BUSHkids Annual Report | 2023-24

Annual Report • 2023–24

Information and Communication Technology (ICT) In 2024, BUSHkids began a cornerstone project to review our current digital architecture and capabilities, and craft a new digital strategy. This will guide BUSHkids’ digital transformation well into the latter part of the decade. Jeff Parker and Terry Hoppitt of JP Consulting were contracted to help steer the project, initiating a four-phase approach set to culminate in early 2025 with the release of these documents: ► Blueprint and Roadmap ► Change Management Plan. BUSHkids’ digital transformation will then begin in earnest. 2024 also saw numerous other improvements, projects, and security initiatives that: ► reinforced and secured our digital perimete r ► strengthened our mobile device management ► reduced costs, and ► enhanced reliability and connectivity of BUSHkids’ teams. Internal communications channels were further improved with a new internal video library and increased documentation of organisational ICT processes. Thanks to Freshmethod, Bootstrap IT and Smart Multimedia; external partners which provided us with fantastic, timely support in 2024.

Quality Compliance

Human Services Quality Standards Following the mid-term assessment in June 2024, BUSHkids maintained certification in the Human Services Quality Standards for child and family services. The assessment was conducted by auditors onsite at Bundaberg, Dalby and Toowong. BUSHkids continues to demonstrate commitment to attaining the requirements of the Standards, and achieving a culture of consistent quality and continuous improvement across the organisation. Our Certification is current until February 2026, with the Recertification Assessment scheduled for early November 2025. Workplace Gender Equality Agency (WGEA) In accordance with the Workplace Gender Equality Act 2012 , BUSHkids submitted its annual compliance report in April 2024, thus achieving our Certificate of Compliance for the 2023–24 reporting period. The WGEA vision is for women and men to be equally represented, valued, and rewarded in the workplace The WGEA uses information from employers to present the latest figures on the gender pay gap, women’s workforce participation and representation in leadership, and emerging trends on employer action.

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