7.2 Capabilities The Commission continues to focus on the capabilities of its people, infrastructure and resources, with a goal to ensure that the Commission is adequately and sustainably resourced into the future and able to strategically implement its statutory mandate. The Commission will continue to advocate for an increase in core funding for our existing statutory functions. The Commission will continue to strengthen our workplace culture both in-person and in remote working teams. This includes strengthening our Corporate & Enabling Services to develop a roadmap for updating our policies, internal communications, increased support for staff professional development and wellbeing. We are working across the Commission, including through the Organisational Culture and Development Governance Sub-Committee and Diversity Committee, to uplift our practices. This will initially take place through a review of the Commission’s employee lifecycle enhancing various touch points through workforce planning, recruitment, selection, onboarding, performance development, learning and development, recognition and offboarding. Through the review, the Commission’s workforce planning capability will be strengthened. Capability and our workforce The Commission will develop and implement a workforce planning approach to support and build a workforce that meets the Commission’s current and future needs. Workforce planning will be integrated into business planning. Workforce planning is currently being integrated with our enhanced recruitment, selection, onboarding, capability development processes to improve forecasting capabilities. The Commission will continue to prioritise workforce health, safety and wellbeing, undertaking section risks assessments (including psychosocial safety), updating prevention and response plans and evaluating control measures. The Commission will continue to focus on enhancing cultural competency, ensuring cultural safety and improving the recruitment and retention of First Nations staff. 18 Australian Human Rights Commission In October 2022, the Government provided additional resourcing to the Commission to undertake its functions as Australia’s national human rights institution as well as additional funding for new responsibilities to implement a National Anti-Racism Strategy and the Respect@Work report recommendations. Each of these proposals included consideration of the appropriate mix of average staffing level and supplier expenditure to deliver these functions. In October 2023 the APS Strategic Commissioning Framework (SCF) was released by Public Service Minister, Senator the Hon Katy Gallagher. The SCF applies to entities that employ staff under the Public Service Act 1999 and aims to strengthen APS capability by publishing targets to reduce inappropriate outsourcing of core work. Following the reset of the Commission’s staffing structure via the 2022-23 Commonwealth budget process, the Commission ensures all core functions are delivered by Commission staff and limits third party outsourcing to those skills and expertise required by the Commission on a periodic or ad-hoc basis, rather than on an ongoing basis. This includes skills required for finite, discrete programs of work the Commission undertakes to deliver on contracts with external funders. The targets below reflect the opportunity for the Commission to use ongoing and non-ongoing staff as funding permits to develop campaign content using internal subject matter experts; graphic design of Commission publications and design, monitoring and evaluation resources. The targets have been measured following a review of supplier expenditure included in work and project plans over the forward estimates. $m 2024 -2025 2025 -2026 2026 -2027 2027 -2028 AHRC target¹ 0.202 0.045 0.005 - ¹T  arget reflects an adjustment to supplier expenditure only as required by the SCF. This will be offset by increased employee expenditure. We continue to operate in a hybrid working environment and following a successful move to new premises in April 2024 we will complete the post-relocation work on our Sydney office, while seeking effective ways to support all of our staff working remotely and in other cities.