As part of our Equity Action Plan (EQAP), which ensures that justice and equity for people from diverse and marginalised communities remain at the core of our work and daily decision making, TNA has developed a policy that guides recruitment, retention, and succession planning for our staff and Board. This includes strategies to remove potential barriers and to actively reach our target communities.

Some of the policy actions include:

• Maintaining relationships with other peak bodies who support and engage our target communities, such as our partnership with Arts Access Victoria. This allows us to expand our reach to potential applicants beyond our own network.
• Providing flexible and accessible application processes, multiple formats for application documents (Word, PDF), and more than one means of communication (email, phone, text). 
• Developing a cultural safety rider for new employees from diverse backgrounds. 
• Providing competitive salaries that are reviewed annually, and increased automatically 3% each year for core staff. 
• Ensuring that there is more than one person from each of our target communities on the Board.
  

TNA is pleased to share this policy publicly to help other organisations develop their own similar policies, and support better outcomes in recruitment, retention, and succession planning, especially for people from diverse and marginalised communities.

Read our full policy for Staff and Board Recruitment, Retention & Succession Planning below.
Download the policy on Word or PDF.