Problem
An engrained culture and systemic bias has amplified inequality and impeded diversity.
Goal
A diverse workplace and inclusive organisation.
Principles
- Engaging hearts and minds
- Equitable outcomes
- Employee co-design
- Licence to challenge
- Evidence based.
Key assumptions
- That diversity and inclusion will be a priority for the organisation
- That diversity and inclusion is also a priority for lead command and departments
- That the goal of inclusion continues to be adequately resourced
- That the community values a police force that is reflective of the people it serves.
Barriers
- Current policies, processes and training perpetuates systemic inequality
- Inherent requirements of policing are poorly defined
- Some key data measures and systems are not fit-for-purpose
- Lack of clarity and accountability for managers in their response to discriminatory workplace harm
- Lack of knowledge and understanding of diversity and inclusion.
Activities
- Engage all employees to advance organisational diversity and inclusion
- Identify and engage leaders to support diversity and inclusion across the organisation
- Embed intersectionality into the program of work
- Establish and maintain relationships between lead commands and departments and employee networks
- Create monitoring, evaluation and learning framework to inform future planning and strengthen accountability.
Outputs
- Diversity and Inclusion Communication Strategy
- Diversity and Inclusion Resource Hub and targeted training for managers
- Authorising framework and diversity and inclusion governance structure
- Embedded process to ensure inclusivity in all people-focused policies and processes
- Recommendations proposed for designated units response to workplace harm and for uplift in inclusive capability
- Programs to enhance diverse and inclusive recruitment, selection and retention are developed
- Insightful and timely monitoring and evaluation reports.
Short-term outcomes (reactive, proactive and progressive)
- Leaders have increased understanding of the importance of diversity and inclusion
- Governance structures have increased responsibility for inclusion
- Recommendations on employee focused policies and processes are accepted
- People and processes responding to workplace harm have an increased understanding of inclusion
- Amendments impacting recruitment, progression and retention are endorsed
- All employees recognise and promote the value of inclusion
- Inclusive leadership capability developed at all levels of the organisation
- Response to discrimination enhanced with diversity and inclusion capability
- Diversity does not restrict access to recruitment and progression
- Employees drive diversity and inclusion in their workplaces
- Increased leadership accountability to enable inclusive workplaces
- Diverse employees feel safe at work
- Strengthened accountability processes demonstrate discriminatory workplace harm is not tolerated
- Employees at all levels reflect our diverse community
- Inclusion is embedded in the cultural identity of Victoria Police
- Leaders proactively create and sustain inclusive workplaces
- Diverse employees feel empowered at work
- Employees have confidence in response to discriminatory workplace harm
- Discriminatory workplace harm is minimised
- The diversity of Victoria Police strengthens service delivery to the community.
Long-term outcomes (inclusive)
- Victoria Police champions inclusion
- Leaders harness diversity and inclusion to achieve organisational results
- Employees feel valued and have a true sense of belonging
- The community has trust in our response to diverse communities.
A diverse workplace and inclusive organisation
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