Published: 25 September 2019

Legislative Council Wednesday 18 September 2019


Regarding gender equality in Tasmania Police - 

(1)  How many women in number and percentage terms are employed at each level and rank in Tasmania Police?

(2)  What flexible workplace measures are in place to enable women's participation in Tasmania Police?

(3)  How many sworn police officers work parttime listed by rank, position and gender?

(4)  What, if any, barriers exist to accessing flexible work practices such as part-time hours and job sharing for police officers in all levels within Tasmania Police?



Mr President, I thank the member for Murchison for her questions.  I will answer question (2) and (4) and then seek leave to table the tables in here.

(2)   Tasmania Police implemented the current version of the Reduced Hours Management Guidelines in 2016; these guidelines address flexible workplace practices for all sworn members.  The guidelines have two main eligibility criteria being -

        Reduced hours employment following a period of parental leave.  This is intended to allow all members returning to work post a period of parental leave or leave without pay the opportunity to apply for reduced employment until their youngest child reaches school age, which is generally accepted as five years old.  There is no requirement for ongoing applications to participate in reduced hours employment until a cumulative period of five years has passed.

        Reduced hours employment to facilitate a work-life balance.  This is intended to provide an opportunity for all members to apply for reduced hours employment to facilitate a balance between work, family and life commitments.  These applications are based on merit and assessed in conjunction with the department's exigencies of service relating to the particular work area/division.  Such agreements are to be issued for a maximum of two years prior to a member reapplying.

(4)   In surveys conducted in 2016 and 2018, 58 per cent of Tasmanian police officers felt there is a positive culture in their organisation in relation to employees who use flexible work practices, and 67 per cent of Tasmanian police officers felt their organisation supports employees who have caring responsibilities, respectively.

       Within Tasmania Police, it is not unusual for two part-time applicants to apply for a position advertised at a full-time rate with the intention of job-sharing.  Given the above eligibility criteria, it is not often that a reduced hours application would be declined, making flexible arrangements readily accessible to staff.

Mr President, I seek leave to table the answers to questions (1) and (3).

Leave granted.

Row Labels Female Female % Male  Grand Total
Commissioner    0
Deputy Commissioner    0.00 1
Assistant Commissioner    0.00  2
Commander  2 18.18  11 
Inspector 16.33  41  49 
Sergeant 40  17.47  189  229 
Constable 385  37.85  632  1017 
Trainee 14  56.00  11  25 
Grand Total 449  33.66  885  1334 

 Note - There is one female officer who holds the rank of Assistant Commissioner who is currently seconded to the State Service working within DPFEM.


Row Labels Full Time Female Male Full Time Total Part Time Female Male  Part Time Total Grand Total
Deputy Commissioner        
Assistant Commissioner        
Commander  2 11        11 
Inspector 41  49        49 
Sergeant 39  188  227  229 
Constable 293 621  914  92  11  103  1017 
Trainee 14  11  25        25 
Grand Total 356  873  1229  93  12  105  1334 


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