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Current as of Tuesday, 03 December 2024.
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Local Land Services Annual Report 2023-2024
Sustainability
Disability Inclusion Plan
Local Land Services is committed to the NSW Department of Primary Industries and Regional Development (DPIRD) Diversity and Inclusion Strategy, including the Disability Inclusion Action Plan (DIAP) 2021-2024.
Our DIAP supports the Premier’s Priority of ensuring 5.6% of government sector roles are held by people with disabilities.
All Local Land Services' staff are required to undertake mandatory annual disability awareness training. We are progressively modernising our workplaces to ensure physical accessibility. We are also committed to ensuring our digital resources are accessible to our customers and staff.
In 2023-24, 2.4% of Local Land Services workforce disclosed a disability.
We are actively consulting on the development of the 2024-2028 DIAP with a view to increasing this percentage.
Modern Slavery Act reporting
There were no issues raised to Local Land Services by the Anti-slavery Commissioner during the 2023-24 reporting period.
We are committed to addressing potential modern slavery risks in our operations and supply chains. We have adopted the DPIRD policy that outlines five principles of effective action on modern slavery. The procurement team has classified high risk spend categories for additional scrutiny during the sourcing process and any significant risks are reported to the Governance, Risk and Business Improvement team.
Modern slavery clauses are included in all contract templates.
Training materials and intranet guides have been provided to assist staff and build organisation wide skills to address modern slavery.
Work, health and safety
The health, safety and wellbeing of all employees, contractors and volunteers is crucial, and our
commitment to the prevention of workplace injuries and illness is a strategic priority as shown in our
State Strategic Plan. Local Land Services has increased its programs to ensure that our workforce is educated in due diligence and safe working practices.
Local Land Services completed the following key programs of work to ensure effective management of work health and safety (WHS):
- implemented a new database for improved management of WHS risks and incidents
- updated WHS risk management procedure to embed the requirements for management of psychosocial risks
- conducted a statewide chemical audit reducing use of high-risk chemicals
- developed a policy for management of driving infringements and launched a suite of journey management resources
- updated recovery at work program to strengthen leadership commitment to supporting injured workers
- provided ongoing training and development to all employees, increasing understanding of due diligence and how to take appropriate steps to reduce WHS risks.
Key work health and safety indicators and their trends over time
305
Total incidents reported
11
Lost time injuries
17
Medical treatment only
6.17
Lost time injury frequency rate
22
Open workers compensation claims
Workforce diversity
Local Land Services is dedicated to creating inclusive workplaces, as outlined in the DPIRD Diversity and Inclusion Strategy 2022-2025. This commitment is further supported by the DPIRD Gender Equity Action Plan, Aboriginal Employment Strategy, Disability Inclusion Action Plan, and the Pride Inclusion Action Plan.
Local Land Services staff and leadership team are working together to develop and maintain an inclusive workforce that fosters trust, advocacy, awareness, and learning.
Through implementation of diversity and inclusion initiatives, Local Land Services will cultivate a workplace culture where staff feel safe, respected and valued. Our goal is to create an environment free from discrimination that mirrors the diversity of the NSW community.
Our workforce inclusion and diversity initiatives are designed to:
- Build positive workplaces: Provide support for all employees to foster a positive working environment.
- Enhance workforce planning: Strengthen the capability to integrate workforce diversity strategies.
- Reflect community diversity: Build a workforce that mirrors the diversity of the broader community, in line with NSW Public Sector benchmarks and targets.
The Government Sector Employment Act 2013 (GSE Act) ensures a continued focus on key diversity groups, including:
- Aboriginal people
- people from culturally and linguistically diverse backgrounds
- women
- people with disabilities.
Employee networks also play a crucial role in fostering a supportive and inclusive work environment. These networks provide a platform for employees to connect, share experiences, and support one another, particularly those who belong to underrepresented or marginalised groups. They serve as vital channels for promoting diversity, equity, and inclusion within the organisation, helping to raise awareness and advocate for positive change. By offering opportunities for professional development, mentoring, and community-building, employee networks empower individuals to thrive in their careers and contribute to the overall success of the organisation. These networks not only enhance the workplace culture but also ensure that all employees feel valued, heard, and respected. Within Local Land Services we support the following employee networks:
- Aboriginal Support Network (ASN)
- Young Professional Network (YPN)
- Regional Rainbows (LGBTQIA+)
- Women Employee Network
- Disability Employee Network (DEN)
Employee networks are structured with strong governance frameworks, well-defined plans of activity, and dedicated budgets. This support ensures that each network operates effectively, aligning with the department’s broader goals and values. The established governance provides clear roles and responsibilities, while the plans of activity outline specific initiatives and events that the networks will undertake throughout the year.
Our workforce diversity
| Workforce diversity group | Benchmark | 2018 | 2019 | 2020 | 2021 | 2022 | 2023 | 2024 |
|---|---|---|---|---|---|---|---|---|
| Women in Local Land Services | 50% | 47.7% | 50.5% | 50.1% | 50.4% | 50.5% | 56.2% | 58.1% |
| Aboriginal and/or Torres Strait Islander people | 3.3% | 1.5% | 2.7% | 3.0% | 3.6% | 4.3% | 6.5% | 6% |
| People whose first language spoken as a child was not English | 23.2% | 2.2% | 0.9% | 1.3% | 1.5% | 1.4% | N/A | 2.5% |
| People with disability | 5.6% | 0.4% | 0.4% | 0.5% | 0.7% | 1.4% | 3% | 3.2% |
| People with disabilities requiring work-related adjustment | N/A | 0.2% | 0.0% | 0.0% | 0.1% | 0.3% | N/A | 0.6% |
Source: Public Service Commission approved Workforce Profile Report 2024