Occupational health and safety management
DPC is committed to operating in a safe and responsible manner that respects the health, safety and wellbeing of staff.
The commitment includes complying with applicable laws, regulations, standards and codes as well as fostering an environment that enables staff to contribute to the continuous improvement of health and safety in their workplace.
A culture committed to high safety standards, incorporating the Victorian public sector Leading the Way framework encourages DPC
to take a holistic and inclusive approach to supporting physical health and mental wellbeing at work.
Vision: A workforce that demonstrates both physical and psychosocially safe practices in all aspects of our work.
Mission: To develop a holistic, values-aligned, integrated approach to health, safety and wellbeing.
DPC has moved into having a supportive and robust safety culture that strives to promote optimal physical and psychosocial safety within the workplace for all employees. In supporting its safety culture, DPC is focused on psychological workplace safety and reducing psychosocial hazards and risks in the workplace.
During 2023–24, DPC reviewed and implemented health, safety and wellbeing measures and initiatives that have contributed to maintaining the health, safety and wellbeing of all staff. Measures focused on supporting staff wellbeing through the machinery of government changes, and promoting physical health and wellbeing. A review of all health, safety and wellbeing policies and procedures was launched to ensure they align with the Corporate Shared Services operating model and identify any gaps that need to be addressed. In addition, new policies, procedures and supporting documentation were created to assist in the management of fatigue, workload and workplace emergency management requirements.
During 2023–24 DPC supported mental wellbeing through initiatives and training in managing mental wellbeing in the workplace, with strong support from DPC’s employee assistance program provider, Converge International.
Incident management
There were no notifiable incidents across DPC in 2023–24. Notifiable incidents are those that require the occupational health and safety (OHS) authority (WorkSafe Victoria) to be notified if they occur.
Reported incidents across DPC increased by 50.3 per cent per 100 FTE staff in 2023–24, with 30 incidents reported. This is demonstrated in the chart below. The increase in incidents equates to 12 more incidents reported compared with the previous year. Incidents include injuries, ‘near misses’ and detected workplace hazards.
The most common incidents reported were exposures to the COVID-19 virus, with 13 incidents (43 per cent of the total). The remaining incidents can be broken down to physical injuries, chemical exposure, two acts of violence incidents and one psychological injury. The increase in the number of incidents reported this year is attributed to improved employee awareness of reporting incidents, as well as an increase in staff transitioning back into the office environment.
DPC’s performance against OHS management measures is outlined in Section 6, Appendix 3: Occupational health and safety data.
Commitment to public sector values and workforce integrity
The Public Administration Act 2004 established the VPSC to enhance public sector efficiency, effectiveness, and capability, while advocating for professionalism and integrity within the sector.
In alignment with the VPSC’s employment standards, DPC has implemented policies and practices that ensure fair treatment, provide career opportunities, and facilitate the early resolution of workplace issues. DPC actively educates its employees on avoiding conflicts of interest, handling offers of gifts, and addressing misconduct.
DPC is dedicated to upholding principles of merit and equity in staff appointments. Our selection processes are designed to ensure that all applicants are assessed and evaluated fairly and equitably, based on key selection criteria and other relevant accountabilities, without discrimination. Additionally, employees are accurately classified in workforce data collections.
For a detailed breakdown of DPC’s workforce data, please refer to Section 6, Appendix 2: Workforce data.
Workforce inclusion policy
DPC is committed to creating a workforce that is genuinely inclusive and better reflects the diversity of the communities served and reports on progress of these initiatives below. The Department of Government Services’ (DGS) Corporate Shared Services supports DPC in developing, implementing, monitoring and reporting on aspects of DPC’s commitments under workforce inclusion.
Gender equality
DPC recognises the importance of gender diversity within its workforce and remains committed to developing strategies that promote opportunities for all employees, including those who identify as gender diverse.
Aligned with the principles of Safe and Strong: A Victorian Gender Equality Strategy, DPC has a target to ensure a minimum representation of 50 per cent of women in executive-level officer roles. As at 30 June 2024, the representation of women in executive-level roles was 52.5 per cent.
In compliance with the Gender Equality Act 2020, DPC has a Gender Equality Action Plan. The plan outlines strategic initiatives and measures aimed at advancing gender equality throughout DPC, and underscores DPC’s commitment to addressing intersectional gender inequalities and promoting a workplace culture that values diversity and inclusion.
DGS Corporate Shared Services supports DPC in developing, implementing, monitoring and reporting on aspects of DPC’s commitments under gender equality, and in 2023–24 has continued to support DPC’s membership of the Champions of Change Coalition, applied gender principles in executive remuneration decisions, and embedded gender and other diversity considerations in manager tools, learning and supports.
Disability inclusion and employment
In line with the Getting to Work: Victorian Public Sector Disability Employment Action Plan 2018–2025, DPC has set a target of 12 per cent employment of people with disabilities by 2025. This goal is supported by DPC’s Disability Access and Inclusion Plan 2021–2025, which contains initiatives focused on attracting, supporting, and promoting people with disabilities through inclusive recruitment, retention, and promotion practices.
DPC has continued to develop, implement, monitor and report on aspects of its commitments under disability inclusion and employment. In 2023–24, DPC has continued to support the growth of the Enablers Network for staff with disability, carers and allies; reviewed recruitment policies with an inclusive lens; and embedded disability and other diversity considerations in manager tools, learnings, and supports.
Despite these efforts, the Workforce Inclusion Policy progress table indicates that DPC fell short of this target in 2023–24, with 2.5 per cent of employees disclosing a disability in the workforce data, an increase from no employees disclosing a disability in the workforce data in 2022–23. However, the 2024 People Matter Survey reported that 11 per cent of DPC staff identified as having a disability, up from 9 percent in the previous year. This discrepancy likely resulted from the survey's anonymity.
DPC remains committed to fostering a culture where staff feel comfortable sharing diversity information to inform future workplace inclusion strategies.
Aboriginal and Torres Strait Islander staff inclusion and employment
DPC is committed to improving the recruitment and retention of Aboriginal and Torres Strait Islander staff by creating a culturally safe workplace, strengthening cultural capability and providing flexible and progressive career opportunities.
Barring Djinang is the Victorian public sector’s five-year Aboriginal employment strategy. The strategy adopts an Aboriginal employment target of 2 per cent for the Victorian public sector. DPC met this target in 2023–24, with 2.8 per cent of staff identifying as Aboriginal and/or Torres Strait Islander.
Workforce inclusion policy progress
The table below outlines the progress DPC has made against key workforce inclusion targets relating to gender profiles at the executive level, people with disability, and employees who identify as Aboriginal and/or Torres Strait Islander.
| Workforce Inclusion Policy initiative1 | Target | 2023–24 actual (headcount) | 2022–23 actual (headcount) |
| Gender profile at executive levels | Representation of at least 50 per cent women in executive officer roles | 52.5 | 63.0 |
| People with disability | People with disability at DPC increases to 12 per cent by 2025 | 2.52 | 0.0 |
| Aboriginal and/or Torres Strait Islander staff | Barring Djinang has adopted an Aboriginal employment target of 2 per cent for the Victorian public sector | 2.83 | 3.3 |
Compliance with the Carers Recognition Act
DPC has taken all practical measures to comply with its obligations under the Carers Recognition Act 2012. These include considering the care relationship principles set out in the Act when setting policies and providing services such as:
- ensuring flexible work arrangements are embedded as part of the DPC working culture (in line with requirements under the Gender Equality Act) and are available to all staff for any reason, including supporting employees with family and caring responsibilities
- embedding a hybrid working model to support diversity, inclusion and a more equitable workplace
- providing the Parental Leave Transition Support Coaching Program.
Compliance with the Act is also undertaken by ensuring DPC staff have an awareness and understanding of the care relationship principles set out in the Act. This is achieved through:
- championing the DPC Enablers Network, a network run by people with disability for people with disability, with an executive sponsor, open to all staff including carers
- providing support to all staff through the Peer Support Program and the Employee Assistance Program.
DGS Corporate Shared Services has continued to support DPC during 2023–24 in developing, implementing, monitoring and reporting on aspects of DPC’s commitments under the Act.
Notes
1 This table excludes Yoorrook Justice Commission staff.
2 While ‘headcount’ is based on payroll system data, DPC’s 2024 People Matter Survey results indicate that 11 per cent of DPC’s survey respondents identify as a person with disability.
3 While ‘headcount’ is based on payroll system data, DPC’s 2024 People Matter Survey results indicate that 4 per cent of DPC’s survey respondents identify as Aboriginal and/or Torres Strait Islander.
Updated