Strategy
Review DPC’s Family Violence policies, processes and supports to ensure they are victim-centric and reflect sector best practice.
Status
Not started
Due to Machinery of Government changes, the planned activities related to this strategy have been delayed and have not yet commenced. The implementation of this strategy will be considered as part of the program of work scheduled for year three and four of DPC's Gender Equality Action Plan.
Evaluation of success
Progress and evaluation of success against planned actions related to this strategy will be considered in the 2025 progress report.
Responsible
- People and Culture (Diversity & Inclusion)
- People and Culture (Health, Safety & Wellbeing)
Strategy
Continue to communicate that family violence is a workplace issue through raising awareness and promoting family violence policies, resources and supports available to employees experiencing family violence.
Status
Not started
DPC has existing family violence policies, resources and supports available to employees experiencing family violence. However due to Machinery of Government changes, the planned communication activities to implement this strategy have been delayed and have not yet commenced. The implementation of these activities will be considered as part of the program of work scheduled for year three and four of DPC's Gender Equality Action Plan.
Evaluation of success
Progress and evaluation of success against planned actions related to this strategy will be considered in the 2025 progress report.
Responsible
Strategic Communications, Engagement and Protocol (Internal Communications)
Strategy
Explore options to review and refresh family violence training for all Executives, managers, and Family Violence Contact Officers to assist them to support employees experiencing or impacted by family violence.
Status
Not started
Due to Machinery of Government changes, the planned activities related to this strategy have been delayed and have not yet commenced. The implementation of this strategy will be considered as part of the program of work scheduled for year three and four of DPC's Gender Equality Action Plan.
Evaluation of success
Progress and evaluation of success against planned actions related to this strategy will be considered in the 2025 progress report.
Responsible
- People and Culture (Diversity & Inclusion)
- People and Culture (Health, Safety & Wellbeing)
Strategy
Continued promotion of a zero-tolerance approach to sexual harassment, bullying, violence and discrimination via ongoing reporting of People Matter Survey results to the DPC Board of Management and consistent and ongoing messaging from the Secretary and Board of Management.
Status
Ongoing
DPC has monitored employee experience of sexual harassment, bullying, violence and discrimination via annual participation and reporting of People Matter Survey results to the DPC Board of Management and briefings to Executive/Senior Leadership Groups. In November 2022, DPC in partnership with the Behavioural Insights Unit, ran a workshop on positive and respectful workplace behaviours. This workshop focused on encouraging positive and respectful workplace behaviours and aimed to understand staff experiences of negative workplace behaviours. Staff were also invited to complete an online form to anonymously share their experiences and any ideas for improving the employee experience at DPC in relation to positive and respectful workplace behaviours. A report was provided to the DPC Secretary to discuss with the DPC Board of Management, including recommendations for actions arising from the workshop.
Evaluation of success
The positive and respectful workplace behaviours workshop in November 2022 was well attended by DPC employees. The themes arising from the workshop included the relationship between workload and stress and how this can negatively impact workplace behaviour, the importance of making space within team discussions to explicitly set out appropriate behaviour and team norms in line with the VPS values, the role of a bystander in calling out negative behaviours and supporting staff experiencing negative behaviours and the need to raise awareness of DPC’s Complaints and Dispute Resolution Policy and Procedure and Review of Actions processes. DPC will continue to promote a zero-tolerance approach to sexual harassment and other negative workplace behaviours and progress and evaluation of success against planned actions related to this strategy will be considered in the 2025 progress report.
Responsible
- Strategic Communications, Engagement and Protocol (Internal Communications)
- DPC Board of Management
Strategy
Senior leaders and managers personally role model appropriate and respectful workplace behaviour and take a lead in respectfully challenging and responding to negative behaviours (as measured via People Matter Survey results).
Status
Ongoing
DPC monitored how senior leaders and managers personally role model appropriate and respectful workplace behaviour and take a lead in respectfully challenging and responding to negative behaviours through the results of the departments People Matter Survey in 2021, 2022 and 2023. These results were reported to the DPC Board of Management and Executive/Senior Leadership Groups on an annual basis.
Evaluation of success
The 2023 People Matter Survey indicates that, 92% of men, 90% of women and 78% of those who identify as non-binary or prefer not to say agreed their manager treats employees with dignity and respect. The 2023 survey results also indicate that, 94% of men, 87% of women and 80% of those who identify as non-binary or prefer not to say agree DPC encourages respectful workplace behaviours. While a high percentage of employees by gender agree DPC encourages respectful workplace behaviours, staff have less confidence that DPC takes steps to eliminate bullying, harassment and discrimination, 73% men, 65% women and 54% non-binary/prefer not to say. The degree of confidence in the department to encourage respectful workplace behaviours has also decreased by gender since 2021. DPC will continue to monitor and report on how senior leaders and managers role model and respond to negative behaviours.
Responsible
DPC Executives and Managers
Strategy
Build employee confidence to report sexual harassment, violence, bullying and discrimination through ongoing review and evaluation of DPC’s inappropriate workplace behaviour policies, processes and reporting mechanisms (as measured via People Matter Survey results).
Status
In progress
DPC undertook a review of its Sexual Harassment in the Workplace policy in May 2023. The policy outlines DPC's commitment to providing a safe, flexible and respectful environment for staff and clients that is free from all forms of sexual harassment and sets out the legal responsibilities and obligations for DPC and its staff. DPC also reviewed and updated its Complaint and Dispute Resolution policy and procedure. This document sets out the process that should be followed in circumstances where an employee has concerns about the behaviour or conduct of another person or persons in connection with the workplace including inappropriate workplace behaviours. DPC also monitored employee confidence to report sexual harassment, violence, bullying and discrimination through its annual People Matter Survey results in 2021, 2022 and 2023. These results were reported to the DPC Board of Management and Executive/Senior Leadership Groups on an annual basis.
Evaluation of success
DPC receives little to no formal reports of sexual harassment and other negative behaviours in the workplace, which may be due to underreporting of sexual harassment and other negative behaviours. 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 experienced sexual harassment in the previous 12 month period. This compares to the 2023 survey in which 2% of women, 1% of men and 5% of staff who identify as non-binary or prefer not to say reported experiencing sexual harassment during the survey period. Although a high percentage of employees by gender agree DPC encourages respectful workplace behaviours, staff have less confidence that DPC takes steps to eliminate bullying, harassment and discrimination: 73% of men, 65% of women and 54% of employees who identify as non-binary or prefer not to say. The degree of confidence has also decreased by gender since 2021. DPC will continue to review and evaluates its policies, processes and reporting mechanisms to build employee confidence to formally report negative behaviours. Further information on progress and evaluation of success against this strategy will be considered in the 2025 progress report.
Responsible
- People and Culture (Diversity & Inclusion)
- People and Culture (Health, Safety & Wellbeing)
Strategy
Regular DPC training for all staff and contractors around gender equality and appropriate and respectful behaviours in the workplace including sexual harassment, violence, bullying and discrimination.
Status
Ongoing
DPC requires all employees to complete an 'Our Professional Obligations and Respectful Behaviours' and 'Preventing Sexual Harassment in the Workplace' e-learn modules as part of their induction process and every two years from their commencement date. The professional obligations and respectful behaviours module helps employees to understand the frameworks that set the standards of behaviours expected of all employees and contractors. The preventing sexual harassment in the workplace module steps employees through a number of scenarios to assist employees to understand their professional obligations and legal responsibilities in relation to preventing sexual harassment in the workplace. DPC has also provided internal Respectful Behaviours in the Workplace sessions to branches on request.
Evaluation of success
A total of 841 employees participated in the Our Professional Obligations and Respectful Behaviours eLearn module between 1 July 2021 and 30 June 2023. A total of 849 employees participated in the Preventing Sexual Harassment in the Workplace eLearn module during the same two year reporting period. DPC provided two internal Respectful Behaviours in the Workplace sessions during 2023. A further two sessions are planned in early 2024. Further information on progress and evaluation of success against planned actions related to this strategy will be considered in the 2025 progress report.
Responsible
People and Culture (Health, Safety & Wellbeing)
Updated