ASIO requires and desires diversity. We have a diverse and inclusive environment where all staff are valued, respected, included and safe. We want every ASIO officer to bring their whole self to work, to contribute their unique skills, experiences and perspectives.
Diversity and inclusion is key to achieving our strategic objectives and our purpose, as outlined in the ASIO Diversity and Inclusion Strategy.
We seek to reflect the community we protect, and our staff-led diversity networks form an essential part of creating a diverse and inclusive culture.
ASIO’s gender-equity network promotes equal opportunity for the ASIO workforce regardless of gender. The aGENda network is committed to tangible outcomes through policy reform, awareness raising, research, advocacy and engagement with government for improved gender equity outcomes across the national security community.
ASIO’s gender and sexual diversity network promotes an inclusive workplace culture and supports gender and sexually diverse employees to be open and authentic in the workplace. ASIOpen celebrates the benefits of inclusivity and drives reform through information sharing, hosted events and contribution to training and policies.
ASIO’s CapABILITY network represents staff experiencing all forms of physical and mental health issues, neurodiversity and caring responsibilities. CapABILITY advocates for increased awareness, acceptance and respect for all forms of ability within ASIO. CapABILITY works to overcome barriers to staff access and participation within ASIO’s physical environment and to promote the acceptance and celebration of neurodiversity with the organisation.
The Introverts network contributes to all staff being heard, recognised and valued for their contributions, regardless of how introverted or extroverted they are. The network champions diversity in thinking and communication style. It contributes to a positive workplace culture by identifying and progressing improvements to ASIO’s policies and procedures, to support introverted staff to feel included and empowered to reach their full potential.
The Mozaik network is ASIO’s cultural and language diversity network. ASIO has staff from over 50 different countries and close to 20 percent of the workforce is from a non-English speaking background. Mozaik’s priority is to represent ASIO’s cultural diversity and to advocate for and on behalf of ASIO’s cultural and linguistic workforce. Mozaik collaborates with staff and management to develop tangible work programs to remove potential barriers of acceptance, advancement and employment. ASIO recognises and celebrates cultural and linguistic diversity in a variety of ways including regular language discussion groups.
ASIO acknowledges the traditional custodians of this land and pays respect to elders past, present and emerging. ASIO’s Aboriginal and Torres Strait Islander network is committed to reconciliation by supporting the implementation of ASIO’s Reconciliation Action Plan. Mudyi seeks to raise awareness and appreciation of Aboriginal and Torres Strait Islander cultures and histories, and drives corporate initiatives that promote diversity and improve the workplace experience for Aboriginal and Torres Strait Islander peoples.
This network is for ASIO staff who are parents or are about to become parents, and those in the workplace without children but who want to know how to best support their colleagues. The parents network facilitates links between parents while on leave and as they return to work, particularly around navigating flexible and part-time working arrangements.
LGBTQ workplace inclusionAustralian Workplace Equality Index is Australia's definitive national benchmark on LGBTQ workplace inclusion produced annually by Pride in Diversity. ASIO is committed to a diverse and inclusive work environment, and this accreditation demonstrates the positive community and culture within ASIO. The ASIO Diversity and Inclusion Strategy reflects ASIO's commitment and recognises the benefits of being a diverse and inclusive organisation.
Reconciliation Action Plan
The ASIO Innovate Reconciliation Action Plan May 2020 – May 2022 (RAP), provides the framework for ASIO to build upon our appreciation of Aboriginal and Torres Strait Islander peoples’ cultures and histories as a valued, recognised part of our shared national identity. The RAP provides an actionable plan to support and empower ASIO’s current and prospective Aboriginal and Torres Strait Islander colleagues.