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I wrote a report on Chinese-Australians in the Australian Public Service. Thanks to @AlexKOliver and @LowyInstitute for tremendous help.
Please read the full report here: https://www.lowyinstitute.org/publications/chinese-australians-australian-public-service
I'll summarise some findings in this
Please read the full report here: https://www.lowyinstitute.org/publications/chinese-australians-australian-public-service
I'll summarise some findings in this
I have also written a short article based on the report: https://theconversation.com/australia-is-failing-to-recognise-an-urgent-need-recruiting-more-chinese-australians-into-public-service-158528
Understanding China is crucial to Australia's national interest.
The public service has understood this for decades, but "coordinated and sustained action" was not taken. It "remains a skills gap". (3/)
The public service has understood this for decades, but "coordinated and sustained action" was not taken. It "remains a skills gap". (3/)
Australia has failed to successfully promote Asian language and culture study among the general population.
The number of students without Chinese background studying Chinese is declining. (4/)
The number of students without Chinese background studying Chinese is declining. (4/)
This makes it even more important to recruit Chinese-Australians.
Yet Chinese-Australians are under-represented in the Australian public service (APS).
Only 2.6% of APS employees have Chinese heritage (5/)
Yet Chinese-Australians are under-represented in the Australian public service (APS).
Only 2.6% of APS employees have Chinese heritage (5/)
Only 2.3% APS recruited in 2019 were Chinese-Australians, indicating the problem is not just time lag.
More Chinese-Australians are in IT and accounting than policy.
Under-representation is worse the higher level you go. (6/)
More Chinese-Australians are in IT and accounting than policy.
Under-representation is worse the higher level you go. (6/)
I have identified four causes:
1) Recruitment practices
2) Security clearances
3) Management preconceptions
4) Management and promotion process
(7/)
1) Recruitment practices
2) Security clearances
3) Management preconceptions
4) Management and promotion process
(7/)
Belief exists that people's ethnic background is impediments to them working on China-related issues.
Departments spend time and resources training public servants, yet public servants with existing knowledge and expertise are sidelined.
This leads to staff disengagement (8/)
Departments spend time and resources training public servants, yet public servants with existing knowledge and expertise are sidelined.
This leads to staff disengagement (8/)
I offer some recommendations:
1) collect and publish better data
2) match skills and experiences with roles and positions, rather than using generic APS selection criteria
3) target CALD groups for recruitment
4) value country and regional expertise
END
1) collect and publish better data
2) match skills and experiences with roles and positions, rather than using generic APS selection criteria
3) target CALD groups for recruitment
4) value country and regional expertise
END
