The path forward
The journey towards our vision for Aboriginal inclusion in Victoria Police continues on from the previous achievements with the actions outlined in this Action Plan. Engagement of Aboriginal employees in the development of this Action Plan builds on the pathway to self-determination emphasising the strengths, culture, rights and partnerships for a more inclusive organisation.
The identified actions in the Action Plan address three key focus areas that underpin Victoria Police’s A Safe Victoria Strategy and Community First: Our Operating Model:
- Aboriginal Cultural Safety and supportive workplaces
- Aboriginal leadership
- policies, processes and systems.
Actions
Workplace culture
| Action | Embed cultural safety in the workplace |
| Initiatives | Develop an Aboriginal Cultural Safety Statement, with supporting tools and guidance. Embed Aboriginal Cultural Safety Statement in ACAT through engagement with PSCD. Develop structure and process to consider and address matters of cultural safety impacting on employees. |
| Owner | Our People. |
| Evidence/Measures | ACAT includes specific content about cultural safety and obligations. Targeted training delivered to responsible Senior Managers. Course participant feedback. People Matter Survey satisfaction indicators for learning. Voluntary reporting of Aboriginality in workforce data. |
Aboriginal leadership
| Action | Enhance professional development and career progression |
| Initiatives | Sustain and improve participation in the VPSC mentoring program for Aboriginal employees. Develop and implement strategies to enhance:
|
| Owner | Our People. |
| Evidence/Measures | Full Victoria Police allocation of places occupied in each year of the program. The number of targeted webinars for Aboriginal people. The number of applicants who identify as Aboriginal. The proportion of applicants who request to have a dedicated support person. The conversion rate of applicants who identify as Aboriginal to police, PSO and VPS employees. The number of employees who identify as Aboriginal and their proportion of the Victoria Police workforce, including their rank/classification. |
Policies, processes and systems - Self-determination framework
| Action | Operationalise a self-determination framework for Aboriginal employees |
| Initiatives | Develop self-determination policy and processes. |
| Owner | Our People. |
| Evidence/Measures | Self-determination policy and processes published. Decisions on matters impacting on Aboriginal employees made in compliance with policy and processes. Improved People Matter Survey culture indicators. |
Policies, processes and systems - Aboriginal employees
| Action | Tailor the needs of Aboriginal employees from other cohorts |
| Initiatives | Implement policy and procedure for handling of Confirmation of Aboriginality. Research ways to support Aboriginal employees to manage the impact of colonial load including the establishment of Colonial Load Leave entitlement (as aligned to Monash University policy). |
| Owner | Our People. |
| Evidence/Measures | Complies with requirements of First Peoples’ Assembly. Confirmation of Aboriginality is a requirement for Designated positions. Senior Aboriginal community representation on Designated recruitment and selection panels. Best practice supports and entitlements implemented. |
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