A Diverse, Fair & Safe Workplace

Sydney Living Museums strives to achieve a diverse, fair and safe work environment for all of its employees. As a NSW Government agency, Sydney Living Museums follows the guidelines set out by the state government.

Workplace Health & Safety

The NSW Work Health and Safety Act 2011 aims to protect the health, safety and welfare of people at work through general requirements which must be met at every place of work in NSW. The Act covers employees as well as employers and self-employed people.

Sydney Living Museums is committed to providing a safe and healthy environment for staff and visitors at all its properties. Where hazards are present, due to pre existing conditions and the requirements of conservation and presentation, Sydney Living Museums will ensure that suitable training, supervision, allocation of resources and information is provided to reduce any risk to staff and visitors. Sydney Living Museums will implement positive programs to ensure accidents are minimised, reported and investigated and that all hazards are controlled. All staff will receive the necessary training to work safely and participate in organised safety programs. This will be achieved by cooperation between employees and management at all levels.

For more information on Work Health & Safety please refer to SafeWork NSW.

Equal Employment Opportunity (EEO)

Sydney Living Museums strives to ensure:

  • Its workplaces are free from all forms of unlawful discrimination and harassment

  • The provision of programs to assist members of EEO groups in employment.

EEO groups are people affected by past or continuing disadvantage or discrimination in employment. These groups include women; Aboriginal and Torres Strait Islander people; members of racial, ethnic, and ethno-religious minority groups, and people with a disability.

Discrimination is treating someone unfairly or harassing them because they belong to a particular group. Under the Anti-Discrimination Act 1977, it is against the law in NSW for any employer, including the Government, to discriminate against an employee or job applicant because of their age; sex; pregnancy; disability (including past, present or possible future disability); race, colour, ethnic or ethno-religious background, descent or nationality; marital status; carer's responsibilities; homosexuality; transgender.

All employees have the right to:

  • A workplace that is free of unlawful discrimination and harassment

  • Equal access to benefits and conditions

  • Fair processes to deal with work-related complaints and grievances.

Employees also have the responsibility to:

  • Act to prevent harassment and discrimination against others in the workplace

  • Respect differences among colleagues and customers such as cultural and social diversity

  • Treat people fairly (do not discriminate against or harass them).

Manager and supervisors have the additional responsibility to:

  • Ensure that work practices and behaviours are fair and free from all forms of unlawful discrimination and harassment

  • Provide employees with equal opportunity to apply for jobs, training and development, higher duties and flexible working hours

  • Ensure selection processes are consistent, transparent and based on merit.


Workforce diversity

SLM aims to achieve workforce diversity. Workforce diversity encompasses initiatives to: build positive workplaces and provide support for all employees; strengthen workforce planning capability to integrate workforce diversity strategies; build a workforce which reflects the diversity of the wider community; achieve the Government’s broader social responsibility objectives.

Aboriginal Employment Strategy

SLM aspires to extend Indigenous engagement and representation across the agency, from cultural programming through to commercial operations, by supporting existing staff, creating new staffing opportunities and actively seeking to engage with Aboriginal businesses to deliver our services.

Disability Inclusion Strategy

SLM intends to increase the employment and inclusion of people with disabilities within the workplace. 

Ethical Practice

People who work for Sydney Living Museums as employees of the NSW Government must always work ethically and act in good faith of the public interest adhering to the Government’s core values.

The core values government sector employees adhere and the principles that guide their implementation are:


  • Consider people equally without prejudice or favour
  • Act professionally with honesty, consistency and impartiality
  • Take responsibility for situations, showing leadership and courage
  • Place the public interest over personal interest.


  • Appreciate difference and welcome learning from others
  • Build relationships based on mutual respect
  • Uphold the law, institutions of government and democratic principles
  • Communicate intentions clearly and invite teamwork and collaboration
  • Provide apolitical and non-partisan advice.


  • Provide services fairly with a focus on customer needs
  • Be flexible, innovative and reliable in service delivery
  • Engage with the not-for-profit and business sectors to develop and implement service solutions
  • Focus on quality while maximising service delivery.


  • Recruit and promote employees on merit
  • Take responsibility for decisions and actions
  • Provide transparency to enable public scrutiny
  • Observe standards for safety
  • Be fiscally responsible and focus on efficient, effective and prudent use of resources.

For more detailed information on the NSW Government¡¦s policies/guidelines discussed above please refer to the following website:

Behaving ethically http://www.psc.nsw.gov.au/workplace-culture---diversity/workplace-culture/behaving-ethically/behaving-ethically