The Respect, Equity and Diversity (RED) Framework

"The Respect, Equity and Diversity Framework was established in 2010 across the ACT Public Sector (ACTPS).  The principles of respect, equity and diversity are not only right, they are critical to the ongoing success of the ACTPS.  Valuing diversity and creating respectful and fair workplaces leads to increased employee engagement, heightened levels of workplace participation and innovation as a result of diverse thinking.  Our Canberra community rightfully expects increasing quality and innovative services, so the benefits of embracing respect, equity and diversity simply make sense.

The fundamental principles of respect, equity and diversity enables us to create a positive workplace culture and gives employees the opportunity to get involved, contribute and to perform to their full potential, enhancing the productivity and sustainability of our ACTPS.

Moving forward, the ACTPS is committed to sustaining the positive shifts already underway and supporting new initiatives to further improve and develop the RED Framework as a key element in promoting and supporting a diverse, inclusive and overall positive workplace."

Bronwen Overton-Clarke
Commissioner for Public Administration
April 2015

Introduction to the Respect, Equity and Diversity Framework

The ACT Public Service (ACTPS) is committed to creating a positive, respectful, supportive and fair work environment where employee differences are respected, valued and utilised to create a productive and collaborative workplace. Ensuring that all ACTPS employees, irrespective of their position, background or individual differences model the ACTPS values and general obligations of employees as described in the Public Sector Management Act 1994 (PSM Act) is also core to creating a respectful and positive work culture for the ACTPS.

The RED Framework supports the ACTPS to meet its obligations under the PSM Act and supports ACTPS employees to understand expectations regarding their own and others' behaviour in the workplace. In particular, the RED Framework is aligned with the ACTPS Code of Conduct (2013) to fully integrate the ACTPS Values and Signature Behaviours into everyday work practice.

For further information, please see the ACTPS Aboriginal and Torres Strait Islander Employment Framework [PDF PDF 1.4MB] and the ACTPS People with Disability Employment Framework [PDF PDF 238KB].

Review of the Respect, Equity and Diversity Framework

In 2014, a review of the RED Framework was conducted to assess its success in promoting a values and behaviour based workplace with a positive culture. This review identified that the implementation of the RED Framework has better supported the ACTPS to identify and act upon unacceptable workplace behaviour and further develop a positive workplace culture.

The review identified six recommendations to assist the ACTPS to move to the next iteration of its journey to embed a positive workplace culture. The implementation of these recommendations has commenced and ACTPS employees will see a reinvigoration of the RED Framework and a renewed focus on the ACTPS Employment Strategies over 2015.

RED Framework documents

Resolving Workplace Issues

Under the Respect, Equity and Diversity (RED) Framework (2010), the Respect  at Work Policy and the Preventing  Work Bullying Guidelines were developed to provide ACT Public Service (ACTPS) employees with information relating to treating others with respect in the workplace and preventing unacceptable behaviour such as bullying, harassment and discrimination. To ensure this guidance remains current and best practice, these documents have been reviewed and updated in 2015.

In their place, the Resolving Workplace Issues resources continue the message of embedding positive work cultures across the ACTPS. These resources focus on the identification and management of inappropriate behaviour at the local level through to more serious allegations of misconduct that are managed under ACTPS Enterprise Agreements.

The resources have been designed according to target audience and the user’s need – this removes the need to read all of the resources. For example:

  • If you an employee trying to understand whether an issue you are experiencing is bullying, harassment or discrimination and what to do about it, you would refer to the Resources for Employees and Work Bullying Harassment and Discrimination documents.
  • If you are a manager attempting to respond to an allegation of bullying, you would first refer to the Resources for Managers and  Supervisors document, and may then also need to look at Work Bullying, Harassment and Discrimination or Misconduct and Investigations.
  • If you are not sure what you need or are just after general information, refer first to the Overview, which should help guide you to the most appropriate additional resources.

Resolving Workplace Issues resources