Our employees enjoy the ACCC’s motivating and flexible work environment which reflects our values of being independent, expert, strategic and trustworthy.
We develop our employees through initiatives such as the Graduate Program, learning and development programs and the newly formed employee rotation program. Our highly experienced employees also share their knowledge through providing mentoring and specialised training.
We benefit from the strengths of a workforce that reflects the diversity of the Australian community and we encourage applications from people with a disability, Aboriginal and Torres Strait Islander people, and those from other diverse backgrounds. We are committed to providing an inclusive working environment that supports staff to reach their full potential.
Our employees are engaged under the Public Service Act 1999 and are subject to the terms and conditions of employment as specified in the ACCC’s Enterprise Agreement 2016-2019.
We offer attractive rewards and benefits to eligible employees, including:
- highly competitive rates of pay and 15.4% superannuation
- four weeks annual leave each year with the option to purchase additional annual leave
- personal leave and paid maternity leave
- office shutdown between the Christmas and New Year period
- flexible working arrangements such as part-time work, flexible hours of work, and working from home
- access to salary sacrificing
- access to studies assistance.
We provide a safe, healthy workplace and strongly support a healthy workforce by offering a range of activities and initiatives. We are dedicated to a respectful, harassment and bullying free workforce.
The ACCC recognises that the mental health and wellbeing of our employees is exceptionally important. Our Mental Health Strategy includes a range of initiatives designed to build capability, knowledge and acceptance in managers and employees in dealing with mental health issues.
The Employee Assistance Program (EAP) is a short-term, confidential, professional counselling service available to all departmental employees and their immediate families.
In recognition of the benefits of a healthy lifestyle, we also provide a reimbursement of up to $300 per annum as a one off payment each financial year for healthy lifestyle related expenses.
The ACCC is committed to a workplace that reflects the community we serve. We recognise that diversity brings a range of experiences, perspectives, and ideas to our workplace. We are committed to creating a diverse and inclusive culture that drives performance, innovation and productivity, where our people feel supported and valued.
We encourage everyone to freely be themselves without fear of discrimination or judgement about their ethnicity, age, religion, sexuality or disability status.
The ACCC and AER Diversity and Inclusion Strategy 2022-2025 incorporates the ACCC and AER:
- Reconciliation Action Plan (RAP) which incorporates strategies to raise awareness, increase employment and retention of Aboriginal and Torres Strait Islander people and support employees within our organisation . The RAP is supported by the RAP Working Group and also incorporates the Indigenous Employee Network
- Pride Plan which incorporates strategies to foster an inclusive workplace for LGBTQIA+ employees and allies. The ACCC/AER welcomes and supports employees that identify as Lesbian, Gay, Bisexual, Transgender, Queer (or Questioning), Intersex, Asexual and allies of the LGBTQIA community
- Disability Action Plan (DAP) which incorporates strategies to increase employment and retention of people with a disability, including the Disability and Carers Employee Network (DaCEN) which has a supportive role for our employees and acts as a consultative body
- annual organisational Diversity Program of Events.
The strategy also incorporates support for flexible working conditions (such as part-time work and working from home), promotes gender equity and supports mature age employees, and of course, strong leadership to support our strategic priority of building an inclusive, diverse and equitable environment and culture. This incorporates the ACCC:
- Building inclusion - advancing gender balanced leadership ( PDF 2.73 MB ) which is a strategy to improve flexibility in our work practices to attract and retain staff and improve the likelihood of women moving into senior leadership roles
- Narrowing the pay gap strategy ( PDF 276.7 KB ) which commits to closing the gender pay gap and making our workplaces more inclusive for people from all backgrounds.
We have partnered with several leading diversity workplace providers to ensure the agency receives best practice advice in achieving our diversity goals. These include:
- Reconciliation Australia who assist with our Reconciliation Action Plan
- Australian Network on Disability and the National Disability Recruitment Coordinator who assist us in ensuring our work practices are inclusive of employees with disabilities
- Pride in Diversity who are Australia’s first and only national not-for-profit employer support program for all aspects of LGBTI workplace inclusion.
- Australian Public Service Commission which has whole-of-government responsibility for workplace diversity.
We have a number of social responsibility programs and policies in place.
The ACCC operates with minimal impact on resources and the environment by factoring in the economic, environmental, social and equitable considerations over both the short and long term. We are committed to reducing our environmental impact in a range of areas, including property, information technology, waste management, information and education.
Our employee-led Environment Network develops and implements internal initiatives in conjunction with senior executives. These initiatives help improve agency sustainability and minimise our own environmental footprint.
The ACCC Workplace Giving Program allows employees to donate to selected charities directly from their pay. Donations are made through the employee’s pre-tax salary so that the tax benefit is claimed through their payroll, rather than through an annual tax refund.
In 2021, we continued to have strong participation with the census (91%), as well as high employee engagement (80% positive responses) and wellbeing (78% positive responses).