Introduction

The Department of Premier and Cabinet (the department/DPC) values the diversity of our workforce and is committed to the principles of diversity, equity and inclusion, so that all our employees, including LGBTIQA+ people, have equal access to employment opportunities and outcomes.

DPC is committed to taking positive action towards creating a workplace that is safe, inclusive and equitable for current and future LGBTIQA+ employees. We have developed the LGBTIQA+ Inclusion Plan 2024–2028 (the Plan) in partnership with our employees with the objective of becoming an employer of choice for LGBTIQA+ people. Our vision for DPC is to create an environment where LGBTIQA+ people feel safe and supported to be themselves and contribute meaningfully to the workplace.

While DPC has made considerable progress in strengthening LGBTIQA+ inclusion in the workplace, and most LGBTIQA+ employees feel a sense of belonging and can be their authentic selves at work, consultation with LGBTIQA+ employees highlighted the need to foster a stronger understanding and culture of inclusive leadership and allyship. Inclusive leadership allows everyone to contribute to their highest potential; this combined with allyship increases employee engagement and a sense of belonging.

The consultation also highlighted the need for greater social connection for LGBTIQA+ employees. For LGBTIQA+ people, being a part of a community is a valued and positive part of life and work and can lead to better physical and mental health outcomes (Pride in our future: Victoria's LGBTIQA+ strategy 2022-32).

Our 2023 People Matter Survey measures also highlight opportunities to improve the health and well-being supports that exist for LGBTIQA+ employees. LGBTIQA+ employees were less likely than their heterosexual colleagues to agree that DPC has effective procedures in place to support employees who may experience stress. We understand that LGBTIQA+ people often carry what is commonly termed as ‘minority stress’ and often report higher levels of psychological distress compared with the general population (Pride in our future: Victoria's LGBTIQA+ strategy 2022-32).

LGBTIQA+ employees also reported experiencing negative workplace behaviours such as sexual harassment, bullying and violence or aggression at a higher rate than heterosexual employees. LGBTIQA+ employees were less confident to report or challenge inappropriate behaviour at work and less favourable that DPC undertakes takes steps to eliminate bullying, harassment and discrimination. Some LGBTIQA+ employees were also unsure about how to report negative behaviours. We acknowledge that we live in a society in which LGBTIQA+ people continue to experience discrimination and inequality in their everyday lives which limits the opportunities available to them. Trans and gender-diverse people are specifically the subject of targeted movements seeking to remove their rights and restrict their ability to live as their true selves.

We understand that the LGBTIQA+ community is also diverse and that experiences may be compounded by other forms of disadvantage or discrimination based on their Aboriginality, age, disability, ethnicity, gender identity, race, religion and other attributes. The experience of compounding or overlapping forms of disadvantage or discrimination is referred to as intersectionality.

In developing this plan, DPC demonstrates its strong commitment to creating an LGBTIQA+ inclusive workplace through a focus on inclusive leadership and allyship, education and awareness, social connection, health and wellbeing, and inclusive practices and policies.