As Australia’s national science agency, we are committed to developing and supporting a diverse workforce in its broadest sense.
We know diverse teams are more effective and deliver more innovative outcomes.
We are committed to fostering a fair, equitable and inclusive workplace with the aim that each and every one of us has a full sense of belonging. This involves actively engaging in intersectional approaches and providing holistic support to address prioritised needs identified from across the organisation.
We understand that taking an intersectional approach and embracing the diverse perspectives and experiences of our people helps make us more innovative and creative. It benefits our problem solving and decision making, and our adaptability and resilience to change.
Aboriginal and Torres Strait Islander people and diversity, equity and inclusion are embedded in our corporate plan, values, diversity, inclusion and belonging strategy and Aboriginal and Torres Strait Islander employment strategy.
Aboriginal and Torres Strait Islander peoples
Aboriginal and Torres Strait Islander people are Australia’s first scientists and we know that to create a better future for Australia, we need Aboriginal and Torres Strait Islander people across every aspect of our organisation.
We are committed to a whole of organisation approach to deliver our vision of a science landscape in respectful partnership with Indigenous Australia delivering innovative, sustainable, holistic solutions to meet our greatest national challenges.
Our Aboriginal and Torres Strait Islander employment strategy and Reconciliation Action Plan (RAP) uses a strength-based approach and models a self-determining framework which enables us to lead our nation’s science through an Indigenous knowledges and science lens. We aim to increase Aboriginal and Torres Strait Islander employment representation to 5% across our workforce and throughout the scientific, research, technical, fieldwork and support services fields.
However, we recognise that our commitment to Aboriginal and Torres Strait Islander employment needs to go beyond numbers. It involves nurturing lasting connections with Aboriginal and Torres Strait Islander peoples and communities at every level of our organisation and within our workforce.
To support this work, we offer a range of talent pipeline and employment programs from high school engagement through to leadership and beyond. Aboriginal and Torres Strait Islander staff have access to our Aboriginal and Torres Strait Islander staff network which meets once a month, flexible working arrangements to support continual Community and Country connections and obligations, personal leave entitlements that recognise traditional kinship relationships and NAIDOC and ceremonial leave so that staff can thrive in the workplace while balancing their community, personal and work lives.
Aboriginal and Torres Strait Islander people represent 2.5% of our workforce as of June 2024.
For more information visit Aboriginal and Torres Strait Islander careers at CSIRO and Indigenous science at CSIRO.
Gender equity
We have a broad view of gender equity, inclusive of diverse genders and identities.
CSIRO’s gender equity action plan aims to guide the development and operationalisation of specific initiatives aimed at promoting gender equity and inclusivity at CSIRO, fostering a culture of respect and equal opportunity for all individuals.
We are also addressing gender equity through our work with Science in Australia Gender Equity (SAGE), the Champions of Change Coalition (CCC), the Workplace Gender Equality Agency and the Australian Academy of Science’s Women in STEM decadal plan.
Disability
We recognise that our people bring an array of lived experiences, including people with disability and those caring for someone with a disability.
CSIRO's Disability Inclusion and Access Action Plan was created by CSIRO’s disability working group in consultation with our staff. It aims to support greater representation of people with disability and those who care for someone with disability by building community and champion networks, and resources and facilities that foster accessible, flexible, welcoming and inclusive work environments.
CSIRO’s Shine@CSIRO network supports staff with a disability and staff with a family member or colleague with a disability. Our neurodivergent employee network promotes acceptance, pride and is designed to connect, support and advocate for neurodivergent staff and affiliates across CSIRO.
LGBTQIA+ inclusion
Our Pride@CSIRO is a network that drives the advancement of lesbian, gay, bisexual, transgender, queer, intersex and asexual (LGBTQIA+) visibility and inclusion with the aim to make CSIRO a better inclusive workplace.
Pride@CSIRO advocates for LGBTQIA+ employees by raising awareness, supporting peers and challenging discrimination to transform CSIRO’s workplace, allowing everyone to bring their whole self to work. Pride@CSIRO has been instrumental in embedding LGBTQIA+ inclusion throughout CSIRO and representing the experiences of our LGBTQIA+ people.
The Australian Workplace Equality Index (AWEI) is a national benchmark that measures employee opinions on workplace LGBTQ inclusiveness. In 2024 CSIRO was awarded AWEI Gold Employer status. This outstanding achievement reflects the significant work of the Pride@CSIRO Network and CSIRO's ongoing commitment to diversity, inclusion and belonging.
CSIRO is also a member of the Pride in Diversity program, a network of organisations leading best practice workplace LGBTQIA+ inclusion practices.
Faith and culture
The research and innovation sector is rich in cross-cultural interaction and exchange. At CSIRO, we have colleagues from various cultures, faiths, languages, and countries of origin. Faith and culture is recognised in our refreshed diversity, inclusion and belonging strategy.
We strive to cultivate a respectful and nurturing environment where the vast collection of values and beliefs we represent as an organisation coexist harmoniously.
As Australia’s national science agency, we are committed to developing and supporting a diverse workforce in its broadest sense.
We know diverse teams are more effective and deliver more innovative outcomes.
We are committed to fostering a fair, equitable and inclusive workplace with the aim that each and every one of us has a full sense of belonging. This involves actively engaging in intersectional approaches and providing holistic support to address prioritised needs identified from across the organisation.
We understand that taking an intersectional approach and embracing the diverse perspectives and experiences of our people helps make us more innovative and creative. It benefits our problem solving and decision making, and our adaptability and resilience to change.
Aboriginal and Torres Strait Islander people and diversity, equity and inclusion are embedded in our corporate plan, values, diversity, inclusion and belonging strategy and Aboriginal and Torres Strait Islander employment strategy.
Aboriginal and Torres Strait Islander peoples
Aboriginal and Torres Strait Islander people are Australia’s first scientists and we know that to create a better future for Australia, we need Aboriginal and Torres Strait Islander people across every aspect of our organisation.
We are committed to a whole of organisation approach to deliver our vision of a science landscape in respectful partnership with Indigenous Australia delivering innovative, sustainable, holistic solutions to meet our greatest national challenges.
Our Aboriginal and Torres Strait Islander employment strategy and Reconciliation Action Plan (RAP) uses a strength-based approach and models a self-determining framework which enables us to lead our nation’s science through an Indigenous knowledges and science lens. We aim to increase Aboriginal and Torres Strait Islander employment representation to 5% across our workforce and throughout the scientific, research, technical, fieldwork and support services fields.
However, we recognise that our commitment to Aboriginal and Torres Strait Islander employment needs to go beyond numbers. It involves nurturing lasting connections with Aboriginal and Torres Strait Islander peoples and communities at every level of our organisation and within our workforce.
To support this work, we offer a range of talent pipeline and employment programs from high school engagement through to leadership and beyond. Aboriginal and Torres Strait Islander staff have access to our Aboriginal and Torres Strait Islander staff network which meets once a month, flexible working arrangements to support continual Community and Country connections and obligations, personal leave entitlements that recognise traditional kinship relationships and NAIDOC and ceremonial leave so that staff can thrive in the workplace while balancing their community, personal and work lives.
Aboriginal and Torres Strait Islander people represent 2.5% of our workforce as of June 2024.
For more information visit Aboriginal and Torres Strait Islander careers at CSIRO and Indigenous science at CSIRO.
Gender equity
We have a broad view of gender equity, inclusive of diverse genders and identities.
CSIRO’s gender equity action plan aims to guide the development and operationalisation of specific initiatives aimed at promoting gender equity and inclusivity at CSIRO, fostering a culture of respect and equal opportunity for all individuals.
We are also addressing gender equity through our work with Science in Australia Gender Equity (SAGE), the Champions of Change Coalition (CCC), the Workplace Gender Equality Agency and the Australian Academy of Science’s Women in STEM decadal plan.
Disability
We recognise that our people bring an array of lived experiences, including people with disability and those caring for someone with a disability.
CSIRO's Disability Inclusion and Access Action Plan was created by CSIRO’s disability working group in consultation with our staff. It aims to support greater representation of people with disability and those who care for someone with disability by building community and champion networks, and resources and facilities that foster accessible, flexible, welcoming and inclusive work environments.
CSIRO’s Shine@CSIRO network supports staff with a disability and staff with a family member or colleague with a disability. Our neurodivergent employee network promotes acceptance, pride and is designed to connect, support and advocate for neurodivergent staff and affiliates across CSIRO.
LGBTQIA+ inclusion
Our Pride@CSIRO is a network that drives the advancement of lesbian, gay, bisexual, transgender, queer, intersex and asexual (LGBTQIA+) visibility and inclusion with the aim to make CSIRO a better inclusive workplace.
Pride@CSIRO advocates for LGBTQIA+ employees by raising awareness, supporting peers and challenging discrimination to transform CSIRO’s workplace, allowing everyone to bring their whole self to work. Pride@CSIRO has been instrumental in embedding LGBTQIA+ inclusion throughout CSIRO and representing the experiences of our LGBTQIA+ people.
The Australian Workplace Equality Index (AWEI) is a national benchmark that measures employee opinions on workplace LGBTQ inclusiveness. In 2024 CSIRO was awarded AWEI Gold Employer status. This outstanding achievement reflects the significant work of the Pride@CSIRO Network and CSIRO's ongoing commitment to diversity, inclusion and belonging.
CSIRO is also a member of the Pride in Diversity program, a network of organisations leading best practice workplace LGBTQIA+ inclusion practices.
Faith and culture
The research and innovation sector is rich in cross-cultural interaction and exchange. At CSIRO, we have colleagues from various cultures, faiths, languages, and countries of origin. Faith and culture is recognised in our refreshed diversity, inclusion and belonging strategy.
We strive to cultivate a respectful and nurturing environment where the vast collection of values and beliefs we represent as an organisation coexist harmoniously.