Strategy
Review the workplace gender equality indicators and, where gaps exist, identify actions to establish a more robust dataset to support workplace gender audits (with a particular focus on intersectionality).
Status
In progress
DPC has improved the way it collects data on flexible working arrangements through the development of an online form which collects data on flexible working arrangements accessed by DPC employees. Prior to the roll out of this form, DPC relied on the People Matters Survey for this data. DPC can now monitor the uptake of flexible work arrangements by employees across the department by gender and senior leadership. DPC also started to engage with the VPSC in June 2023 on a project to improve and standardise how, and for what purpose, VPS departments collect personal demographic data from their employees The focus of this work is to define a set of consistent whole-of-VPS collection standards and indicators that government uses in its workforce data standards reporting.
Evaluation of success
DPC will continue to engage with the VPSC to better understand personal demographic data standards across the Victorian Government and how to collect, analyse and report on this data to support future workplace gender audits, in particular best practice standards for collecting intersectional data and to identify changes that maybe required to existing systems to support improved data collection. Further information on progress and evaluation of success against planned actions related to this strategy will be considered in the 2025 progress report.
Responsible
- People and Culture (Diversity & Inclusion)
- People and Culture (Recruitment & Workforce Services)
Strategy
Develop a campaign to encourage staff to complete personal/demographic information on relevant forms and surveys to improve DPC’s understanding of workplace diversity including issues and challenges.
Status
In progress
This campaign was commenced in September 2022 with communications from the Executive Champion for Disability raising awareness of how anyone's diversity details can be updated in DPC systems at any time. Due to Machinery of Government changes and resourcing issues, further activities related to this strategy have been delayed . This strategy is also dependent on progress against item 6.1 which aims to improve the way DPC collects, analyses and reports on personal demographic data. The implementation of this strategy will be considered as part of the program of work scheduled for year three and four of DPC's Gender Equality Action Plan.
Evaluation of success
Further implementation of this strategy will be considered as part of the program of work scheduled for year three and four of the DPC's Gender Equality Action Plan.
Responsible
- Strategic Communications, Engagement and Protocol (Internal Communications)
- People and Culture (Diversity & Inclusion)
Strategy
Undertake a targeted annual workplace gender audit and develop a performance dashboard to support groups to develop strategies and actions to address gender equality and workplace diversity and inclusion gaps.
Status
Void/cancelled
Due to the extent of data collection and analysis required to undertake a workplace gender audit, DPC will no longer undertake an annual workplace gender audit as intended, but every two years in line with the Commissions progress reporting requirements. DPC will however continue to monitor the gender pay gap on an annual basis as part of its commitment under the Gender Equality Action Plan and existing reporting to the Champions of Change Coalition. DPC will also work with its newly established DE&I committee to examine gender equality issues and to support groups to develop strategies and actions to address gender equality at the group level.
Evaluation of success
This strategy appeared in DPC's Gender Equality Action Plan but the frequency of the activity has been reviewed and will be undertaken every two years in line with the Commissions progress reporting requirements.
Responsible
- People and Culture (Diversity & Inclusion)
- People and Culture (Recruitment & Workforce Services)
Strategy
Prepare an annual report to the DPC Board of Management outlining progress against the Gender Equality Action Plan including key achievements, areas for improvement and proposed strategies to address areas of gender and intersectional inequality.
Status
Ongoing
DPC prepared its first annual report to the Board of Management outlining progress against the Gender Equality Action Plan (and other DE&I strategies and plans) in December 2022. The report highlighted key issues, achievements and next steps for implementing DPC's Gender Equality Action Plan. In December 2023, DPC prepared a brief to the DPC Secretary outlining progress against DPC's obligations under the Gender Equality Act 2020 including Gender Impact Assessments, progress against Gender Equality strategies and measures and progress against the seven workplace gender equality indicators.
Evaluation of success
DPC will continue to prepare annual reports to the DPC Secretary/Board of Management outlining progress against the Gender Equality Action Plan. Further information on progress and evaluation of success against planned actions related to this strategy will be considered in the 2025 progress report.
Responsible
People and Culture (Diversity & Inclusion)
Updated