program makers in Victoria attended workshops on awareness of inter-culturaldifferences and issues, as well as media coverage of Indigenous issues.

Five Indigenous women from external Indigenous media organisations participated in aWomen in Management course in Broome, Western Australia.

The Aboriginal Employment and Development Program Manager has targeted a review ofIndigenous employment, to be conducted across the new One ABC structure. The reviewanticipates a reaffirmation of the ABC’s commitment to Aboriginal and Torres Strait Islanderemployment and development.

The objectives of the review are:

1. A renewal of endorsement of the objectives and activities under the three areas in whichthe ABC demonstrates its commitment to Aboriginal and Torres Strait Islanderbroadcasting:

• Aboriginal Employment and Career Development Strategy;

• Aboriginal programs; and

• Assistance to Indigenous Media Associations.

2. To re-affirm ABC endorsement of Aboriginal Employment and Development Program(AEDP) objectives:

• to provide opportunities for the recruitment, retention and development of Aboriginaland Torres Strait Islander people, particularly in program related positions throughAEDP and mainstream employment;

• to develop opportunities to reach and maintain employment equity of at least 2%Aboriginal and Torres Strait Islander people in the One ABC workforce; and

• to develop and implement training and career development strategies for Indigenous staff.

3. The development of the AEDP Management Plan 1998–2000 which will reflect thedirections and recommendations of the review.

4. To re-activate a federal forum for monitoring the progress of stated AEDP objectivesacross the One ABC.

National Aboriginal and Islander Day Observance Committee (NAIDOC)

NAIDOC celebrations were held throughout the ABCbranches including Flag Raising ceremonies. In Sydney

the opening ceremonyincluded the official launchof the ABC’s Frontier CD-Romby former Prime Minister, theRt Honourable MalcolmFraser.

As part of the NAIDOCactivities, Trainingcoordinated a seminar onReporting Indigenous Issueswith a panel of ABC journalists, broadcasters and program makers.

A performance by Top End band Letterstick, which was part of thelaunch of Triple J’s Meinmuk album, was also arranged.

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Wayne Coolwell, Chair“Reporting Indigenous Issues” Seminar

“Reporting Indigenous Issues” seminarpanellists – from left: Angela Catterns, Mark Bannerman and Monica Attard

Programs

In addition to news and current affairs coverage of Indigenous issues, specialist radioprograms, AWAYE! and Speaking Out, continued to present Indigenous issues of nationalsignificance and relevance in art and culture.

Television’s Indigenous Programs Unit (IPU) produced a successful nine-week half hourSonglines music program. The series comprised a showcase of contemporary and emergingAboriginal and Torres Strait Islander music and musicians throughout Australia. The Unitfeatures work produced, directed and researched by Aboriginal and Torres Strait Islanderstaff.

The National Indigenous Documentary Fund 1 had its official launch during the year. As partof the ABC’s contribution towards the Olympic Games Festival of the Dreaming, the ABCcommissioned a series of documentaries. Three in-house productions were produced by theIPU – Blacktracker, Crim TV and Shifting Shelter.

External acquisitions included the documentaries – Milerum, Straight from Yudaman’s Mouth,Apekathe, Look Listen Speak and Night Patrol.

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People of Non-English Speaking BackgroundThe new Corporate Plan 1997–2000, provides the ABC with the focus to work towards acomprehensive and inclusive service, achieved by a workforce that reflects the diversity of allAustralians.

The level of representation of staff of non-English speaking background in August 1997 was14.1%. This ratio has trended downwards from 15.5% in June 1993 to 14.9% in August1996. The decrease has been moderate, however, and has been affected by the large increasein staff with EEO data, which has not reflected the same proportion of NESB as in the 1993figures. Radio Australia’s restructure resulted in a large number of voluntary redundancies –47 and with that area’s rate of 53.5% NESB staff members in 1996, it constituted thehighest representation rate. Overall, NESB redundancies totalled 67 or 15.6% of totalredundancies.

As well, with the exclusion of the Concerts data in 1997, there was a loss of 55 NESB staff or15.6% of total Concerts staff with EEO data – from the 1996 representation – whichconstituted an above average ratio.

Representation of People of Non-English Speaking Background by Occupation(figures based on total non-casual staff. percentages based on staff with known EEO data)

Occupational June 1993 August 1996 August 1997* Staff with EEO Data Group No. % No. % No. % No. %

Senior Executives 26 12.6 32 11.8 24 10.9 220 84.3

Administrative Officers 189 20.3 214 18.9 188 19.0 992 85.4

Journalist/Reporters 33 8.5 35 6.5 36 6.5 552 76.7

Musicians 40 14.4 41 16.1 1 14.3 7 100.0

Engineering/Technical 56 23.9 70 25.5 63 26.0 242 87.4

Prod. Support (TV) 14 7.8 19 9.1 14 7.1 196 83.8

Producers/Directors (TV) 10 9.3 12 8.3 12 8.8 136 85.5

Production Services (TV) 19 15.8 27 18.6 21 16.8 125 71.0

Transmission (TV) 1 9.1 3 15.0 3 13.6 22 91.7

Production Ops (TV) 43 11.5 50 10.8 47 10.8 437 76.4

Broadcaster (R & RA) 87 9.6 119 16.3 97 14.8 655 84.1

Total 518 15.5 622 14.9 506 14.1 3584 82.0* excluding subsidiaries

Participation by people of non-English speaking background remains highest inEngineering/Technical (26%), Administrative Officers (19%) and Production Services (16.8%).The lowest participation is in the Journalist/Reporters (6.5%) and Production Support (7.1%) groups.

Senior Executives declined by 0.9% in 1997 with a total of 24 staff members of non-Englishspeaking background which represents 10.9%.

Staff from a non-English speaking background were provided with training and developmentopportunities and participated as Health and Safety Representatives and WorkplaceHarassment Contact Officers.

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Cultural Diversity

Prior to the current reporting period, both Television and Radio introduced Cultural DiversityStrategic Plans to assist meeting the provisions of the ABC’s charter, to ensure thattelevision and radio programs and on-air staff reflect the diversity of the community. Thesestrategies have continued to be implemented during 1996–97.

A Cultural Diversity Project Officer examined and made recommendations about the validityof commonly held perceptions and assumptions in ABC Radio relating to cultural diversity.This work included an analysis of content to assess the extent to which Radio reflected thediverse cultures of Australia and identifying barriers to career progress for staff from non-English speaking backgrounds.

The recommendations included: developing clearly defined criteria for measuring culturaldiversity content in program output; improving mechanisms for gathering and maintainingEEO data on staff; and revising and monitoring Cultural Diversity strategies for ABC Radionetworks. These recommendations will form part of the EEO Management Plan 1997–2000.

EEO workshops and information sessions have included cultural diversity and cross-culturalperspectives.

English Improvement Opportunities

To assist staff from a non-English speaking background in the Sydney area, informationabout English improvement opportunities was compiled for distribution. The preparation ofsuch a kit about the courses, facilities and resources available at educational and communityorganisations, will be recommended as a strategy for ABC staff in all the branches.

Access and Equity

As a member of the Access and Equity Contact Officers group the ABC hosted one meetingduring the year, which focused on the respective experiences of participating organisationsregarding the racial tensions during recent times.

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Representation of people of Non-English Speaking Background within Salary Ranges (Percentages based on staff with known EEO data)

0 5 10 15 20

Below $26,676 (includes A01)

$26,676 - $30,467 (includes A02)

$30,468 - $34,218 (includes A03)

$34,219 - $37,280 (includes A04)

$37,281 - $41,175 (includes A05)

$41,176 - $48,007 (includes A06)

$48,008 - $51,070 (includes A07)

$51,071 - $54,900 (includes A08)

$54,901 - $66,248 (includes SE 1-4)

$66,249 and above (includes SE 5-19)

19961997 Percentages (%)

The ABC provided a contribution to the Access and Equity Annual Report 1996–97.

Distribution of Information

The Race Discrimination Commission produced a booklet Face the Facts to address some ofthe myths that have arisen during the race debate. Six hundred copies were distributed tonewsrooms, program makers, human resources staff, contact officers and at workshops.

Work Experience

Work experience was provided to a number of people of non-English speaking backgroundincluding a female engineer.

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People with DisabilitiesOne of the main EEO achievements during 1996–97 was the development, introduction andlaunch of the ABC’s Disability Action Plan, which re-affirms the target of 5% representationof staff with disabilities – now to be achieved by the year 2000.

Representation of people with disabilities in August 1997 was 2.8% which has increasedduring the year from the 1996 ratio of 2.5%.

Representation of People with Disabilities by Occupation(figures based on total non-casual staff. percentages based on staff with known EEO data)

Occupational August 1995 August 1996 August 1997* Staff with EEO Data Group No. % No. % No. % No. %

Senior Executives 8 4.0 8 3.0 8 3.6 220 84.3

Administrative Officers 33 4.3 32 2.8 28 2.8 992 85.4

Journalist/Reporters 8 2.2 9 1.7 16 2.9 552 76.7

Musicians 8 3.1 7 2.7 1 14.3 7 100.0

Engineering/Technical 10 4.6 10 3.6 8 3.3 242 87.4

Prod. Support (TV) 0 0.0 0 0.0 0 0.0 196 83.8

Producers/Directors (TV) 2 1.9 1 0.7 2 1.5 136 85.5

Production Services (TV) 5 5.1 4 2.8 6 4.8 125 71.0

Transmission (TV) 0 0.0 0 0.0 0 0.0 22 91.7

Production Ops (TV) 12 3.6 16 3.5 15 3.4 437 76.4

Broadcaster (R & RA) 14 2.7 17 2.3 17 2.6 655 84.1

Total 100 3.3 104 2.5 101 2.8 3584 82.0* excluding subsidiaries

Disability Action Plan - ABility Counts

The ABC developed and submitted its DisabilityAction Plan ABility Counts to the Human Rightsand Equal Opportunity Commission in January1997. It was officially launched and accepted forregistration by the Disability DiscriminationCommissioner in May 1997.

The Disability Action Plan includes objectives,strategies and monitoring and evaluation underthe broad headings of Employment,Communication, Building Services and Programs,Services and Delivery. It provides a base toevaluate the current status of the conditions andservices in the ABC and part of the process is theundertaking of a number of reviews to identify further strategies and amendments to the Plan.

The progress and achievements arising from the strategies included in the Plan will bereported in the EEO Annual Report. An evaluation will be undertaken every two years andincorporated in a progress report, which will be forwarded to the Human Rights and EqualOpportunity Commission.

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Chrissie Tucker, EEO Manager with guests atthe Disability Action Plan Launch. ShirleyLucke, Glenn Butterworth and ‘Penelope’.

Objectives of the Disability Action Plan

Employment

Target: By 2000, the representation of people with disabilities employed by the ABC to beat least 5% of total staff.

Aim: To ensure that people with disabilities have access and equity in all areas ofemployment.

Recruitment and Selection

Goals: Encourage internal and external people with disabilities to apply for positions andopportunities within the ABC.

Ensure that people with disabilities are not disadvantaged by recruitment andselection processes.

Training, Development and Support

Goals: Encourage people with disabilities to apply for training and developmentopportunities.

Increase managers’ awareness of their role in assisting the training and developmentof people with disabilities.

Provide a supportive environment for people with disabilities.

Communication

Aim: To ensure that the ABC’s Disability Action Plan and outcomes are communicatedwidely.

Goals: Ensure that information about the ABC’s amenities, services and resources is widelyavailable for people with disabilities in the Australian community.

Ensure that information about the ABC’s Disability Action Plan is communicated toall staff.

Building Services

Aim: To ensure that people with disabilities have access and reasonable adjustment inregard to ABC locations and facilities.

Goal: Ensure that ABC sites and buildings are accessible to staff and visitors withdisabilities.

Programs, Services and Delivery

Aim: To ensure that ABC products and services are inclusive and accessible for peoplewith disabilities.

Goals: Encourage program makers, journalists, broadcasters and presenters to provideinformation and opportunities for people with disabilities in programs and toportray this group appropriately.

Maximise the provision of products and services for people with disabilities.

Conform with the relevant sections on broadcasting included in the Commonwealth

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Disability Strategy – A Ten Year Framework for Commonwealth Departments andAgencies.

Launch of the Disability Action Plan

On 1 May 1997 the ABC launched its Disability Action Plan at the ABC Ultimo Centre, whenthe Disability Discrimination Commissioner accepted the Plan and was guest speaker. Twogroups of entertainers with disabilities were part of the launch as well as an exhibition ofartworks by people with disabilities. Representatives from external disability organisationsand ABC staff attended.

Progress

During the year several strategies were implemented. Information about the Plan was sent toall staff and copies distributed to all branches. Staff were invited to participate in futureconsultation about disability issues. Two external disability publications have includedarticles on the Plan. Information about the Plan is included in EEO awareness sessions andinduction kits. Contacts and lists of disability organisations around Australia are beingestablished as well as assistance for people with disability in the recruitment process.

A Policy Statement about the employment of and services for people with disabilities hasbeen completed.

Captioning of the 7.00pm Television News bulletin in Sydney commenced on 1 May 1997,with all state 7.00pm bulletins to be captioned by 1 September 1997.

Redundancy statistics have been collected on staff with disabilities.

The ABC’s Editorial Policies guidelines are being reviewed and relevant references amended toinclude people with disabilities.

An Occupational Health and Safety brief has been developed for the design and constructionof new/or refurbished buildings that are either owned or occupied by the ABC to address theneeds of EEO groups e.g. ramps, tactile signage, visual/audible alarm systems.

The ABC continued to co-sponsor the Shine On Awardswhich acknowledge the contribution of people withdisabilities in Australia who have focused on theirabilities by providing service to the community. TheGeneral Manager, International Development was the MCof the awards in Brisbane in April 1997.

Work experience ranging from one week to fourmonths has been provided for a number of peoplewith disabilities around Australia.

The ABC has conformed with the CommonwealthDisability Strategy by meeting reportingrequirements.

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Equal Employment Opportunity

PORTFOLIO REPORTS

The following Portfolio reports are arranged in accordance with the new ABC structure anddetail specific achievements and challenges in the implementation of the 1993-97 EEOManagement Plan.

• Regional Services

• National Networks

• News and Current Affairs

• Program Production

• Finance and Business Services

• Technology Strategy and Development

• ABC Enterprises

• Corporate Management

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Regional ServicesSeveral objectives and strategies for Regional Services are included in the EEO ManagementPlan 1993–1997. Activities and outcomes are included in the following State/Territoryreports.

EEO requirements are included in the selection process for all vacancies in Regional Services,and as part of the performance appraisal process for management.

The principles of EEO are integrated into station briefs and their application monitoredthrough the program evaluation process. They are also integrated in the job design andassessment processes.

Australian Capital Territory

Radio

2CN had a female Program Director who, in May 1997, moved to the role of Acting ManagerLocal Radio ACT.

Currently 2CN has two women in full time prime on-air shifts – Breakfast and Drive. TheBreakfast position has recently been filled after the previous presenter – also a woman –moved to Sydney to take up a position with Radio Current Affairs. Three women relievepresenters on the station regularly, across all shifts.

Five women producers at 2CN, all work across the day in a variety of shifts. All have a highdegree of technical skills which allow them to undertake any role within the team.

2CN actively participated in NAIDOC celebrations, which included special packages focusingon stories from the local Indigenous community. The celebrations were organised by anIndigenous broadcaster within the branch.

Television

There are currently three women staff members undertaking operational roles, and two in thearchiving area. The senior female archivist has recently undertaken a training course entitled,Research Brief to Broadcast, designed to develop skills in research and story production witha view to producing stories for 7.30 Report from time to time.

A part-time female vision mixer has been trained during the year to undertake directingtasks, particularly the live telecast of Question Time and will be offered other opportunitiesas they arise.

New South Wales

Radio

In 1997, the NSW weekday Statewide Afternoon program (2BL and NSW Regionals) and thenational (all Metropolitan and Regional Stations except WA) Evening shift are presented bywomen, as is the national Midnight to Dawn program from Monday to Friday (emanating from2BL). 2NC Newcastle’s Drive program has been presented by a woman since mid-1997, andthe Sunday Show also has a female presenter. Program Directors for both 2BL and 2NC arewomen.

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Opportunities were given to seven women to fill behind regular presenters, and in other on-air or senior production roles during the reporting period.

Currently, of the six Regional Program Managers (RPM) in NSW, two are women. One womanwas also given an acting opportunity behind an RPM in the past year.

On Regional Radio NSW, on-air shifts are fairly evenly represented by both genders –generally Breakfast programs are presented by men and the Morning programs by women.

2BL has created a wide contact list for program talent which is regularly updated. 2NC hasheld a community forum with the Ethnic Communities Council and has been actively involvedin promoting the Multicultural Fair, Fiesta. Contact lists have been updated as a result of thismeeting.

All program evaluations are set against the station briefs and mission statements whichspecifically include cultural diversity. Regular evaluation is carried out by the RegionalProgram Managers, Program Directors and the Manager Local Radio.

For 2BL & NSW Regional Radio, efforts are directed at providing training and workopportunities for all staff.

2NC employs 50% women and training has been equally distributed on a needs basis to allstaff.

Master Control Room (MCR) Sydney appointed a woman to its team. After the initial trainingand familiarisation period in MCR she has been placed on the regular roster cycle.

In June 1997, the first Local Radio conference was organised and involved representationfrom Alphatec, Multimedia, Training and Marketing. All RPMs in NSW, the Regional SeniorProducer, the 2BL Program director and other ABC staff had the opportunity to design theframework for the development and improvement of on-air programs.

The opportunity for training and career advancement is addressed by job design andfacilitated by forwarding information on available training by e-mail or at the weeklyconference call with RPMs.

2BL is committed to multiskilling (technical proficiency) across the station.

Rural Radio

Rural Reporters from most regions have taken opportunities to act in other positions,increasing their skills.

The NSW Country Hour has been presented by a woman since April 1997, while the regularmale presenter is working interstate.

A female Rural Reporter in Bega acted as RPM and also Executive Producer of NSW Rural,behind the regular female occupant, who was acting as National Editor Rural.

In the eight regions of NSW there are currently 50% women Rural Reporters presenting theRural Report each morning in local Breakfast programs.

A female from a non-English speaking background was recently appointed to the position ofRural Reporter in Lismore NSW.

Stories covered include an interview with the owner of a new Japanese restaurant in Orange,which was built in traditional Japanese style on a local farm; and a feature on the TobaccoIndustry which was established in Northern NSW in the sixties by Italian migrants, includinginterviews with a number of Italian migrants and their descendants on the demise of thetobacco industry and what they are doing to survive.

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Alphatec

Funding has been approved to recruit two female trainees in the NSW Alphatec area and therecruitment process will start in September 1997.

Three positions have been approved to offer further scholarships to women in engineeringfor the next twelve months. The successful applicants will receive a cash payment and gainwork experience in both radio and television.

Northern Territory

Training was undertaken by selected staff in the Northern Territory to increase the number ofWorkplace Harassment Contact Officers.

Radio

A female presenter was appointed to Drive programs in both Alice Springs and Darwin. Careerdevelopment opportunities are offered to all female staff to act in vacant presentation shifts.Ongoing training in presentation skills is offered to all staff.

The female Program Director regularly gains experience in the Acting Manager Local Radiorole and the female Senior Producer in Alice Springs is being developed for acting RPMduties.

Of the six locally produced weekday radio programs in the NT, four are currently presented bywomen.

Acting Manager Local Radio and Program Director met with several organisations and set upcommunication lines for story ideas and an events calendar for program ideas. Territory-widecontact list of cultural groups and organisations has been established.

Broadcasters from Alice Springs were sent on trips to remote Aboriginal communities tofoster good relationships and gather story ideas. Local Radio is currently employing anAboriginal broadcaster in the Sport/Grandstand position. Aboriginal school and mediastudents were offered assistance and where possible work experience in both Alice Springsand Darwin.

Two regional staff were brought to Darwin in the first half of 1997 for extended training andcareer development opportunities. Acting RPM Alice Springs attended Darwin ProgramPlanning Day.

The Operations area in the NT currently has one female staff member who is regularlyundertaking acting opportunities as Operations Coordinator and who has been offered Trainthe Trainer training, field trips, Outside Broadcast experience etc. to assist with careerdevelopment.

Queensland

Women participate equitably in all skills development training in management, computer,production and operations. Women comprise 28% of all TV staff trained. The followingtraining to support an understanding of the change process and its effects on people wasoffered:

• Improving Morale in Times of Change and Uncertainty: two half day workshops open tointerested staff presented by external motivational speakers.

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• What Will the Future Hold? Network 99 sponsored four lunchtime sessions in March-Aprilwhich were open to all staff, covering the impact of change, personal awareness, careergoals and skills analysis.

• Conflict Resolution skills training was provided in October and March, for interestedsupervisors and staff.

Radio

Although 4QR reduced its weekday air shifts by two in 1997, the station managed tomaintain all current female presentation shifts.

The station’s major morning current affairs shift began this year with a female presenter andan all-female production team.

Rosters have been arranged for some air shifts to take into account the needs of female staffreturning to on-air roles following maternity leave.

Production teams have workshopped processes to expand their contact base to reflectcommunity diversity.

An increase in talk-back calls from people of NESB indicates programming on 4QR is makinga more significant impact in this area.

4QR was a driving force in the initiation of an Indigenous music day during NAIDOC week.4QR web master has authored a Wayne Coolwell/Speaking Out web page. The NetworkProgram Team has employed an Indigenous broadcaster as senior Drive producer.

Development opportunities include the use of Radio National and Regional staff inpresentation roles, and Regional and News and Current Affairs staff in production areas. Allappropriate Metropolitan staff have been trained in management skills.

Television

Television has three female camerapersons (2 permanent, 1 regular casual) and two femaleeditors (both permanent). These numbers are unchanged from those of previous years. Twofemale Producer’s Assistants regularly act as News Directors. Three women are on the TVmanagement team.

South Australia

5AN and SA Regional Radio Program Directors are both women and of 5AN’s five full-timepresenters, two are women. The number and range of women employed as casual presentershas been extended – two women have been used in shifts which normally have full-timemale presenters.

Opportunities have been created for four casual women producers to fine-tune their skillsand increase their familiarity with ABC Local Radio to further their prospects of findingemployment within the ABC. Opportunities have been created for women producers in 5AN towork in other areas of the ABC, e.g. the 5AN Breakfast Show producer working in TV Newsand the Drive Producer working in Triple J. Within 5AN, opportunities have also beendeveloped by moving the Afternoon Show producer to the higher-profile Morning program,replacing the regular male producer.

All regional staff are encouraged to develop presentation skills and to represent the ABC atcommunity functions. Most develop skills to the stage where they are capable of presenting

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the Breakfast and Morning programs. Two female staff, one in Port Pirie and one in BrokenHill, progressed from production to presenting a key program shift.

All regional stations have made great progress in reflecting the multicultural composition oftheir region and station contacts including a broad range of NESB community groups.

5MV continues to present the Voice of Greece each Wednesday, the only non-English languageprogram on Local Radio, which has employed a new casual presenter, who is undertakingtraining and has prepared Community Service Announcements for use by community radiostations in SA. The station has also recorded important community service information infive different languages, for example, crisis counselling for victims of domestic violence.

2NB has established close contact with the local Multicultural Women’s Resource andInformation Centre in Broken Hill and the regular interviews with them over key advisory andcommunity services that they provide. The Riverland, particularly, places a lot of importancein reflecting the more than 60 nationalities represented in the region.

NAIDOC week and the Stolen Generations Report resulted in considerable program materialinvolving Aboriginal and Torres Strait Islander people. Each region works at covering theissues relating to Aboriginal people in their region on a day-to-day basis.

2NB RPM regularly gives assistance and advice to the community station the ABC helped setup in Wilcannia. Umeewarra Aboriginal Media Association in Port Augusta are notified ofvacant broadcaster positions. RPM 5CK covers Aboriginal sporting clubs in the SaturdaySports show, particularly the Aboriginal sports carnivals and football clubs. 5MG Mt Gambierhas established a close connection with the local South East Nunga’s Club.

Television

One significant change within SA Television has been the training of two Producer Assistantsas Producer/Directors, one for the local football and the other for Snapshots.

Work experience was provided to an Aboriginal woman for one week in Field and PostProduction.

The female rosterer/authoriser has continued to multi-skill as a Floor Manager.

Alphatec

An engineer from Iran was provided with two weeks experience in an Australian technicalworkplace.

Tasmania

A Women in Engineering Scholarship was offered in Tasmania for the first time, as anextension of the program previously offered in NSW and Victoria. The Scholarship includes acash payment and work experience.

A number of women have undertaken short periods of industry experience mainly in theproduction operations area.

Radio

The 1997 line-up has one woman presenting the Statewide afternoon program and anotherpresenting 7NT’s Drive program. An average of 24% women and 4% from an non-Englishspeaking background were talent on air during a test week early in July 1997. There was an

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appointment of a woman producer for 7NT’s Morning program and one of the two ExecutiveProducers in 7ZR is a woman.

Outside broadcasts took place from multicultural festivals and 7ZR contact lists have beenbroadened to reflect a diversity of perspectives. A contact list was purchased from the Officeof Multicultural Affairs. Where possible a person from a non-English speaking background isasked to sit on selection panels.

The regular coverage of Aboriginal issues achieved an average of three or four segments eachweek. Speaking Out promotions have been scheduled regularly.

Victoria

Radio

The 1997 local line-up includes two female and two male presenters. Discussions relating tostand-by presenters always include consideration of the need to balance the ratio ofmale/female presenters. Women occupy all senior producer positions in 3LO and act asProgram Director when required. While there has been no increase in the number of womenRPMs, three Victorian Regionals (WL, GI-FM, Goldfields FM) have increased the number ofwomen as on-air presenters and journalists.

Oasis FM journalist in charge acted as RPM for one month. A female producer was appointedas a 3LO senior producer late last year.

3LO’s weekend arts program introduced a new segment with an ethnic arts reporter. Programshave been making a point of celebrating national days, apart from the traditional ones, likeFrance, the US and Ireland, and have included a significant increase in ethnic music trackson air.

Regional staff have expanded contact with non-English speaking communities within theirown broadcast areas. Evaluation of regional programs includes cultural diversity. However theparticipation of the non-English speaking audience remains static.

An Indigenous broadcaster moved to 3LO and provided all programs with daily Indigenousstories. All 3LO programs were broadcast from the Reconciliation Conference over the threedays. Speaking Out presenter Wayne Coolwell co-hosted 3LO’s programs. During NAIDOC weeksome staff attended cultural awareness seminars.

Regional stations have made increased use of Indigenous broadcaster expertise in terms ofappropriate coverage of issues.

Regional staff have attended training courses and have been given opportunities to act inother roles resulting in a more highly trained people bank.

Alphatec

Two Women in Engineering Scholarships have again been offered in Victoria, with a cashpayment and work experience component.

Western Australia

Three key shifts on 720 6WF are presented by women – Lunch time, Afternoon and Drive.Regional Radio throughout the state has six female presenters of key shifts.

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Alphatec

In Western Australia, a Women In Engineering Scholarship has been offered and won and allrelevant TAFEs and Universities have been informed. This positive EEO Strategy provides theopportunity to increase the representation of women in engineering and technical fields. Thisis the first time that it has been offered in Western Australia and is an extension of theawards previously restricted to NSW and Victoria.

Indigenous Broadcasting

As part of its commitment to broadcast the full cultural diversity of Australia the ABC hasembraced National Aboriginal and Islander Day Observance Committee (NAIDOC) week as avehicle to include Indigenous issues in its programming.

The ABC also embraces National Reconciliation week as a vehicle for providing furtherprogramming opportunities.

Local Radio has five ongoing Indigenous Broadcasters and one Trainee, three of whom arepresenters of programs. A fourth person produces a state wide afternoon program and thefifth broadcaster contributes to general programming in Local Radio. The Trainee Broadcasteralso contributes to Local Radio.

Broadcasters and journalists are encouraged to seek Aboriginal and Torres Strait Islanderopinions on issues affecting the general community as Australia’s Indigenous people haveopinions on all issues affecting Australian life. Placements in Local Radio stations are offeredto staff of Indigenous media associations. Placements have been made in Broome and Perth.

Cultural Awareness courses are held in workplaces where new Indigenous staff are to take uppositions.

ABC Radio Training and the Indigenous Broadcasting Unit developed and delivered aReporting Indigenous Issues workshop in Sydney during NAIDOC week in July 1996. Thecourse will be developed further and delivered to ABC staff across the country especially inRegional areas.

Resources for Indigenous Broadcasting have remained stable.

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National Networks

Network Television

ABC Television sought to commission, acquire and schedule programs to achieve greaterimmediacy and engagement with current issues. The network continued to give priority todistinctive programming which reflected the regional and cultural diversity of the community.Priority was also given to the development of programs for younger audiences.

Changes to the structure and operations of ABC Television announced in December 1996, aspart of One ABC resulted in the establishment of seven commissioning editors, and thedevelopment of new commissioning procedures for in-house and independent producers. Thefull impact of these changes will be seen in the coming year. Of the six commissioningeditors appointed to date, three are women.

A number of documentaries seen on the Network reflected the multicultural nature of theAustralian community. Billal followed the dramatic repercussions of an act of raciallymotivated violence. Filmed over 15 months, the program follows the life of a Lebanese familyadjusting to life with a son suffering brain injury.

Two documentaries told of the experiences of Aboriginal Australians earlier this century.Lousy Little Sixpence recalled the time when NSW people were turned off their lands andplaced in government controlled reserves, whilst the Coolbaroo Club told of the firstAboriginal club to be established in Perth in the 1950s.

Frontier, a three part documentary series, provided the first television account of the historyof tension between Indigenous Australians and European settlers for control of the land from1788 to 1938.

The Human Race followed an Aboriginal elder, and a German and American survival expert asthey tested their skills in a 600km walk across the Kimberley.

Grey Nomads was an observational documentary of a suburban couple who fulfil the dream ofa camping trip around Australia. In the Home Truths series a group of Australian familiesfrom diverse cultural backgrounds recorded their own experiences over twelve months.Theseries offered insights on relationships and family life which were discussed on RadioNational’s Life Matters program the following morning.

For Love of a Leader explored the role of women in Colonel Gaddafi’s Libya, and focused onthose chosen to become members of the elite team of female bodyguards.

A Century of Cinema celebrated 100 years of film making history with a series of portraits ofthe development of film-making in different cultures.

A fascinating wildlife documentary series Animal Tales explored the relationship between manand animals across different cultures. These ranged from a South Bolivian story about acaravan of llamas to the legendary Vietnamese people who train otters to catch fish.

NAIDOC week was celebrated with the return of Kam Yan, a series made by Indigenousbroadcasters and dealing with issues of concern in their communities. Also featured wasOchres, a performance of the Bangarra Dance Theatre and My Life as I Live It, a documentaryby Essie Coffey, a Murrawarri activist and country and western singer turned film-maker.

During the year, the Songlines series promoted the achievements of Indigenous composersand performers. The fourteen part Access All Areas, presented by Paul Grabowsky and Jaslyn

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Hall took listeners on a journey through performances and discussion of an eclectic mix ofmusic styles.

Children’s programs pay particular attention to the ways in which stories and charactersdepict people and communities. The Commissioning Editor has sought programs whichprovide a realistic and diverse portrayal of society. The Canadian series Madison provided ateenage audience with stories of life in a typical high school, examining racial, sexual andsocial themes. Similarly the Australian produced Heartbreak High has characters and issuesfrom diverse backgrounds, and seeks to encourage tolerance and understanding of difference.For younger audiences, series such as Mortimer and Arabel and Madeline have strong femaleprotagonists.

Highlights of TV Sport programming during the year included extensive coverage of the 1996Paralympic Games in Atlanta while women’s sport included coverage of the final of theWomen’s National Basketball League.

Television’s key future activities will:

• ensure that EEO is an integral part of the day to day functions of the Division;

• implement the corporation wide employment strategy for people with disabilities;

• continue to provide career path developments for women to progress in management andprogram areas;

• continue to provide employees the flexibility to manage work and family life.

Radio NationalEEO objectives are:

• to maintain current success in gaining gender balance at all levels;

• to improve awareness of EEO principles as they apply to Aboriginal and Torres StraitIslander people and people of non-English speaking backgrounds;

• to increase the number of people of non-English speaking backgrounds to a percentagemore reflective of the population;

• to maintain current success with recruitment and retention of women;

• to develop a Strategic Plan for cultivating cultural diversity on air.

The Radio National Executive consists of three women members out of the five membergroup. Approximately 70% of Executive Producers of Radio National are women while 46% ofpresenters are women. During the year, a new national political commentator was appointedfor the Breakfast program, Fran Kelly.

Women have been given acting opportunities in the senior roles of Arts Editor and SpecialistTalks Editor.

During the period of reporting, Radio National has taken on 15 final-year journalism studentsfor internships with different program areas. All but two of the students were female. Two ofthe three recently appointed Science trainees are women.

Ann Arnold won a commendation in the radio category of the Human Rights Awards 1996 forChildren of Mentally Ill Parents.

Radio National staff were involved in training projects in South Africa, Cambodia andVietnam.

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For creative and budgetary reasons, a number of programs were removed from the schedule atthe start of 1997, and others were introduced. Of the eight new programs introduced, five arepresented by women.

Radio National programs provided extensive coverage of the National ReconciliationConvention in April. This coverage, led by the Indigenous program AWAYE!, includeddocumentaries, analysis, forums, speeches and discussions. AWAYE!, Breakfast and LifeMatters were broadcast from the Convention.

Two of the plays in the Teen Spirit series on Airplay (and repeated on Triple J), were writtenby young Aboriginal writers and produced in cooperation with Koori Radio in Sydney.

A range of programs, broadcast material and interviews focused on Indigenous issues duringNAIDOC week. Poetica presented an anthology of Aboriginal poetry – from the camp fires andreserves of the desert, from river banks and prison cells, from universities and urban ghettos– came the Aboriginal voices of Australia.

Radio Arts has a weekly program on Radio National – AWAYE! – that examines Indigenousarts and culture from an Indigenous perspective, for a predominantly non-Indigenousaudience. It aims to provide a balance between contemporary and traditional issues, andbetween regional/rural concerns on the one hand and urban/Indigenous issues on the other.Program material comprises interviews, stories and poems, oral history, music anddocumentaries. The two producer positions are targeted for Aboriginal and Torres StraitIslander people. Both occupants are women.

The network maintains a commitment to reflecting Indigenous issues, particularly in theAWAYE! program, but also across the whole range of current affairs, specialist, documentary,music and performance programs.

Radio National music presenters and producers travelled to the Womadelaide Festival, and sixhours of live world music were put to air. The weekly music program Music Deli, which setsout to record the music of Australia’s ethnic communities, has been halved (from two hoursto one hour) from 1 July, for budget reasons.

Women Out Loud broadcast a four-part series on Women and Violence.

A person with a disability was provided with four months work experience in Radio Nationalas part of a rehabilitation program.

ABC Classic FM

EEO objectives are:

• to ensure that all staff are aware of EEO policies and practices;

• to provide opportunities for broadcaster experience for women of non-English speakingbackgrounds and Aboriginal and Torres Strait Islander people;

• to look for opportunities to involve Aboriginal and Torres Strait Islander musicians inappropriate programs;

• to provide training opportunities for all staff in Classic FM to further develop skills inproduction, presentation and management.

All ABC Classic FM staff have attended EEO-related awareness training sessions and are awareof EEO policies and practices.

The network’s Wednesday evening program, New Music Australia, broadcasts Aboriginal andTorres Strait Islander music and musicians.

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Training opportunities are made available for all staff in Classic FM to develop further skillsin production, presentation and management. The network has continued to meet objectivesby the provision of opportunities and training for staff and the inclusion of diversity inprogramming.

A female presenter was given an acting opportunity on the Breakfast program while theregular presenter was on extended leave for a period of ten weeks.

Margaret Throsby attended the Reconciliation Convention in Melbourne and delivered a paperon Reconciliation through the Arts.

As part of the network’s coverage of the Aboriginal Reconciliation Convention in Melbourne,the Margaret Throsby Morning program broadcast an interview with the NSW President of theAboriginal Education Consultative Group, Linda Burney. The conference was also marked bythe network’s Audio Arts program The Listening Room with Yurabirong, which was co-produced by Derek Kreckler and Aboriginal artist Brenda Croft.

During NAIDOC week, the Artistic Director of The Festival of the Dreaming, Rhoda Roberts wasMargaret Throsby’s guest on the Morning program. The Listening Room featured Aboriginalperformers appearing in Pan Panic and the Australian Bush and Transpoes. During July,Soundstage presented six plays on Indigenous themes to mark NAIDOC week.

Cultural diversity/multicultural perspectives appeared in the first February broadcast of TheListening Room and the network’s entire programming during March.

Soundstage, the network’s Tuesday evening drama program featured the first internationalfestival of Worldplay, promoting radio drama from various parts of the world which offeredthe diversity and richness of other cultures. Also featured was the ABC’s Prix Italia entry,Quito – a music drama about a young Timorese musician.

Each Tuesday evening during July, Soundstage featured a series of Aboriginal plays.

High profile guests from non-English speaking backgrounds featured regularly on MargaretThrosby’s Morning guest slot. Non-western classical music is programmed during peaklistening times. National days are celebrated in the first hour of the Margaret Throsbyprogram with appropriate music.

Triple JEEO objectives are:

• to ensure that the principles of EEO are fully integrated into our human resources policy,planning and practice on a day to day basis;

• to increase the number of people of non-English speaking background heard on Triple J;

• to provide opportunities for the recruitment and development of Aboriginal and TorresStrait Islander people, particularly in program related positions, through mainstreamemployment;

• to increase the number of women in management, technical and production positions atTriple J;

• to incorporate EEO principles into all aspects of training and development.

During 1996-97 Triple J added one woman and one man to its on-air line-up and replacedone man with a woman. The regular on-air line-up consists of seven women and nine men.Triple J also commenced broadcasting the Ladies Lounge in 1997 which features two womenpresenters in a prime on-air shift.

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A trainee from a non-English speaking background has now progressed to the position ofNational Affairs Reporter after a period of acting in the position.

Across programs there continues to be an increase in the cultural diversity of voices heard onair both in news bulletins and in programs. Music from a range of cultures, particularlyAboriginal and Torres Strait Islander music, has been played consistently across the network.

Triple J continued its commitment to NAIDOC week through a range of programming,focusing on Indigenous issues and by organising a tour to Sydney by the Letterstick Bandfrom Arnhem Land. Triple J released the Meinmuk album containing recordings of a range ofAboriginal artists from remote regions of the Northern Territory.

ABC NewsRadio

ABC NewsRadio continued broadcasting on the Parliamentary and News Network (PNN) aroundAustralia, celebrating its third birthday on 15 August. In Sydney, of the twelve full-timestaff, including management, there were six men and six women. The Brisbane operation hadthree men and two women.

Women have senior roles, including the Network Editor and International Editor. The periodended with another woman acting as the Network Editor, while the substantive occupant wasseconded to be one of the key members of the team implementing the major re-structuringof the ABC. Most of the female staff have regular prominent on-air roles. One of thesewomen developed her on-air skills further by an extended period relieving as the breakfastpresenter on Classic FM.

ABC NewsRadio continued to develop a programming schedule to meet the editorialchallenges of broadcasting to a culturally diverse audience. As a result of these efforts, theservice maintained its pre-eminent role in Australian radio for providing international news.Its flagship was a five-minute segment called Worldwide, which was presented every halfhour, except when Parliamentary Proceedings took precedence on the network. One of theinnovations of the year in this area was the introduction of a twenty minute news-basedprogram from Radio Netherlands seven days a week, providing new perspectives oninternational news.

Radio Australia

Radio Australia contributes a unique service to Australia by providing a long established andrespected voice into Asia and the Pacific in English and other languages of the region.

Significant cuts to program production and transmission budgets for 1997–98 required theABC to review and redefine Radio Australia’s role as an international broadcaster. The totalbudget of $6.3 million requires a reduction in staffing of more than half (to 68) andsignificant reductions in English and foreign language output.

Radio Australia continues to produce an English Language service, supplemented by the bestof the ABC’s domestic radio information programs, 24 hours a day, seven days a week, andservices in Tok Pisin, Bahasa Indonesia, Vietnamese, Khmer and Standard Chinese.

Ongoing initiatives for 1996–97:

• continued participation in Women in Management;

• coverage of significant Aboriginal issues in News and Current Affairs and generalinformation features in all Foreign Language output;

• inclusion of Indigenous music in relevant programming; and

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• one female Broadcaster received training and placed in Master Control Southbank.

Future EEO objectives

• incorporate EEO principles into all aspects of training and development;

• reflect multicultural events in programming;

• commit to Women in Management courses;

• development of training programs for staff.

ABC Multimedia

ABC Multimedia manages the ABC Online network, which includes The Lab (the new scienceonline service) and the Online News service. ABC Multimedia is also responsible for theinfrastructure and policy development of the ABC’s multimedia activities and for themanagement of a range of multimedia projects.

ABC Multimedia consists of a small interdisciplinary team which draws together the variousskills required to undertake multimedia production. As at August, 50% of positions werefilled by women and 25% by people from non-English speaking backgrounds. 50% of ABCMultimedia’s senior executive team is female from a non-English speaking background.

Frontier Online was a key online initiative during 1996–97. Linked to the acclaimedtelevision documentary series Frontier, Frontier Online provided high level contributions tothe contemporary debate on national reconciliation. Frontier Online received co-funding fromthe Council for Aboriginal Reconciliation.

Other programming highlights include the Kam Yan/Songlines Web site, which was establishedin association with the ABC-TV Aboriginal Program Unit, and the Radio Australia non-Englishlanguage sites, established in conjunction with Radio Australia staff.

During the past twelve months extensive effort was directed towards multimedia training forABC staff. A Web Developers conference was held in October 1996 to introduce new skills toboth current and prospective web developers. ABC Multimedia also developed a close workingrelationship with the Training area to provide equitable access to high quality multimediatraining for all ABC employees.

ABC Multimedia reviewed production standards to ensure that people with disabilities(specifically people with visual impairment) have access to ABC Online.

Future EEO objectives:

• to incorporate EEO values in future online programming, especially in the new gatewaysstructure for ABC Online;

• to extend EEO objectives into all aspects of multimedia training and development withinthe corporation;

• to provide ABC Multimedia staff with maximum training and staff developmentopportunities.

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News and Current AffairsEEO objectives are:

• to demonstrate commitment to EEO principles in recruitment, selection and trainingopportunities;

• to provide opportunities for the recruitment and development of people of non-Englishspeaking background and to increase their participation as expert talent in News andCurrent Affairs;

• to provide opportunities for the recruitment and development of Aboriginal and TorresStrait Islander people, particularly in program-related employment positions, throughmainstream employment;

• to ensure equal representation of women as senior reporters, on-air presenters and insupervisory positions;

• to maintain equal representation of women in senior management;

• to incorporate EEO principles into training for journalists and broadcasters.

The merged One ABC department of News, Current Affairs and (Radio) Sport continued itscommitment to EEO principles during this period especially through training and actingopportunities.

The cadet scheme continued with an intake of thirteen cadets – five men and eight women.In addition there are nine Aboriginal trainees who have either completed or commencedcadetships during the period. One former Aboriginal cadet is now reading news on Triple Jand has initiated a Music News segment which airs in the evenings on the Triple J network.

The 1996 Human Rights Award for Television was awarded to Liz Jackson and Ashley Smithfrom Four Corners for their program on the Aboriginal activist, the late Rob Riley. JuliePosetti from the PM program was awarded the 1996 Human Rights Award for Radio.

Closed captioning of the 7.00pm television news bulletin in Sydney was introduced duringthe period and all state 7.00pm bulletins will be captioned by 1 September 1997.

Statistics

A total of 673 staff are employed in the department of whom 360 (53%) are men and 313(47%) are women.

The department now has 18 women presenters and newsreaders on both State and Nationalprograms compared to 12 male presenters.

There are 23 senior journalists positions in the ABC’s foreign bureaus – 16 held by men and 7by women.

Percentage of staff by level

Female Male

Level 4–6 38% 62%Level 2–3 49% 51%Level 1 64% 36%Cadets 62% 38%

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Program ProductionProgram Production was established as a separate portfolio as part of the One ABCrestructure announced in December 1996. The portfolio was initially formed mainly fromelements of the former Television Division, although some Radio production units areexpected to be added at a later stage. Areas comprising Program Production include:

• all television program production units, including producers and executive producers;

• television production resources (operational and technical staff and facilities) in NewSouth Wales and Victoria;

• all film, tape and document archives and libraries, both radio and television; and

• facilities marketing and footage sales.

The year 1996–97 was a year of transition for the new structure, and not all details of thestructure had been finalised by the end of June 1997. During the first half of 1997 a majorreview was undertaken to identify the best allocation of production resources betweenProgram Production, News and Current Affairs and Regional Services. This review continuedinto 1997–98.

Last year’s EEO report for the former Television Division indicated that as a result of majorstructural change:

• emphasis on recruitment would be slowing down except in areas of high turnover orwhere affirmative action programs are in place; and

• reliance on substantial input of additional resources might not be possible.

This has continued to be the case. EEO activity has as a consequence, focused primarily onensuring existing achievements are maintained. Nevertheless, there have also beensignificant activities during the year.

Program Production has continued to apply EEO policies, focusing in particular on:

• ensuring that EEO is an integral part of day-to-day program production functions;

• identifying opportunities for people with disabilities as part of a corporation wideemployment strategy;

• providing career development paths for women to progress in management and programproduction areas;

• providing employees the flexibility to manage work and family life; and

• reviewing the Aboriginal Employment Strategy as part of a corporate-wide review in thelight of expiry of funding agreements. There were a number of ongoing activities acrossthe portfolio. The provision of representatives for panels undertaking assessments oftelevision production staff. Application of the Prevention of Workplace HarassmentPolicy, including the appointment and training of a Workplace Harassment ContactOfficer at the ABC’s largest television production site, Gore Hill, Sydney.

There was strong management support for the Network 99 women’s forums, which continuedto be held regularly through the year.

Maintenance and encouragement of the Indigenous Programs Unit (IPU), as a source ofprogramming and production experience for Indigenous staff and from the outside televisionproduction industry. Training courses on EEO issues have been well attended by productionstaff.

There were other specific activities that were undertaken within Program Production duringthe year.

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The acting appointment of a woman to head the Program Production portfolio pending apermanent appointment. Production, with the assistance of Television Training staff, of avideo on the Mentoring Program piloted in 1996.

Objectives and strategies were noted from the ABC’s Disability Action Plan, launched in May1997, with particular relevance to Program Production.

Opportunities for staff included the provision of work experience for visually impaired peoplein television production; completion of training by an Aboriginal Producer Trainee; and aTelevision Archives researcher was granted study leave to undertake tertiary study in the areaof Aboriginal studies. Production teams from Television Sport and Outside Broadcasts,covered the Fifth Annual Aboriginal and Torres Strait Islander Commission Sports Awards fromDarwin in 1995 and began preparations for the Sixth Awards coverage from the BurswoodCasino, Perth, in 1997. The IPU began work on a series of documentaries on Indigenoussubjects to be screened on ABC Television in association with the 1997 Festival of theDreaming in Sydney. In conjunction with the National Indigenous Media Association ofAustralia, the IPU produced a series of eight half hour documentaries.

From April 1997 an Indigenous presenter joined the production team of S’Cool Sport, achildren’s sporting magazine program made in collaboration with the NSW Department ofSchool Education, and has been appearing regularly on the program.

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Finance and Business ServicesOver the past year the Finance and Business Services Portfolio has maintained a high level ofEEO awareness, as illustrated in the following areas:

Information Technology Services Computing Services

Information Technology participated in the FIT (Females in Technology) program. Participantsincluded thirty female staff made up of: two senior executives, four line managers, four teamleaders, five administrative staff, three Help Desk/technical and twelve technical, includingone person with a disability and one Indigenous staff member.

The aims of FIT are to encourage more women to join the IT industry and to reach thehighest level of their potential in the industry. It also aims to help Australian women inevery walk of life to better understand Information Technology and how it affects theireveryday lives. Between 20 and 80 women from IT have been participating in FIT seminarsheld every two months.

Legal & Copyright

A strong commitment has been demonstrated to further training of legal staff by attendanceof external seminars. Two staff members attended the Springboard development program forwomen in non-managerial positions. Three staff in Supervisory roles attended the EmployeeAssistance Program. Information from this seminar was circulated to everyone in theDepartment, of whom at least two have taken advantage of this service.

Four lawyers have been working part-time from September 1996 to the end of August 1997,as follows: two returned from Maternity Leave to work part-time, one returned to work full-time after being on Maternity Leave, one worked for six months part-time and has sinceresumed full-time work; and one legal support staff returned to work part-time after beingon Maternity Leave and has now resumed full-time employment.

Business Support Re-engineering

A large percentage of staff from this area are from non-English speaking backgrounds.Facilities for people with disabilities were provided at Gore Hill for the Business SupportReview project team.

Mail and Despatch

This area also has a large percentage of staff from non-English speaking backgrounds andrepresentation from all the EEO groups.

Radio Finance

Thirty per cent of staff within the ex Radio Finance department are from non-Englishspeaking background. Flexible working arrangements including part-time work and workingfrom home (i.e. computer and telecom lines) have been initiated for a female staff memberreturning from maternity leave. All staff have viewed EEO literature.

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TV Finance

A significant number of staff are from non-English speaking backgrounds including oneSenior Executive and five at AO6–7 levels. Staff training is encouraged. A number of femalestaff have been given opportunities, including: attendance at a two-day management course;acting Finance Manager; and a female staff member is attached to the BIS/BSR project team.

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Technology Strategy and DevelopmentA number of objectives and strategies for the Technical/Engineering areas are included in theEEO Management Plan 1993–97.

The Women in Engineering Scholarships program continued during the last year, with twoscholarships awarded in Sydney and three in Melbourne. During 1997 the program wasextended to include NSW, Victoria, Western Australia and Tasmania. It is planned that sixscholarships will be issued in total throughout Australia.

All female staff have been encouraged to apply for higher duties both inside and outsidetheir area when opportunities arise. One woman is currently acting in a Senior Executiveposition.

The Unit Manager, National Communications Unit (NCU), attended the SpringboardDevelopment Program for women in non-managerial positions.

Engineer/Technical remains the area with the largest non-English speaking background groupof all the occupational areas.

The NCU continues to provide advice to the National Indigenous Media Association ofAustralia on the establishment and development of an Indigenous Radio service and providesbroadcasting and communications expertise on an industry advisory panel.

As well the NCU continues to work on extending access to Regional Radio and Triple J tolisteners in remote parts of Australia, especially Aboriginal and Torres Strait Islandercommunities. Assistance is provided to Indigenous self-help groups to establish transmissionfacilities through the provision of technical and general information on establishing suchfacilities.

Staff are kept informed of internal and external training opportunities as they becomeavailable and are encouraged to attend courses.

During the year staff have been assisted in their awareness and understanding of EEOpolicies through internal circulation of the EEO 1995–96 Annual Report and newsletters fromthe EEO Coordinator.

ABC guidelines on The Prevention of Harassment and Discrimination in the Workplace weredistributed to every staff member.

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ABC EnterprisesABC Enterprises creates, markets and retails high quality consumer products which reflect andextend the scope of ABC activities. In addition it plays a vital role in promoting Australiancultural talents and Australian participation in the publishing, music and video industries.

The Aboriginal Traineeships which operated during 1995 and 1996 have been concluded.Initial funding was provided by arrangement with DEET and when this arrangement ended thetraineeships were supported by Enterprises until completion of the agreed term. One traineeresigned after a short time, the other continued for the full term as a trainee shop assistantin the ABC Shop in Brisbane. The knowledge, skills and experience enabled the trainee toobtain a position with a Department Store as a Sales Representative at the end of thetraineeship period.

Methods of monitoring training needs and skills development of all staff have beenestablished. Staff have regular career and skills development opportunities through acting inhigher duties wherever appropriate. This has enabled a number of young people, particularlywomen, to move from general clerical jobs to specialist retailing and production positions.

There has been some progress in effective training strategies for ABC Enterprises staff and inproviding opportunities for management training for women. A number of women employeeshave attended training courses in various management business skills and careerdevelopment (for example; Springboard, Writing Skills, Conflict Resolution, ComputerStudies).

Two women from the departments of Management and Retail completed a Springboard course.Springboard is an external women’s development program for women in non-managerialpositions. The aims are to assist participants to define goals and acquire ideas and skills toachieve these, improve visibility and seek out opportunities and to help build confidence andmake positive decisions.

Both women held positions of administrative support and have been promoted to managerialroles in training and buying since completing the course.

Sixteen (64%) of the 25 Shop Managers are women.

The annual ABC Shop Managers Conference and Centre Managers Workshop, held in Septembereach year enhances career development and develops EEO awareness through training incross-cultural awareness, communication, managing grievances and strategic planning.

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Corporate ManagementUnder the Corporation’s One ABC restructuring, from the end of 1996 a number of existingcorporate functions were gathered together as a portfolio group, reporting to the Chief ofStaff in the Managing Director’s Office. These functions include Corporate Relations,Corporate Strategy, Corporate Policy as well as responsibility for the day to day operations ofthe Managing Director’s office, including the corporate media facility.

Achievements for 1996–1997

A new Corporate Plan 1997–2000, based on the new structure for the Corporation, wasapproved by the Board. EEO principles are reflected in Corporate Plan objectives, strategiesand performance indicators.

Work commenced on a comprehensive review of the ABC Editorial Policies handbook, to takeaccount of the new corporate structure and to provide guidance on issues arising since theprevious revision in 1995. These editorial policies will continue to advocate EEO principlesand provide guidance on such issues as cultural diversity, Indigenous programming, theavoidance of discrimination and stereotyping, the portrayal of women and people withdisabilities, the use of non-discriminatory and gender-neutral language and availability ofclosed captioning for people who are deaf or hearing impaired.

As required under the Corporation’s EEO Management Plan, EEO principles are integrated intorelevant ABC policy documents, reports and other materials published and circulated withinand outside the Corporation.

Within Corporate Management, one Senior Executive woman returned to work from maternityleave on a part-time basis while another member of staff commenced part-time work toassist work and family responsibilities.

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Australian Broadcasting Corporation SubsidiariesThis section deals separately on the EEO statistics and activities for the ABC network oforchestral services which includes the following:

Symphony Australia Holdings Pty Ltd (combining a national office, the Queensland SymphonyOrchestra, the Tasmanian Symphony Orchestra and the West Australia Symphony Orchestra);

Sydney Symphony Orchestra Holdings Pty Ltd;

Adelaide Symphony Orchestra Pty Ltd; and

Melbourne Symphony Orchestra Pty Ltd.

The remaining ABC subsidiary companies, including Australia Television International Pty Ltdand AIM Holdings Australia Pty Ltd, do not separately employ staff.

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Symphony Australia and the Orchestral Networks

Background

The former Concerts Division of the ABC was corporatised on 1 July 1997. At that date afurther three separate wholly owned subsidiaries of the ABC came into operation whichtogether with the previously corporatised Sydney Symphony Orchestra, constitute the ABCnetwork of orchestral services. Specifically, this report covers:

• Symphony Australia Holdings Pty Ltd (combining a national office, the QueenslandSymphony Orchestra, the Tasmanian Symphony Orchestra and the West AustralianSymphony Orchestra),

• Sydney Symphony Orchestra Holdings Pty Ltd (SSO),

• Adelaide Symphony Orchestra Pty Ltd (ASO), and

• Melbourne Symphony Orchestra Pty Ltd (MSO).

The Symphony Australia national office continues to provide specialist advice on matterssuch as policy, programming and artistic administration to the orchestras. The GeneralManagers of the Symphony Australia orchestras (QSO, TSO and WASO)are responsible for theday to day operations of their respective orchestra. The chief executives of the separatecompany orchestras (SSO, MSO and ASO) are responsible to their respective Board ofDirectors.

It should be noted that selection of musicians occurs through a behind the screens auditionprocess and is merit based. The most important selection criteria is that of performancestandard and playing ability.

EEO Objectives• to ensure that Symphony Australia and network orchestra managers actively embrace the

principles of EEO and cultural diversity in everyday decision making;

• to provide an ongoing commitment to the development of women in non managementpositions;

• to continue efforts to expand audience reach to include those in remote localities andnon traditional areas; and

• to look for opportunities to encourage Aboriginal and Torres Strait Islander involvementin orchestral music and educational programs.

Achievements for 1996–97• Presentation by the Tasmanian Symphony Orchestra of a musical incarnation of an

Aboriginal dreamtime story of The Kookaburra Who Stole the Moon during NAIDOC week.

• A tour of Asia by the Adelaide Symphony Orchestra.

• Participation in Opera in the Outback by the Adelaide Symphony Orchestra. This eventincluded the involvement of an Aboriginal Women’s choir.

• Engagement by Adelaide Symphony Orchestra of an Indigenous master of ceremonies andpresenter for children’s concerts.

• The West Australian Symphony Orchestra introduced the Classic Attitude series, whichtargets the non-traditional 18–35 year old audience. Melbourne Symphony Orchestra alsointroduced programs aimed at attracting audiences within this age bracket.

• The Melbourne Symphony Orchestra, on ten occasions, travelled to various areas of

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Victoria for performances to groups in remote localities. It also conducted teneducational concerts for school children.

• The commissioning by Symphony Australia of the Centre for Aboriginal Studies and Music(CASM), for the composition of repertoire by their lecturers in Indigenous music. Theresulting musical composition will incorporate urban and traditional Aboriginal musicstyles ranging from modern didjeridu to fusion rock and include traditional Torres Straitdance and song styles. It is a two year undertaking which commenced in August 1996.

Progress Towards Achieving Targets

The objective of targeting audiences is to develop an awareness and interest in groups ofpeople that would otherwise have less opportunity for exposure to orchestral performance.

The orchestras, and particularly the Sydney Symphony, have adopted a policy of targetingnon-traditional audiences in the outer metropolitan regions. Typically, these areas are notwell served by classical music and this action affords an opportunity for areas with highproportions of people from non-English speaking background and Aboriginal and Torres StraitIslander people to witness high quality classical orchestral performance.

Of the 644 people employed in the network of ABC orchestras, 291 are women (45.2%).Theproportion of Senior Executive women at June 1993 was 45.5%, which equalled the target; ithas now decreased slightly to 44.4%. There are 81 people from non-English speakingbackgrounds which represents 12.6% of staff, an increase of 5.3% since June 1993. Therepresentation of Aboriginal and Torres Strait Islander staff was 3 (0.5%), an increase from0.2% in June 1993.

Concerts Representation of Women and Designated Groups by Occupation (August 1997)(figures based on total non-casual staff)

Occupational Total staff Women NESB1 PWD2 ATSI3

Group No. No. % No. % No. % No. %

Senior Executives 18 8 44.4 1 5.6 0 0 0 0Administrative Officers 130 74 56.9 7 5.4 1 0.8 2 1.5Musicians 496 209 42.1 73 14.7 0 0 1 0.2Total 644 291 45.2 81 12.6 1 0.2 3 0.51 NESB – People of non-English Speaking Background2 PWD – People with Disabilities3 ATSI – Aboriginal and Torres Strait Islander People

50

ABCEqual Employment Opportunity

Annual Report

1996-1997