DPC has identified four key strategic objectives for improving LGBTIQA+ inclusion under the plan based on the key findings of the policy review, data analysis and stakeholder consultation process. The plan outlines the actions, outcomes and measures that underpin each of the strategic objectives. Accountabilities and timelines are assigned to each action including the relevant business owner(s) responsible for developing and implementing specific actions.
Objectives
Senior leader commitment and accountability for LGBTIQA+ inclusion is important for achieving better outcomes for LGBTIQA+ people in the workplace. Our senior leaders play a key role in creating inclusive workplaces for LGBTIQA+ people through visibly championing and driving LGBTIQA+ inclusion at DPC. It is also important that our senior leaders are held accountable for delivering the objectives and actions in this plan and for monitoring its achievements.
How will we achieve this?
We will:
- Establish Co-Executive Champions for LGBTIQA+ inclusion.
- Include LGBTIQA+ inclusion actions and initiatives in Group business plans.
- Develop a resource hub for leaders to build LGBTIQA+ inclusion confidence and capability.
- Communicate DPC’s progress against the LGBTIQA+ Inclusion Plan.
When will we know we have succeeded?
We will know when we have succeeded when we have established the role of Co-Executive Champion for LGBTIQA+ inclusion and there is strong evidence of senior leaders and managers visibly demonstrating commitment and accountability for LGBTIQA+ inclusion at DPC. We will see increased levels of engagement with resources designed to build capability across DPC to embed LGBTIQA+ inclusion in the workplace. We will also monitor and annually report on LGBTIQA+ inclusion actions and initiatives contained within Group Business Plans to the DPC Board.
There's just a lot less active modelling by leadership that I've personally seen, where I've just seen it done very actively by other leaders that I've worked with in other departments.
Focus group participant
DPC understands that LGBTIQA+ people face higher levels of discrimination, including in the workplace, which can lead to isolation, a lack of sense of belonging and feeling unsafe to be their authentic selves at work. DPC is committed to raising awareness of LGBTIQA+ issues and experiences and strengthening allyship to support LGBTIQA+ employees in the workplace. We will provide opportunities to help employees to discuss issues impacting the LGBTIQA+ community and learn how to be an effective ally to LGBTIQA+ colleagues in the workplace.
How will we achieve this?
We will:
- Celebrate days of significance in the LGBTIQA+ calendar.
- Host roundtable discussions led by LGBTIQA+ people.
- Provide regular, bite sized educational opportunities to raise awareness of LGBTIQA+ inclusion and allyship.
- Build the capability of managers and employees to support gender affirmation processes.
When will we know we have succeeded?
We will know when we have succeeded when we see employees engaging in roundtable discussions and other learning opportunities designed to raise awareness of LGBTIQA+ inclusion and allyship. We will also see increased signs of allyship through LGBTIQA+ employees celebrating days of significance within their Groups and will monitor People Matter Survey results to ensure LGBTIQA+ employees continue to feel a sense of belonging in the department.
I think it would be just helpful for people to know how to talk about LGBTIQA+ issues because... I haven't felt discriminated against, but I felt like there's kind of an awkwardness around it.
Focus group participant
DPC is committed to creating a psychologically safe, supportive and inclusive workplace where LGBTIQA+ employees feel they can fully participate and are supported to bring their whole selves to work. We will continue to promote a zero-tolerance approach to negative behaviours at DPC and build employee confidence to report inappropriate workplace behaviours. We will also ensure LGBTIQA+ employees are engaged and connected with social networks and have access to appropriate health and wellbeing supports.
How will we achieve this?
We will:
- Build LGBTIQA+ employee confidence to report negative behaviours.
- Ensure DPC’s health and well-being policies and programs are inclusive of LGBTIQA+ people.
- Promote resources and services to support the health and wellbeing of LGBTIQA+ employees.
- Reinvigorate the DPC LGBTIQA+ Staff Network and create opportunities for social connection.
When will we know we have succeeded?
We will know when we have made progress when the DPC LGBTIQA+ Staff Network is reinvigorated and actively provides opportunities for social connection. We will see an increased percentage of LGBTIQA+ employees feeling safe to challenge inappropriate behaviours and higher levels of confidence that DPC to takes steps to eliminate bullying, harassment and discrimination. We will see an increased uptake of LGBTIQA+ specific mental health and wellbeing supports including DPC’s LGBTIQA+ Employee Assistance Program helpline and a greater proportion of LGBTIQA+ employees who agree DPC has effective procedures in place to support employees experiencing stress.
I think having more access to community and having some sort of network that is actively engaged with would be really meaningful.
Focus group participant
DPC is committed to ensuring DPC’s policies and practices are inclusive and support the needs of LGBTIQA+ employees. It is important that policies and programs are designed with an inclusive lens to remove barriers to success for LGBTIQA+ employees. This plan will initially focus on reviewing DPC’s recruitment policies practices including advertising, onboarding, induction and orientation processes. We will also apply an inclusive lens to DPC’s health and well-being policies and programs to ensure they are inclusive of LGBTIQA+ people.
How will we achieve this?
We will:
- Review DPC’s recruitment policies and practices to ensure they are inclusive of LGBTIQA+ people.
- Improve the onboarding, induction and orientation experience for LGBTIQA+ employees.
- Develop new health and well-being policies and programs with an inclusive lens to ensure they meet the needs of LGBTIQA+ people.
- Monitor best practice strategies and whole of government approaches to developing inclusive LGBTIQA+ policies and practices.
When will we know we have succeeded?
We will know when we have succeeded when we see an increase in the representation of LGBTIQA+ people in the department. DPC policies will be developed and reviewed with an inclusive lens embedding best practice learnings from whole of government approaches. We will also review results of the People Matter Survey to monitor LGBTIQA+ employees' experiences of workplace culture, wellbeing and engagement.
I think having processes, policies in place is great, but then having the development, support and the tools for managers and the education for managers I think is equally important.
Focus group participant
Actions
Senior leaders are committed to creating an inclusive workplace for LGBTIQA+ people and visibly champion and drive LGBTIQA+ inclusion at DPC.
Actions
Action Timing Lead 1.1. Establish the role of Co-Executive Champions for LGBTIQA+ inclusion who take responsibility for championing and driving LGBTIQA+ Inclusion at DPC. Year 1 Office of the Secretary 1.2. Senior leaders promote and proactively champion LGBTIQA+ inclusion at DPC by identifying practical actions in their business plans to support the implementation of DPC’s LGBTIQA+ Inclusion Plan. Annual
Year 1, 2, 3, 4
DPC Executive Groups 1.3. Build the capability of DE&I Committee Group and Staff network representatives to champion and drive LGBTIQA+ Inclusion actions within their Groups. Year 1 and 2 People and Culture
(Diversity & Inclusion)
DPC DE&I Committee
1.4. Communicate DPC’s commitment to LGBTIQA+ inclusion, highlighting progress against the strategic objectives under the LGBTIQA+ Inclusion Plan including key issues, achievements and next steps. Annual
Year 1, 2, 3, 4
Co-Executive Champions
LGBTIQA+ Inclusion
Strategic Communications,
Engagement and Protocol
(Internal Communications)
1.5. Develop a resource hub for Managers that contains a range of information and resources to help build their capability to effectively manage, support and develop LGBTIQA+ employees across the employee life cycle. Year 1 and 2 People and Culture
(Organisational Development /Diversity & Inclusion)
Outcomes
- Senior leaders and managers visibly demonstrate commitment and accountability for LGBTIQA+ inclusion.
- Increased capability across DPC to support LGBTIQA+ inclusion in the workplace.
- Strong evidence of groups promoting and driving LGBTIQA+ inclusion within their Groups.
Measures
- Role of Co-Executive Champions for LGBTIQA+ inclusion established.
- All Group Business Plans include actions that support the implementation of DPC’s LGBTIQA+ Inclusion Plan.
- DE&I Committee and staff network representatives champion and drive LGBTIQA+ inclusion actions within their Groups.
- Manager hub applies an inclusive lens to managing, supporting and developing LGBTIQA+ employees.
- Senior leadership commitment to LGBTIQA+ inclusion communicated to all staff twice per year.
DPC is committed to increasing understanding of LGBTIQA+ inclusion in the workplace by providing opportunities that raise awareness and build allyship.
Actions
Action Timing Responsibility 2.1 DPC recognises, celebrates, or commemorate days of significance including, but not limited to, Intersex Awareness Day, Transgender Day of Remembrance, Wear it Purple Day, Bisexual Visibility Day and IDAHOBIT. Annual
Year 1, 2, 3, 4
LGBTIQA+ Staff Network
Strategic Communications,
Engagement and Protocol
(Internal Communications)
2.2 DPC hosts a series of roundtable discussions led by LGBTIQA+ people from diverse backgrounds and areas of expertise to build LGBTIQA+ inclusion awareness and allyship. Bi-annual
Year 1, 2, 3, 4
Co-Executive Champions
LGBTIQA+ Inclusion
LGBTIQA+ Staff Network
2.3 DPC identifies regular, bite sized opportunities for employees to engage with the topic of LGBTIQA+ inclusion and allyship in the workplace (including through LinkedIn learning, micro-credentials, lunch n learns, reverse mentoring and promoting resources and articles). Ongoing
Year 1, 2, 3, 4
People and Culture
(Diversity & Inclusion /Learning and Development)
2.4 Build the capability of managers and employees to support trans and gender diverse staff during gender affirmation processes including through the provision of appropriate guidance, resources and training. Ongoing
Year 1, 2, 3, 4
People and Culture
(Diversity & Inclusion)
External Specialist.
2.5 Review, update and promote DPC’s LGBTIQA+ inclusion intranet page, ensuring it includes DPC’s commitment to LGBTIQA+ inclusion and key resources, information and contacts. Annual
Year 1, 2, 3, 4
People and Culture
(Diversity & Inclusion)
Strategic Communications,
Engagement and Protocol
(Internal Communications)
Outcomes
- Increased visibility of LGBTIQA+ inclusion and allyship in the workplace.
- Increased understanding and awareness of LGBTIQA+ inclusion and allyship in the workplace.
- Increased capability of managers to support LGBTIQA+ employees across the employee lifecycle.
Measures
- DPC actively celebrates key LGBTIQA+ days of significance.
- DPC hosts 2 roundtable discussions on LGBTIQA+ inclusion and allyship each year.
- Increased uptake of bite sized LGBTIQA+ inclusion and allyship learning opportunities.
- The percentage of LGBTIQA+ employees feeling a sense of belonging is maintained or increases.
DPC is committed to creating a psychologically safe, supportive and inclusive workplace where employees feel supported to bring their whole selves to work.
Actions
Action Timing Responsibility 3.1 Build employee confidence to report sexual harassment, violence, bullying and discrimination through ongoing communication, review and evaluation of DPC’s inappropriate workplace behaviour policies, processes and reporting mechanisms. Ongoing
Year 1, 2, 3, 4
People & Culture
(Diversity & Inclusion /Workplace Relations)
3.2 Promote appropriate employee resources and services to support the health and wellbeing of LGBTIQA+ staff, particularly when anti-LGBTIQA+ or anti-trans sentiment is prevalent in society (including access to DPCs LGBTIQA+ EAP Helpline and Peer Support Program). Ongoing
Year 1, 2, 3, 4
People & Culture
Health Safety & Wellbeing)
Strategic Communications, Engagement and Protocol
(Internal Communications)
3.3 Reinvigorate the DPC LGBTIQA+ Staff Network, including reviewing the support required by the network, to ensure that it can operate sustainably and with purpose and appropriate resources. Year 1 Co-Executive Champions
LGBTIQA+ Inclusion
LGBTIQA+ Staff Network
3.4 Create opportunities for LGBTIQA+ employees to connect online and face to face in a safe and inclusive way, including through dedicated platforms such as Microsoft Teams chats, social gatherings and events. Ongoing
Year 1, 2, 3, 4
LGBTIQA+ Staff Network 3.5 Encourage employees to demonstrate allyship through visible signs such as using pronouns in emails/Microsoft Teams, wearing rainbow lanyards or displaying the rainbow flag in email signatures. Ongoing
Year 1, 2, 3, 4
DPC Executive Groups Outcomes
- Increased understanding and confidence in LGBTIQA+ employees to report inappropriate workplace behaviours.
- LGBTIQA+ employees feel psychologically safe and supported to bring their whole selves to work.
- LGBTIQA+ employees have access to appropriate health and wellbeing supports.
- LGBTIQA+ employees have opportunities for social connection in the workplace.
Measures
- Increased reporting of inappropriate workplace behaviours.
- Percentage of LGBTIQA+ employees feeling safe to challenge inappropriate behaviour at work increases.
- Percentage of LGBTIQA+ employees who agree my organisation takes steps to eliminate bullying, harassment and discrimination increases.
- Increased uptake of LGBTIQA+ mental health and wellbeing supports and services.
- Percentage of LGBTIQA+ employees who agree my organisation has effective procedures in place to support employees who may experience stress increases.
DPC is committed to ensuring DPC’s policies and practices are inclusive and support the needs of all LGBTIQA+ employees.
Actions
Action Timing Responsibility 4.1 Review DPC’s advertising and recruitment policies, practices and channels to ensure they are inclusive of the LGBTIQA+ community including trans and gender diverse people and reflect best practice. Year 1 People & Culture
(Recruitment & Workforce
Services)
4.2 Provide tailored information, resources and supports for LGBTIQA+ employees during the onboarding, induction and orientation process (including opportunities to join the LGBTIQA+ Staff Network). Year 2 People & Culture
(Recruitment & Workforce
Services)
4.3 Undertake a regular review of DPC’s health and well-being policies and programs to ensure they are inclusive of LGBTIQA+ people (including DPC’s mental health and well-being framework, training and peer support program). Ongoing
Year 1, 2,3,4
People & Culture
(Diversity & Inclusion /
Health Safety & Wellbeing)
4.4 Monitor best practice strategies and whole of government approaches to LGBTIQA+ inclusive policies and practices in the workplace, including participating in appropriate communities of practice, forums and events. Ongoing
Year 1, 2,3,4
People & Culture
(Diversity & Inclusion)
Co-Executive Champions
LGBTIQA+ Inclusion
Outcomes
- Improved attraction and recruitment of LGBTIQA+ people across the department.
- Recruitment policies and practices are inclusive of LGBTIQA+ people.
- Onboarding, induction and orientation processes are inclusive of LGBTIQA+ people.
- DPC’s mental health and well-being policies and programs are inclusive of LGBTIQA+ people.
Measures
- Increase in representation of LGBTIQA+ people at DPC, including trans and gender diverse people.
- Percentage of LGBTIQA+ employees that believe the recruitment processes in my organisation are fair increases.
- Percentage of LGBTIQA+ employees who agree my organisation has effective procedures in place to support employees who may experience stress increases.
- Regular attendance at LGBTIQA+ communities of practice, forums and events.
Updated