We’re committed to building a workplace where people feel respected, supported and able to do their best work. We recognise that diversity strengthens our culture and performance, and we foster inclusion in all that we do.
Being inclusive is central to our culture and values. We respect and value our colleagues for their uniqueness and diversity. Regardless of background, role or circumstance, we welcome people and support each other’s wellbeing. Our ideas are richer and our delivery is stronger when everyone feels included.
Our diversity and inclusion plans
We’re building a more inclusive workplace through strategies that support different cohorts across our organisation. This approach helps us focus on practical actions and resources that make a real difference for our people.
We have key action plans in place, including our:
- Reconciliation Action Plan (RAP) 2024–26
- Gender Equality Action Plan 2025–26
- Disability and Neurodiversity Action Plan 2026–28.
Diversity and inclusion in action
We’re members of the:
We also participate in programs and schemes such as:
- Stepping Into Internships
- Women in Law Enforcement Strategy (WILES)
- Jawun Secondment program
- affirmative measures recruitment.
Our Reconciliation Action Plan
Reconciliation is an ongoing process. We’re committed to taking real action to create lasting change in our workplace and the communities we serve.
Our ‘Innovate’ Reconciliation Action Plan (RAP) 2024–26 set out how we would take action across the 4 dimensions of reconcilliation:
- relationships
- respect
- opportunities
- governance.
Under the plan, we worked to strengthen outcomes in attracting, retaining, developing and celebrating Aboriginal and Torres Strait Islander employees. will also build strong relationships with Aboriginal and Torres Strait Islander communities and organisations.
While this RAP period has now concluded, our commitment hasn’t. We’ll continue reconciliation activities in the spirit of reconciliation—embedding respectful practices in how we work, strengthening relationships, and supporting cultural safety—while we develop our next RAP.
Our RAP features the artwork Protecting Country, created for us by Indigenous artist Riki Salam of We are 27 Creative.
First Nations Liaison Officer
As part of our commitment to increasing our First Nations employee cohort, we have a First Nations Liaison Officer to support employees and managers.
The First Nations Liaison Officer provides First Nations employees with support and guidance. Through this role, the First Nations Liaison Officer works with AUSTRAC to reduce the cultural burden of First Nations employees where possible.
In addition, the First Nations Liaison Officer provides advice and guidance to managers and line areas on issues that could impact First Nations employees, advocates for First Nations voices to be included in our work and supports the implementation of our Reconciliation Action Plan.
Gender Equality Action Plan
Our Gender Equality Action Plan 2025–26 outlines how we work to make sure every employee has equal access to opportunities, support and fair treatment at work, regardless of gender. The plan is part of our commitment to the wider APS Gender Equality Strategy and the Workplace Gender Equality Agency’s Gender Equality Indicators.
The Plan focuses on 9 key areas – from pay equity and workforce representation, to flexible work, career development, safe and respectful workplaces, and leadership accountability. Together, these actions aim to close the gender pay gap, remove barriers to progression, and build a workplace where everyone can thrive.
Disability and Neurodiversity Action Plan 2026–28
We’re committed to building a more inclusive and accessible workplace for employees with disability and neurodivergent employees. Our Disability and Neurodiversity Action Plan 2026–28 sets out practical steps to strengthen inclusion across our workforce.
The plan includes commitments across areas such as:
- attracting and retaining more employees with disability and neurodivergent employees
- creating accessible and inclusive physical, digital and cultural environments
- supporting career development through mentoring
- improving disability confidence and awareness, particularly among managers and leaders
- embedding supports such as Disability Liaison Officers, employee networks, and accessible recruitment pathways.
Our networks
- AUSTRAC Pride Network — a community of LGBTIQIA+ staff and allies that supports inclusion and positive action toward a workplace culture that embraces diversity.
- Indigenous Employee Network (IEN) — a culturally safe space for First Nations employees to connect, share and support one another.
- Reconciliation Action Plan (RAP) Working Group — supports employee and management participation and consultation on matters relating to our RAP.
- Public Sector Neurodiversity Community of Practice — a cross-agency network to support neuroinclusion across government.
We also have RAP, SES Gender Equality, and Disability and Neurodiversity champions.
Our gender equality priorities
We’re committed to a fair and inclusive workplace where we recognise and reward staff equitably.
Gender equality supports our values and helps us deliver our role as Australia’s anti-money laundering and counter-terrorism financing regulator and financial intelligence unit.
Our progress on pay equity
In 2024, our total gender pay gap was 6.0%, down from 10.6% in 2022, based on the latest data from the Workplace Gender Equality Agency.
This result shows progress but remains above the target range of ±5%.
Since then, we have increased the number of women in senior levels. In 2023, women held 33% of key management roles and 25% of our governing body.
Since early 2025, women have made up 60% of our executive board. This helps reduce the gap over time.
Our commitments
Our Gender Equality Action Plan 2025–26 sets out how we support gender equality.
Our priorities include:
- Flexible work — ensure fair access to flexible work options so staff can balance work, study and caring responsibilities.
- Leadership development — support gender-balanced leadership and increase the number of women in senior roles.
- Financial wellbeing — provide access to superannuation resources and awareness sessions.
- Safe and respectful workplace — prevent gender-based harassment and support those affected by domestic and family violence.
- Equal opportunities — review Individual Flexibility Agreements to ensure equal access for men and women.
- Pay equity — collect and analyse gender-disaggregated workforce data to guide action and track progress.
- Staff engagement — seek input from staff to inform gender equality priorities.
These actions are evidence-based and supported by our executive leadership team.
Looking ahead
We aim to reduce our gender pay gap to within ±5% by the 2026 Workplace Gender Equality Agency public sector report.
We will use data to guide decisions and focus on fair and inclusive workplaces.
Gender equity is not an initiative; it’s part of how we work every day.
This guidance sets out how we interpret certain Australian legislation, along with associated Rules and regulations. Australian courts are ultimately responsible for interpreting these laws and determining if any provisions of these laws are contravened.
The examples and scenarios in this guidance are meant to help explain our interpretation of these laws. They’re not exhaustive or meant to cover every possible scenario.
This guidance provides general information and isn't a substitute for legal advice. This guidance avoids legal language wherever possible and it might include generalisations about the application of the law. Some provisions of the law referred to have exceptions or important qualifications. In most cases your particular circumstances must be taken into account when determining how the law applies to you.