VicPol Corporate

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.

Inclusion Continuum

A diagram of the Inclusion Continuum. For Aboriginal and Torres Strait Islander inclusion, Victoria Police is placed at the "reactive" level. The scale ranges from Exclusive to Reactive, then Proactive, then Progressive and finishes with Inclusive.
Inclusion Continuum

Exclusive: An organisation that values the dominant group culture, excluding others.

Reactive: Few members from other groups are accepted, yet are expected to conform to dominant norms. Victoria Police's Aboriginal and Torres Strait Islander employee inclusion is currently placed at the reactive level.

Proactive: Organisation is internally motivated however, the dominant group notices a challenge to culture, resulting in backlash.

Progressive: Barriers to diversity are actively dismantled in all systems, structures and culture.

Inclusive: All types of diversity are valued. An environment where all people are valued for who they are and what they bring is maintained.

Download Inclusion Continuum

Vision quote from Jacqui Marion

Jacqui Marion is smiling and looking directly at the camera. She is standing outside wearing a leopard print scarf and a black, long-sleeved top.

It is extremely important to have success with cultural change and we need everyone to be on board to support Aboriginal employment across the organisation.

This is a pathway to ensure Aboriginal inclusion is supported in the workplace.

We want to create a workforce where Aboriginal people choose Victoria Police as an employer because they feel welcomed, valued and respected and have opportunities for career development within a supportive environment.

Jacqui Marion
Manager, Aboriginal Community Portfolio, Priority and Safer Communities
Proud descendant of the Bidjara Nation

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.

Reviewed 30 May 2023

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