Where we want to be and how we are getting there

Aboriginal and Torres Strait Islander Inclusion in the Inclusion Continuum

The Diversity and Inclusion Program Logic (Appendix 1) provides a schematic representation of how Victoria Police will work towards a truly diverse workplace and inclusive organisation.

The program logic will provide the strategic framework to map future progress through targeted outcomes and action plans.

The program logic identifies the steps we need to take along the Inclusion Continuum, a visual model, as we seek to improve the diversity and inclusion consciousness and culture of Victoria Police.³

The 2018–2021 Action Plan used the Inclusion Continuum as a measure of our progress on our journey to becoming an inclusive organisation.

In 2018, we considered that the organisation was at the ‘compliant’ (recently renamed ‘reactive’) phase of the continuum. This is based on the level of maturity in Aboriginal and Torres Strait Islander inclusion confidence and capability.⁴

Following the results of the evaluation of the 2018–2021 Action Plan, a self-assessment of Victoria Police’s progress against the updated Inclusion Continuum determined that Victoria Police’s Aboriginal and Torres Strait Islander inclusion remains at the reactive level.

^{3 B. Jones and Michael Brazzel 2014, The NTL Handbook of Organization Development and Change: Principles, Practices, and Perspectives.
4 Please note since 2018 Dr. Angela Workman-Stark has improved the definitions within the Inclusion Continuum to better align to evidence-based diversity and inclusion standards. The previous inclusion Continuum (2018) included 6 pillars: exclusive, passive, compliant, proactive, redefining and inclusive. Please see the 2018–2021 Diversity and Inclusion Framework for expanded definitions.}