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Equality of Employment Opportunity (EEO)

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Equality of Employment Opportunity (EEO) is about making sure the workplace is free from all forms of unlawful discrimination and harassment, and that people who are members of an EEO target group are able to compete for employment and promotion as effectively as people who are not.

The EEO target groups are:

  • Aboriginal and Torres Strait Islander people
  • people who have migrated to Australia and whose first language is a language other than English, and the children of those people
  • people who have or have had a disability
  • women.

Read our inclusion and diversity commitment

Data collection

Agencies provide an EEO Census Form (DOC, 92 KB) to each of their employees. They then pass on the information to the Public Service Commission (PSC) for collating and whole-of-sector EEO reporting.

Collection date

Agency validated data must be supplied to the PSC within 1 month of the end of the financial year, so the annual reporting requirements are met by the Commission Chief Executive.

Data flow process

  1. Agencies extract EEO data from their HRIS according to the current file specification.
  2. EEO data is validated through the Workforce Analysis and Collection Application (WACA).
  3. When agencies have completed their own validation in the WACA, it is recommended that EEO Tables are downloaded from WACA. The confirmation of these tables will also be required when submitting the data. The EEO census return rate and representation of EEO target group members within the agency is obtained from these EEO Tables.
  4. Sumit the data in WACA. Once data is submitted, it is taken as being approved.
  5. The State Administrator within the Public Service Commission is responsible for checking validated data. If errors are detected, the file may be returned to the agency for correction.
  6. When the validation report shows no errors of concern, the agency data is aggregated into sectorwide information.

Download the EEO Data flow diagram (DOC, 233 KB)

Requirements under the Public Service Act 2008

The Public Service Act 2008 (PDF, 1.3MB) places responsibility for employment equity with the Chief Executive Officer of each agency. Under the Act, each agency must act, consistent with the merit principle, to:

  • enable members of the EEO target groups to compete for recruitment, selection, promotion and transfer and to pursue careers, as effectively as people who are not members of those groups
  • eliminate unlawful discrimination about employment matters by the agency or its employees against members of the EEO target groups.

The Public Service Act 2008 requires that each agency must provide the PSC Chief Executive a report about the outcome of its EEO actions during each financial year. The PSC reports on overall progress and promotes the achievement of employment equity goals across the sector.

Role of the Public Service Commission

The PSC advises agencies on:

  • defined EEO requirements
  • EEO users to whom data is to be sent
  • when data should be provided.

Data specification

Agencies can submit EEO data using either:


Only those agencies covered by Directive 04/15 Workforce Profile Information (PDF, 123 KB) are required to supply data using the MOHRI file specification.