8. Other Reporting Requirements 8.1 Workplace health and safety The Commission participated in a proactive regulatory review and audit by ComCare. The purpose of the inspection was to monitor compliance with the Work, Health and Safety Act 2011 (Cth) and the Work Health and Safety Regulations 2011 (Cth). The review concluded that the Commission has a robust and proactive approach to safety that goes beyond mere compliance with the WHS Act and associated regulations. The Australian Human Rights Commission participated in service-wide bargaining led by the Australian Public Service Commission. In addition to common conditions across the APS, the Australian Human Rights Commission Enterprise Agreement 2024-2027 represents significantly enhanced employment conditions. The enterprise agreement received 98 percent support from employees. To support our staff, both ongoing and nonongoing, the Commission has mapped the phases of an employee lifecycle with key activities and initiatives that interact with each phase: workforce planning, attraction, recruitment and selection, onboarding, learning and development, performance development, recognition, workplace relations and offboarding. This coordinated approach and people programs planned will enhance the experience of each employee at the Commission. Each phase is underpinned by a commitment to build a healthy, safe, respectful and inclusive work environment. The Commission has adopted a strengthened approach to workforce planning with the consolidation of the Commission’s establishment across all sections to identify our current and future workforce profile. The workforce planning approach will mature over the next year to include talent attraction and development. Critical to workforce planning is the current workforce composition of the Commission with more than half of the our staff on non-ongoing contracts. 82 The Commission is focused on strengthening its human resources policy framework and roadmap through a consultative approach with the CPSU and staff. The Commission has designed a robust approach to implementing Respect@Work within our organization that has touch points at each phase of the employee lifecycle. Whilst a number of activities have already been completed, the Commission’s integrated approach will continue over the next year. The Commission and its Senior Leadership Team have endorsed an approach to managing psychosocial risks and employee wellbeing. The Work Health and Safety Committee, Health and Safety Representatives and the Commission’s People & Culture team have been trained in identifying, assessing and managing psychosocial risks and wellbeing. Commission employees have participated in a number of wellbeing focused activities and workshops as part of the Commission’s wellbeing program. The Commission has continued to support wellbeing initiatives through the reimbursement of costs for flu vaccinations and the Healthy Lifestyle allowances. Additionally, in this reporting period, • • • • • the Commission has not been made aware of any notifiable incidents that arose of the Commission’s conduct or undertakings there have been nil workers compensation claims there have been no investigations that relate to businesses or undertakings no notices have been received under Part 10 of the Work, Health and Safety Act 2011 (Cth) there are no other matters required by guidelines to be reported.