DPC has developed a number of individual action plans that sit under our Diversity and Inclusion Strategy 2019–2021, which has five priority areas:
- Gender equality
- Aboriginal workforce
- Disability access and inclusion
- LGBTIQ+ inclusion
- Cultural and linguistically diverse (CALD) inclusion
The following diagram shows where the plan fits into the internal diversity and inclusion framework and how our focus on gender equality complements existing organisational strategies. The diagram also identifies the relevant legislation standards and guidelines considered in developing this plan.
A number of strategies contained in the plan align with the measures outlined in the individual action plans relating to People with Disability and DPC’s Aboriginal, LGBTIQ+, and CALD workforce. The individual plans however contain more focussed strategies to address gender inequality specific to the experiences of each group.
Diversity and Inclusion Strategy
- Gender Equality Action Plan 2021–2025
- Gender Equality Act 2020 (Vic)
- Workplace Gender Equality Act 2012 (Cwlth)
- Sex Discrimination Act 1984 (Cwlth)
- Fair Work Act 2009 (Cwlth)
- Equal Opportunity Act 2010 (Vic)
- Charter of Human Rights and Responsibilities Act 2006 (Vic)
- Victorian Public Service Enterprise Agreement 2020
- Safe and Strong, A Victorian Gender Equality Strategy 2016
- Aboriginal Workforce Strategy 2022–2026 (in development)
- Disability Access and Inclusion Plan 2021–2025
- LGBTIQ+ Inclusion Plan (for review)
- Cultural Diversity Plan (for review)
Updated