Air Force is an equal employer of all Australians. Air Force is proud to have a diverse workforce that brings a range of experiences and qualifications to the work place.
Air Force’s ability to deliver airpower in the future will depend on us having the best people for the wide range of Air Force jobs, regardless of gender, age or culture. We need to ‘future-proof’ Air Force with targeted programs to attract, recruit and retain the very best people.
Air Force has developed and implemented a range of diversity initiatives to help personnel have equal access to opportunities. Our diversity initiatives are constantly under review to be relevant, timely and inclusive.
As at January 2013 women represent 17 percent of Air Force personnel and there were 61 RAAF females deployed on overseas operations.
Air Force initiatives target all segments of the workforce including education and personal development opportunities especially for women. In June 2012, Air Force held its inaugural Air Force Women’s Development Forum with the theme being Surviving and Thriving in Non-Traditional Employment. The forum, attended by Air Force women and men as well as the Air Force senior leadership, was an important step towards helping Air Force to better understand the unique challenges and opportunities experienced by women working in non-traditional employment fields.
As of January 2013 women are able to serve in all positions in Air Force. Previously the Airfield Defence Guards and Ground Defence Officer roles were not open to women. As part of the overall implementation plan for the removal of combat restrictions women currently serving can now apply to transfer into these roles. Direct entry recruitment for these roles will commence in Jan 2016.
More than 300 exciting and challenging careers are available to women including Combat Systems Operator, Surveillance Aircraft Operator and Pilot.
Specialist recruiting and retention initiatives are employed to attract, train and retain indigenous people from remote, regional and urban localities throughout Australia. For example, the Indigenous Undergraduate Scheme provides a number of university sponsorship positions each year with follow on Air Force employment.
Our Land, Our Skies is an Air Force strategy that defines appropriate pathways for indigenous participation. The strategy respects the importance of indigenous connections to people and place.
Reflecting our multicultural Australian society, 13% of Air Force members originate from 111 countries outside Australia and five per cent of our workforce is bilingual. We are proud to have a diverse workforce and continue to develop strategies to increase ethnic diversity.
Air Force members identify with 53 recognised religions and members are served by the Air Force Chaplaincy Branch comprising chaplains from eight denominations.
The Air Force uniform is one of the traditions of RAAF service, creating a sense of belonging and pride for Air Force members. Air Force uniform options include turbans for members of the Sikh faith; and Hijabs for members of the Muslim faith.
No matter which uniform our Air Force members wear, they wear their uniform with pride, and inherit a proud tradition that was established by the generations before us.
Air Force actively supports members of the LGBTI community through a range of measures. Air Force has worked hard to develop inclusive policies and entitlements that are not limited by member's gender, personal circumstances or sexual orientation. Air Force actively supports personnel attendance at conferences and GLBTI community events, and has developed a guide which provides practical advice and support for LGBTI members in Air Force.
Ongoing engagement and cooperation with the external, wider Defence LGBTI community group 'DEFGLIS', who can be contacted via their own website www.defglis.com.au, is an integral aspect of Air Force's ongoing diversity strategy.
Air Force has expanded its recruiting and retention policies to incorporate a wider range of ages in the workplace.
Phased retirement initiatives are in place to encourage retention of experienced personnel. Older personnel can share their knowledge through reserve service after they reach the retirement age of 60, until 65.
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