Victoria Police continued to progress its commitments to the Yoorrook Justice Commission during 2025–26, working in partnership with Aboriginal communities to support meaningful change, strengthen accountability and improve outcomes for Aboriginal people. This chapter reports on key Aboriginal-focused initiatives, actions and outcomes delivered during the year.
Victoria Police First Peoples Committee
The Chief Commissioner’s Statement of Commitment set out 79 actions to be delivered across 2023 to 2025, focused on monitoring and accountability, cultural competence and human rights.
The Victoria Police First Peoples Committee provided oversight of implementation and co-chaired by a Senior Aboriginal Community Representative and a Deputy Commissioner.
On 17 December 2025, the Committee concluded its work through the acquittal of the final actions in the Statement of Commitment.
This work was undertaken in partnership with the Victorian Aboriginal community and has established a foundation for Victoria Police to continue working in the spirit of collaboration and self-determination.
Aboriginal Community Liaison Officers
The Aboriginal Community Liaison Officer (ACLO) program was established to address recommendation 231 of the 1991 Royal Commission into Aboriginal Deaths in Custody.
ACLOs are Victorian Public Service employees whose role is to foster trust, understanding and respect between Victoria Police and the Aboriginal community.
They do this by consulting with the community, providing advice to senior police on local Aboriginal issues, and encouraging Aboriginal communities to engage with police to resolve issues.
ACLOs assist with delivering Victoria Police Aboriginal programs including the Aboriginal Youth Cautioning program, Aboriginal Community Justice Panels, Police and Aboriginal Community Protocols Against Family Violence, and Aboriginal Cultural Awareness Training.
As at 30 June 2026, there are 17 ACLO positions across metropolitan and regional Victoria.
Aboriginal Justice Forum
At the Aboriginal Justice Forum (AJF71) in August 2025, the Aboriginal Justice Caucus recommended that Victoria Police conduct a review of the ACLO Program, with an objective of revisiting the role of ACLOs in building relationships between the Aboriginal community and Victoria Police.
The last program evaluation was conducted in 2010 by the Cultural and Indigenous Research Centre Australia.
At the Aboriginal Justice Forum (AJF73) in March 2026, the Chief Commissioner of Police committed to supporting a review that will re-evaluate the program’s objectives and deliverables in line with the capabilities of the reclassified ACLO position.
During 2025–26, planning commenced for consultation with the Victoria Police Aboriginal Portfolio Reference Group and the Aboriginal Justice Caucus to support implementation of the review recommendations.
Senior Aboriginal Programs Coordinator
In 2025, a Senior Aboriginal Programs Coordinator role was established to support the ACLO and Police Aboriginal Liaison Officer (PALO) programs and networks.
ACLO program initiatives included:
- The inaugural (online) ACLO Community of Practice was held in July 2025, with a further community of practice held in October 2025. The next ACLO CoP is scheduled to occur in July 2026.
- The ACLO Induction Package and toolkit, which contains an overview of the role to support the onboarding of new ACLOs, was implemented.
- The ACLO Victorian Aboriginal Justice Agreement Regional Aboriginal Justice Advisory Committee representation document, which provides an overview of the governance structures between the Victorian Aboriginal community and government, was implemented.
- Planning started for the ACLO Forum, titled, Walking Together, Strengthening Partnerships.
Police Aboriginal Liaison Officer
In October 2025, Victoria Police conducted a review of the PALO program with statewide PALOs, ACLOs and Regional Aboriginal Justice Advisory Committees through surveys, face-to-face consultation and online meetings.
The purpose of the review was to evaluate the efficiency and effectiveness of the PALO recruitment process.
The PALO Review Focus Group has been established as part of the PALO review, which comprises representation from PALOs, ACLOs and Regional Aboriginal Justice Advisory Committees.
The focus group was established to support implementation of review recommendations, including consideration of recruitment processes, training and program guidance, including:
- co-designing a PALO expression of interest recruitment process
- reviewing and streamlining the PALO Handbook
- integrating recommendations from the ACLO program review that intersect with the PALO program, where required
- exploring a regional training package for PALOs.
We will consult and engage with the Aboriginal Portfolio Reference Group and the Aboriginal Justice Caucus to seek their advice and guidance on the review recommendations and throughout the implementation process, ensuring that the principles of self-determination, including meaningful community participation, are embedded in decision-making.
PALO program initiatives include:
- hosting the inaugural (online) PALO forum in November 2025
- planning commenced for the PALO Forum, Bridging the Gap: Trust, Safety and Action.
There are currently 237 PALOs across Victoria:
- 72 in the Western Region
- 71 in the Eastern Region
- 24 in the Southern Metro Region
- 70 in the North-West Metro Region.
Aboriginal Youth Cautioning Program
Since 2020, the Aboriginal Youth Cautioning Program (AYCP) has given Aboriginal children aged 12 to 17 years the option to access support from Aboriginal community representatives after receiving a caution from police.
The AYCP is consent-based and aims to reduce offending by addressing factors underlying problem behaviours.
During 2025–26, AYCP operated across all police service areas, although levels of implementation and program activity varied across locations.
Through ongoing consultation with Regional Aboriginal Justice Advisory Committees and the Aboriginal Justice Caucus, AYCP provides an enhanced referral pathway that connects Aboriginal young people with culturally relevant support following contact with police.
Police and Aboriginal Community Protocols Against Family Violence
One of our key strategies to address family violence in Aboriginal communities is the Police and Aboriginal Community Protocols Against Family Violence.
The protocols are an agreement between local Aboriginal communities and Victoria Police that document the local police response to family violence where a person identifies as Aboriginal.
The protocols are now established state-wide across 17 localised partnerships between Aboriginal communities, Dhelk Dja representatives and Victoria Police.
These protocols provide an ongoing mechanism for the delivery of localised Aboriginal-led initiatives and actions in accordance with the second Dhelk Dja Action Plan and Action 54 of the Statement of Commitment.
During 2025–26, Victoria Police undertook a review of the Police and Aboriginal Community Protocols Against Family Violence and engaged with the Dhelk Dja Koori Caucus regarding opportunities to strengthen and further develop the program.
Aboriginal Cultural Awareness Training
highlights the importance of working in partnership with Aboriginal communities using self-determination principles to develop culturally competent policing responses.
ACAT aims to improve Victoria Police employees’ awareness and understanding of Aboriginal Victorian peoples, culture, history and contemporary issues, and how these continue to impact the circumstances of Aboriginal people today.
The training encourages employees to reflect on and challenge existing beliefs, biases and assumptions about Aboriginal Victorians. ACAT was endorsed by the ACAT was endorsed by the Aboriginal Justice Caucus in May 2022 and is mandatory for police officers, PSOs and PCOs. Since then, Victoria Police has extended this program to include VPS employees.
In early 2025, prior to commencing development of a refreshed ACAT package, Victoria Police engaged Aboriginal Cultural Consultants to undertake a review of the current training and develop an updated version of ACAT.
ACAT Refresher Training
In June 2025, Victoria Police established an ACAT Refresher Steering Committee to support the development of content through Aboriginal cultural expertise in accordance with the principles of self-determination.
Membership on the ACAT Refresher Steering Committee consisted of two Aboriginal Justice Caucus members.
In August 2025, the ACAT Refresher Steering Committee endorsed the refreshed package to be delivered exclusively as an online e-Learn module for all Victoria Police employees.
Following endorsement, implementation of the mandatory training online module for all Victoria Police employees was approved to commence from 1 July 2026.
Chief Commissioner’s Human Rights Strategic Advisory Committee
The Chief Commissioner’s Human Rights Strategic Advisory Committee (HRSAC) demonstrates Victoria Police’s commitment to delivering policing services that are consistent with contemporary human rights standards and community expectations.
For more than a decade, the Committee has brought together leading human rights institutions, advocacy organisations and community representatives to provide independent strategic advice and oversight on policing policy, practice and service delivery.
In doing so, it supports accountability, transparency and public confidence in Victoria Police.
The Human Rights Strategic Advisory Committee comprises Executive and Commissioner-level representatives from Victoria’s leading human rights institutions, advocacy organisations and peak bodies.
The Committee provides a forum for diverse perspectives and expertise to inform discussion on the human rights impacts of policing, emerging issues and opportunities for continuous improvement.
A significant milestone in 2026 was the introduction of the first co-chair model since the Committee's establishment in 2014.
The Commissioner of the Victorian Equal Opportunity and Human Rights Commission, Victoria’s principal human rights and equal opportunity body, was appointed co-chair.
This new model reflects a shared commitment to meaningful collaboration between Victoria Police and the community it serves.
Victoria Police Human Rights Framework
A key area of focus for the Human Rights Strategic Advisory Committee during 2025–26 was the development of the Victoria Police Human Rights Framework.
The framework sets the direction for ensuring that human rights underpin the organisation’s commitment to A Safe Victoria and demonstrates how the organisation adheres to the Charter of Human Rights and Responsibilities Act 2006 in its service delivery.
Complaints handling
Aboriginal Complaints Support Officer
To strengthen the approach to the management of Aboriginal-identified complaints in 2024–25, the ACSO position was created in Victoria Police’s Professional Standards Command and a PALO network was introduced into the complaints process.
These initiatives were aimed at providing timely and culturally appropriate complaint-handling experience.
The creation of the ACSO position was in response to Action 34 of the Chief Commissioner’s Statement of Commitment to the Yoorrook Justice Commission.
The ACSO is a designated Victorian Public Service role which was only open to Aboriginal and/or Torres Strait Islander people to apply.
As part of the role, the ACSO engages with community elders, Regional Aboriginal Justice Advisory Committees and Local Aboriginal Justice Advisory Committees on local concerns relating to police.
The ACSO also assists services such as Victorian Aboriginal Health Service, the Victorian Aboriginal Legal Service and Corrections Victoria, to better understand the police complaint and discipline system.
Importantly, the ACSO serves as a point of contact for Aboriginal complainants, keeping them updated on key stages of a complaint investigation, providing culturally safe referrals and generally improving the quality of service provided by the organisation to the Aboriginal community.
Complaints data
This section reports complaints data as an outcome of Recommendation 7 of the 2016 audit of Victoria Police complaints handling processes by the IBAC, and Action 15 of the Chief Commissioner’s Statement of Commitment.
A complaint may consist of one or more allegations against one or more employees.
Under the Yoorrook Justice Commission’s findings and the Statement of Commitment, all complaints involving Aboriginal or Torres Strait Islander persons must be recorded on the Victoria Police Register of Complaints Serious Incidents and Discipline, regardless of outcome.
Complaints that can be resolved in the first instance by the Police Conduct Unit in Professional Standards Command and assessed as requiring no formal investigation are now recorded as incidents.
This additional recording process ensures improved governance, engagement and recording of complaints by Aboriginal complainants.
A complaint can be submitted directly by an Aboriginal person or on their behalf by another party.
For reporting purposes, the complainant identity is triaged and forwarded to the ACSO during the assessment period for early engagement.
Complaint classifications
| Classification | Definition | Complaint identity | 2025–26 | 2024–25 | 2023–24 |
|---|---|---|---|---|---|
| Management Intervention Model and Local Management Resolution | Allegations of minor nature regarding service delivery, performance management or professional conduct. | Aboriginal | 1 | 7 | 1 |
| Non-Aboriginal | 238 | 298 | 238 | ||
| Total | 239 | 305 | 239 | ||
| Misconduct– minor/serious/corruption | Misconduct under section 166, of the Victoria Police Act 2013 and section 4 of the Public Administration Act 2004. | Aboriginal | 10 | 9 | 10 |
| Non-Aboriginal | 557 | 809 | 557 | ||
| Total | 567 | 818 | 567 | ||
| Complaints registered as incidents and resolved immediately | Resolved in the first instance by the Police Conduct Unit, Professional Standards Command and no further formal investigation required. | Aboriginal | 83 | 49 | 3 |
| Non-Aboriginal | 544 | 635 | 330 | ||
| Total | 627 | 684 | 333 | ||
| Total | Aboriginal | 94 | 65 | 8 | |
| Non-Aboriginal | 1339 | 1742 | 1597 | ||
| Total | 1433 | 1807 | 1605 | ||
Notes:
Incidents are complaint reports received by the Police Conduct Unit that are assessed to be minor and can be resolved immediately. These are recorded as an incident only.
Percentages have been rounded to simplify the data shown.
Complaint allegations by category and determination per financial year finalised
Complaint allegations made by Aboriginal people
| 2025-26 | 2024-25 | 2023-24 | |||||
|---|---|---|---|---|---|---|---|
| Category | Determination | Count | % | Count | % | Count | % |
| Case to answer | Established | 18 | 19.1 | 19 | 28.8 | 3 | 9.4 |
| Lesser deficiency found | 0 | 0 | 0 | 0 | 0 | 0 | |
| Sub total | 18 | 19.1 | 19 | 28.8 | 3 | 9.4 | |
| No case to answer | False report | 0 | 0 | 0 | 0 | 0 | 0 |
| For intelligence purposes only | 0 | 0 | 0 | 0 | 0 | 0 | |
| Member exonerated | 8 | 8.5 | 15 | 22.7 | 17 | 53.1 | |
| No complaint | 0 | 0 | 0 | 0 | 0 | 0 | |
| Not established | 53 | 56.4 | 30 | 45.5 | 4 | 12.5 | |
| Unable to determine | 14 | 14.9 | 2 | 3.0 | 6 | 18.8 | |
| Unfounded | 0 | 0 | 0 | 0 | 0 | 0 | |
| Withdrawn | 0 | 0 | 0 | 0 | 0 | 0 | |
| Sub total | 75 | 79.8 | 47 | 71.2 | 27 | 84.4 | |
| Other | Conciliated | 0 | 0 | 0 | 0 | 0 | 0 |
| Not finalised | 0 | 0 | 0 | 0 | 0 | 0 | |
| Not proceeded with | 0 | 0 | 0 | 0 | 0 | 0 | |
| Sub total | 0 | 0 | 0 | 0 | 0 | 0 | |
| Other (local management actions) | Not resolved | 0 | 0 | 0 | 0 | 0 | 0 |
| Resolved | 0 | 0 | 0 | 0 | 0 | 0 | |
| Sub total | 0 | 0 | 0 | 0 | 0 | 0 | |
| Other (oversight matters) | No complaint (oversight) | 0 | 0 | 0 | 0 | 2 | 6.3 |
| Oversight completed | 1 | 1.1 | 0 | 0 | 0 | 0 | |
| Sub total | 1 | 1.1 | 0 | 0 | 2 | 6.3 | |
| Total | 94 | 100 | 66 | 100 | 32 | 100 | |
Complaint allegations made by non-Aboriginal people
| 2025-26 | 2024-25 | 2023-24 | |||||
|---|---|---|---|---|---|---|---|
| Category | Determination | Count | % | Count | % | Count | % |
| Case to answer | Established | 1026 | 42.8 | 1117 | 39.3 | 1302 | 28.4 |
| Lesser deficiency found | 0 | 0 | 0 | 0 | 2 | 0.04 | |
| Sub total | 1026 | 42.8 | 1117 | 39.3 | 1304 | 28.5 | |
| No case to answer | False report | 0 | 0 | 0 | 0 | 0 | 0 |
| For intelligence purposes only | 1 | 0.04 | 7 | 0.3 | 1 | 0.02 | |
| Member exonerated | 377 | 15.7 | 505 | 17.8 | 1155 | 25.2 | |
| No complaint | 6 | 0.3 | 22 | 0.8 | 41 | 0.9 | |
| Not established | 582 | 24.3 | 775 | 27.2 | 1306 | 28.5 | |
| Unable to determine | 187 | 7.8 | 186 | 6.5 | 370 | 8.1 | |
| Unfounded | 0 | 0 | 0 | 0 | 8 | 0.2 | |
| Withdrawn | 0 | 0 | 6 | 0.2 | 3 | 0.1 | |
| Sub total | 1153 | 48.1 | 1501 | 52.8 | 2884 | 63.0 | |
| Other | Conciliated | 0 | 0 | 0 | 0 | 0 | 0 |
| Not finalised | 0 | 0 | 0 | 0 | 5 | 0.1 | |
| Not proceeded with | 3 | 0.1 | 1 | 0.04 | 15 | 0.3 | |
| Sub total | 3 | 0.1 | 1 | 0.04 | 20 | 0.4 | |
| Other (local management actions) | Not resolved | 0 | 0 | 0 | 0 | 0 | 0 |
| Resolved | 0 | 0 | 0 | 0 | 2 | 0.04 | |
| Sub total | 0 | 0 | 0 | 0 | 2 | 0.04 | |
| Other (oversight matters) | No complaint (oversight) | 16 | 0.7 | 0 | 0 | 0 | 0 |
| Oversight completed | 197 | 8.2 | 226 | 7.9 | 367 | 8.0 | |
| Sub total | 213 | 8.9 | 226 | 7.9 | 367 | 8.0 | |
| Total | 2395 | 100 | 2845 | 100 | 4577 | 100 | |
Total complaint allegations (aggregated)
| 2025-26 | 2024-25 | 2023-24 | |||||
|---|---|---|---|---|---|---|---|
| Category | Determination | Count | % | Count | % | Count | % |
| Case to answer | Established | 1044 | 41.9 | 1136 | 39.0 | 1305 | 28.3 |
| Lesser deficiency found | 0 | 0 | 0 | 0 | 2 | 0.04 | |
| Sub total | 1044 | 41.9 | 1136 | 39.0 | 1307 | 28.4 | |
| No case to answer | False report | 0 | 0 | 0 | 0 | 0 | 0 |
| For intelligence purposes only | 1 | 0.04 | 7 | 0.2 | 1 | 0.02 | |
| Member exonerated | 385 | 15.5 | 520 | 17.9 | 1172 | 25.4 | |
| No complaint | 6 | 0.2 | 22 | 0.8 | 41 | 0.9 | |
| Not established | 635 | 25.5 | 805 | 27.7 | 1310 | 28.4 | |
| Unable to determine | 201 | 8.1 | 188 | 6.5 | 376 | 8.2 | |
| Unfounded | 0 | 0 | 0 | 0 | 8 | 0.2 | |
| Withdrawn | 0 | 0 | 6 | 0.2 | 3 | 0.1 | |
| Sub total | 1228 | 49.3 | 1548 | 53.2 | 2911 | 63.2 | |
| Other | Conciliated | 0 | 0 | 0 | 0 | 0 | 0 |
| Not finalised | 0 | 0 | 0 | 0 | 5 | 0.1 | |
| Not proceeded with | 3 | 0.1 | 1 | 0.03 | 15 | 0.3 | |
| Sub total | 3 | 0.1 | 1 | 0.03 | 20 | 0.4 | |
| Other (local management actions) | Not resolved | 0 | 0 | 0 | 0 | 2 | 0.04 |
| Resolved | 0 | 0 | 0 | 0 | 0 | 0 | |
| Sub total | 0 | 0 | 0 | 0 | 2 | 0.04 | |
| Other (oversight matters) | No complaint (oversight) | 16 | 0.6 | 0 | 0 | 0 | 0 |
| Oversight completed | 198 | 8.0 | 226 | 7.8 | 369 | 8.0 | |
| Sub total | 214 | 9.0 | 226 | 7.8 | 369 | 8.0 | |
| Grand total | 2489 | 100 | 2911 | 100 | 4609 | 100 | |
Notes:
Totals may not add up due to rounding.
A complaint may consist of one or more allegations against one or more employees. The figures in this table reflect the determination for each allegation not the outcome of a single complaint.
Figures in the table represent all allegations determined (finalised) by financial year and may include complaints lodged in previous financial years.
Data provided for earlier financial years may vary from that previously published due to quality control processes that include capturing historical information.
Percentages have been rounded to simplify the data shown.
Local management actions were removed as a category in 2024 as part of Professional Standards Discipline Transformation Project. Category has remained in this report due to 23–24 financial year data being present.
Recommended actions for complaint allegations for each financial year finalised
Complaint allegations made by Aboriginal people
| Recommendations | 2025-26 | 2024-25 | 2023-24 | |||
|---|---|---|---|---|---|---|
| Count | % | Count | % | Count | % | |
| Admonishment | 2 | 2.1 | 0 | 0 | 0 | 0 |
| Criminal charges | 0 | 0 | 0 | 0 | 0 | 0 |
| Discipline charges | 0 | 0 | 0 | 0 | 0 | 0 |
| Management actions | 13 | 13.8 | 17 | 25.8 | 3 | 9.4 |
| No data recorded | 0 | 0 | 0 | 0 | 0 | 0 |
| No action | 76 | 80.9 | 49 | 74.2 | 29 | 90.6 |
| Resigned/retired | 3 | 3.2 | 0 | 0 | 0 | 0 |
| Terminated | 0 | 0 | 0 | 0 | 0 | 0 |
| Total | 94 | 100 | 66 | 100 | 32 | 100 |
Complaint allegations made by non-Aboriginal people
| Recommendations | 2025-26 | 2024-25 | 2023-24 | |||
|---|---|---|---|---|---|---|
| Count | % | Count | % | Count | % | |
| Admonishment | 245 | 10.2 | 230 | 8.1 | 266 | 5.8 |
| Criminal charges | 32 | 1.3 | 26 | 0.9 | 53 | 1.2 |
| Discipline charges | 71 | 3.0 | 45 | 1.6 | 56 | 1.2 |
| Management actions | 617 | 25.8 | 690 | 24.3 | 855 | 18.7 |
| No data recorded | 9 | 0.4 | 2 | 0.07 | 5 | 0.1 |
| No action | 1317 | 55.0 | 1734 | 61.0 | 3197 | 69.9 |
| Resigned/retired | 97 | 4.1 | 111 | 3.9 | 135 | 3.0 |
| Terminated | 7 | 0.3 | 7 | 0.3 | 10 | 0.2 |
| Total | 2395 | 100 | 2845 | 100 | 4577 | 100 |
Total complaint allegations (aggregated)
| Recommendations | 2025-26 | 2024-25 | 2023-24 | |||
|---|---|---|---|---|---|---|
| Count | % | Count | % | Count | % | |
| Admonishment | 247 | 9.9 | 230 | 7.9 | 266 | 5.8 |
| Criminal charges | 32 | 1.3 | 26 | 0.9 | 53 | 1.2 |
| Discipline charges | 71 | 2.9 | 45 | 1.6 | 56 | 1.2 |
| Management actions | 630 | 25.3 | 707 | 24.3 | 858 | 18.6 |
| No data recorded | 9 | 0.4 | 2 | 0.07 | 5 | 0.1 |
| No action | 1393 | 56.0 | 1783 | 61.3 | 3226 | 70.0 |
| Resigned/retired | 100 | 4.0 | 111 | 3.8 | 135 | 2.9 |
| Terminated | 7 | 0.3 | 7 | 0.3 | 10 | 0.2 |
| Total | 2489 | 100 | 2911 | 100 | 4609 | 100 |
Notes:
Totals may not add up due to rounding
Figures in tables represent outcome actions made against allegations determined (finalised) by financial year and may include outcome actions for complaints lodged in previous financial years.
Data provided for earlier financial years may vary from that previously published due to quality control processes that may capture historical information.
Percentages have been rounded to simplify the data shown.
Cautions
Recommendation 28 of the Yoorrook for Justice report provides that access to pre-charge cautions in the adult criminal legal system in the appropriate cases should be increased by all necessary legislation and administrative means.
This section details the reporting of cautions issued by police in accordance with Victoria Police’s commitment to progress implementation of recommendation 28(c) of the Yoorrook for Justice report.
Cautions issued by Victoria Police
| Indigenous status (a) | 2025–26 | 2024–25 | 2023–24 | 2022–23 | 2021–22 | Change from 2024–25 (%) | Change over 5 years (%) |
|---|---|---|---|---|---|---|---|
| Aboriginal | 1661 | 1933 | 1903 | 1519 | 862 | -14.1 | 92.7 |
| Non-Aboriginal | 12,506 | 13,473 | 12,902 | 11,980 | 9221 | -7.2 | 35.6 |
| Unknown | 579 | 502 | 472 | 422 | 368 | 15.3 | 57.3 |
Source: Crime Statistics Agency – September 2026 release.
Notes: Caution data includes both cautions and warnings.
(a) Indigenous status is derived using the status that Victoria Police has most frequently recorded for the individual and may not represent the status recorded at the time of the incident.
Updated