The Victorian Government is committed to gender equality. Across the Victorian Public Service (VPS), two-thirds of employees are women and in the broader public sector, 68 per cent of employees are women.
Women in executive positions are on the rise, with 50.1 per cent of executive roles in the public service occupied by women (up from 49.6 per cent in 2018).
The VPS supports the participation of women in leadership and career development opportunities, by providing:
In 2018, the Victorian public service instituted All Roles Flex so that roles can be worked flexibly upon negotiation with the manager. This has been an important development driving gender equity in the VPS with 68 per cent of female employees accessing flexible work arrangements.
The Victorian Government wants to see more Aboriginal and/or Torres Strait Islander job-seekers choose a rewarding and meaningful career with the Victorian public service.
One way they do that is by ensuring Aboriginal and/or Torres Strait Islander graduates have fair and equal access to the graduate program. The Aboriginal pathway to the graduate program provides support during the application process, throughout the program and into a future government career. In 2020, 14 per cent of graduates came through this pathway.
This support is flexible and tailored to graduates. It includes things like:
You can read more about this pathway and contact the pathway manager here.
Beyond the graduate experience, Aboriginal and/or Torres Strait Islander employees can access leadership programs, staff networks and cultural activities. These programs and activities are initiatives driven by Victoria’s public sector Aboriginal Employment Strategy, Barring Djinang.
All public sector organisations are encouraged to take a continuous improvement approach to cultural capability, ensuring workplaces are equipped to be safe and supportive.
The Victorian Government has committed to increasing the number of people with disability in the public sector. Getting to work is an action plan that supports the target set by the government to increase disability representation in the public service to 6 per cent by 2020 and 12 per cent by 2025
Initiatives such as reasonable adjustments to the application process and workplace experience, along with flexible work arrangements, are just some of the ways the Victorian public service is making it easier for employees with disability.
The Victorian Government graduate program has a dedicated disability pathway to offer graduates an opportunity to tailor their experience. In 2020, 11 per cent of graduates came through this pathway. It includes things like:
Importantly, graduates who opt into this pathway can be assured their privacy is protected.
Graduates can also join the Victorian Public Service Enablers Network, a peer-led VPS network for employees with disability and their allies. The group works to represent the needs, interests and concerns of Victorian public sector employees with lived experience of disability, as well as offering career development and networking events throughout the year.
Victorian public service and sector organisations proactively support LGBTIQA+ inclusiveness.
Results from the 2019 public sector staff survey found that 8 per cent of the Victorian public sector identified as LGBTIQA+. The survey also indicated that there is a relatively high level of agreement that LGBTIQA+ identity is not a barrier to success and there is a positive culture in relation to LGBTIQA+ identity in all industry groups.
Across the Victorian public sector, there are various LGBTIQA+ inclusion strategies and action plans which set out how organisations work towards ensuring inclusive workplaces. Many organisations provide Ally training, too.
Victorian Public Sector Pride Network
The VPS Pride Network is a peer-led network that champions workplace inclusion for LGBTIQ employees and their allies.
It connects LGBTIQ employees and encourages an LGBTIQ inclusive culture. The network organises a range of events throughout the year and identifies and advocates on issues for LGBTIQ public servants. This work supports the government to be an inclusive employer, decision-maker and service provider for LGBTIQ Victorians.
For example, the group marches each year at Melbourne’s annual Midsumma festival, and recognises IDAHOBIT Day and Wear it Purple Day among others, across government. The network also runs the VPS Pride Awards to recognise and celebrate achievement in LGBTIQ workplace inclusion in the public service.
With over 50 per cent of Australians having a parent born overseas, the Victorian Government aims to be an employer that reflects the community it serves.
Although the public sector is increasingly diverse, people from culturally and linguistically diverse backgrounds remain under-represented. A 2019 sector-wide staff survey revealed that employees in these groups mostly agree there is a positive culture in their organisation in relation to employees from varied cultural backgrounds, and that cultural background is not a barrier to success in their organisation.
To ensure workplaces are increasingly attractive to those of culturally and linguistically diverse backgrounds, many public sector organisations provide training in cultural awareness and competency, and the government departments and Victoria Police have localised cultural diversity strategies and staff-led networks.
Staff-led networks
The Victorian Public Service Women of Colour Network and the Victorian Public Service (VPS) African-Australian Network are two public service-wide staff-led initiatives committed to supporting employees and contributing to inclusive and equitable workplaces.