UNCLASSIFIED

National Policing Summit

Deputy Commissioner Leanne Close, APM

August 2015

UNCLASSIFIED

• Enforces Commonwealth & ACT law

• Protects Australia’s national interests

• Advisor to Federal government on policing

and security issues

• Australia’s international policing

representative

Australian Federal Police

UNCLASSIFIED

Focus

Transnational and multi-jurisdictional investigations, including:

• terrorism

• organised crime

• fraud & anti-corruption

• drug trafficking

• money laundering

• people smuggling

• identity theft

• cyber crime

UNCLASSIFIED

AFP International Network

Islamabad

Jakarta

Kuala Lumpur

Manila

New Delhi

Phnom Penh

Semarang

Singapore

Yangon

PACIFIC Port Moresby

Suva

Wellington (PICP)

Samoa (Advisor)

Bali

Bangkok

Beijing

Colombo

Guangzhou

Hanoi

Ho Chi Minh City

Hong Kong

ASIA

AMERICAS Bogotá

Los Angeles

New York (UN)

Washington DC

Pittsburgh

EUROPE &

AFRICA Beirut

Belgrade

Dubai

The Hague

London

Lyon

(INTERPOL)

Pretoria

Ankara

Amman

Tonga (Advisor)

Honiara (Advisor)

UNCLASSIFIED

AFP Overview

• 6,746 staff across Australia and overseas

• 34% women in total

• 22% sworn female officers

UNCLASSIFIED

Female % of Workforce

Female % of Police

30/06/1990 22% 17%

30/06/1995 27% 19%

30/06/2000 32% 22%

30/06/2010 33% 23%

30/06/2011 34% 22%

30/06/2012 33% 22%

30/06/2013 34% 21%

30/06/2014 34% 21%

23/04/2015 34% 22%

2256

649

2029

743

1984

915

4514

2201

4584

2314

4364

2179

4548

2361

4499

2354

4431

2315

0

500

1000

1500

2000

2500

3000

3500

4000

4500

5000

M F M F M F M F M F M F M F M F M F

30/06/1990 30/06/1995 30/06/2000 30/06/2010 30/06/2011 30/06/2012 30/06/2013 30/06/2014 23/04/2015

AFP Gender split by sworn status 1990 - 2015

UNCLASSIFIED

Band Level Male Female Total

Casual 9 5 14

Band 2 359 122 481

Band 3 1092 486 1578

Band 4 921 635 1556

Band 5 781 336 1117

Band 6 266 254 520

Band 7 603 318 921

Band 8 148 78 226

Executive Level 185 64 249

SES 67 17 84

Total 4431 2315 6746

UNCLASSIFIED

Band Level Male Female Total

Casual 0 0 0

Band 2 223 61 284

Band 3 545 162 707

Band 4 662 197 859

Band 5 619 150 769

Band 6 81 44 125

Band 7 449 121 570

Band 8 50 8 58

Executive Level 114 22 136

SES 48 11 59

Total 2791 776 3567

UNCLASSIFIED

Band Level Male Female Total

Casual 9 5 14

Band 2 19 43 62

Band 3 185 299 484

Band 4 194 430 624

Band 5 106 184 290

Band 6 182 210 392

Band 7 147 194 341

Band 8 88 69 157

Executive Level 68 41 109

SES 18 6 24

Total 1016 1481 2497

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Employment Branding – Issues

AFP needs higher representation from groups included in our Workforce Diversity Strategy:

– Women

– Aboriginal and/or Torres

Strait Islander Australians

– CALD groups

– People with disability

– Lesbian, gay, bisexual,

trans and intersex people

UNCLASSIFIED

Focus on Diversity

•Differentiated branding and related strategies to attract “diverse” individuals.

• Advertising / marketing is just one option.

• Emphasis on profiling the AFP through building relationships at the grass roots level with each priority “diversity” group.

• Effective use of the AFP internet site to profile diversity – including dedicated site to profile women.

•An entry-level program specifically for Aboriginal and/or Torres Strait Islander Australians

UNCLASSIFIED

Employment Branding - Women

• Commitment to flexible working.

• Narratives showcasing sworn women on the AFP internet site.

• Working at the grass roots level to profile the AFP – community liaison teams.

• Partnerships with key public / private sector agencies

• Leadership on broader community issues impacting on women - AFP is a member of the expert advisory board of the White Ribbon Foundation.

UNCLASSIFIED

Targets & tracking

•AFP Annual Report

•Internal KPIs

•ANZPAA (all police jurisdictions)

•AFP Diversity Council

•National Women's Advisory Network

UNCLASSIFIED

Drivers of High Performance Workplaces

While the drivers of high performance workplaces will vary between industry sectors and individual firms, four categories are common to HPWs: • Management practice and leadership. • Firm-level collaboration and flexible workplace practices. • Developing and utilising the skills of the workforce. • Investment in innovative workplaces and technology uptake.

Ref: Dept Education, Employment & Workplace Relations “On Target” bulletin April 2013, Issue 7

UNCLASSIFIED

Recommendations for leaders to improve diversity

Ref: AIM Insights & UN Women White Paper 2012, “Gender Diversity in Management – Targeting

Untapped Talent - First Steps”.

1. That the Australian Government determine aspirational targets for women in management and work with stakeholders to determine strategies to assist businesses to operationalise these targets

– While targets may not yet have been set for women in management, the Australian Government has set a target in relation to women on Boards. The target aims to see Board membership comprised of 40% women by 2015 (Australian Government, 2013). As at 30 June 2014, the current rate of Board membership is approximately 39.7%, declining from the 2013 figure of 41.7% (Gender Balance on Australian Government Boards Report 2013-2014).

2. Independent working group of Government and peak bodies determines and publish best practice management standards to underpin and solidify the aspirational targets for women in management

– The Australian Government target of Board membership comprised of 40% women by 2015, is supported by a number of initiatives including the Male Champions of Change initiative established in 2010 by the Sex Discrimination Commissioner, the BoardLinks Programme, and the Board Diversity Scholarship Programme.

3. Gender diversity link the achievement of targets to management scorecards and that ‘at risk’ executive remuneration be tied to the achievement of standards

4. Companies sign up to the UN Women’s Empowerment Principles

5. Companies implement guidelines that support flexible work for all employees

UNCLASSIFIED

Questions?

leanne.close@afp.gov.au

ph: 02 61315612