VicPol Corporate

Valuing diversity

Victoria Police is committed to growing a diverse workforce that is representative of the communities we serve – we value the diversity of age, gender, culture, religion and sexual orientation of our employees.

We value the different attributes, life experiences, capabilities and skills that each employee contributes. We value the diversity of our employees and foster an environment which is inclusive and safe from discrimination, sexual harassment, victimisation and bullying.

In the Victoria Police Equity and Diversity Plan, we recognised that through greater workforce diversity and inclusion, we will increase our ability to provide better services to the community and improve employee engagement and productivity.

Victoria Police has made a strong commitment to increasing representation of women, people from Aboriginal and Torres Strait Islander heritage and those with culturally and linguistically diverse backgrounds (CALD).

In addition, Victoria Police will continue to support a broad range of diverse groups including those from the lesbian, gay, bisexual, transgender and intersex (LGBTI) communities, people with disabilities, and religious and spiritually diverse groups.

Download the flyer for information on the Victoria Police Academy LGBTI Student Support Program

Contact us

To speak with one of Victoria Police's diversity portfolio officers, please reach out via the contact details below.

Gender equality

Women are at the forefront of modern policing – in leadership positions, in metro and country locations and in specialist roles.

We commissioned the Victorian Equal Opportunity and Human Rights Commission (VEOHRC) for an independent review into sex discrimination and sexual harassment within the services. The report was a wake-up call that identified 20 recommendations to be implemented for long-term and lasting cultural change.

As well as the flexible workplace policy we've:

  • established internal departments to continually manage and monitor project and report outcomes
  • overhauled discipline systems to ensure more timely and victim-centric responses
  • conducted leadership training to ensure those in management are equipped to lead with confidence and manage inappropriate behaviour
  • created programs to foster women's leadership capability
  • established an independent and confidential phone support service
  • created an internal workplace harm unit triage and case-manage all complaints
  • changed various specialist courses to make them more accessible to part-time and regional members
  • established the 'keeping in touch' program for members on maternity leave and long-term absences, so they are up to date and don't miss out on potential opportunities

Senior leadership is talking to members and staff about career progression and overcoming obstacles and barriers. This has already resulted in females taking on more senior roles. VEOHRC will deliver its final progress audit in 2018.

We offer a range of performance development programs and flexible work options to ensure that career development opportunities are accessible to everyone while achieving a sustainable work-life balance.

See some of our inspirational female police and protective services officers speaking about their careers in the videos below.

If a career in Policing is something that you've been thinking about email rsbmarketing@police.vic.gov.au

Aboriginal and Torres Strait Islanders

Victoria Police strives to be an employer of choice for Aboriginal and Torres Strait Islander people. To meet this goal, we have implemented an Aboriginal and Torres Strait Islander Employment Plan to create employment and career development opportunities in a supportive and inclusive environment.

If you have high integrity, are community-minded, problem/solution orientated and a good communicator, then a career as a Police or Protective Services Officer could be right for you.

If a career in policing is something that you've been thinking about, call us on (03) 9247 5242 or email atsi-recruitment-mgr@police.vic.gov.au

Alternatively, apply today and begin the journey to embark on a remarkable career.

Cultural and linguistic diversity

Our workforce is made up of people from various cultural and linguistic backgrounds which enables our employees to bring a variety of different attributes, life experiences, insights and languages to enrich our organisation.

Victoria Police defines Culturally and Linguistically Diverse (CALD) people as those who are from an non-English speaking or non-mainstream cultural, religious or ethnic background.

Victoria Police is seeking to reflect the cultural diversity of the Victorian Community as our workforce undergoes significant expansion. To achieve this aim we understand the need to reach out and engage with communities that are under-represented within our work force. We also consider the unique challenges associated with the recruitment and retention of a culturally and linguistically diverse workforce.

Employment pathways

Victoria Police has partnered with various organisations to provide career pathway opportunities for people from diverse backgrounds.

Victoria Police Diversity Recruitment Program

This program is designed to address the unique challenges encountered by African-Australians who wish to apply to Victoria Police. The program assists participants with meeting the academic, fitness and professional expectations of the recruitment process. The program was developed through collaboration with various organisations and is managed by Jesuit Social Services and Victoria University Polytechnic. For more information, or to apply, see:

New and Emerging Diverse Communities School Based Traineeship

The School Based Traineeship Program for New and Emerging Communities is designed for students completing years 10, 11 or 12 who are interested in a career with Victoria Police. Victoria Police, Skillinvest and Jobs Victoria have jointly created this program aiming to provide useful work experience and insight into a policing career. For more information contact: Naishadh Gadani, Skillinvest Project Coordinator, phone 1300 135 008, naishadh.gadani@skillinvest.com.au

See:

On the job

Victoria Police has several employee networks that Police officers, Protective Services Officers, Police Custody Officers and Victorian Public Servants are invited to join. These are:

  • Victoria Police Muslim Employees Association
  • Victoria Police African Employee Network (VICPOLAEN)
  • Victoria Police Jewish Employee Network (VPJN)
  • Victoria Police Hellenic Association
  • Cultural and Linguistic Diversity Council and Network

The purpose of employee networks is to foster diversity and inclusion within Victoria Police by allowing employees from diverse backgrounds and their allies to share common experiences and information, and contribute to policy development on issues relevant to a culturally diverse workforce. It also provides an opportunity for Victoria Police employees to get more involved in the challenges and initiatives related to their communities.

Contact us

If a career in policing is something that you have been thinking about but you are experiencing challenges related to your cultural or religious background, or because English is not your first language please call us on (03) 9247 3627 or email cald-recruitment-mgr@police.vic.gov.au

LGBTI

Victoria Police is a proud employer of people of all genders and sexual orientations. We believe representing Victoria's lesbian, gay, bisexual, transgender and intersex (LGBTI) communities in our workforce contributes to the creation of mutual trust and allows us to provide a fair and equitable policing service.

Victoria Police is a member of Pride in Diversity and has been awarded bronze status in the Australian Workplace Equality Index, indicating that we're actively engaged in LGBTI workplace inclusion.

Don't just take our word for it, hear from LGBTI Police Members across the organisation on radio JOY 94.9's GLLO Show podcast

At the Academy

During training at the Academy you can join the LGBTI Student Network to access support and advice. This program holds frequent meetings and has operational LGBTI Police and Protective Services Officers as guest speakers. The network also makes recommendations to the Academy Management to work towards continuous improvement of a fully inclusive and supportive training environment.

Download the flyer for information on the Victoria Police Academy LGBTI Student Support Program

On the job

Victoria Police employees, including Police Officers, Protective Services Officers, Police Custody Officers and Victorian Public Servants are invited to join VP Pride. This council aims to foster diversity and inclusion within Victoria Police by encouraging employees to share common experiences and information, and contribute to policy development which promotes greater inclusion of LGBTI employees.

In addition, the VP Pride network aims to improve organisational awareness of LGBTI-specific issues by serving in an advisory capacity to leadership on issues impacting LGBTI employees and their allies.

Victoria Police has developed a trans- and gender-diverse (TGD) inclusion policy and practice guidelines to ensure TGD employees are treated with respect in the workplace, and to support those who choose to affirm their gender (transition) while they are a member of Victoria Police.

During 2018 Victoria Police will release our LGBTI inclusion strategy and action plan.

Support your community

Victoria Police actively connects to LGBTI communities through important dates including

Applicant questions

If you have questions about LGBTI inclusion throughout the Victoria Police recruitment process, we can arrange to put you in contact with one of our GLLOs to learn more about what it's like to work for Victoria police. Email lgbti-recruitment-mgr@police.vic.gov.au

Disability

Victoria Police has committed to a target of 6% employment of people with disability by 2020, and 12% by 2025 within Victorian Public Services roles.

As an employer of choice, we value the contribution of people with disability and recognise their contribution to fully participate in their employment within our organisation. We are committed to offering the necessary reasonable adjustments for achieving this outcome.

Employment pathways

Each year Victoria Police employs graduates with disability through the disability pathway of the Victorian Government Graduate Program. For more information see https://beta.vic.gov.au/victorian-government-graduate-program

In recruitment

From advertisement through to starting in a new role, applicants can seek reasonable adjustment to ensure the recruitment process allows all prospective applicants an equal opportunity to demonstrate that they are the best person for the job. For further information contact VPSRECRUITMENT@police.vic.gov.au

On the Job

The Employee Accessibility Advocacy Network (EAAN) is the voice of Victoria Police employees with disability. The Network is comprised of employees with disability and their supporters, including police members, Protective Services Officers (PSO) and Victoria Public Servants (VPS) from across Victoria.

Victoria Police has a Reasonable Workplace Adjustment policy to improve its capacity to employ, develop and retain people with disabilities. In addition, Victoria Police has a practice guide to support understanding and ensure compliance with policy.

All Victoria Police staff are invited to our annual celebration of International Day of People with Disability. The event includes an award ceremony to recognise Victoria Police employees, police stations or work units that have provided outstanding service to people with disability.

Contact us

For further information on opportunities or supports for people with disability within Victoria Police please contact VPSRECRUITMENT@police.vic.gov.au or call 03 9247 6895

Please Note: Candidates with disability may not be eligible for Police, Protective Services Officer (PSO) and Police Custody Officer (PCO) roles. The Equal Opportunity Act 2010 allows exemptions where it is reasonably necessary to protect the health or safety of any person or of the public. Please ensure you meet the entry requirements of the Police, PSO or PCO roles before you apply. If you are unsure, please consult the Medical Guidelines and complete a Preliminary Medical Condition Enquiry before applying.

Reviewed 10 July 2019

Need additional help?

Contact the Applicant Attraction Team 8.30am-5.30pm (Monday - Friday)

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