Victoria Police recognises our responsibility to continue improving our approach to disability inclusion in all areas of the organisation. We will continue to lay the groundwork for building disability confidence and capability.

We aspire to create an inclusive, accessible and disability confident workforce and a culture in which people with disability feel safe, valued, and respected at work.

This action plan commits us to the specific actions we must take to achieve our goal of having a diverse workforce and being an inclusive organisation as outlined in the Framework.

Our long-term outcomes-focused approach ensures progress is continually monitored and creates accountability. The actions in this plan build upon the progress made from implementing the 2018–2021 Accessibility Inclusion Strategy and Action Plan and are informed by an evidence-based assessment of our disability confidence in partnership with the Australian Network on Disability (AND).

In keeping with the principle of ‘nothing about us without us’, our employees with disability strive to improve conditions for people with disability and challenge us where we need to re-focus our approach to addressing barriers in the workplace. Our Disability Executive Sponsor and Portfolio Lead, Disability Champions and VP Enablers are all actively involved in this process.

Our vision

  • Victoria Police leads the way in creating a diverse workplace and an inclusive organisation.
  • All Victoria Police employees work in a safe workplace where they are treated with dignity and respect.
  • All Victoria Police systems, policies and processes provide all employees with fair and equitable access to resources and opportunities.
  • Victoria Police’s workforce composition reflects the diversity in the community.
  • Victoria Police’s culture values diversity – all employees recognise that a truly excellent policing service is possible only with a diverse workforce that is reflective of the community it serves.
  • All Victoria Police employees feel supported to reach their full potential and are connected, valued and empowered to succeed.

Strategic environment

We work towards our vision consistent with best practice, Victorian and Commonwealth government strategies and initiatives, and the legislative framework.

  • The national disability strategy – Australia’s Disability Strategy 2021–2031 – provides national leadership towards greater inclusion of people with disability and guides activity across all areas of public policy to be inclusive and responsive to people with disability.
  • The Victorian State Disability Plan, Inclusive Victoria: state disability plan (2022–2026), is Victoria’s plan for making the community inclusive and accessible for everyone.
  • Getting to Work – Victorian Public Sector Disability Employment Action Plan 2018–2025 is Victoria’s employment plan for people with disability at all levels of the public sector. It aims for employees with disability to be employed more, have successful careers, and have a fairer employment experience.

This action plan is underpinned by legislation and regulations.

  • United Nations Convention on the Rights of Persons with Disabilities came into force in Australia on 16 August 2008.
  • The Disability Discrimination Act 1992 (Clth) makes disability discrimination unlawful and promotes equal rights, equal opportunity and equal access for people with disability.
  • The Disability Act 2006 ensures that a person with disability cannot be discriminated against or treated unfairly because of their disability.
  • Equal Opportunity Act 2006 protects people from discrimination on the basis of their disability and provides redress for people who have been discriminated against.
  • The Disability Amendment Act 2017 increased the powers of the Disability Services Commissioner to investigate abuse and neglect in disability services and authorizes the sharing of certain information for the purpose of implementing the National Disability Insurance Scheme in Victoria.
  • The Disability Regulations 2018 provide additional safeguards, transparency and accountability to people with disability.
  • Charter of Human Rights and Responsibilities Act 2006.
  • Fair Work Act 2009 (Clth).
  • Victoria Police Act 2013 is the primary legal instrument regulating the objectives, structure and powers of Victoria Police.
  • Public Administration Act 2004 places an obligation on public sector employers to establish processes to ensure employment decisions are based on merit, employees are treated fairly and reasonably, equal employment opportunity is provided, human rights are upheld, employees have access to reasonable avenues of redress, and a career in public service is fostered.

Our work to improve access and inclusion for all employees will also be advanced by the Equal, Safe and Strong Victoria Police Gender Equality Strategy 2020–2030, and the Equal, Safe and Strong Victoria Police Gender Equality Action Plan 2022–2024 (Equal, Safe and Strong).

Equal, Safe & Strong applies an intersectional lens that acknowledges the many different forms of discrimination causing disadvantage, including discrimination encountered by employees with disability.

We review our strategic approach to providing a safe and accessible workplace in response to national and Victorian initiatives and reviews as they occur.

    Our partners

    • Victoria Police Enablers Network (VP Enablers)
    • Disability Portfolio Reference Group
    • Australian Network on Disability (AND)
    • The Victorian Government
    • The Victorian Disability Services Commissioner
    • Victorian Public Sector Enablers Network
    • The Commonwealth Disability Discrimination Commissioner
    • The Police Association of Victoria
    • The Community and Public Sector Union.