LGBTIQA+ inclusion plan 2024-2028

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.

The Department of Premier and Cabinet’s (DPC’s) LGBTIQA+ Inclusion Plan 2024-2028 is an integral part of our commitment to providing a diverse, equitable, inclusive and safe workplace for all staff.

It seeks to establish DPC as both an employer of choice for LGBTIQA+ people and an organisation that leads by example across the Victorian Public Service, while acknowledging the systemic barriers that still need to be overcome.

The plan’s key areas of focus for the next four years include:

• fostering a culture of inclusive leadership and allyship
• ensuring DPC policies, practices and supports are inclusive
• creating opportunities for social connection and networking
• creating a psychologically safe, supportive and inclusive workplace.

This plan aligns with Victoria’s first whole-of-government LGBTIQA+ strategy, Pride in our future: Victoria’s LGBTIQA+ strategy 2022-32, which provides the vision and plan to drive equality and inclusion for Victoria’s diverse (LGBTIQA+) communities within all aspects of government work over the next decade.

I thank the LGBTIQA+ staff who, through focus-group discussions and one-on-one interviews, have helped ensure that LGBTIQA+ voices and experiences are at the centre of this plan. I also acknowledge the contributions of the People and Culture branch at the Department of Government Services and the Equality team at the Department of Families, Fairness and Housing.

Finally, I want to thank our co-Executive Champions for LGBTIQA+ Inclusion, Rach Cowling and Fin Bird, for their advocacy, leadership and support for the development of this plan.

It is a shared responsibility of all staff to create an environment that is safe, inclusive and welcoming to LGBTIQA+ people. I encourage you all to read this plan and make a commitment to take proactive steps to strengthen LGBTIQA+ inclusion at DPC.

Jeremi Moule
Secretary

We are delighted to introduce the Department of Premier and Cabinet’s (DPC’s) LGBTIQA+ Inclusion Plan 2024-2028.

As members of the LGBTIQA+ community, DPC has been an inclusive and supportive place for us to work, with diverse teams that are reflective of the communities we live in. This is not something we take for granted, as we have both previously experienced environments where it wasn't safe to identify as LGBTIQA+.

Our diversity is our strength, and we want to ensure that every staff member has the same positive experience at DPC and feels empowered to be their authentic selves at work.

This plan builds on the work of our previous inclusion plan and the work that has been done to establish DPC as a safe place for LGBTIQA+ employees. Our achievements in recent years have been considerable, but there is still more to be done.

A recent report from the Commission for Gender Equality in the Public Sector highlights that LGBTIQA+ people continue to face high levels of workplace discrimination and harassment, do not feel safe to disclose their identities at work and face barriers to career development and progression. It also found that trans, gender-diverse and intersex people face additional barriers to inclusion.

As Co-Executive Champions, we are deeply committed to advocating for LGBTIQA+ people at DPC across the Victorian Public Service and in the communities that DPC supports as a central agency of government. We will use this plan to drive positive change and represent the interests of our LGBTIQA+ colleagues, ensuring DPC remains accountable to its staff and the VPS for our efforts to continue to improve.

We also encourage staff who are not part of the LGBTIQA+ community to read this plan and make commitments to practically support their LGBTIQA+ colleagues as allies. All staff benefit from a safe and inclusive workplace where the core Victorian Public Sector values are universally embraced, including those of human rights, respect and leadership.

Rach Cowling and Fin Bird
Co-Executive Champions of LGBTIQA+ Inclusion

Pride in our future: Victoria's LGBTIQA+ Strategy 2022-2032

DPC's approach to LGBTIQA+ inclusion is aligned with best practice government strategies including Pride in our future: Victoria's LGBTIQA+ strategy 2022-32. Pride in our future provides the vision and plan to drive equality and inclusion for Victoria’s diverse LGBTIQA+ communities over the next 10 years.

The vision statement of the strategy is:

• All Victorians feel safe, are healthy, have equal human rights and can live wholly and freely.
• LGBTIQA+ Victorians experience the benefits of full participation in economic, educational, political, community and social areas at all stages of life.
• Victoria leads the way in LGBTIQA+ equality, celebrating culture, community, and taking sustained, enduring and measurable action.

The key areas of reform that will help realise the strategies vision include:

1. Equal rights and freedoms.
2. Equitable, inclusive and accessible services.
3. Visibility to inform decision making.
4. Safe, strong and sustainable communities.

The strategy will deliver key actions including reviewing VPS workforce inclusion policies, supporting LGBTIQA+ inclusive employment practices and identifying tools and training for senior leaders to create LGBTIQA+ inclusive workplaces.

DPC's Diversity and Inclusion Strategy 2019-2021

This plan is also aligned with DPC's Diversity and Inclusion Strategy 2019 – 2021. DPC is committed to the principles of diversity, equity and inclusion, to ensure that all people including LGBTIQA+ employees are treated with dignity and respect, have equitable access to employment opportunities and outcomes, can participate in all aspects of work life and can achieve their full potential. The strategy focuses on five priority areas including:

• LGBTIQA+ inclusion
• Gender equality
• Aboriginal workforce
• Disability access and inclusion
• Cultural and linguistically diverse (CALD) inclusion.

The following list shows where the plan fits into DPC's internal diversity and inclusion framework and how our focus on LGBTIQA+ inclusion complements existing organisational strategies. The list also identifies the relevant legislation frameworks and guidance considered in developing this plan.

This plan provides DPC an opportunity to build on progress made towards strengthening LGBTIQA+ inclusion under the previous plan, during which DPC delivered several initiatives to create a safe, supportive and inclusive workplace for LGBTIQA+ employees.

• Established the role of an Executive Sponsor for LGBTIQA+ inclusion to champion and drive LGBTIQA+ inclusion initiatives in the workplace.
• Established a DPC LGBTIQA+ Steering Committee to provide strategic direction on LGBTIQA+ inclusion and support the implementation of the LGBTIQA+ Inclusion Plan.
• Continued to support the DPC LGBTIQA+ staff network; a professional community of LGBTIQA+ employees and their allies that aims to create a safe, supportive and inclusive workplace, through networking, professional development opportunities and social events.
• Developed an inclusive language guide to help employees use language respectfully and inclusively when working with and referring to LGBTIQA+ people.
• Provided dedicated LGBTIQA+ support services including a specialist helpline for LGBTIQA+ staff and allies.
• Promoted Leadership Victoria’s LGBTIQA+ Leadership Program which gives leaders in LGBTIQA+ communities an opportunity to develop their skills and strengthen their networks.
• Provided LGBTIQA+ awareness and allyship training to help employees to increase their understanding of inclusive practices and strategies to create an inclusive workplace for LGBTIQA+ employees and how to be an effective ally.
• Ensured the provision of all gender facilities with inclusive bathrooms in each of DPC’s core locations (Collins St, Treasury Place and Spring St).
• Regularly acknowledged days of significance to the LGBTIQA+ community including Intersex Awareness Day, Transgender Day of Visibility, Wear it Purple Day, Bisexual Visibility Day and IDAHOBIT.
• Partnered with a number of Victorian government departments to run a whole of VPS event to celebrate Intersex Awareness Day and raise awareness of the intersex community.
• Promoted 'Some of Us'; a series of short audio interviews with prominent members of the Victorian LGBTIQA+ community sharing their experience of living through and surviving challenging times.

DPC engaged an external consultant with lived experience to develop this plan which was developed based on an extensive review of relevant DPC policies and practices, consultation with key stakeholders and analysis of 2023 People Matter Survey data.

Policy review and data analysis

DPC undertook a review of key policies and practices to understand the extent to which they were inclusive of LGBTIQA+ people and to identify areas of good practice and improvement. This involved undertaking a review of departmental plans, HR policies, DE&I strategies and action plans, internal communications, training, and employee resources and supports. DPC also reviewed People Matter Survey data for 2023 to understand LGBTIQA+ employee experiences of workplace culture, wellbeing and engagement.

Stakeholder consultation

DGS People and Culture briefed senior leadership groups on DPC’s approach to developing the LGBTIQA+ inclusion plan including purpose, proposed stakeholder consultation, and key milestones and timeframes for delivering the plan.

To help shape the plan, DPC also facilitated a series of focus groups and one-to-one interviews with LGBTIQA+, trans and gender diverse and non-LGBTIQA+ employees and senior leaders to understand the experiences of LGBTIQA+ people and allies.

The consultation provided participants with an opportunity to share their ideas, experiences and challenges, and consider what actions DPC can put in place to improve LGBTIQA+ inclusion in the department.

• LGBTIQA+ allyship at DPC – open to LGBTIQA+ employees and non-LGBTIQA+ employees, this session examined what meaningful LGBTIQA+ allyship looks like and discussed areas for improvement.
• Trans and gender diverse inclusion at DPC – this session provided an opportunity for trans and gender diverse employees to share their lived experience and discuss ideas for creating a safe and inclusive workplace.
• LGBTIQA+ lived experience at DPC – this session, provided an opportunity for LGBTIQA+ employees to share their lived experiences and discuss how DPC can create an environment where LGBTIQA+ employees feel a sense of inclusion and belonging.
• LGBTIQA+ education, policy and practice at DPC – open to key stakeholders working or with an interest or knowledge in LGBTIQA+ education, policy and practice, this session explored inclusive policies and practices at DPC.

Co-design action planning

The analysis of the policy review, People Matter Survey data and stakeholder consultation culminated in a co-design action planning workshop with employees and key stakeholders from across DPC, including those that participated in the consultation process. The workshop was facilitated online using a visual board to review proposed actions, identify gaps and prioritise actions for the short, medium and longer term. All participants, including those who were unable to make the workshop, had the opportunity to contribute to the visual board following the session.

A number of key themes and issues emerged from the process undertaken to develop the plan. The policy review identified an opportunity to strengthen inclusive language within DPC’s policies, plans and guidelines, in particular a need to adopt diversity, equity and inclusion, gender affirmation and the acronym LGBTIQA+ consistently across DPC.

The policy review also highlighted suggestions for including LGBTIQA+ specific information in induction materials, updating definitions for intersectionality in e-learning modules, welcoming applicants from the LGBTIQA+ community in job advertisements and recognising trans and gender diverse people as a group to which special measures can be applied in recruitment policies.

While LGBTIQA+ employees indicated a strong sense of belonging at DPC, they highlighted concerns relating to negative behaviours, feeling safe to challenge inappropriate behaviours, psychological health and well-being, and experiences of workplace stress. The People Matter Survey 2023 found that LGBTIQA+ employees experienced a higher rate of bullying, sexual harassment and violence and aggression than non LGBTIQA+ employees. The survey also highlighted low levels of confidence that DPC has effective procedures in place to support LGBTIQA+ employees who may experience stress.

During the consultation, LGBTIQA+ employees spoke about a work environment at DPC that is accepting of LGBTIQA+ people and outlined the key elements they felt contributed to an inclusive workplace including social connection, inclusive language, visibility, respect and the importance of having conversations about LGBTIQA+ issues. They also highlighted evidence of good practices at DPC including the use of gender pronouns on team and email signatures and communications around LGBTIQA+ initiatives and events.

LGBTIQA+ employees however expressed a desire for inclusive leadership, visible allyship and opportunities for social connection. They also highlighted the need for trans and gender diverse issues to be better reflected in diversity and inclusion initiatives. The consultation process further identified a lack of knowledge and understanding by LGBTIQA+ employees of the process for reporting negative behaviours, beyond speaking to their manager.

The clear elements for creating a safe, supportive and inclusive workplace for LGBTIQA+ employees that emerged from the research and consultation are summarised below and include visible leadership, accountability and allyship, inclusive policies, practices and language, social connection and health and well-being, and respectful workplace behaviours.

DPC has identified four key strategic objectives for improving LGBTIQA+ inclusion under the plan based on the key findings of the policy review, data analysis and stakeholder consultation process. The plan outlines the actions, outcomes and measures that underpin each of the strategic objectives. Accountabilities and timelines are assigned to each action including the relevant business owner(s) responsible for developing and implementing specific actions.

DPC is committed to developing and implementing an LGBTIQA+ Inclusion Plan that is underpinned by strong leadership, governance, accountability and reporting.

DPC will establish the role of Co-Executive Champions for LGBTIQA+ Inclusion, who will be responsible for championing LGBTIQA+ Inclusion actions and initiatives at DPC. The Champions will play an instrumental role in working with the DPC Board of Management to facilitate an enabling environment to advance LGBTIQA+ Inclusion in the department.

DPC's Diversity, Equity and Inclusion (DE&I) Committee, comprising Executive Champions, People and Culture, Group representatives, Staff network representatives and appropriate business areas will drive the implementation of the plan.

Responsible business owner(s) have been assigned to lead the development and implementation of key actions under the plan that are relevant to their respective functions and operation. This includes DPC Executive Groups who will be engaged to promote and proactively champion LGBTIQA+ inclusion by identifying practical actions in Group business plans. The budget for funding key actions in the plan, including training and resources, will be sourced from the central corporate development fund.

Measuring progress and reporting

DPC is committed to measuring the success of this plan through ongoing monitoring, evaluation and reporting.

DPC will establish an evidence base using People Matter Survey results and other relevant data to measure performance against the plan on an annual basis. This will help to measure outcomes against key actions within the plan. DPC will also engage with the VPSC to better understand LGBTIQA+ data standards across the Victorian Government and how to collect, analyse and report on demographic/personal data.

Progress against actions under the plan, at the departmental and Group level, will be reported on annually to the DPC Board of Management. This reporting will outline progress against the LGBTIQA+ Inclusion Plan including key achievements, areas for improvement and proposed strategies to address any gaps. The reporting process will also include regular communication of progress against the plan to the Co-Executive Champions, the LGBTIQA+ Staff Network and the DE&I committee.

All strategies and actions will be set out in an implementation plan, a detailed internal monitoring and tracking document that will assist with monitoring and progress reporting. The implementation plan will outline the key timeframes for communicating, implementing and reporting progress. The implementation plan will also outline the key measures that will help to report progress and outcomes.

We define key terms below and acknowledge that people may relate to different definitions. We also acknowledge that language is constantly changing and continues to evolve. (Pride in our future: Victoria's LGBTIQA+ strategy 2022-32)

• Allyship: Active support for the rights of a minority or marginalised group without being a member of that group.
• Cisgender: Refers to a person whose gender corresponds with their biological sex.
• Equality: This principle is about ensuring every LGBTIQA+ person has an equal chance to make the most of their lives and talents. It means that no one should have poorer life chances because of the way they were born, where they come from, what they believe, or how they identify.
• Equity: This principle builds on equality and is about ensuring just and fair inclusion for all LGBTIQA+ people and communities. An equitable society is one where everyone can take part and prosper. The goals of equity are to create conditions that allow all people to reach their full potential. These conditions must recognise that experiences, inequalities and outcomes are not the same across communities.
• Gender: Part of how you understand who you are and how you interact with other people. Many people understand their gender as being a man or woman. Some people understand their gender as a mix of these or neither. A person's gender and their expression of their gender can be shown in different ways, such as through behaviour or physical appearance.
• Gender diverse: An umbrella term for a range of genders expressed in different ways. Gender diverse people use many terms to describe themselves. Language in this area is dynamic, particularly among young people, who are more likely to describe themselves as non-binary.
• Inclusion: Empowering access to opportunities, dealing with structural inequalities, tackling unconscious bias to have equal access to all parts of society.
• Intersectionality: This is an approach to understanding how social meanings related to the way we categorise and identify can overlap and interconnect. This creates different layers and types of discrimination or disadvantage for either an individual or group. Categories include but not limited to gender, sexual orientation, sex characteristics, ethnicity, language, faith, disability and age.
• Intersex: An umbrella term for people born with natural variations to sex characteristics. This includes physical features relating to sex, including genitalia and other sexual and reproductive parts of the person’s anatomy. It might also refer to the person's chromosomes, hormones and secondary physical features emerging because of puberty. Most people with intersex variations are cisgender and identify as male or female.
• Sex: A person’s biological sex characteristics. We have previously understood the term 'sex' as only female or male.
• Sex characteristics: A person’s physical features relating to sex. This includes genitalia and other sexual and reproductive parts of the person’s anatomy.
• Sexuality or sexual orientation: A person's romantic or sexual attraction to others. A person's gender does not mean they have certain sex characteristics or a particular sexuality, or vice versa.
• Trans (or transgender) person: Someone whose gender does not align with the gender assigned to them at birth. Not all trans people will use this term to describe themselves.