Secretary's foreword
There is a place for everyone at DPC. We are committed to diversity, inclusion and equity ensuring that all people:
- are treated with dignity and respect
- have equitable access to employment opportunities and outcomes
- have the ability to participate in all aspects of work life
- can achieve their full potential
These principles underpin DPC's Lesbian, Gay, Bisexual, Trans and Gender Diverse, Intersex, and Queer and/or Questioning (LGBTIQ) Inclusion Plan (the Plan) 2019-2021.
The Plan sets out clear and measurable strategies on how DPC will work towards achieving and sustaining an equitable and LGBTIQ inclusive workplace. It builds on previous initiatives and actions which focused on LGBTIQ inclusive employment practices, culture and leading LGBTIQ inclusion within DPC and across the Victorian Public Sector (VPS) and the community. The Plan sits under the Diversity and Inclusion Strategy 2019-2021.
DPC's highlights in 2018 included:
- Achieving bronze status in the Australian Workplace Equality Index (AWEI), the national benchmarking instrument for LGBTIQ workplace inclusion for a third year in a row.
- Appointing an Executive Sponsor for LGBTIQ inclusion and reinvigoration of DPC's LGBTIQ Steering Committee.
- LGBTIQ staff indicating a positive and inclusive culture at DPC in the People Matter Survey.
- Strengthening foundational policies to be more inclusive of our LGBTIQ employees.
- Celebrating and commemorating significant days, including, International Day against Homophobia, Biphobia and Transphobia, Wear it Purple Day, Bisexuality Visibility Day, Intersex Awareness Day and Transgender Day of Remembrance.
- Excellent community engagement and external advocacy.
- Participating in the iconic Midsumma Pride March.
The Victorian Government values diversity and promotes inclusion. It has affirmed the right to equality and fairness for LGBTIQ Victorians and is committed to removing discrimination from Victorian laws, services and society. A public sector workforce that reflects the communities it serves can provide better insight into policy and program development and deliver improved service delivery outcomes for the community.
I am delighted to present the LGBTIQ Inclusion Plan 2019-2021.
Chris Eccles AO, Secretary, Department of Premier and Cabinet
Goals
Empowering our employees is critical in maintaining DPC's role as a leader in whole of government public policy and service delivery and will help us to create happy and inclusive workplaces.
DPC's LGBTIQ Inclusion Plan will aim to ensure the experience of our LGBTIQ employees is positive, safe, welcoming, rewarding, equitable and inclusive. The Plan draws from the framework in Pride in Diversity's Australian Workplace Equality Index (AWEI), the national benchmark on LGBTIQ inclusion. It also draws on key culture and employment data collected from DPC's People Matter Survey results.
The priority areas of the 2019-2021 Plan include:
- Employment practices: equitable employment opportunities and outcomes for LGBTIQ employees.
- Inclusive culture: work environment is welcoming, safe and inclusive of LGBTIQ employees.
- Leadership, visibility, measurement and accountability: LGBTIQ inclusion is championed by senior leaders.
Including LGBTIQ communities means taking action. Inclusion, equality and appreciation are important for our LGBTIQ community. The Plan considers the unique needs and challenges of our lesbian, gay, bisexual, trans or gender diverse and intersex employees, individually and collectively, and contemplates other diverse attributes such as, not limited to, cultural and linguistic diversity, disability and age.
Initiatives: Employment practices
Objective: Ensure equitable employment opportunities and outcomes for LGBTIQ employees
Goal | Strategy and when | Outcome |
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Ensure DPC policies and procedures are inclusive of LGBTIQ people. Accountability: People & Culture |
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Recruitment practices ensure the equitable participation of LGBTIQ people in the process. Accountability: People & Culture |
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Ensure that LGBTIQ people have equal opportunity to participate in experiences and positions critical for advancement. Accountability: People & Culture, LGBTI network |
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Ensure that LGBTIQ people have equal opportunity to participate in experiences and positions critical for advancement. Accountability: People & Culture, LGBTI network |
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Objective: Ensure equitable employment opportunities and outcomes for LGBTIQ employees - Trans and gender diverse
Goal | Strategy and when | Outcome |
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Ensure equitable employment opportunities and outcomes for trans and gender diverse people Accountability: People & Culture |
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Develop resources that support trans and gender diverse employees. Accountability: People & Culture |
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Objective: Ensure equitable employment opportunities and outcomes for LGBTIQ employees - Intersex
Goal | Strategy and when | Outcome |
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Ensure equitable employment opportunities and outcomes for intersex people Accountability: People & Culture |
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Develop resources that support intersex employees Accountability: People & Culture with support from Equality Branch as needed |
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(as above) |
Initiatives: Workplace culture
Objective: DPC is cited as a leader in LGBTIQ inclusion by reputation
- All DPC facilities are accessible by our LGBTIQ employees including education that considers cultural sensitivities and complexities
All staff are committed to contribute to respectful and inclusive work environment. Accountability: People & Culture & LGBTIQ Steering Committee |
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DPC celebrates diversity and includes LGBTIQ people. Accountability: All staff with support from People & Culture |
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Future People Matter Survey results shows that DPC has and sustains a positive culture in relation to LGBTIQ inclusion, as experienced by our LGBTIQ staff. |
Conduct forums and events to showcase best practice in inclusion of LGBTIQ people Accountability:
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Strengthen LGBTIQ networks and relationships with professional associations. Accountability: LGBTIQ Steering Committee and LGBTIQ Network with support from P&C and Equality Branches |
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Ensure all gender facilities are established at DPC Accountability: Corporate Services with support and advice from Equality Branch |
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Our partners and suppliers are committed to achieving LGBTIQ inclusion. Accountability: Corporate Services |
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Initiatives: Leadership, visibility and accountability
Objective: LGBTIQ inclusion is championed by senior leaders and evidence used to inform progress
Goal | Strategy and when | Outcome |
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Ensure our leaders champion LGBTIQ inclusion initiatives. Accountability: Executive Sponsor with support from People & Culture and Equality Branch |
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DPC leaders are accountable for LGBTIQ employees. Accountability: Executive with support from People & Culture |
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Establish accurate workforce profile of LGBTIQ staff at DPC. Accountability: People & Culture and Equality |
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Identify key employment, cultural issues impacting barriers for success for LGBTIQ staff. Accountability: People & Culture with support from LGBTIQ network |
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Promote a positive work environment that increases awareness of mental health and wellbeing. Accountability: People & Culture |
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Report on progress against actions taken. Accountability: People & Culture |
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LGBTIQ Steering Committee
The LGBTIQ Steering Committee oversees the strategic direction of LGBTIQ workplace inclusion and equality at DPC. Membership is drawn from across DPC including representatives from Equality Branch, People and Culture and DPC's LGBTIQ Network.
The functions of the Steering Committee are to:
- promote LGBTIQ equality, visibility and inclusion at DPC
- review DPC corporate policies and procedures to ensure they account for the views, needs and welfare of LGBTIQ employees
- support development of staff resources and training to promote LGBTIQ inclusion
- provide input to and endorse DPC's annual LGBTIQ Inclusion Plan, developed by P&C
- monitor progress towards implementing the Plan
- provide input to and endorse an annual report on progress against the Plan, to be prepared by People and Culture Branch and provided to key stakeholders including the Secretary of DPC
- oversee DPC's participation in the Australian Workplace Equality Index
Monitoring and reporting
An LGBTIQ Steering Committee, chaired by an Executive Sponsor, is responsible for monitoring and reporting against this plan and reporting annually on progress to the Board of Management. Membership of the committee is drawn from across the department with representatives from, but not limited to, Equality Branch, People and Culture, Social Policy and DPC's LGBTI Network. Implementation responsibility is shared between the People and Culture Branch, the LGBTIQ Steering Committee, Equality Branch and the DPC LGBTI Staff Network.
Legislation
The following legislation supports the LGBTIQ Inclusion Plan:
- Public Administration Act 2004 (Vic)
- Charter of Human Rights and Responsibilities Act 2006 (Vic)
- Disability Discrimination Act (2005)
- Equal Opportunity Act 2010 (Vic)
About the department
The Department of Premier and Cabinet's (DPC) vision is to be a recognised and respected leader in whole of government policy and performance.
We work for the people of Victoria by helping the government achieve its strategic objectives. We do this by supporting the Premier, Deputy Premier, Special Minister of State, the Ministers for Aboriginal Affairs, Equality, Industrial Relations, Multicultural Affairs, Veterans, Youth and Women, as well as the Cabinet.
Further information
Additional information regarding the DPC LGBTIQ Inclusion Plan 2019-2021 is available by contacting DPC's Senior Adviser, Diversity & Inclusion in People and Culture Branch.
For further information about the whole of government Victorian Public Sector Pride Network contact wovgpridenetwork@gmail.com
Acknowledgement
The Department of Premier and Cabinet contributes to the Victorian Government's commitment to a stronger, fairer, better Victoria by pursuing excellence in whole of government outcomes in delivery and reform.
We proudly acknowledge Victoria's First Nations peoples and their ongoing strength in practising the world's oldest living culture. We acknowledge the Traditional Owners of the lands and waters on which we live and work and pay our respect to their Elders past and present.
Victoria's Aboriginal communities continue to strengthen and grow with the ongoing practice of language, lore and cultural knowledge. We recognise the contribution of Aboriginal people and communities to Victorian life and how this continues to enrich our society more broadly. We acknowledge the contributions of generations of Aboriginal leaders who have come before us, who have fought tirelessly for the rights of their people and communities.
We acknowledge Aboriginal self-determination is a human right as enshrined in the United Nations Declaration on the Rights of Indigenous Peoples, and we commit to working towards a future of equality, justice and strength.
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