How the merit principle can protect public sector diversity
Yesterday
UNSW Canberra researchers say that if the merit principle is applied correctly in the public service it will increase diversity.
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New research from UNSW Canberra shows that attacks on diversity initiatives are unwarranted.
Diversity in the public sector has come under fire in recent months, most notably with US President Donald Trump dismantling initiatives that promote diversity, equity and inclusion in the US government.
Opposition Leader Peter Dutton has said that culture, diversity and inclusion roles in the Australian Public Service (APS) “do nothing to improve the lives of ordinary Australians” and he has committed to slashing APS jobs, if elected.
The argument is that diversity has corrupted the merit principle of hiring ‘the best person for the job’, and instead ‘diversity hires’ are gaining employment over more meritorious candidates.
However, a new research report from UNSW Canberra has shown that these attacks on diversity initiatives are unwarranted, and that merit and diversity are compatible and result in better outcomes when applied together.
The research team, led by Associate Professor Sue Williamson, interviewed 76 public servants in the ACT, Queensland and Aotearoa New Zealand public services, including senior managers, selection panel members and job applicants.
A/Prof. Williamson said the research showed no evidence that merit was being sacrificed to increase diversity in the public sector.
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Public figures are denouncing the merit principle and blaming diversity, equity and inclusion initiatives for everything from the Los Angeles fires to young men feeling marginalised.
“These attacks are wide of the mark and do nothing but direct undeserved criticism towards hard-working public servants.
“Our timely and much-needed research shows that merit and diversity are complementary.
“The merit principle is typically described as hiring ‘the best person for the job’. Of course that should be the case, but in practice it often isn’t.
“Unconscious biases often result in the best candidate being unsuccessful or not even being in a position to apply for the job.
“Judging merit has traditionally incorporated an assessment of skills, qualifications and experience, but often fails to recognise other skills like cultural competency or lived experience in communities, which can greatly benefit organisations.”
Of the three jurisdictions examined in this research project, A/Prof Williamson said Queensland offered the most interesting advancements in public sector hiring.
“The Queensland government enacted The Public Sector Act in 2022 which has reconceptualised merit and how it is applied,” she said.
“While the merit principle still exists, in Queensland it has been complemented by suitability.
“Job candidates are still required to meet essential selection criteria, but an expanded range of factors are considered to determine their suitability for the role. This can include whether someone belongs to a diversity group or how they might fit with the team.
“Public sectors aim to be model employers, and these recruitment and selection practices are being reformed to ensure that the public sector reflects the different communities it serves.”
The researchers found that while there were positive signs diversity was being considered during recruitment, there was still confusion across the three jurisdictions.
They found that understandings of merit and diversity differed across the jurisdictions and there was a need for greater workplace flexibility to allow for proper implementation of diversity and inclusion practices.
This can include being flexible with how job candidates are assessed. For example, interviews are not the best way to assess people. Using different methods, such as yarning circles for First Nations candidates, can be much more effective.
This research was funded by the Australia and New Zealand School of Government through its annual research program grant round.
The full report can be accessed here.
