for staff Division inclusiveness (valuing diversity, equal opportunities, free from discrimination etc.) in the People Matter Survey Building Understand the Report on the representation People Division Ongoing Staff perception of the evidence and Department’s VPS of Koorie staff in our effectiveness of tracking workforce Koorie profile workforce inclusiveness (valuing progress and trends and report diversity, equal opportunities, Investigate the career People Division Oct 2017 regularly free from discrimination etc.) experiences of Koorie VPS in the People Matter Survey staff, and understand more about their challenges and enablers, and career progressions Ensuring good Utilise available expertise Hold agreed meetings People Division Ongoing Annual feedback from WG with the Working Group and members governance plan actions FOCUS 8: LGBTI Description What How Who When Success measures Providing Provide advice and Review and update policies People Division Ongoing guidance and support across the and include examples of practical support Department and at the strategies to support LGBTI staff at WoVG level on LGBTI work inclusion issues Raising Promote LGBTI events Develop a communication plan for People Division Ongoing Participation in the awareness and important dates the promotion of LGBTI inclusion and Department’s events across the year Communications Division Support the work of DPC’s equality People Division Ongoing branch including Rural Roadshow in 2017, LGBTI Outcomes Framework Building skills Increase the Provide LGBTI ally and awareness People Division Feb 2017 Staff perception of the and capability understanding of staff training to VPS effectiveness of about LGBTI diversity and staff across central and regional inclusiveness (valuing inclusion offices diversity, equal opportunities, free from Make Pride in Diversity resources People Division Ongoing discrimination etc.) in the available to staff People Matter Survey Building Understand the Report on the workforce People Division Ongoing evidence and Department’s VPS representation of LGBTI staff tracking workforce LGBTI profile Support the activities of the VPS People Division by June Staff perception of the progress and trends DET Pride Network, the 2017 effectiveness of VPS Pride Council, the VPS inclusiveness (valuing HR (LIPS) group, and diversity, equal departmental LGBTI Executive opportunities, free from Sponsors forums discrimination etc.) in the People Matter Survey Undertake the Australian People Division Annually Participation in the Workplace Equality Index to have Australian Workplace the Department’s inclusiveness Equality Index tested and ranked against other organisations Ensuring good Utilise available expertise Hold agreed meetings with People Division Ongoing Annual feedback from governance the Working and WG members plan actions Maintain Pride in Diversity membership FOCUS 9: GENERATIONAL DIVERSITY Description What How Who When Success measures
for staff Division inclusiveness (valuing diversity, equal opportunities, free from discrimination etc.) in the People Matter Survey Building evidence and tracking progress Understand the Department’s VPS workforce Koorie profile and trends and report regularly Report on the representation of Koorie staff in our workforce People Division Ongoing Staff perception of the effectiveness of inclusiveness (valuing diversity, equal opportunities, free from discrimination etc.) in the People Matter Survey Investigate the career experiences of Koorie VPS staff, and understand more about their challenges and enablers, and career progressions People Division Oct 2017 Ensuring good governance Utilise available expertise Hold agreed meetings with the Working Group and plan actions People Division Ongoing Annual feedback from WG members FOCUS 8: LGBTI Description What How Who When Success measures Providing guidance and support Provide advice and support across the Department and at the WoVG level on LGBTI inclusion issues Review and update policies and include examples of practical strategies to support LGBTI staff at work People Division Ongoing Raising awareness Promote LGBTI events and important dates Develop a communication plan for the promotion of LGBTI inclusion across the year People Division and Communications Division Ongoing Participation in the Department’s events Support the work of DPC’s equality branch including Rural Roadshow in 2017, LGBTI Outcomes Framework People Division Ongoing Building skills and capability Increase the understanding of staff about LGBTI diversity and inclusion Provide LGBTI ally and awareness training to VPS staff across central and regional offices People Division Feb 2017 Staff perception of the effectiveness of inclusiveness (valuing diversity, equal opportunities, free from discrimination etc.) in the People Matter Survey Make Pride in Diversity resources available to staff People Division Ongoing Building evidence and tracking progress Understand the Department’s VPS workforce LGBTI profile and trends Report on the workforce representation of LGBTI staff People Division Ongoing Support the activities of the VPS DET Pride Network, the VPS Pride Council, the VPS HR (LIPS) group, and departmental LGBTI Executive Sponsors forums People Division by June 2017 Staff perception of the effectiveness of inclusiveness (valuing diversity, equal opportunities, free from discrimination etc.) in the People Matter Survey Undertake the Australian Workplace Equality Index to have the Department’s inclusiveness tested and ranked against other organisations People Division Annually Participation in the Australian Workplace Equality Index Ensuring good governance Utilise available expertise Hold agreed meetings with the Working and plan actions Maintain Pride in Diversity membership People Division Ongoing Annual feedback from WG members FOCUS 9: GENERATIONAL DIVERSITY Description What How Who When Success measures
Workforce-Diversity-Inclusion-Strategy.docx