Diversity and Inclusion at AICS
AICS recognises the value of a diverse and inclusive professional community as central to a thriving cyber security sector. Our strength as a membership body is a reflection of the quality and breadth of our members, volunteers, and the professionals we represent. AICS is committed to attracting and supporting talented people from all backgrounds to ensure the profession continues to grow and excel.
Diversity management benefits individuals, teams, our organisation as a whole, and our customers. We recognise that each member and contributor brings their own unique capabilities, experiences and characteristics. We value such diversity at all levels of the organisation in all that we do.
AICS believes in treating all people with respect and dignity. We strive to create and foster a supportive and understanding environment in which all individuals realise their maximum potential within the organisation, regardless of their differences. We are committed to engaging the best people and reflecting the diversity of the broader cyber security community across our membership, leadership, and activities. The diverse perspectives within our community position AICS to anticipate and fulfil the needs of professionals and organisations of all kinds, both domestically and internationally, delivering high-quality professional services.
AICS is diverse along many dimensions. Our diversity encompasses differences in ethnicity, gender, language, age, sexual orientation, religion, socio-economic status, physical and mental ability, thinking styles, experience, and education. We believe that the wide array of perspectives that results from such diversity promotes innovation and business success. Managing diversity makes us more creative, flexible, productive and competitive.
Recruitment
AICS recruits members and staff from diverse backgrounds across Australia and internationally. We believe that our members and staff from many different cultural, linguistic and national backgrounds provide us with valuable knowledge for understanding complex international contexts. We have established outreach programmes to identify talented women and individuals from under-represented backgrounds for membership and professional development. We provide scholarships for promising young women and under-represented students with the potential to become high-achieving professionals in cyber security.
Career development and promotion
AICS rewards excellence and all staff are supported and recognised on the basis of their performance and contribution. All managers and committee leads are trained in managing diversity to ensure that staff and members are treated fairly and evaluated objectively.
Community programmes
AICS recognises that there are distinct demographic groups that have long been disadvantaged. We recognise that racism, ageism, sexism and other forms of discrimination are problems both for our organisation and society as a whole. AICS is committed to tackling cultural stereotypes both within and outside our organisation. We have clear reporting procedures for any type of discrimination or harassment combined with follow-up procedures to prevent future incidents.
AICS combats discrimination in the wider community through partnerships with community based groups and government agencies.
Diversity bodies
Our commitment to diversity is led by our diversity champions who come from all levels of the organisation, from senior leadership to all staff members. The diversity champions make up a diversity committee, which is responsible for ensuring that our diversity policy is articulated in the day to day running and the strategic direction of the organisation.
Diversity practices
All staff and committee members undertake diversity training. Diversity training encompasses raising awareness about issues surrounding diversity and developing diversity management skills.
AICS provides a safe and welcoming environment for our staff, members, and volunteers. We offer:
• Flexible working arrangements
• Professional development and education support
• Open communications
• Mentor programmes
We review our Diversity Policy on an annual basis and strive to find and implement the current and best practices.