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- Date:
- 18 Mar 2024
Gender impact assessments
Policies, programs and services that were subject to a gender impact assessment
Subject
Policy
Description
The Aboriginal Lands Act 1970 (Vic) (the Act) was passed to grant freehold title to Aboriginal residents of the former missions at Framlingham and Lake Tyers through two land-holding Trusts. The Act established the Framlingham Aboriginal Trust (FRAT) and Lake Tyers Aboriginal Trust LTAT). The Minister for Treaty and First Peoples (Minister) is the administrator and regulator of the Act. FRAT was placed in administration by the then Minister in 2018. Funding to support administration expenses lapse on 30 June 2023. Without further investment from the Victorian Government, FRAT cannot meet its statutory obligations and allow the Minister to acquit their legal responsibilities.
Status
For review
Actions taken
The policy is targeting a specific cohort of Victorians, particularly the community of FRAT. DPC has focused on engaging all genders and gender diverse community members in the design and delivery of the program. This includes embedding targeted engagement and providing community members with contact details to make anonymous and confidential feedback.
Intersectional lens applied
The policy considers intersection between gender and Aboriginality and community. It aims to enable greater self-determination and independence by supporting FRAT to bolster governance and operational capability to support the transition to sustainable self-governance. It ensures the participation of all community members through the development of targeted and inclusive projects. Further the program will implement activities to increase workforce and governance participation, and activities to increase financial sustainability. This is expected to benefit the community by enabling sustainable income streams and employment opportunities for women, men and gender diverse community members. It will also give practical effect to the Victorian Government’s commitment to self-determination by supporting the FRAT’s economic independence from government.
Subject
Program
Description
The Programs provide Foundation and Formation services to support Traditional Owners to engage in Treaty, progress formal recognition and realise self-determination; while the Treaty Architecture is being established; and support transition of functions to First Peoples Representative Body (FPRB) / Self Determination Fund (SDF).
Foundation - Strong Roots for Our Futures resources foundational activities to build strong Traditional Owner groups of regions without formal recognition.
Formation – FNLRS provides formal recognition services to support Traditional Owners to progress formal recognition in regions.
Status
For review
Actions taken
The programs are designed to engage in a culturally and gender sensitive way. Both Strong Roots and FNLRS are delivered by teams of male and female staff and engage flexibly with individual's families and groups.
Intersectional lens applied
People with different social roles and responsibilities are involved in the program, in particular young people and Elders, men and women. The program respects men’s and women’s business, men and women may want access for different priorities and needs. It acknowledges that Elders and young people have different needs and specific cultural protocols need to be respected. It accommodates people with caring responsibilities and health issues.
Subject
Program
Description
The Victorian Government delivers a program of major Aboriginal cultural events and awards, including the Ricci Marks Awards, the Aunty Dot Peters Awards, the NAIDOC State Government Reception, the Victorian Aboriginal Honour Roll and the Victorian Aboriginal Remembrance Service. The outcome of the gender impact assessment was positive.
The GIA was positive, but also found that the program design could improve its gender diversity - for example, the Honour Roll nomination process and Ricci Marks and Aunty Dot Peters Awards application and selection processes do not support gender diverse people to participate. Conversely, the Victorian NAIDOC Committee has a good representation of women, and the 2022 Honour Roll event used the services of female-owned and operated businesses.
Status
For review
Actions taken
The Major Aboriginal cultural events and awards initiative will make the following improvements to progress positive gender diversity outcomes:
- Increase the gender diversity of event and award participants.
- Ensure balanced gender representation in decision-making panels and committees.
- Consider gender impacts and gender inclusiveness in the formulation and review of funding proposals and funding agreements.
- Consider the gender diversity of event and award suppliers and services.
- Collect gender event and award participant identity data where possible and appropriate to monitor progress.
Intersectional lens applied
Event attendees and award recipient cohorts vary significantly and therefore broad intersectionality is considered. DPC notes that the need for gender representation and inclusivity is greater for the Ricci Marks and Aunty Dot Peters Awards which are targeted at young Aboriginal people, as it is assumed that young people are more likely to identify as gender diverse than Elders. If young Aboriginal people who identify as gender diverse are not given the opportunity to apply to these awards, there will be a lack of equity in the opportunities being made available to young Aboriginal gender diverse people to fund their high school or tertiary studies, training, etc. All events and awards support people with mobility requirements to apply, and event and award documentation consider the accessibility requirements of the audience.
Subject
Program
Description
The Aboriginal Community Infrastructure Fund includes two programs:
- The Aboriginal Community Infrastructure Program, which provides funding for Aboriginal organisations to build new community infrastructure or repair, refurbish or expand existing community infrastructure.
- The First Mortgage and Community Infrastructure Program, which provides Aboriginal organisations that own property where the Minister for Treaty and First Peoples holds a first mortgage the opportunity to have full control of their assets and have the autonomy to grow and plan for the future.
The GIA found that women in the Aboriginal infrastructure sector are more likely to face disadvantage when applying for grants through the Fund – for example, the limited timing of grant application funding rounds are more likely to impact people who have caregiving responsibilities or who were required to home school during the coronavirus pandemic. This meant that Aboriginal organisations with more women employees were more likely to experience time pressures to submit applications.
Status
For review
Actions taken
The Aboriginal Community Infrastructure Fund initiative is making the following improvements to progress positive gender diversity outcomes:
- Address current accessibility barriers to women and gender-diverse people applying for grants from the Aboriginal Community Infrastructure Fund. This includes:
- Considering school holidays for future funding rounds’ open and closing dates to help gendered caregiving roles submit applications for grants equitably.
- Encouraging gender diversity in the construction procurement carried out by Aboriginal organisations that receive grant funding for their infrastructure projects, so that more women and gender diverse people can be involved in the industry.
- Ensure that the Aboriginal Community Infrastructure Fund assessment panels that make funding recommendations for the Minister for Treaty and First Peoples are gender diverse to avoid bias towards projects that different genders may relate strongly to.
Intersectional lens applied
The GIA considered the disproportionate impacts that the coronavirus pandemic has had on women’s workforce participation, employment and economic security, with a significant number of women being displaced. At the same time, there has been a demand for workers in male-dominated industries including construction, transport and logistics that will form part of recovery efforts and experience growth. Organisations vary drastically in size and capacity of staff to prepare and submit lengthy applications for grant funding. The Aboriginal Community Infrastructure Program application process mandates applicants to make contact with the project team to discuss project proposals, and the panel acknowledges the differences between large and small organisations and considers this in their decision to recommend projects. This assessment approach compares organisations equitably.
Subject
Program
Description
The Multicultural Community Infrastructure Fund (MCIF) program supports Victoria’s multicultural community organisations to upgrade their community facilities and the Multicultural Festivals and Events (MFE) program funds multicultural and multifaith community organisations to hold cultural festivals and events for Victorian communities.
Status
New
Actions taken
No action taken.
The estimated date of implementation of the actions in the GIA is from July 2024 – June 2025. The next opportunity to open a funding round for the MCIF program will be after July 2024, the MCIF team will have a period of several months to undertake the actions outlined in the GIA including consultation with relevant stakeholders. The first round of the 2024-25 MFE program is already due to open for application in March 2024 but necessary adjustments will be made for the second round which will open in approximately September 2024.
Intersectional lens applied
The initiative recognises that a person’s gender identity can impact their experiences. Both programs impact and reach people of different genders by supporting the social and economic wellbeing of multicultural communities in Victoria, which includes women who are at greatest need.
Victoria’s multicultural communities experience significant barriers to fully engaging in the economic and social life of our state. Royal Commissions and other inquiries into Victorian service systems have thoroughly documented these barriers, including poor accessibility of information, discrimination and exclusion from services, and stigma and discrimination that deters culturally and linguistically diverse people from accessing mainstream services. Gender and gender diversity are clearly further identity layers which community members who already identify as multicultural will also recognise and include as part of their identities – but there is limited research and data / evidence which explores these complex, multi-layered identities together.
The GIA actions recognise that both programs can do more to design, develop and implement data collection with respect to multicultural communities and a gender lens. This will help to support more evidence-based decision making around the application and assessment process and ultimately the projects supported through each program. The outcome will be improved support for gender diverse community members, especially in the context of intersectionality.
Subject
Program
Description
The programs delivered through the Support for priority newly arrived migrants initiative will have a direct and significant impact on the public through the provision of targeted and place-based responses to the unique and challenging issues faced by newly arrived persons.
The aims of the programs are to support priority newly arrived migrants, particularly those from refugee and asylum seeker backgrounds and operate based on best practice and evidence-based models across, early childhood, education, language and training, health protection and promotion, family and social support, and access to justice.
Status
New
Actions taken
No action taken.
The estimated date of implementation is July 2024 – July 2028 and subject to 2024-2025 State Budget outcomes.
Intersectional lens applied
This initiative recognises that a person’s gender identity can impact their settlement experiences and outcomes. The initiatives funded by this program focus on supporting individuals and families to through genuine engagement, delivery of targeted and culturally appropriate communications and messaging on services and building trust and partnerships with mainstream organisations to generate positive impacts for people of different genders and cultures. This includes targeted support for women and youth-led approaches that supports their leadership and addresses emerging needs.
In times of crisis there is typically a higher impact on women, in particular women from at risk migrant communities, including new arrivals, humanitarian entrants and temporary visa holders, who are overrepresented in low paid, casual, unpaid work including carrying most caring responsibilities.
Through this initiative we will reach and positively impact people of different genders by ensuring that community organisations are equipped with the capacity to promote access to culturally safe and informed settlement supports and services.
Subject
Program
Description
The Diversity on Boards initiative aims to complement the Women on Boards commitment by improving representation of the wider community on public boards.
Status
New
Actions taken
A business case was developed to seek funding for capacity building and training for board members. The VPSC received $0.5m over two years for the 'Government Boards that reflect the community they serve' initiative in the 2023-24 State Budget.
Intersectional lens applied
The Diversity on Boards initiative seeks to improve the diversity profile of Victorian Government Boards, so they better represent the communities they serve. Although gender parity (men/women) has been reached overall on public boards, people from culturally and linguistically diverse backgrounds (CALD), young people, people with disability, LGBTIQA+ people, Aboriginal people and people who live in rural and regional Victoria remain under-represented.
Subject
Program
Description
The Victorian African Communities Action Plan (VACAP) 2018-2028 is a key pillar of the Victorian Government’s commitment to supporting the social and economic participation of Victoria’s diverse African communities. The ten-year plan was developed in 2018 by the African Ministerial Working Group, focusing on the key areas of business, employment, education and training, health and wellbeing, inclusion and empowerment, leadership, and cohesion and connection. Several initiatives are delivered under the Action Plan that aim to respond to the range of barriers experienced by Victorians of African heritage.
Status
For review
Actions taken
Actions have been taken to ensure VACAP programs have a positive gender impact through:
- Supporting the social and economic wellbeing of women of African heritage
- Enabling participation of the Victorian African Communities Committee, more than half of whom are women
- Shaping initiatives with a targeted focus on young women and girls
- Supporting pre-established and trusted early intervention and community-based supports that address many of the causes of gender-based inequities within African communities, including in relation to education and economic independence.
Intersectional lens applied
VACAP initiatives aim to facilitate equitable service access for individuals from all sectors of Victoria’s African communities. The initiatives are designed to provide flexible supports that address the intersecting barriers experienced by Victorians of African heritage.
In addition, flexible contract arrangements enable funded organisations to address the emerging and varying needs of community members. VACAP initiatives, in line with the objectives of the Action Plan, adopt an intersectional approach to both program design and implementation. The initiatives are tailored in consultation with funded organisations, who are best placed to engage with and understand the complex needs of communities. Funded organisations are supported to deliver targeted early intervention, wrap-around supports that integrate an inclusive and intersectional approach to program delivery.
Subject
Policy
Description
The Victorian Anti-Racism Strategy will be launched in 2024 as a state-wide roadmap to address and prevent racism and faith-based discrimination.
The Strategy is a jointly led initiative between the Minister for Multicultural Affairs and the Minister for Treaty and First Peoples.
Status
New
Actions taken
No actions taken.
The estimated date of implementation for actions within the GIA is 2024 - 2029, subject to 2024-25 State Budget outcomes.
Intersectional lens applied
The development of the Strategy and its proposed actions have been informed by research and consultations conducted with a diverse range of individuals and organisations, including multicultural women's organisations.
The Strategy will consider the intersection between gender and experiences of racism and discrimination, recognising that First Peoples and multicultural women and gender-diverse people feel the effects of racism differently, with some experiencing unique barriers to accessing supports. Specific proposed actions have been included within the Strategy to address these barriers and empower women and gender-diverse people in culturally safe and supported ways.
Proposed actions have also been developed through consideration of other unique experiences of racism and discrimination, including for First Peoples and multicultural women with disability, LGBTIQA+ women, and older women, ensuring activities delivered under this policy are accessible to all people.
Gender equality action plan resourcing
Allocation of resources to implement gender equality strategies and measures
The implementation of DPC's Gender Equality Action Plan is coordinated by a VPS5 Senior Adviser, Diversity and Inclusion with oversight by a VPS6 Manager, Organisational Development in the People and Culture Branch.
The Senior Adviser, Diversity and Inclusion is responsible for developing, coordinating implementation, and reporting on progress against the Gender Equality Action Plan, including undertaking a workplace gender audit, consultation with key stakeholders, implementing specific actions under the plan, and preparing a progress audit and report.
The Gender Equality Action Plan is implemented by key responsible business owner(s) that were assigned to lead the development and implementation of key strategies and actions under the plan that are relevant to their respective functions and operation. This includes the Executive Champion for Gender Equality, People and Culture, Internal Communications and DPC Executives and Managers.
The equivalent of 1.3 FTE was allocated to implement the Gender Equality Action Plan. This includes 0.5 FTE Senior Adviser Diversity and Inclusion, 0.1 FTE Manager, Organisational Development, 0.2 FTE each to support data analysis and reporting, capability building, and policy review, and 0.1 FTE to support communications and events.
While DPC has made good progress against a number of gender equality strategies and indicators, the level of resourcing is not sufficient to successfully implement the Gender Equality Action Plan. Due to the significant amount of time that has been required by the primary resource (Senior Adviser, Diversity and Inclusion) to develop, coordinate implementation and report progress against the plan, additional resources will be required to deliver key strategies over the next two years.
DPC has recently established a DE&I committee comprising representatives from each Group to support the implementation of the Gender Equality Action Plan.
In light of Machinery of Government changes, the implementation of DPC's obligations under the Gender Equality Act 2020 will need to be considered in the context of a Corporate Shared Service model, which adds an additional layer of complexity to effectively resourcing this work across three departments (DPC, DGS and DTF).
Workplace gender equality indicators
The department's progress against seven workplace gender equality indicators.
Progress made: Yes
Women at DPC continue to be overrepresented in the workforce; 61% of employees at DPC identified as women in 2021 compared to 67% in 2023. According to our People Matter Survey, 1% of employees at DPC identified as trans, non-binary or gender diverse in 2021 which increased to 2% in 2023. The People Matter Survey indicates 66% of people who identify as a person with a disability are women, an increase from 60% in 2021. DPC's workforce data indicates 52% of people who identify as Aboriginal and/or Torres Strait Islander are women, equal to 2021.
In 2021, a higher proportion of women at DPC (18%) worked part-time compared to men (6%). Although a higher proportion of women at DPC continue to work part-time (18%), the proportion of men working part-time has increased from 6% in 2021, to 9% in 2023. This may be due to the increased level of flexibility in the workplace offered by DPC following the roll out of the departments new flexible working policy and flexible working arrangements form in March 2022.
DPC is committed to the Victorian Government’s target to have an equal representation of women in senior leadership positions, with at least 50% of women appointed to executive roles. As at 30 June 2023, DPC exceeded the 50% target for female executives at DPC, with 63% of executives at DPC identifying as women, an increase from 61% in 2021.
The proportion of men and women in executive roles has remained relatively equal (8% men and 8% women in 2021 and 11% men and 10% women in 2023). Women however continue to be overrepresented in the lower executive renumeration bands (SES1) (Women 66% compared to Men 48%) and underrepresented in the higher executive renumeration bands (SES2) (Women 29% compared to Men 43%). DPC is committed to encouraging more women into leadership roles through the continued delivery of external leadership and development programs. There is also an opportunity to increase intersectional diversity in executive leadership roles.
Women also continue to be underrepresented in the higher VPS classifications (VPS6-7), 29% men compared to 24% women, however the proportion of women occupying VPS6-7 roles has increased since 2021, 19% in 2021 compared to 24% in 2023. DPC will continue to identify opportunities to support women’s progression into VP6-7 roles through appropriate mentoring, career progression and leadership development opportunities.
Factors that impacted progress
The gender composition of women by classification may have been impacted by Machinery of Government changes on 1 January 2023 which transferred Digital Victoria and Corporate Services from DPC to Department of Government Services.
Progress made: Yes
DPC is committed to the Victorian Government’s Women on Boards aim to ensure that at least 50% of all new appointments to courts and paid government boards will be women. In line with this target, DPC has achieved equal representation of women on its Board of Management with 50% of the Board identifying as men and 50% as women. This represents an increase in representation of women on the Board since 2021 where 57% of Board members were men and 43% women. There is however an opportunity to increase intersectional diversity on the Board. A key strategy under DPC's Gender Equality Action Plan is to review executive recruitment policies and processes and consider actions to attract a more diverse range of applicants to senior leadership roles in the department.
Progress made: Yes
The median pay gap is calculated by finding the midpoint in all employee's salaries and excluding the lowest and highest rates of pay or ‘outliers’. The median is considered to be a more accurate measure of the gender pay gap as it is not skewed by outliers. In 2021, DPC’s median annualised base salary pay gap stood at 1.8 per cent, which meant women on average earned $1,983 per year less than men. DPC’s median total renumeration pay gap stood at -0.2 per cent, meaning women on average earned $194 per year more than men. The median annualised base salary pay gap was the greatest at the SES2 (3.9%) and VPS6-7 (3.2%) levels. The median total renumeration pay gap was also greatest at the SES2 (1.4%) and VPS6-7 (0.2%) levels.
In 2023, the data indicated that the median annualised base salary pay gap reduced from 1.8% in 2021 to 0.0% in 2023. The median total renumeration pay gap increased slightly from -0.2% in 2021 to 0.8% in 2023. The median annualised base salary pay gap at the SES2 level reduced from 3.9% in 2021 to 1.9% in 2023 while the median total renumeration pay gap reduced from 1.4% to 0.5%. The changes in the gender pay gap at the executive level may partly be explained as a result of an executive remuneration review conducted during the first half of 2022. The review recommended salary calibration and proposed revised total renumeration packages for a number of executives. The median annualised base salary pay gap at the VPS6-7 level reduced from 3.2% in 2021 to 0.0% in 2023. The median total renumeration pay gap reduced from 0.2% to -0.9%. The increase in the proportion of women occupying VPS6-7 roles since 2021 may have also contributed to changes in the pay gap at the VPS6-7 level. At the VPS1-5 level, women continue to earn more than men.
There has however been an increase in the gender pay gap at the SES3 level. In 2021 the median annualised base salary pay gap and median total renumeration pay gap stood at 0.0 and 0.1% respectively, however in 2023 the median annualised base salary pay gap and median total renumeration pay gap stands at 2.7% and 2.7% respectively. DPC recognises that renumeration reviews at the executive level are just one strategy for reducing the gender pay gap, and additional analysis of factors that drive the gender pay gap and strategies to sustain efforts to reduce the pay gap will be required.
Factors that impacted progress
The gender pay gap may have been impacted by Machinery of Government changes on 1 January 2023 which transferred Digital Victoria and Corporate Services from DPC to Department of Government Services.
Progress made: No
The 2021 People Matter Survey indicated that 2% of men, 2% of women and 1% of employees who identify as non-binary or prefer not to say had experienced sexual harassment in the previous 12 months. In 2023, the percentage of women that experienced sexual harassment remained at 2%, while the percentage of men decreased to 1% in 2023 and the percentage of people who identify as non-binary or prefer not to say increased to 5%. Seven per cent of women with a disability reported they experienced sexual harassment in the 2023 People Matter Survey an increase from 3% in 2021.
Although a high percentage of DPC employees agree the department encourages respectful workplace behaviours (men 94%, women 87% and non-binary/prefer not to say 80%), DPC employees are less confident that DPC takes steps to eliminate bullying, harassment and discrimination; 73% men, 65% women and 54% non-binary or prefer not to say. The level of confidence in the steps DPC takes to eliminate negative behaviours has also decreased since 2021, where 81% men, 76% women and 62% non-binary/prefer not to say agreed DPC takes steps to eliminate bullying, harassment and discrimination.
DPC receives little to no formal complaints of sexual harassment which may indicate underreporting of sexual harassment in the department. DPC will continue to promote a zero-tolerance approach to sexual harassment and will review and evaluates its policies, processes, training, supports and reporting mechanisms to build employee confidence to formally report sexual harassment. It will also be important to take an intersectional approach to reducing sexual harassment in the workplace given the experience of women with a disability and sexual harassment identified by the workplace gender audit.
Factors that impacted progress
The implementation of actions relating to preventing sexual harassment in the workplace were impacted by turnover and resourcing gaps within the Workplace Relations and Health, Safety and Wellbeing teams. Despite this DPC has made progress on some actions, despite resourcing/funding issues, that reflect in low levels of sexual harassment at DPC including undertaking a review of the departments Sexual Harassment in the Workplace policy, providing 'Preventing Sexual Harassment in the Workplace' e-learn modules and running Positive and Respectful Workplace Behaviours workshops.
Progress made: Yes
Recruitment
In 2021, the gender balance of new employees recruited into the department was relatively equal, 52% women and 48% men. In 2023 the percentage of women recruited increased to 68% women and only 32% men. This contributes to the continued overrepresentation of women at DPC. A higher proportion of women continue to be employed at the VPS classification levels (1-5), 71% women compared to 67% men. This however represents progress towards gender balanced recruitment at the VPS1-5 level since 2021, where 86% women and 78% men were employed at the VPS1-5 level.
The proportion of men and women employed at the higher VPS classifications (VPS6-7) in 2023 was relatively equal, 26% men compared to 24% women. This represents an increase in the proportion of women employed at the VPS6-7 classification and progress towards gender balanced recruitment since 2021 where 13% of women were employed at this level compared to 21% men. In line with DPC's commitment to the Victorian Government’s target to have at least 50% of women appointed to executive roles, the gender balance of executives recruited at DPC remains relatively equal, 1% men and 1% women were recruited into executive positions in 2021, compared to 7% men and 6% women in 2023. Despite high levels of women's recruitment, a higher percentage of women than men continue to exit DPC, 66% women and 34% men in 2021 compared to 70% women and 30% men in 2023.
Promotions
In 2021, 58% of promotions were awarded to women, this increased to 66% in 2023. These promotions occurred in the lower to middle level VPS classifications; a higher proportion of women were awarded promotions at the VPS1-5 level, 68% women compared to 59% men, while a higher proportion of men were awarded promotions at the higher VPS classification VPS6-7, 41% men compared to 32% women. The proportion of women receiving promotions at the higher classification levels (VPS6-7) has however increased since 2021, where only 10% of promotions were awarded to women, and 29% men. No promotions were awarded to women or men at the executive level in 2023. An equal proportion of promotions were awarded to men and women at the executive level in 2021, 19% women and 20% men.
The percentage of promotions awarded to women may be explained by DPC’s focus on improving secondment and higher duties opportunities for women. The percentage of secondments awarded to women increased from 57% in 2021 to 74% in 2023. A high proportion of women also continued to receive higher duties, 66% in 2023 and 74% in 2021. DPC also continues to focus on career development opportunities for women with 70% of women participating in career development opportunities in 2021 and 2023 respectively.
Despite a higher percentage of women being awarded promotions, only 54% of women compared to 65% of men in the 2023 People Matter survey indicated, that they have an equal chance at promotion in my organisation. A key challenge will be to monitor and ensure women are receiving higher duties and secondments to support their progression into more senior VPS and executive roles at DPC.
A key action under DPC’s Gender Equality Action Plan is to develop a campaign to encourage staff to complete personal/demographic information to improve DPC’s understanding of workplace diversity including gender diversity. This will help DPC to better understand recruitment and promotion practices for gender diverse employees. In 2023, our data showed that 1% of new employees identified as self-described, an increase from 2021 where 0% of new employees identified as self-described. There were also no promotions awarded to employees that self-described in 2021 or 2023. The data however may be impacted by the low number of employees identifying as self-described in DPC’s recruitment and payroll data.
Progress made: Yes
Family Violence Leave
DPC does not collect data on family violence leave. Family violence leave is included in special leave and cannot be disaggregated by the payroll system for reporting. DPC is however committed to creating a safe, inclusive and respectful workplace and has a number of actions in its Gender Equality Action Plan that focus on reviewing and communicating family violence policies, processes and supports to assist employees who may be experiencing family violence. The 2023 People Matter Survey indicates 86% of women believe DPC would support them if they needed to take family violence leave, this has remained consistent since 2021 (87%).
Flexible Working Arrangements
DPC did not collect workforce data on formal flexible working arrangements in 2021. Formal flexible working arrangements were reflected in DPC's 2021 People Matter survey results. The 2021 survey results indicated that the main types of flexible working arrangements used by DPC employees included working more hours over fewer days, flexible start and finish times, working part-time, using leave to work flexible hours and working from an alternative location. A higher proportion of women reported using these flexible working arrangements compared to men, other than working from an alternative location which was relatively equal. This trend continued in 2023. In 2021, a higher proportion of men (38%) reported using no flexible working arrangements compared to women (29%). In 2023 while a higher proportion of men (22%) continued to report they used no flexible working arrangements compared to women (17%), the proportion of men and women using no flexible working arrangements has decreased.
DPC now collects workforce data on formal flexible working arrangements following the roll out of its flexible working policy and flexible work arrangements form. As at 30 June 2023, 72% of all employees submitted a formal flexible work plan and had flexible working arrangements in place. Of those with a formal flexible work plan with flexible work arrangements in place, 66% were women and 34% were men. The main type of flexible work arrangement utilised by employees includes flexible start and finish times, working more hours over fewer days, working part-time and working remotely. The percentage of women who feel confident that if they requested a flexible work arrangement, it would be given due consideration remains high, 83% in 2023 despite a drop from 90% since 2021.
The data also indicates that 72% of all senior leaders had a formal flexible work plan in place as at 30 June 2023. Of the senior leaders with formal flexible work plans and flexible working arrangements in place, 59% were women and 41% men. The main type of flexible work arrangement utilised by senior leaders is working remotely. More women, than men in senior leadership roles had other types of flexible working arrangements in place including working part-time and working more hours over fewer days.
Parental and Carers Leave
The 2021 workplace gender audit indicated that a higher proportion of women (78%) took parental leave during the reporting period than men (22%).While a higher proportion of women also took parental leave (62%) in 2023, the proportion of men taking parental leave increased from 22% in 2021, to 38% in 2023. This may in part be due to increased paid parental leave for primary and secondary carers and flexible work arrangements. The gender composition of employees that took carers leave in DPC remained consistent with 66% of women and 34% of men accessing carers leave in 2021 compared to 65% of women and 35% of men in 2023.
Factors that impacted progress
The implementation of actions relating to family violence were impacted by turnover and resourcing gaps within the Workplace Relations and Health, Safety and Wellbeing teams. The implementation of actions relating to family violence will be considered as part of the program of work scheduled for year three and four of DPC's Gender Equality Action Plan.
Progress made: Yes
The 2021 workplace gender audit indicated that women at DPC were over-represented in social policy areas including First Peoples State Relations (19% women, compared to 12% men) and Social Policy and Intergovernmental Relations (10% women and 5% men) and under-represented in Digital Victoria (28% men and 19% women).
The 2023 data indicates that women continue to be overrepresented in social policy areas including First Peoples State Relations (31% women, compared to 26% men) and Social Policy and Intergovernmental Relations (16% women, compared to 10% men), but also within the Corporate, Legal and Cabinet groups (18% women, compared to 14% men). Women are underrepresented in Economic Policy and Social Productivity (15% women, compared to 26% men) and the Office of the Secretary (15% women, compared to 18% men).
The audit also revealed a higher proportion of men occupied Management roles (24% men compared to 21% women). While a relatively equal proportion of men (50%) and women (49%) occupied Professional roles; men dominated ICT professions (19% men, compared to 10% women) and women were over-represented in Business, HR and Marketing roles (74% cent women, compared to 64% men).A higher proportion of women were also employed in Clerical and Administrative roles (29%) compared to men (18%).
In 2023, the data indicates that a higher proportion of men continue to occupy Management roles (22% men compared to 16% women) and an equal proportion of men and women continue to occupy Professional roles (54% men and 55% women). A more equal proportion of men and women are now represented in different Professional roles including Business, HR and Marketing and Legal, Social and Welfare roles. The number of men and women in ICT professional roles has significantly dropped due to Machinery of Government changes on 1 January 2023 leading to Digital Victoria transferring from DPC to Department of Government Services. The proportion of women in Clerical and Administrative role remains consistent, however the proportion of men appears to have increased, 18% in 2021 compared to 22% in 2023.
The People Matter Survey indicates that women largely continue to feel culturally safe at work, 85% in 2023 an increase from 82% in 2021. They also predominately feel work in their workgroup is allocated fairly, regardless of gender (86% in 2021 and 2023). While women continue to feel work in their workgroup is allocated fairly, regardless of gender, there is a notable gendered difference in responses with 85% of women agreeing to this statement compared to 95% men.
Factors that impacted progress
The gender composition of women by group and occupation may have been impacted by Machinery of Government changes on 1 January 2023 which transferred Digital Victoria and Corporate Services from DPC to Department of Government Services.