Workforce Diversity

Local Government (General) Regulation 2005 - Section 217 Clause 1 (a9)

Council is committed to developing an equitable and diverse workforce which is representative of our community and the region. More importantly, Council aims to provide a working environment where all employees are welcomed, valued and differences are respected.

In Council’s Workforce Plan for 2017 – 2021 strategies have been identified to ensure Council’s recruitment processes deliver a diverse workforce that is representative of the community and achieve the objectives of Council’s Disability Inclusion Plan including developing partnerships with community organisations to achieve the outcomes. Implementation of an electronic recruitment system enables the capture of data in relation to disability, age and ethnic background. 

Council’s offering of flexible work programmes including flexible work arrangements, transition to retirement, rostered days off and variable working hours support further the ability of staff to maintain a work / life balance. Council continues its partnership with Hunter Valley Training Corporation hosting an increasing number of trainees in civil construction, water operations and administration and Council continues to provide work experience opportunities for high school students and internship opportunities to students studying in various disciplines at Universities across NSW.

The overall percentage of women in the SCC workforce is 37%.

Shoalhaven City Council has an ageing workforce, with 41% of staff are aged 50 or older. Further, 11% are at retirement age (65) or will be eligible for retirement within the next five years. This contrasts to only 17% of workers aged under 30.

Council has in place an established traineeship and apprenticeship program to assist in attracting and retaining young people within the organisation through an agreement with a third-party provider with on average 50 participants involved. These externally engaged trainees are not included within the numbers below.

Council has also identified additional strategies within its Workforce Plan 2017 – 2021 to address the ageing workforce challenge.