November 1998 Volume 79 Number 11 "serving the protectors"
An Inspector - At Least
By Bernadette Zimmermann - PASA Executive Committee Member

It is no wonder the term “snow job” has been flung at a recent decision of SAPOL (as reported in The Advertiser on 7.10.98).

SAPOL has made it a pre-condition for the unit manager’s position in the new Equity and Diversity Unit that applicants be of a particular rank (at least inspector) before they are eligible to apply. Snow job indeed!

Aside from the obvious question as to how this might sit with employees who work within what is recognised as a male-dominated culture, there is the fundamental question as to how this little arrangement falls in line with Section 3 of the Police Act, 1998 - that is, “merit” in relation to selection processes for filling positions. Is this not a “position” as such? I dare say it is.

To add to the confusion, reference to the South Australia Police Gazette, explains that:

...the Unit will: ensure that all selections and training adheres to and embraces equal opportunity legislation, equity and diversity principles and related matters.

Say what?

Well, shouldn’t we at least be starting on the right foot? What calamitous effect will this have on the thinking workforce, when a job from the very unit advocating equity and diversity embraces a practice like this? I think someone has “pulled a clanger” here, don’t you?

No doubt, explanations that authority = rank = influence = change will be offered to quell the confusion. That equation simply does not add up anymore, hence the move to a merit-based system of selection process.

What’s the problem with opening it up to any person who can prove their ability to achieve the aims of the Commissioner through his Equity and Diversity Unit? Surely we are not running scared of the possibility of starting a meritocracy.

The argument does not concern the fact that the unit will be covering all areas of equity and is not simply gender-based. So what? We all know that.

What we don’t know is how any reasoning could conclude the best person for the position is already an inspector of police or someone qualified for promotion to inspector of police. In becoming qualified for inspector, where has adequate training and skill been given to the extent that any of those incumbents could legitimately apply and be successful with such an application?

Let’s be perfectly honest - this will not be an easy job. It will have to deal with unknowns such as perceptions, culture, attitudes and their influence in the workplace.

I’m sure that great disappointment has been felt by all members (yes, irrespective of gender) at this unusual means of advertising a specialist position in the very area advocating something quite different.