VicPol Corporate


An engrained culture and systemic bias has amplified inequality and impeded diversity.


A diverse workplace and inclusive organisation.


  • 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.


  • 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.

Reviewed 30 May 2023

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