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There are close to 200 000 people in the Northern Territory. Aboriginal people comprise over one-quarter of the population, and there are 828 separately identified Aboriginal communities (including outstations). As at the 1996 census, 16.4% of the population was born overseas, 57% of whom come from a non-English speaking background (NESB). There are over seventy different ethnic groups represented in the Territory.

As the employer of all NTPS employees, the Commissioner for Public Employment role is to ensure all NTPS employees and managers ensure discrimination does not occur in the NTPS.

There are four main areas if discrimination within the workplace:

• disability discrimination;
• age discrimination;
• racial discrimination; and
• sexual harassment, sex discrimination and pregnancy discrimination.

Anti-Discrimination Act

The Northern Territory Anti-Discrimination Act 1992 plays a crucial role in this human rights framework. The Act promotes equality of opportunity for all people in the Territory, and provides remedies for people who have suffered unlawful discrimination on the grounds outlined in the Act.

The Act also establishes the Anti-Discrimination Commission. The Commission is an independent body operating within the Department of Justice. Its role is to inform the community of the important role of human rights in our society, advising community members about their rights and responsibilities under the act and to investigate complaints for the purpose of deciding if unlawful discrimination may have occurred. If so, the complaint proceeds to conciliation.

OCPE's committment

Further to this, OCPE ensures the NTPS is committed to ensure anti-discrimination in the workplace. Through the development and implementation of Employment Instruction 11 – Equal Opportunity management programs, OCPE specifies the minimum requirements of an Equal Employment Opportunity Management Program.

As every agency is different, each agency may develop different goals and procedures for each of its equal employment opportunity initiatives in order to best meet its objectives. The underlying principles of Equal Employment Opportunity in the Northern Territory Public sector include:

• the application of the merit principle as defined in section 3(2) of the Public Sector Employment and Management Act (the Act) to all aspects of selection for promotion or appointment;
• the identification and elimination of all forms of discrimination and harassment in recruitment selection, professional development, personnel practices, job evaluation and conditions of service;
  action necessary to remedy the effects of past discrimination;
• the promotion of fair and equitable treatment for all employees in all operational policies and procedures; and
• reflecting the diverse nature of the Territory community and its needs in the composition of the workforce.
  
  
  Please note: the information provided is a guide only. Employers should obtain legal advice if they have specific questions about their obligations under disability discriminations legislation