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.
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