Our Diversity and Inclusion Framework 2023-25 is the third framework for the department. Building on previous achievements, this framework sets out our guiding principles that shape our efforts and guide every employee on the actions they can take to be inclusive.
Our framework outlines our commitments through the:
- Diversity and Inclusion Action Plan
- Age Inclusive Employment Plan
- Culturally and Linguistically Diverse (CALD) Action Plan
- First Nations Employment Plan
- Lesbian, Gay, Bisexual, Transgender, Intersex, Queer and Agender/Asexual/Aromantic+ (LGBTIQA+) Inclusion Plan.
This framework also complements and supports plans developed independently under separate policy or legislative requirements. This includes the department’s:
- Reconciliation Action Plan
- Disability Access and Inclusion Plan
- Gender Equality and Respect Action Plan.
Governance
The DPC Diversity and Inclusion Advisory Committee is responsible for monitoring this framework and will provide an annual progress report to the Executive Leadership Team (ELT).
The department’s reporting platform, DPC Performs, will be used by responsible officers to provide progress updates on each deliverable. Automated progress reports are provided to executive directors monthly to monitor their division’s deliverables.
Consultation
This framework has been shaped by the voices of our employees through a range of mechanisms, including:
- the DPC Diversity and Inclusion Advisory Committee
- a diversity and inclusion staff survey, September 2022
- continuous pulse surveys through our staff engagement platform
- Your Voice Survey in 2021
- consultation with all staff in February and March 2023 through focus groups and written submissions.
Feedback tells us that:
- our people are keen to learn more, especially from people with lived experience
- we should recognise and celebrate more cultures and more days of significance through events and activities
- there is a strong interest in employee-led networks
- we have employees who are parents and carers of children with disability and/or identify as LGBTIQA+ who are engaged with our diversity and inclusion initiatives
- eliminating micro-aggressions that lead to sexism, racism and discrimination is important to create an inclusive culture
- small accommodations and adjustments can have a large impact to employees’ participation in the workplace and feeling valued
- team building activities can help create a sense of belonging
- workplaces need to be safe and encourage employees to share their own lived experience.
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