- Published by:
- Department of Premier and Cabinet
- Date:
- 22 May 2024
Introduction
DPC values the diversity of our workforce and is committed to the principles of diversity, equity and inclusion.
Message from the Secretary
This inclusion plan is an integral part of DPC's commitment to providing a diverse, equitable, inclusive and safe workplace for all staff.
Message from the Co-Executive Champions of LGBTIQA+ Inclusion
Our champions are committed to advocating and driving change at DPC, across the Victorian Public Service and in the community.
Strategic context
DPC aligns with best practice government strategies, including Pride in our future: Victoria’s LGBTIQA+ strategy 2022-32.
Achievements under LGBTIQA+ inclusion plan 2019-2021
This plan provides an opportunity to build on progress made towards strengthening LGBTIQA+ inclusion under the previous plan.
How we developed the LGBTIQA+ inclusion plan
DPC reviewed departmental policies and practices, consulted with key stakeholders and analysed 2023 People Matter survey data.
Key themes and issues
The key issues observed were about visible leadership, inclusive policies, social connection and respectful workplace behaviours.
Strategic objectives and actions
Four strategic objectives are supported by a number of actions, outcomes and measures for improving LGBTIQA+ inclusion in the department.
Governance and accountability
The LGBTIQA+ Inclusion Plan is underpinned by strong leadership, governance, accountability and reporting.
Glossary
Key terms and definitions referenced in the LGBTIQA+ Inclusion Plan.
Attachment A: People Matter survey 2023
2023 People Matter survey results summarising LGBTIQA+ employee experience at DPC.
Updated