VicPol Corporate


Gender is a social construct that creates social expectations on sexed bodies as expressed by clothes, physical appearance or pronouns.

Many people see themselves as a man, woman, a combination of both or neither.

This is as distinct to sex, which refers to a person’s biological sex characteristics which includes male, female and intersex.

Gender attuned capability

This is an employee capability ‘attuned’ or focussed on understanding gender equality and working in ways that locate and mitigate gender inequality.

The capability requires knowledge and practice in understanding gender dynamics.

Gender equality

The Victorian Gender Equality Act 2020 defines gender equality as “equality of rights, opportunities, responsibilities and outcome between persons of different genders”.

This includes equal access to economic, social, cultural and political participation and freedoms.

Gender equality is premised on valuing all genders equally, recognising their similarities and the differences and the value of the various roles they may play in the social context.

Gender equity

The process of being fair and driving justice for all genders, with a focus on parity of outcome.

Gender equity may involve the use of temporary special measures to ease a bias or systematic discrimination. An example may be offering additional paid parental leave to men to encourage their uptake participate in the primary care of their children.

Gender impact assessment

This involves undertaking a systematic and purposeful, evidence informed gender assessment of a policy, program, service or process. This explores and assesses the explicit, unintended or hidden impacts and outcomes of a policy, program or strategy across genders.

Under the Gender Equality Act 2020, Gender Impact Assessments (GIA) are mandatory for all new or revised policies, programs and services that directly impact community. In Victoria Police, GIAs will also be applied to internal facing work as this will have a direct impact on our service delivery.

Gendered violence

This term refers to violence against a person because of their gender.

This type of violence disproportionately effects women.

In this document, gendered violence is an umbrella term covering any way a person can experience discrimination, harm or violence based on their gender in their private lives, at home, with their family and in the community.

Gendered workplace harm

This umbrella term covers any way a person experiences discrimination, harm or violence based on their gender, in the workplace.


The way in which people’s attributes (such as race, gender, ability, religion, ethnicity, sexual orientation, sexual identity and socio-economic status) interact to shape their experience of individual, cultural and structural oppression, discrimination, violence and disadvantage or conversely privilege.

Adopting an intersectional approach recognises that people’s experience of gender inequality cannot be separated from their experience of other aspects of their identity or their access to resources, power and privilege.

Knowledge and learning framework

This is a framework that is outcome focussed and brings together traditional knowledge channels (training for example) but with the addition of assessment, experiential learning or practice to transition knowledge to learning.

It is outcome rather than knowledge focussed and takes the learner from ‘knowing’ better to ‘doing’ better.

Onboarding program

This is a series of tools and actions carried out by supervisors to introduce and embed the new incumbent into the workplace. It is the final aspect of the recruitment phase.

Onboarding ensures early performance, can reduce backlash, assist selection transparency and reduce attrition.

Place Based Pilot

The Place Based Pilot is a new way by which Victoria Police is going to achieve gender equality in all our workplaces. HRC will work in partnership with local workplaces to build their capability to deliver on gender equality outcomes.

It commences with a pilot of two uniform stations to test new ways of working and inform broader application.

Program logic

A program logic model is a schematic representation that describes how a program is intended to work by linking activities with outputs, intended to work by linking activities with outputs, intermediate outcomes and longer-term outcomes.

Suitability assessment

This refers to a suite of assessment tools and activities drawn on in candidate selection or assessment. Introducing suitability assessments is designed to provide our selection panels with a more robust and meaningful range of information with which to make candidate selections.

Transition management

This refers to a suite of tools and supports designed to enhance transition from one role, workplace or employment context to another.

It can refer to transition to/or from parental leave, return to work from injury, transition to retirement, promotion, or exit across the employment lifecycle.

Workplace gender audit

This audit is mandated by the Gender Equality in the Public Sector Commission under the Gender Equality Act.

It sets out a series of workforce data points aggregated by gender and forms the baseline against which our material progress on gender equality will be measured.

Reviewed 22 January 2024

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