Victoria Police Aboriginal and Torres Strait Islander Inclusion Action Plan 2023-2025

Date:: 31 May 2023

Message from Deputy Commissioner Neil Paterson

In July 2022, Victoria Police held our very first Aboriginal employee forum. At the forum, Aboriginal employees from regional and metropolitan workplaces across Victoria came together for a full day to yarn and network with each other.

I listened to employees who shared stories about the cultural burden their roles in Victoria Police sometimes place on them and the support they need to feel safe while fulfilling their roles in policing and in their communities.

I acknowledged stories about what Self-Determination means for our employees and the importance of connecting with who they are, and where they belong in a culturally safe place.

The topics covered that day inform this action plan.

It has been my privilege to work together with Victoria Police First Nations employees to bring this action plan to fruition.

Building relationships with Aboriginal employees is imperative if we are to set the foundations for moving together as one towards Self-Determination and cultural safety in our organisation and in our service to the Aboriginal community.

Strengthening our employee networks is a way to start.

I am proud to hold the role of Executive Sponsor of the Victoria Police Aboriginal and Torres Strait Islander Employee Network Council (AENC) and the Aboriginal and Torres Strait Islander Employee Network (AEN).

I would like to offer my respect and gratitude to all past and present members of the AEN for their commitment and contribution to informing what is needed to create a safe and inclusive workplace for all our Aboriginal and Torres Strait Islander employees.

Neil Paterson APM
Deputy Commissioner, Victoria Police
Executive Champion

About the Victoria Police Aboriginal and Torres Strait Islander Inclusion Action Plan 2023–2025

The Victoria Police Aboriginal and Torres Strait Islander Inclusion Action Plan 2023–2025 is part of the Victoria Police Workforce Diversity and Inclusion Framework 2023–2030 (Framework).

Original artwork designed by Gary Saunders, a proud Bangerang, Wiradjuri, Yorta Yorta and Dja Dja Wurrung man.

A design representing the layers and complexity of the Aboriginal community. The design shows a circle with multiple-coloured rings of red, yellow-brown, brown, white, olive green and red. The circle is surrounded by yellow-brown curved lines.

This design represents the layers and complexity of the Aboriginal community.

Like the rings of a tree trunk, the rings represent the years of knowledge and understanding handed down to community by elders that have worked hard to pave the way and address the needs of their people.

The half circles around the rings represent the tradition of people sitting around having a yarn and, in this design, represent the ACLOs around the state that meet to share knowledge to help strengthen their communities.

An Aboriginal design representing the relationship and partnership that the PALOs have with their ACLO counterparts.

This design represents the relationship and partnership that the PALOs have with their ACLO counterparts.

The rings represent the communities and the PALOs across the state and how they are connected by their strong desire to build relationships and partnerships to strengthen the Aboriginal community links with the police force.

The symbol of a river is used to connect these groups together as water is the source of life and of growth. This design depicts the ongoing connectedness between ACLOs, PALOs and the Aboriginal communities across the State.

Acknowledgement statement

Victoria Police proudly acknowledges the First Peoples of Victoria and their ongoing strength in practicing the world’s oldest living culture.

We acknowledge the Traditional Owners of the lands and waters on which we live and work and pay our respects to their Elders past, present and emerging.

We acknowledge the invaluable contributions of all those who have paved the way and fought for the rights of Aboriginal people, including the right to Self-Determination.

We recognise the continuing leadership of the Victorian Aboriginal community and our employees, who have contributed and paved the way, to creating a more inclusive and culturally safe workplace.

In the spirit of Self-Determination, Victoria Police is committed to strengthening our partnership with the Victorian Aboriginal community, as we continue to embrace diversity and equity across our organisation.
Aboriginal and Torres Strait Islander people living in Victoria and those employed at Victoria Police have diverse languages and cultures.

The term ‘Aboriginal and Torres Strait Islander’ is used in this action plan when referring to First Nations people from across Australia.

When referring to Aboriginal and Torres Strait Islander peoples, the term ‘Koori’ is often used. Koori people are the Traditional Owners of our land in Victoria.

Koori people extend a welcome to Aboriginal and Torres Strait Islander peoples from other lands across Australia.

Aboriginal people often use different terminology to refer to themselves, depending on where they are from.

The following terms are the most commonly used by First Nations people in each state and territory when referring to themselves:
- ‘Anangu’ is often used in north west South Australia and the Northern Territory
- ‘Koori/Koorie’ is often used in south eastern Australia (Victoria and parts of NSW)
- ‘Murri’ is often used in Queensland and far northern New South Wales
- ‘Nunga’ is often used in South Australia
- ‘Nyoongar’ is often used in Western Australia
- ‘Palawa’ is often used in Tasmania
- ‘Torres Strait Islander’ is used to describe people from the Torres Strait Islands.

Introduction
Learn about the Victoria Police Aboriginal and Torres Strait Islander Inclusion Action Plan 2023-2025.
What are we talking about?
Learn about our commitment to Self-Determination as a guiding principle for Aboriginal and Torres Strait Islander employee inclusion.
Where are we for Aboriginal and Torres Strait Islander inclusion?
Where we currently are for Aboriginal and Torres Strait Islander employee inclusion.
How far we've come
The progress we’ve made towards Aboriginal and Torres Strait Islander employee inclusion, and Victoria Police's Aboriginal Cultural Awareness Training.
Where can we improve?
Victoria Police's key focus areas for improvement towards Aboriginal and Torres Strait Islander employee inclusion.
Where we want to be and how we are getting there
How Victoria Police will work towards an inclusive workplace for Aboriginal and Torres Strait Islander employees.
The next step
The actions and milestones that aim to create inclusion for Aboriginal and Torres Strait Islander employees.
Acronyms and shortened forms
The meanings behind the acronyms and shortened forms in the Aboriginal and Torres Strait Islander Inclusion Action Plan.
Glossary
The glossary of terms used in the Aboriginal and Torres Strait Islander Inclusion Action Plan.
Appendix 1: Diversity and Inclusion Program Logic
The program logic of activities, outputs and outcomes needed to achieve a diverse workforce and inclusive organisation.

Updated 31 May 2023