VPS LGBTIQA+ Pride Awards

Eligibility

The Workplace Pride Initiative of the Year award is open to all public service bodies and public entities, as described by the Victorian Public Sector Commission. This award is for a workplace policy, plan, event or activity that has demonstrated benefit for LGBTIQA+ inclusion in the workplace.

Selection criteria

Innovation

The initiative adopts creative new approaches, potentially drawing on new understandings from research, other organisational experience, community and stakeholder input.

Impact

The number of people impacted, geographical extent of the impact and/or level if impact (none to life changing).

Engagement

Successful implementation of the initiative has involved or led to real changes in 'the way we do things around here.'

Sustainability

Will the initiative/practice described leave a legacy and can it be replicated across the sector?

2019 winner

Bendigo Senior Secondary College (BSCC) had a goal within their College Strategic Plan to increase the culture of inclusivity, with several cohorts, including LGBTIQ+ students and staff, specifically identified. After consulting widely with the local LGBTIQ+ community, Safe Schools and many schools and universities nationwide, BSSC implemented an Ally model.

Allies publicly acknowledge that they have been trained as an Ally by placing a BSSC ally sticker on their office door and branding on their BSSC email signature and they always maintain professionalism and clear boundaries in their interactions with students.

BSSC are proud that over 50 staff have volunteered to undertake ally training. Since the implementation of the model, BSSC continue to train more staff and have had students report that they feel incredibly supported in our inclusive environment. The college has seen an increase in the number of transgender students choosing to enrol, with many students from outside the catchment area and state choosing BSSC, because of the inclusive and supportive culture.

Eligibility

The Community Pride Initiative of the Year award is open to all public service bodies and public entities, as described by the Victorian Public Sector Commission. This award is for a workplace policy, plan, event or activity that has demonstrated benefit for LGBTIQA+ inclusion in the broader Victorian community.

Selection criteria

Innovation

The initiative adopts creative new approaches, potentially drawing on new understandings from research, other organisational experience, community and stakeholder input.

Impact

The number of people impacted, geographical extent of the impact and/or level if impact (none to life changing).

Engagement

Demonstrates development and maintenance of positive and purposeful relationships with the local community, while positively building the reputation of the Victorian government as inclusive to the LGBTIQ+ community.

Sustainability

Will the initiative/practice described leave a legacy and can it be replicated across the sector?

2019 winner

On 19th August 2019, the LGBTIQ+ community received a formal apology from Victoria Police Chief Commissioner Graham Ashton. The apology followed a request from the Human Rights Law Centre and several LGBTIQ+ groups for formal acknowledgement of the trauma and hurt caused in past years.

At an event for key stakeholders to celebrate this milestone, CCP Ashton stressed the importance of police treating all people equally and with respect, regardless of their gender and sexuality.

The significance of this apology for the broader LGBTIQ+ community cannot be understated and is demonstrated in the observations of community members and police employees who reflect on their personal experiences in a video accompanying the Chief Commissioner’s apology.

This apology represents a radical departure from previous years, where past institutional wrongs were often denied, ignored or trivialised. By having the courage to publicly own historical mistakes and commit to a future where they will not be repeated, Victoria Police has taken the first necessary steps to rebuilding confidence and healing for those who have been harmed.

Eligibility

The Regional Pride Initiative of the Year award is open to all public service bodies and public entities, as described by the Victorian Public Sector Commission. This award is for a policy, plan, event or activity that has demonstrated benefit for LGBTIQA+ inclusion in regional Victoria.

Note: This is a closed category award. The winner of this award will be chosen from the pool of applicants from the Workplace Pride Initiative of the Year and Community Pride Initiative of the Year categories.

Selection criteria

Innovation

The initiative adopts creative new approaches, potentially drawing on new understandings from research, other organisational experience, community and stakeholder input.

Impact

The number of people impacted, geographical extent of the impact and/or level if impact (none to life changing).

Engagement

Successful implementation of the initiative has involved or led to real changes in 'the way we do things around here' and/or demonstrates development and maintenance of positive and purposeful relationships with the local community, while positively building the reputation of the Victorian government as inclusive to LGBTIQ+ communities.

Sustainability

Will the initiative/practice described leave a legacy and can it be replicated across the sector?

2019 winner

GOTAFE are extremely supportive of LGBTIQA+ communities. All campuses now proudly fly the Rainbow Flag and the CEO, Executive and Directors are all vocal supporters of the LGBTIQA+ communities across the regions we serve.

GOTAFE is the first TAFE to commit to a Social Justice Charter which will prioritise a range of groups within the community who often do not have a voice in program and service development, including LGBTIQA+ communities.

GOTAFE have a strong relationship with local LGBTIQA+ community leaders and GOTAFE is often signposted as a safe place for LGBTIQA+ people.

GOTAFE have also changed their policies to ensure students can have their graduation certificates re-issued in their legal name.

Eligibility

The Trans, Gender Diverse and Non-Binary Initiative of the Year award is open to all public service bodies and public entities, as described by the Victorian Public Sector Commission. This award is for a policy, plan, event or activity that has demonstrated benefit for transgender, gender diverse and/or non-binary inclusion.

Note: This is a closed category award. The winner of this award will be chosen from the pool of applicants from the Workplace Pride Initiative of the Year and Community Pride Initiative of the Year categories where the initiative relates to the Trans, Gender Diverse and/or non-binary communities.

Selection criteria

Innovation

The initiative adopts creative new approaches, potentially drawing on new understandings from research, other organisational experience, community and stakeholder input.

Impact

The number of people impacted, geographical extent of the impact and/or level if impact (none to life changing).

Engagement

Successful implementation of the initiative has involved or led to real changes in 'the way we do things around here' and/or demonstrates development and maintenance of positive and purposeful relationships with the local community, while positively building the reputation of the Victorian government as inclusive to the transgender, gender diverse and/or non-binary communities.

Sustainability

Will the initiative/practice described leave a legacy and can it be replicated across the sector?

2019 winner

This is a new award category for 2020. The winner below was one of the combined winners of the community initiative of the year award in 2019.

The Change Your ID day, an initiative lead by the St Kilda Legal Services and Transgender Victoria was a collaboration between community services and government agencies designed to facilitate access to one of the main barriers that trans and gender diverse community members experience – an identity document that reflects their gender identity.

VicRoads were the only VPS representatives amongst a sea of federal agencies. VicRoads was a favourite amongst attendees, completing on the spot updates, including amending people’s records to their affirmed gender, and even doing a few name changes on their Driver’s Licence, demonstrating that bureaucracy doesn’t have to be a barrier.

Eligibility

The Intersex Initiative of the Year award is open to all public service bodies and public entities, as described by the Victorian Public Sector Commission. This award is for a policy, plan, event or activity that has demonstrated benefit for intersex inclusion.

Note: This is a 'closed category' award. The winner of this award will be chosen from the pool of applicants from the 'Workplace Pride Initiative of the Year' and 'Community Pride Initiative of the Year' categories where the initiative relates to supporting and championing people with an Intersex variation.

Selection criteria

Innovation

The initiative adopts creative new approaches, potentially drawing on new understandings from research, other organisational experience, community and stakeholder input.

Impact

The number of people impacted, geographical extent of the impact and/or level if impact (none to life changing).

Engagement

Successful implementation of the initiative has involved or led to real changes in 'the way we do things around here' and/or demonstrates development and maintenance of positive and purposeful relationships with the local community, while positively building the reputation of the Victorian government as inclusive to people with an intersex variation.

Sustainability

Will the initiative/practice described leave a legacy and can it be replicated across the sector?

2019 winner

This is a new award category for 2020.

Eligibility

The Pride Network of the Year award is open to all LGBTIQA+ Employee Networks in public service bodies and public entities, as described by the Victorian Public Sector Commission. This award is for a VPS LGBTIQA+ Employee Network that has actively undertaken work to develop a more supportive, diverse and inclusive workplace for LGBTIQA+ employees.

Selection criteria

Demonstration of the VPS Values

Has the network acted (where relevant) in alignment with the VPS values of responsiveness, integrity, impartiality, accountability, respect, leadership, and human rights?

Working in partnership

Has the network had an effective joint working arrangement that connects other diversity networks or committees, departments or other internal or external organisations?

Engagement with senior champions

Engages with and utilises senior champions to ensure pace, focus and direction of the network.

Innovation

Has the network used innovative approaches, which have resulted in a step up from business as usual and delivered real benefits to members?

Impact

Does the network empower and supports its members to realise their full potential and extend to regional locations (where relevant)?

Sustainability

Will the initiative/practice described leave a legacy and can it be replicated across the sector?

2019 winner

The DET Pride Network goes above and beyond to ensure that the department is a safe, vibrant, and inclusive working space for LGBTIQA+ staff.

The network:

• achieves excellent visibility within and outside of the department through frequent social and awareness-raising events, regular newsletters and communications pieces, training, and mentoring to support career development of LGBTIQA+ staff
• has an intersectional lens, ensuring that its events, practices, and strategies reach and include more marginalised LGBTIQA+ staff members (such as regional, CALD, and gender diverse and intersex employees)

The network’s proactive, multifaceted engagement in the department also ensures that the wellbeing and diverse needs of LGBTIQA+ staff are prioritised at an executive level.

Eligibility

The Executive Champion of the Year of the Year award is open to all executive class (or equivalent, including Principals and CEOs) employees of public service bodies and public entities, as described by the Victorian Public Sector Commission. This award is for an executive who has demonstrated outstanding contribution to VPS LGBTIQA+ inclusion in Victoria.

Selection criteria

Demonstration of the VPS values

Has the nominee acted (where relevant) in alignment with the VPS values of responsiveness, integrity, impartiality, accountability, respect, leadership, and human rights?

Added value in addition to normal duties

Has the nominee’s achievement gone above and beyond their normal job role?

Working in partnership

Has the nominee introduced effective joint working arrangements that connect colleagues from multiple teams, departments or other internal or external organisations?

Innovation

Has the nominee used innovative approaches, which have resulted in a step up from business as usual and delivered real benefits to end users?

Impact

Has the nominee made an impact beyond their immediate team/business area/department?

Sustainability

Will the initiative/practice described leave a lasting legacy and can it be replicated across the sector?

2019 winner

Assistant Commissioner Neil Paterson has shown significant leadership in advancing the national and international LGBTIQA+ Criminal Justice agenda, while simultaneously harnessing the personal experiences of LGBTIQ+ employees to drive cultural change within Victoria Police.

As the most senior ‘out’ gay officer in Victoria Police and the Executive Champion of the LGBTIQA+ employee network, Neil’s lengthy history of LGBTIQA+ advocacy includes:

• being President of the ALSO Foundation
• establishing an LGBTIQA+ network for police across Australia and New Zealand in 2008, and convincing Victoria Police to join Pride in Diversity in 2014 (becoming the first Victorian public sector agency to participate in the AWEI)

Eligibility

The Rainbow Cardigan award is open to all employees of public service bodies and public entities, as described by the Victorian Public Sector Commission. The Rainbow Cardigan award celebrates a VPS employee who has dedicated time and effort to support LGBTIQA+ people in Victoria.

Selection criteria

Demonstration of the VPS values

Has the nominee acted (where relevant) in alignment with the VPS values of responsiveness, integrity, impartiality, accountability, respect, leadership, and human rights?

Added value in addition to normal duties

Has the nominee’s achievement gone above and beyond their normal job role?

Working in partnership

Has the nominee introduced effective joint working arrangements that connect colleagues from multiple teams, departments or other internal or external organisations?

Innovation

Has the nominee used innovative approaches, which have resulted in a step up from business as usual and delivered real benefits to end users?

Impact

Has the nominee made an impact beyond their immediate team/business area/department?

Sustainability

Will the initiative/practice described leave a lasting legacy and can it be replicated across the sector?

2019 winner

Rachel Cecilio has been a vital member of DET’s Safe Schools Unit for the past 2.5 years, and in January 2019 took on the role of acting manager.

The Safe Schools program help schools foster a safe environment that is inclusive and supportive of LGBTIQA+ students. Under Rachel’s leadership, all government secondary schools have now met the Safe School requirements.

Rachel has been pivotal in the success of the program, contributing to this achievement through project planning, delivering training directly to schools and developing resources to guide schools in LGBTIQA+ inclusion. Rachel has played a key role in the team since the transition of Safe Schools to DET.

She consistently supports her team and colleagues to navigate challenging times, including the marriage equality postal survey and negative social media campaigns. Within her personal life Rachel is also an advocate for the LGBTIQA+ community, as evidenced by her on-going involvement with the Asian Australian Rainbow Alliance.

Eligibility

The Intersectional Champion award is open to all employees of public services bodies and public entities, as described by the Victorian Public Sector Commission. The Intersectional Champion Award celebrates a VPS employee who has dedicated time and effort to support the intersection of Aboriginal or Torres Strait Islander people, people living with a disability or people of colour and LGBTIQA+ people in Victoria.

Selection criteria

Demonstration of the VPS values

Has the nominee acted (where relevant) in alignment with the VPS values of responsiveness, integrity, impartiality, accountability, respect, leadership, and human rights?

Added value in addition to normal duties

Has the nominee’s achievement gone above and beyond their normal job role?

Working in partnership

Has the nominee introduced effective joint working arrangements that connect colleagues from multiple teams, departments or other internal or external organisations?

Innovation

Has the nominee used innovative approaches, which have resulted in a step up from business as usual and delivered real benefits to end users?

Impact

Has the nominee made an impact beyond their immediate team/business area/department?

Sustainability

Will the initiative/practice described leave a lasting legacy and can it be replicated across the sector?