Diversifying Local Government Workforces

Working with Merri-bek Council and neighbouring LGAs, Shankar facilitated a series of community forums for CALD job seekers interested in working in local government. The sessions focused on practical information about how councils operate, what different roles involve, and how recruitment processes work.

The forums also created space for honest conversations about the barriers participants had faced when applying for work. These included concerns about accent bias, limited professional networks, and uncertainty about what employers mean when they ask for “Australian experience”.

Alongside the community sessions, discussions were held with council staff about recruitment practices. These conversations looked at how job advertisements, selection criteria and informal ideas about “fit” can unintentionally exclude capable candidates.

Many participants brought strong skills in community engagement, problem solving and cross-cultural communication. However, they often struggled to recognise these skills as valuable in a local government setting.

Council staff also reflected on how recruitment language and established practices can unintentionally create barriers. Small changes can make a significant difference. These include clearer job advertisements, more transparent recruitment processes, and greater confidence in appointing candidates who may not look like the “typical” hire.

This work reinforced a central idea in Inaivu’s approach. Workforce inclusion is not about lowering standards. It is about broadening how talent is recognised on route to ensuring councils better reflect the diversity of the communities they serve.