DPC's LGBTIQ+ Inclusion Plan 2019-2021

The Victorian Department of Premier and Cabinet's plan to be more inclusive of LGBTIQ+ staff.

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Secretary's foreword

There is a place for everyone at DPC. We are committed to diversity, inclusion and equity ensuring that all people:

  • are treated with dignity and respect
  • have equitable access to employment opportunities and outcomes
  • have the ability to participate in all aspects of work life
  • can achieve their full potential

These principles underpin DPC's Lesbian, Gay, Bisexual, Trans and Gender Diverse, Intersex, and Queer and/or Questioning (LGBTIQ) Inclusion Plan (the Plan) 2019-2021.

The Plan sets out clear and measurable strategies on how DPC will work towards achieving and sustaining an equitable and LGBTIQ inclusive workplace. It builds on previous initiatives and actions which focused on LGBTIQ inclusive employment practices, culture and leading LGBTIQ inclusion within DPC and across the Victorian Public Sector (VPS) and the community. The Plan sits under the Diversity and Inclusion Strategy 2019-2021.

DPC's highlights in 2018 included:

  • Achieving bronze status in the Australian Workplace Equality Index (AWEI), the national benchmarking instrument for LGBTIQ workplace inclusion for a third year in a row.
  • Appointing an Executive Sponsor for LGBTIQ inclusion and reinvigoration of DPC's LGBTIQ Steering Committee.
  • LGBTIQ staff indicating a positive and inclusive culture at DPC in the People Matter Survey.
  • Strengthening foundational policies to be more inclusive of our LGBTIQ employees.
  • Celebrating and commemorating significant days, including, International Day against Homophobia, Biphobia and Transphobia, Wear it Purple Day, Bisexuality Visibility Day, Intersex Awareness Day and Transgender Day of Remembrance.
  • Excellent community engagement and external advocacy.
  • Participating in the iconic Midsumma Pride March.

The Victorian Government values diversity and promotes inclusion. It has affirmed the right to equality and fairness for LGBTIQ Victorians and is committed to removing discrimination from Victorian laws, services and society. A public sector workforce that reflects the communities it serves can provide better insight into policy and program development and deliver improved service delivery outcomes for the community.

I am delighted to present the LGBTIQ Inclusion Plan 2019-2021.

Chris Eccles AO, Secretary, Department of Premier and Cabinet

Goals

Empowering our employees is critical in maintaining DPC's role as a leader in whole of government public policy and service delivery and will help us to create happy and inclusive workplaces.

DPC's LGBTIQ Inclusion Plan will aim to ensure the experience of our LGBTIQ employees is positive, safe, welcoming, rewarding, equitable and inclusive. The Plan draws from the framework in Pride in Diversity's Australian Workplace Equality Index (AWEI), the national benchmark on LGBTIQ inclusion. It also draws on key culture and employment data collected from DPC's People Matter Survey results.

The priority areas of the 2019-2021 Plan include:

  • Employment practices: equitable employment opportunities and outcomes for LGBTIQ employees.
  • Inclusive culture: work environment is welcoming, safe and inclusive of LGBTIQ employees.
  • Leadership, visibility, measurement and accountability: LGBTIQ inclusion is championed by senior leaders.

Including LGBTIQ communities means taking action. Inclusion, equality and appreciation are important for our LGBTIQ community. The Plan considers the unique needs and challenges of our lesbian, gay, bisexual, trans or gender diverse and intersex employees, individually and collectively, and contemplates other diverse attributes such as, not limited to, cultural and linguistic diversity, disability and age.

Initiatives: Employment practices

Objective: Ensure equitable employment opportunities and outcomes for LGBTIQ employees

Goal Strategy and when Outcome

Ensure DPC policies and procedures are inclusive of LGBTIQ people.

Accountability: People & Culture
  • Undertake benchmarking activity on employment life-cycle policies and practices from best practising organisations to identify gaps and strengthen practice (Year 2, Q2).
  • People Matter Survey results show that being LGBTIQ is not a barrier to success.
  • Future People Matter Survey results show that overall job engagement and satisfaction for LGBTIQ employees continues to improve.

Recruitment practices ensure the equitable participation of LGBTIQ people in the process.

Accountability: People & Culture
  • Encourage diversity representation on short-listing and interview panels, where appropriate (intersectionality), including panel member observers for executive recruitment.
  • Review selection practices, including interview techniques, with a LGBTIQ lens (via shadowing technique) (Year 1, Q4).
  • Observer with LGBTIQ expertise to sit on a number of shortlisting and interview panels to gather information on inclusive practices with an LGBTI inclusion lens.

Ensure that LGBTIQ people have equal opportunity to participate in experiences and positions critical for advancement.

Accountability: People & Culture, LGBTI network
  • Provide targeted career support for LGBTIQ community via the LGBTIQ network (for example, leadership training) (Year 1 (Q2)).
  • Executive leadership includes visible LGBTIQ representation that better reflects the community.

Ensure that LGBTIQ people have equal opportunity to participate in experiences and positions critical for advancement.

Accountability: People & Culture, LGBTI network
  • Gather information on access and completion of professional development activities (Year 2).
  • Conduct focus groups that identify potential equity issues in career development and retention and develop strategies to address these (Year 1 Q2).
  • Future People Matter Survey results show that ‘intention to stay' for LGBTIQ people improve.
  • Pulse survey results show positive career development and leadership opportunities for LGBTIQ people.

Objective: Ensure equitable employment opportunities and outcomes for LGBTIQ employees - Trans and gender diverse

Goal Strategy and when Outcome

Ensure equitable employment opportunities and outcomes for trans and gender diverse people

Accountability: People & Culture
  • Determine if the representation of trans and gender diverse people at DPC reflects the representation in the Victorian community and address any imbalances through recruitment strategies and activities.
  • Determine any key issues in relation to recruitment of trans and gender diverse people into DPC from inclusive language in advertising, forms and policies, to recruiting and interviewing procedures.
  • Targeted recruitment programs ensure equitable employment outcomes for trans and gender diverse people, including youth, where imbalances may exist.
  • Leverage diversity of recruitment channels to expand reach into the trans and gender diverse community.
  • Determine any key issues in relation to promotion, career progression and retention for trans and gender diverse people through focus groups and develop plan to address these (Year 2, Q1).
  • HR/workforce data shows an increase in the representation of trans and gender diverse employees at DPC, equivalent to the population of trans and gender diverse people in Australia.
  • Key employment issues for trans and gender diverse staff are determined.
  • Improved employee experience for trans and gender diverse staff at DPC.

Develop resources that support trans and gender diverse employees.

Accountability: People & Culture
  • Develop online resources that provide information to increase trans and gender diverse awareness for other staff.
  • Provide useful resources and support for our trans and gender diverse staff
    (Year 1, Q2).
  • Centralised and dedicated resources to support trans and gender diverse employees are current and accessible.

Objective: Ensure equitable employment opportunities and outcomes for LGBTIQ employees - Intersex

Goal Strategy and when Outcome

Ensure equitable employment opportunities and outcomes for intersex people

Accountability: People & Culture
  • Determine if the representation of intersex people at DPC reflects the representation of the Victorian community and address any imbalances through recruitment strategies and activities.
  • Determine any key issues in relation to recruitment of intersex people into DPC from inclusive language in advertising, forms and policies, to recruiting and interviewing procedures.
  • Targeted recruitment programs ensure equitable employment outcomes for intersex people.
  • Leverage diversity of recruitment channels to expand reach into intersex community.
  • Determine any key issues in relation to promotion, career progression and retention for intersex people through focus groups and develop plan to address these (Year 1, Q3).
  • HR/workforce data shows an increase in the representation of intersex employees at DPC, equivalent to the population of intersex people.
  • Key employment issues for intersex staff are determined
  • Improved employee experience for intersex staff at DPC.
  • Centralised and dedicated resources to support intersex employees are current and accessible.

Develop resources that support intersex employees

Accountability: People & Culture with support from Equality Branch as needed
  • Develop online resources that provide information to increase intersex awareness and provide useful resources for our intersex staff, including cognitive challenges that come with some intersex variations (Year 1, Q1).
 (as above)

Initiatives: Workplace culture

Objective: DPC is cited as a leader in LGBTIQ inclusion by reputation

  • All DPC facilities are accessible by our LGBTIQ employees including education that considers cultural sensitivities and complexities

All staff are committed to contribute to respectful and inclusive work environment.

Accountability: People & Culture & LGBTIQ Steering Committee
  • Introduce targeted executive LGBTIQ inclusion training at DPC. (Ongoing)
  • Deliver targeted manager LGBTIQ inclusion training at DPC. (Ongoing)
  • LGBTIQ and ALLY awareness training made available to all staff. (Ongoing)
  • Provide targeted training for P&C staff, Allies and new starters. (Ongoing)
  • Develop appropriate online training resources for staff. (Year 1, Q4)
  • Build staff comfort and confidence to share information about their sexual orientation that will benefit the employee experience and improve corporate knowledge. (Year 1, Q2)
  • 60% of executives are trained in LGBTIQ inclusion by 2020.

DPC celebrates diversity and includes LGBTIQ people.

Accountability: All staff with support from People & Culture
  • Develop marketing collateral that support campaigns promoting LGBTIQ inclusion and the elimination of discrimination. (Year 1, Q4)
  • Centralised staff intranet web pages on LGBTIQ inclusion to be regularly updated and include a standing message of inclusivity, employee benefits and activities. (Ongoing)

Future People Matter Survey results shows that DPC has and sustains a positive culture in relation to LGBTIQ inclusion, as experienced by our LGBTIQ staff.

Conduct forums and events to showcase best practice in inclusion of LGBTIQ people

Accountability:

  • Equality Branch
  • People and Culture
  • LGBTIQ Steering Committee and Network
  • DPC recognises, celebrates or commemorates days of significance, including but not limited to, Intersex Awareness Day, Transgender Day of Remembrance, World Aids Day, Wear it Purple Day, Bisexual Visibility Day and IDAHOBIT.(Annually)
  • Participate in the annual Midsumma Carnival and Pride March. (Ongoing)
  • Organise a volunteering day at an LGBTIQ community organisation. (Annually)
  • Promotion of DPC's LGBTIQ inclusion initiatives within LGBTIQ media, at conferences (Diversity-specific and mainstream HR), nationally and internationally. (Year 2, Q3)
  • Extend DPC's contribution in LGBTIQ inclusion to academic research/knowledge on LGBTIQ issues. (Year 2, Q3)
  • Forums and events to showcase best practice in inclusion of LGBTIQ people are well attended and well received.
  • Key learnings and shared experiences help to make DPC more LGBTIQ inclusive.
  • DPC is seen as a leader in LGBTIQ practice in employment.

Strengthen LGBTIQ networks and relationships with professional associations.

Accountability: LGBTIQ Steering Committee and LGBTIQ Network with support from P&C and Equality Branches
  • DPC LGBTIQ Steering Committee is permanently established at DPC. (Ongoing)
  • DPC LGBTIQ Steering Committee to meet quarterly and report actions to Executive Sponsor. (Ongoing)
  • Develop brief to look at resourcing and funding the DPC LGBTIQ Network, to ensure that it can operate sustainably. (Year 1 Q4)
  • Increase LGBTIQ network membership (including Allies), ensuring representation from every organisational unit. (Ongoing)
  • Equality auspices the whole of government Pride Network and associated events. (Annually)
  • Acknowledge staff contributions to this Plan (including steering committee contribution and participation) as part of their performance review process. (Ongoing)
  • Ensure a dedicated and updated space on DPC's Intranet page to promote LGBTIQ inclusion including the steering committee and network, and utilise appropriate social media platforms to promote LGBTIQ Inclusion at DPC. (Ongoing)
  • Lead the conversation in LGBTIQ inclusion in employment (for example, host roundtable or conference). (Year 2, Q4)
  • Steering committee provides strategic direction of LGBTIQ inclusion and advise and support cultural change.
  • LGBTIQ Network is active and sustainable.
  • Allies of LGBTIQ employees are visible and actively promote LGBTIQ inclusion.
  • LGBTIQ inclusion has visible presence on the staff intranet and is accessible and easy to navigate.
  • DPC is cited as leader in LGBTIQ inclusion.

Ensure all gender facilities are established at DPC

Accountability: Corporate Services with support and advice from Equality Branch
  • Inform any new DPC fit-outs to include all-gender facilities. (Year 2, Q1)

Our partners and suppliers are committed to achieving LGBTIQ inclusion.

Accountability: Corporate Services
  • DPC chooses suppliers and corporate partners that are committed to inclusive practices and the employment of LGBTIQ people, including Employee Assistance Program provisions. (Ongoing)
  • Our partners and suppliers are able to demonstrate a commitment to diversity, inclusion and equity.

Initiatives: Leadership, visibility and accountability

Objective: LGBTIQ inclusion is championed by senior leaders and evidence used to inform progress

Goal Strategy and when Outcome

Ensure our leaders champion LGBTIQ inclusion initiatives.

Accountability: Executive Sponsor with support from People & Culture and Equality Branch
  • Executive Sponsor for LGBTIQ inclusion permanently established at DPC reporting to the Board of Management and supported by members of the LGBTIQ Steering Committee. (Ongoing)
  • LGBTIQ Executive Sponsor and inclusion champions are visible and active in driving change across the organisation.

DPC leaders are accountable for LGBTIQ employees.

Accountability: Executive with support from People & Culture
  • Branch Directors to identify and complete three practical strategies from this Plan that will have a significant and positive impact on LGBTIQ inclusion their local work area. (Year 1, Q2)
  • Branch Directors to identify and complete three strategies annually.
  • LGBTIQ staff believe that senior leaders actively support diversity and LGBTIQ inclusion in the workplace.

Establish accurate workforce profile of LGBTIQ staff at DPC.

Accountability: People & Culture and Equality
  • Establish methodology to accurately collect LGBTIQ workplace profile data in collaboration with the Victorian Public Sector Commission and Equality Branch. (Year 1, Q3)
  • Establish an accurate workplace profile of our LGBTIQ employees using People Matter Survey results (annually) and other survey data. (Year 1, Q3)
  • Annual snapshot data and longitudinal data is established.

Identify key employment, cultural issues impacting barriers for success for LGBTIQ staff.

Accountability: People & Culture with support from LGBTIQ network
  • Identify key issues (employment, access and culture) of LGBTIQ staff via annual People Matter Survey and focus groups and develop strategy and action plans to redress any imbalance. (Year 1, Q3)
  • Monitor enquiries, complaints and any reports of discrimination (annually) and address any emerging key issues. (Annually)
  • Explore issues in relation to discrimination and bullying and develop strategies to address the unique challenges faced by LGBTIQ people. (Annually)
  • LGBTIQ/ALLY contacts recruited, identified and trained for confidential conversations. (Year 2, Q2)
  • Submit annual evaluation for the Australian Workplace Equality Index. (Year 2, Q1)
  • Future People Matter Survey results show LGBTIQ staff continue to believe that being LGBTIQ is not a barrier to success.
  • Continue to monitor reported incidents of discrimination and bullying and decrease number of reported incidents.
  • Complete AWEI application in 2020.

Promote a positive work environment that increases awareness of mental health and wellbeing.

Accountability: People & Culture
  • Mental health awareness training to reference and include LGBTIQ issues. (Year 2, Q2)
  • People Matter Survey results show that any LGBTIQ people experiencing mental health and wellbeing issues feel supported within the workplace.

Report on progress against actions taken.

Accountability: People & Culture
  • Consult with LGBTIQ employees (including VPS wide networks) to inform new strategies, actions and outcomes. (Year 1, Q4)
  • Regularly monitor and analyse data to show areas of improvement at including at Branch level where possible (drilled down data). (Year 2, Q1)
  • Provide annual LGBTIQ inclusion performance report to the Executive Sponsor and Board of Management on achievements, gaps and recommendations (including key findings from annual People Matter Surveys and Australian Workplace Equality Index Benchmarking) against the Plan. (Annually)
  • Regular monitoring shows significant improvement and effectiveness of strategies.

LGBTIQ Steering Committee

The LGBTIQ Steering Committee oversees the strategic direction of LGBTIQ workplace inclusion and equality at DPC. Membership is drawn from across DPC including representatives from Equality Branch, People and Culture and DPC's LGBTIQ Network.

The functions of the Steering Committee are to:

  • promote LGBTIQ equality, visibility and inclusion at DPC
  • review DPC corporate policies and procedures to ensure they account for the views, needs and welfare of LGBTIQ employees
  • support development of staff resources and training to promote LGBTIQ inclusion
  • provide input to and endorse DPC's annual LGBTIQ Inclusion Plan, developed by P&C
  • monitor progress towards implementing the Plan
  • provide input to and endorse an annual report on progress against the Plan, to be prepared by People and Culture Branch and provided to key stakeholders including the Secretary of DPC
  • oversee DPC's participation in the Australian Workplace Equality Index

Monitoring and reporting

An LGBTIQ Steering Committee, chaired by an Executive Sponsor, is responsible for monitoring and reporting against this plan and reporting annually on progress to the Board of Management. Membership of the committee is drawn from across the department with representatives from, but not limited to, Equality Branch, People and Culture, Social Policy and DPC's LGBTI Network. Implementation responsibility is shared between the People and Culture Branch, the LGBTIQ Steering Committee, Equality Branch and the DPC LGBTI Staff Network.

Legislation

The following legislation supports the LGBTIQ Inclusion Plan:

  • Public Administration Act 2004 (Vic)
  • Charter of Human Rights and Responsibilities Act 2006 (Vic)
  • Disability Discrimination Act (2005)
  • Equal Opportunity Act 2010 (Vic)

About the department

The Department of Premier and Cabinet's (DPC) vision is to be a recognised and respected leader in whole of government policy and performance.

We work for the people of Victoria by helping the government achieve its strategic objectives. We do this by supporting the Premier, Deputy Premier, Special Minister of State, the Ministers for Aboriginal Affairs, Equality, Industrial Relations, Multicultural Affairs, Veterans, Youth and Women, as well as the Cabinet.

Further information

Additional information regarding the DPC LGBTIQ Inclusion Plan 2019-2021 is available by contacting DPC's Senior Adviser, Diversity & Inclusion in People and Culture Branch.

For further information about the whole of government Victorian Public Sector Pride Network contact wovgpridenetwork@gmail.com

Acknowledgement

The Department of Premier and Cabinet contributes to the Victorian Government's commitment to a stronger, fairer, better Victoria by pursuing excellence in whole of government outcomes in delivery and reform.

We proudly acknowledge Victoria's First Nations peoples and their ongoing strength in practising the world's oldest living culture. We acknowledge the Traditional Owners of the lands and waters on which we live and work and pay our respect to their Elders past and present.

Victoria's Aboriginal communities continue to strengthen and grow with the ongoing practice of language, lore and cultural knowledge. We recognise the contribution of Aboriginal people and communities to Victorian life and how this continues to enrich our society more broadly. We acknowledge the contributions of generations of Aboriginal leaders who have come before us, who have fought tirelessly for the rights of their people and communities.

We acknowledge Aboriginal self-determination is a human right as enshrined in the United Nations Declaration on the Rights of Indigenous Peoples, and we commit to working towards a future of equality, justice and strength.

Read DPC's diversity plans

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