CALD on the Inclusion Continuum
The program logic will provide the strategic framework to map future progress through targeted outcomes and action plans.
The program logic sets out how we will progress along the Inclusion Continuum, a visual model, which was recently updated to identify five stages on a development continuum. Each stage describes the diversity and inclusion consciousness and culture of an organisation regarding diversity and inclusion.6
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 between the proactive and redefining (recently updated to be renamed ‘progressive’) phase of the continuum. This is based on the level of maturity and access and inclusion confidence and capability.7
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.
For CALD inclusion and capability, Victoria Police is placed between the "Reactive" and "Proactive" 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.
6 B. Jones and Michael Brazzel 2014, The NTL Handbook of Organization Development and Change: Principles, Practices, and Perspectives.
7 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. See the 2018–2021 Diversity and Inclusion Framework for expanded definitions.
Reviewed 26 February 2023