Glossary and Appendices

Glossary

Carer – An individual who provides personal care, support and assistance to another individual who needs it because that other individual has a disability, a medical condition (including a terminal or chronic illness), a mental illness, or is frail and aged.

Disability – Persons with disabilities include those who have physical, mental health, intellectual, neurological, or sensory impairments which may hinder their full and effective participation in society on an equal basis with others.

Gender – Part of how you understand who you are and how you interact with other people. Many people understand their gender as being a man or woman. Some people understand their gender as a mix of these or neither. A person’s gender and their expression of their gender can be shown in different ways, such as through behaviour or physical appearance.

Gender equality – Gender equality is when people of all genders have equal rights, responsibilities, and opportunities.

Gender diverse – An umbrella term for a range of genders expressed in different ways. Gender diverse people use many terms to describe themselves. Language in this area is dynamic, particularly among young people, who are more likely to describe themselves as non-binary.

Gendered stereotypes – Gendered stereotypes are a generalised view or preconception about gender attributes, characteristics, and roles.

Gendered work segregation – Workplace gender segregation is the unequal distribution of genders across certain occupations, industries, and hierarchies. Segregation tends to follow traditional gender lines, with women disproportionately represented in caring and administrative roles, and men disproportionately represented in building and construction trades, engineering and technical occupations as well as in leadership roles across all industries.

Inclusion – Empowering access to opportunities, dealing with structural inequalities, tackling unconscious bias to have equal access to all parts of society.

Intersectionality – This is an approach to understanding how social meanings related to the way we categorise and identify can overlap and interconnect. This creates different layers and types of discrimination or disadvantage for either an individual or group. Categories include gender, sexual orientation, sex characteristics, ethnicity, language, faith, class, socioeconomic status, ability and age.

Trans (transgender) person – Someone whose gender does not only align with the one assigned at birth. Not all trans people will use this term to describe themselves.

Self-described gender – An individual with a self-described gender may identify as non-binary, trans, gender diverse, agender, genderqueer, genderfluid or using any other term.

Stereotypes – Making assumptions about an entire group of people and generalising all people in a group to be the same, without considering individual differences. We often base our stereotypes on misconceptions or incomplete information.

Appendix 1

Gender Pay Equity Principles

The below gender pay equity principles have been taken into consideration in the development of the plan:

1. equal pay for work of equal or comparable value, which refers to work valued as equal or comparable in terms of skill, effort, responsibility and working conditions, including different types of work;
2. employment and pay practices are free from bias and discrimination, including the effects of unconscious bias and assumptions based on gender;
3. employment and pay practices, pay rates and systems are transparent and information about these matters is readily accessible and understandable;
4. employment and pay practices recognise and account for different patterns of labour force participation by employees who undertake unpaid or caring work;
5. interventions and solutions are collectively developed and agreed to, sustainable and enduring; and
6. employees, employee representatives, and employers work collaboratively to achieve mutually agreed outcomes.

Appendix 2

Gender Equality Action Plan Development Process

The plan was developed through extensive consultation[1] with VPS and GTS employees and key stakeholders including the governing bodies, employee representatives, and staff-led networks, with a strong focus on intersectionality to ensure the plan considered diverse perspectives and voices.

Over 15,000 DET staff contributed to the consultation process, which involved:

• Working group meetings: 3 working groups were established including the school Gender Equality Act Working Group, the Gender Equality Stakeholder Reference Group and the Corporate Gender Equality Act Working Group
• Online workshop: Workshop participants included VPS staff, executives, and representatives from staff diversity networks[2]
• Online feedback form: All VPS staff were invited to complete two online feedback forms seeking input into the plan
• 2021 People Matter Survey (PMS) (VPS): All VPS staff were invited to participate in the 2021 PMS
• 2021 School Gender Equality Survey (GTS): All GTS staff were invited to participate in the 2021 School Gender Equality Survey
• Targeted feedback opportunity: Key stakeholders were engaged to provide targeted feedback on the draft plan

What we heard: Key feedback from consultation

The feedback across VPS and GTS workforces was similar. Responses to a range of questions from staff across both workforces broadly supported that their workplaces are respectful, safe, and inclusive. Generally, VPS and GTS staff agreed that:

• gender is not a barrier to success at the department (77% of VPS staff and 85% of GTS staff)
• their workplace encourages respectful behaviours (86% of VPS staff and 88% of GTS staff)
• their workplace takes steps to eliminate bullying, harassment, and discrimination (69% of VPS staff and 81% of GTS staff)
• they feel culturally safe at work (81% of VPS staff and 89% of GTS staff).

What is going well?

• The department takes part in the promotion of preventing violence against women by participating in campaigns such as 16 Days of Activism
• Staff discussed the need and benefits of having long term equal paid parental leave and this was noted as something the department does well, notably since the release of the Victorian Public Service Enterprise Agreement 2020
• Overall GTS staff felt that the Respectful Relationships initiative was highly effective
• Staff felt that gender equality is openly discussed in the workplace
• Strong recruitment, flexible work and leave policies were noted
• The Safe Schools program was mentioned as a good initiative
• The majority of staff were aware of the Family Violence Leave Policy and how it could apply to them.

What are some areas for improvement?

• More is needed to support women in their careers, and into leadership roles, particularly for women with specific intersectional identities[3]
• Unconscious bias is an identified issue, particularly in relation to promotion and recruitment practices
• Up-skilling hiring managers on recruitment, induction, and ongoing support to staff
• More transparency around recruitment, secondment and higher duties processes and progression opportunities
• Flexible work is not consistently encouraged and supported for all genders and parental leave is not encouraged for men and non-binary staff
• Need for greater awareness around gender equality and the impact of gender stereotypes on decisions around role type and level
• More is needed to promote understanding of factors influencing gender inequity, including those that impact on career choices, gendered occupations, and safely raising issues in the workplace
• More visibility of flexibility at executive and all levels across VPS and GTS workforces
• More support is needed for staff experiencing discrimination and harassment including ensuring all staff are aware of the available reporting options, workplace supports, restorative practices and resources
• Specific action is needed to address that women with specific intersectional identities reported experiencing more disrespectful behaviours from colleagues
• Women are disproportionately represented in ‘traditionally female’ positions which are also lower paying roles Sharing gender balance and pay gap data across the workforce to increase transparency and empower action.

Footnotes

[1] Women’s Health in the North and RMIT University assisted with facilitation of consultation sessions and provision of expert advice. Orima Research assisted with consultations with GTS staff through a staff experience survey.

[2] These included the Department of Education and Training (DET) African Australian Network, DET Enablers Network, DET Koorie Staff Network, DET Pride Network and the DET Women of Colour Network.

[3] Women representing intersectional gender identities include women with disability, LGBTIQ+, culturally and linguistically diverse and Aboriginal or Torres Strait Islander women.