Sustainability

Climate-related financial disclosures

Not required for 2024–2025.

Disability Inclusion Action Plan

Local Land Services is committed to the DPIRD Diversity and Inclusion Strategy, including the Disability Inclusion Action Plan (DIAP) 2024–2029.

The DIAP supports the government target of ensuring 5.6% of government sector roles are held by people with disabilities. The DIAP reinforces a collective commitment to disability inclusion and embodies the NSW Government’s commitment to create a more inclusive New South Wales.

All Local Land Services staff are required to undertake mandatory annual disability awareness training.

Local land Services is progressively modernising its workplaces to ensure physical accessibility. Local Land Services is also committed to ensuring digital resources are accessible to all customers and staff.

In 2024–2025, 3.2% of Local Land Services workforce disclosed a disability.

Local Land Services actively consulted with DPIRD on the development of the DIAP with a view to increasing this percentage.

Modern Slavery Act reporting

There were no issues raised to Local Land Services by the Anti-Slavery Commissioner during the 2024–2025 reporting period.

Local Land Services is committed to addressing potential modern slavery risks in its operations and supply chains. Local Land services has adopted the DPIRD policy that outlines five principles of effective action on modern slavery.

Modern slavery clauses are included in relevant contract templates.

Training materials and intranet guides have been provided to assist staff and build organisation wide Local Land Services to address modern slavery.

Work, health and safety

The health, safety and wellbeing of all employees, contractors and volunteers is crucial, and Local Land Services’ commitment to the prevention of workplace injuries and illness is a strategic priority as shown in the State Strategic Plan. Local Land Services has increased its programs to ensure that the workforce is educated in due diligence and safe working practices.

Local Land Services completed the following key programs of work to ensure effective management of work health and safety (WHS):

• conducted a second statewide chemical audit program reducing use of high-risk chemicals and updating chemical inventories for all business units
• completed WHS self-assessment to identify areas for improvement
• psychosocial risk register completed
• provided ongoing training in the use of Protecht applications
• staff attended safety fundamentals training including supervisor incident investigation training
• staff took part in Emergency Preparedness month.

Key work health and safety indicators during the reporting period

• 423 total incidents reported
• 5 lost time injuries
• 21 medical treatment only
• 15 open workers compensation claims.

Workforce diversity

Local Land Services is dedicated to creating inclusive workplaces, as outlined in the DPIRD Diversity and Inclusion Strategy 2022–2025. This commitment is further supported by the DPIRD Gender Equity Action Plan, Aboriginal Employment Strategy, DIAP, and the Pride Inclusion Action Plan.

Through implementation of diversity and inclusion initiatives, Local Land Services is cultivating a workplace culture where staff feel safe, respected, and valued. The goal is to create an environment free from discrimination that mirrors the diversity of the NSW community.

The workforce inclusion and diversity initiatives are designed to:

• Build Positive Workplaces: Provide support for all employees to foster a positive working environment.
• Enhance Workforce Planning: Strengthen the capability to integrate workforce diversity strategies.
• Reflect Community Diversity: Build a workforce that mirrors the diversity of the broader community, in line with NSW Public Sector benchmarks and targets.

The Government Sector Employment Act 2013 (GSE Act) ensures a continued focus on key diversity groups, including:

• Aboriginal people
• people from culturally and linguistically diverse backgrounds
• women
• people with disabilities.

Employee networks also play a crucial role in fostering a supportive and inclusive work environment. These networks provide a platform for employees to connect, share experiences, and support one another, particularly those who belong to underrepresented or marginalised groups. They serve as vital channels for promoting diversity, equity, and inclusion within the organisation, helping to raise awareness and advocate for positive change. By offering opportunities for professional development, mentoring, and community-building, employee networks empower individuals to thrive in their careers and contribute to the overall success of the organisation.

These networks not only enhance the workplace culture but also ensure that all employees feel valued, heard, and respected. Local Land Services supports the following employee networks:

• Aboriginal Support Network (ASN)
• Young Professional Network (YPN)
• Regional Rainbows (LGBTQIA+)
• Women Employee Network
• Disability Employee Network (DEN).

Employee networks are structured with strong governance frameworks, well-defined plans of activity, and dedicated budgets. This support ensures that each network operates effectively, aligning with the Departments’ broader goals and values. The established governance provides clear roles and responsibilities, while the plans of activity outline specific initiatives and events that the networks will undertake throughout the year.

Note 1. The benchmark of 50% for representation of women across the sector is intended to reflect the gender composition of the NSW community.

Note 2. The NSW Public Sector Aboriginal Employment Strategy 2019–2025 takes a career pathway approach in that it sets an ambitious target of 3% Aboriginal employment at each non-executive grade of the public sector by 2025.

Note 3. A benchmark from the Australian Bureau of Statistics (ABS) Census of Population and Housing has been included for People whose First Language Spoken as a Child was not English. The ABS Census does not provide information about first language, but does provide information about country of birth. The benchmark of 23.2% is the percentage of the NSW general population born in a country where English is not the predominant language.

Note 4. In December 2017 the NSW Government announced the target of doubling the representation of people with disability in the NSW public sector from an estimated 2.7% to 5.6% by 2025. More information can be found at: Age of Inclusion. The benchmark for ‘People with Disability Requiring Work-Related Adjustment’ was not updated.

Note 5. 2025 diversity data reflects a change in how diversity survey responses were classified, which may affect trends and comparability with previous years.