Organisational structure

Organisation chart

our organisation chart, link to text version below

Staff profile

Our people

The EPA directly employs 805 people with most staff working in metropolitan areas. This year we continued to focus on safety and wellbeing. With the impact of the pandemic, we supported our employees to work remotely and partnered with the Black Dog Institute to roll out mental health training for employees and managers.

Key facts

	61% senior leadership roles are held by women
	89 incidents, accidents and injuries were reported
Staff by location
	77.5% Sydney Metropolitan area
	22.5% Regional employees

Staff by division

Staff by location

Trends in the representation of workforce diversity groups

Workforce diversity group	Benchmark^{1, 2}	30 June 2018	30 June 2019	30 June 2020	30 June 2021	30 June 2022
Women	50%¹	56.1%	57.6%	55.5%	57.1%	58.9%
Aboriginal and Torres Strait Islander People	3.3%²	1.8%	1.8%	1.9%	2.2%	1.2%
People whose first language spoken as a child was not English	23.2%³	13.7%	11.9%	11.5%	11.8%	13.6%
People with a disability	5.6⁴	3.1%	3.5%	2.9%	2.1%	2.4%
People with a disability requiring work-related adjustment	n/a⁴	1.0%	1.2%	1.2%	1.1%	1.2%

Note 1. The benchmark of 50% for representation of women across the sector is intended to reflect the gender composition of the NSW community.

Note 2. The NSW Public Sector Aboriginal Employment Strategy 2014–17 introduced an aspirational target of 1.8% by 2021 for each of the sector’s salary bands. If the aspirational target of 1.8% is achieved in salary bands not currently at or above 1.8%, the cumulative representation of Aboriginal employees in the sector is expected to reach3.3%.

Note 3. A benchmark from the Australian Bureau of Statistics (ABS) Census of Population and Housing has been included for ‘people whose first language spoken as a child was not English’. The ABS Census does not provide information about first language, but does provide information about country of birth. The benchmark of 23.2% is the percentage of the NSW general population born in a country where English is not the predominant language.

Note 4. In December 2017 the NSW Government announced the target of doubling the representation of people with disability in the NSW public sector from an estimated 2.7% to 5.6% by 2027. More information can be found at: Jobs for People with Disability: A plan for the NSW public sector. The benchmark for ‘people with a disability requiring work-related adjustment’ was not updated.

Trends in the distribution of workforce diversity groups

Workforce diversity group	Benchmark ^1,2	30 June 2018	30 June 2019	30 June 2020	30 June 2021	30 June 2022
Women	100	93	95	96	96	96
Aboriginal and Torres Strait Islander People	100	n/a	n/a	n/a	n/a	n/a
People whose first language spoken as a child was not English	100	96	97	97	98	95
People with a disability	100	104	101	n/a	n/a	102
People with a disability requiring work-related adjustment	100	n/a	n/a	n/a	n/a	n/a

Note 1. A distribution index score of 100 indicates that the distribution of members of the workforce diversity group across salary bands is equivalent to that of the rest of the workforce. A score less than 100 means that members of the workforce diversity group tend to be more concentrated at lower salary bands than is the case for other staff. The more pronounced this tendency is, the lower the score will be. In some cases, the index may be more than 100, indicating that members of the workforce diversity group tend to be more concentrated at higher salary bands than is the case for other staff.

Note 2. The distribution index is not calculated when the number of employees in the workforce diversity group is less than 20 or when the number of other employees is less than 20.