The ACCC is a place where smart and dedicated people from all walks of life collaborate to work on meaningful matters, challenge themselves and make a significant and lasting impact for all of Australia. Around here, each day reveals new opportunities to work on some of the biggest issues facing consumers and businesses.
We strive for a more competitive, productive and fair economic landscape that contributes towards a better life for every Australian. We’re a collaborative team that looks out for each other, takes considered risks and seeks out new perspectives. We understand that meaningful change and the best solutions often sit outside 'the way things have always been’.
With us, what you get out is what you put in. With challenging work and opportunities to pursue new and exciting pathways around every corner, you can develop the career and capabilities you want to help unlock your full potential.
At the ACCC, we’re proud of the impact we can make together. We understand the responsibilities and challenges that come with such a fast moving and ever-changing line of work.
Together, we’re excited to take on whatever comes our way with a can-do approach. Our high performing culture is built on a foundation of care, support and inclusion – to get the best from us requires an environment where everyone can thrive. It’s why we’re driven by connection and collaboration, sharing our skills, knowledge and support with each other freely and frequently. It’s why we prioritise the wellbeing of our people and empower them to work autonomously, flexibly and courageously.
The 3 pillars that support our workplace culture are working for the greater good, bringing out the best in our people and adapting to every challenge.
We are a hybrid workplace with offices in all Australian capital cities and Townsville. To sustain our social connectiveness and culture, it’s important that our people can collaborate in person from the office and where agreed with their manager, virtually from their home-office.
We develop our employees through initiatives such as the Graduate Program, learning and development programs and our mobility initiatives. 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, First Nations people, and those from other diverse backgrounds. We are committed to providing an inclusive working environment that supports our people 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 conditions and benefits to eligible employees, including:
- highly competitive rates of pay and 15.4% superannuation
- four weeks annual leave each year (pro-rated for part-time employees) with the option to purchase additional annual leave
- personal leave and paid maternity leave
- paid shutdown between the Christmas and New Year period
- flexible working arrangements such as part-time work, flexible hours of work, and our hybrid way of working
- 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 Wellbeing 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 2022-24 (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 Reconciliation Network and also incorporates Mipla Tunapri, the First Nations Employee Network
- Aboriginal and Torres Strait Islander Attraction, Retention and Development Strategy 2021-24 which outlines our commitment to increase the representation, retention and career development of our Aboriginal and Torres Strait Islander employees; prioritises employment pathways, provides targeted development opportunities and facilitates career progression and aims to create an inclusive culture by building and enhancing cultural capability across all employees.
- The Gender Equity Action Plan 2025 was developed in 2021 and is a deliverable under our Inclusion Strategy. It outlines our ongoing commitment to a gender balanced workforce. The plan aims to build contemporary practices to provide greater equality and support for employees under 3 key themes; promoting pay equity and reducing the gender pay gap, creating and sustaining a safe work environment for all gender identities and working to eliminate gender-based and intersectional harassment, discrimination and bullying and raising awareness about and addressing gender imbalance, the existence of gendered unconscious bias, and inclusion of all gender identities, including non‑binary and those employees that prefer not to say or identify.
- Pride Plan 2022-24 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 2022-24 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.
Cultural Diversity Plan 2022-25 which outlines our ongoing commitment to a workplace in which employees from all cultural backgrounds feel valued and respected. The plan highlights three priority areas; to improve our diversity data collection to better evaluate the agency’s progress towards cultural diversity and inclusion, to address barriers that disadvantage, and promote initiatives that develop, employees of various cultural backgrounds to support a workplace culture that values cultural diversity and inclusion and to engage senior leaders on the importance of, and equip them to advocate for, cultural diversity, to demonstrate their commitment to cultural diversity and inclusion and support the agency’s goal of CALD representation in senior leadership positions.
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 that reflect the initiatives our people care about.
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 2022, we continued to have strong participation with the census (92%), as well as high employee engagement (79% positive responses) and wellbeing (77% positive responses).