27 Feb 2023

Message from Deputy Commissioner Neil Paterson

I am proud to introduce the Victoria Police LGBTIQ+ Inclusion Action Plan 2023–2024. I do so in my capacity as the Executive Sponsor for LGBTIQ+ employee engagement and as a member of the Victoria Police Pride employee network (VP Pride).

This second Victoria Police LGBTIQ+ action plan reaffirms our commitment to righting the wrongs in our past – we acknowledge the history of exclusion for many Victoria Police LGBTIQ+ employees.

It is so very important that we encourage all employees to bring their whole selves to work and create a work environment where LGBTIQ+ employees feel safe, and are safe, from workplace harm.

Providing a safe workplace culture for LGBTIQ+ employees is essential if we are to address the harm to LGBTIQ+ people in the community.

Since 2018, Victoria Police has taken significant strides towards a better understanding of the issues faced by LGBTIQ+ people. I’m pleased to see this effort formally recognised through receipt of a number of awards at organisational level.

I acknowledge and thank the Victorian Human Rights and Equal Opportunity Commission (VEOHRC), for supporting us throughout this process.

I would also like to thank all members of VP Pride and am proud that we launched the network in 2018. VP Pride has set the standard for workplace networks and has enabled an accelerated engagement with employees to inform what is required to create a safe and inclusive workplace.

We all have a responsibility to our LGBTIQ+ employees and the LGBTIQ+ community we serve to be a safe and respectful workforce where all people, regardless of their sexual identity, gender expression or sex characteristics are encouraged to excel and thrive.

Thank you finally to all past and present LGBTIQ+ employees and allies for supporting positive cultural change.

Neil Paterson APM
Deputy Commissioner, Victoria Police
Executive Champion

About the Victoria Police LGBTIQ+ Inclusion Action Plan 2023-2024

The Victoria Police LGBTIQ+ Inclusion Action Plan 2023–2024 is part of the Victoria Police Workforce Diversity and Inclusion Framework 2023–2030 (Framework). 

Acknowledgement statement


Victoria Police’s LGBTIQ+ employees are valued members of our workforce. They add strength to our diversity and increase trust in our services to the Victorian community.

Since the launch of the 2018–2021 LGBTIQ Inclusion Strategy and Action Plan, Victoria Police has examined our culture, policing practices, and histories with LGBTIQ+ communities and employees in several ways.

Our 2023–2024 LGBTIQ+ inclusion action plan is informed by the findings from an independent review, our self-examination, data and analysis of trends in our People Matter Survey results, and feedback received in consultation with VP Pride, LGBTIQ+ Liaison Officers, and subject matter experts. This action plan serves to contribute to building a safe and inclusive workplace for all employees.

In 2018, Victoria Police commissioned the Victorian Equal Opportunity and Human Rights Commission (VEOHRC) to undertake a review of our response to workplace harm experienced by LGBTIQ+ employees. VEOHRC’s 2019 publication, Proud, Visible, Safe gave Victoria Police a better understanding of our LGBTI employees’ experiences of workplace harm, including homophobic and transphobic comments, aggressive language, sexual harassment and discrimination. Proud, Visible, Safe identified the drivers of these behaviours to be homophobia, transphobia, and a hypermasculine and heteronormative workplace culture. Proud, Visible, Safe provides the evidence-base to support the strategic direction for LGBTIQ+ inclusion within Victoria Police and this action plan.

This action plan has also been informed by Victoria Police’s engagement in the Australian Workplace Equality Index (AWEI), conducted in partnership with Pride in Diversity. In 2021 Victoria Police gained silver status for inclusion, demonstrating a clear advancement in LGBTIQ+ workplace inclusion. Areas for improvement identified in the AWEI are incorporated into this action plan.

Victoria Police maintains its commitment to reform and addressing the legacy of harm caused by discrimination, sexual harassment and prejudice towards LGBTIQ+ employees and by extension the LGBTIQ+ community we serve.

    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 

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

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

    This action plan is aligned to Pride in our future: Victoria’s LGBTIQ+ strategy 2022–2030 and is underpinned by legislation and regulations.

    Gender Equality Act 2020

    The Gender Equality Act was passed in February 2020 and commenced in March 2021.

    It requires the Victorian Public Sector, including Victoria Police, to report on, plan for and progress gender equality.

    Equal Opportunity Act 2010

    The Equal Opportunity Act recognises that access to opportunities is not equitably distributed through society and that discrimination can cause social disadvantage.

    The Act also includes a positive duty to eliminate discrimination, sexual harassment and victimisation.

    The Act specifically covers sexual orientation, lawful sexual activity, gender identity, physical features and sex characteristics (LGBTIQ+ attributes).

    Sex Discrimination Act 1984

    The Sex Discrimination Act, together with state and territory anti-discrimination laws, provides the primary framework for understanding and addressing sexual harassment as a form of sex discrimination, and recognises the right to work in an environment free from sexual harassment. It also covers sex characteristics, gender identity, and sexual orientation.

    Public Administration Act (2004)

    The Public Administration Act 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.

    Victoria Police Act 2013

    The Victoria Police Act is the primary legal instrument regulating the objectives, structure and powers of Victoria Police.

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

    Equal, Safe and Strong applies an intersectional lens that acknowledges the many different forms of discrimination causing disadvantage, including discrimination encountered by LGBTIQ+ employees.

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

    Our partners

    We value our internal and external partners and acknowledge that we must work together to achieve inclusion for our LGBTIQ+ employees.

    • Victoria Police LGBTIQ+ Employee Network – VP Pride
    • LGBTIQ+ Liaison Officers (LLO) Program
    • LGBTIQ+ Portfolio Reference Group
    • Pride in Diversity
    • The Police Association of Victoria
    • Community and Public Sector Union
    • The Victorian Government
    • The Victorian Commissioner for LGBTIQ+ Communities
    • Victorian Public Sector (VPS) Pride Network
    • VEOHRC.
    The Victoria Police pride symbol. The symbol shows the Victoria Police logo with

    What are we talking about?

    Understanding LGBTIQ+

    LGBTIQ+ is a shortened form widely used to collectively describe three distinct attributes: sexual orientation, gender identity and sex characteristics.

    Although LGBTIQ+ people do not constitute a single demographic, they are frequently grouped together because of their shared experience of prejudice and social exclusion. This can be the result of homophobia or the discriminatory treatment suffered by those who fall outside expected binary sex and gender norms.1

    The LGBTIQ+ rainbow flag. The colours from top down featured on the flag are black, brown, red, orange, yellow, green, blue and purple.

    This version of the rainbow flag is used across the Victorian Government and includes black and brown stripes at the top.

    In Victoria, the black, which should be shown on top, signifies Aboriginal and Torres Strait Islander people, and the brown is to show support and respect for people of colour in LGBTIQ+ communities.

    • Transgender Pride Flag. The coloured stripes in order from the top are baby blue, baby pink, white, baby pink and baby blue.


      Someone whose gender does not align only with the one assigned at birth. Not all trans people will use this term to describe themselves.2

    • Gender Diverse Pride Flag. The colour of the stripes on the flag from top down are yellow, white, purple and black.

      Gender diverse

      Gender diverse is an umbrella term for a range of genders expressed in different ways.

      Often gender diverse people choose to not conform to the social expectations of gender binary expression. Gender diverse people use many terms to describe themselves.3

    • Intersex Variations Pride Flag. The flag is yellow with a purple-coloured ring in the centre.

      Intersex variations

      An umbrella term for people born with natural variations to sex characteristics.

      This includes physical features relating to sex including genitalia and other sexual and reproductive parts of the person’s anatomy.

      It might also refer to the person’s chromosomes, hormones and secondary physical features emerging as a result of puberty.4

    • Queer

      Queer is an umbrella term for a range of sexual orientations and gender identities.

      Historically, queer was a slur that has been ‘reclaimed’ by the LGBTIQ+ community. It is not generally advisable to use this term without guidance from an LGBTIQ+ person.5

    • Lesbian

      Lesbian is understood as a woman who is emotionally and/or sexually attracted to other women.

    • Gay

      Someone who is emotionally and/or sexually attracted to people of the same sex and/or gender identity as themselves.

      It is commonly used to refer to men who are attracted to other men but may also be used by women and gender diverse people.

    • Bisexual

      Someone who is emotionally and/or sexually attracted to people of more than one sex and/or gender.

    • Sex characteristics

      Sex characteristics mean a person’s physical features relating to sex, including – (a) genitalia and other sexual and reproductive parts of the person’s anatomy; and (b) the person’s chromosomes, genes, hormones, and secondary physical features that emerge as a result of puberty.

    • Gender identity

      A person’s gender-related identity, which may or may not correspond with their designated sex at birth, and includes the personal sense of the body (whether is involved medical intervention or not) and other expressions of gender, including dress, speech, mannerisms, names and personal references.

    • Sexual orientation

      A person’s emotional, affectional and sexual attraction to, or intimate or sexual relations with, persons of a different gender or the same gender or more than one gender.6

    • Cisgender

      A cis (pronounced ‘sis’, short for cisgender) person is someone whose gender aligns with the sex they were assigned at birth – someone who isn’t trans or gender diverse.7


    Being LGBTIQ+ is only one aspect of a person’s identity.

    LGBTIQ+ people are diverse within their own experiences of gender identity, sex characteristics and sexual orientation, but are also diverse in other ways. This might include their Aboriginality, ethnicity, colour, nationality, refugee or asylum seeker background, migration or visa status, language, faith, ability, age, mental health, socioeconomic status, housing status or geographic location.

    People within LGBTIQ+ communities who live with other forms of discrimination can experience compounded inequality.8

    Brotherboy and sistergirl

    Aboriginal communities use these terms to describe transgender people and their relationships as a way of validating and strengthening their gender identities and relationships.

    Non-trans but non-conforming Aboriginal people may also use these terms. For example, both lesbian and heterosexual Aboriginal women may refer to themselves as ‘sistergirls’, ‘sisters’ or ‘tiddas’, which is an Aboriginal English term for the word ‘sisters’.

    Gay Aboriginal men may also refer to themselves as sisters.9

    In 2021, Victoria Police’s primary human resources IT system was enhanced to capture data about each employee’s sex, gender, sexuality, languages, culture, Aboriginal and Torres Strait Islander status and if a person has a disability.

    Current Victoria Police diversity figures appear lower than might be expected. As more employees become aware of the ability to self-identify through Victoria Police systems, these numbers are expected to increase. This data provides a valuable benchmark to monitor our progress, and gives Victoria Police a greater understanding of the diversity and needs of our employees.

    Where are we at for LGBTIQ+ inclusion?

    Victoria Police participates in the Victorian Public Sector Commission's People Matter Survey. The survey provides valuable insight into our culture and safety from employee perspectives.

    In 2021, 6,889 Victoria Police employees responded to the People Matter Survey. 424 participants self-identified as LGBTIQ+, their findings included:

    People Matter Survey responses to "There is a positive culture within my organisation in relation to employees who identify as LGBTIQ+"

    People Matter Survey responses to "Sexual orientation is not a barrier to success in my organisation"

    Workforce data

    • Download' Workforce data'

    1 Victoria Police (2018), 2018–2021 LGBTIQ Inclusion Strategy and Action Plan, Victoria.
    2 Victorian Government Department of Families, Fairness and Housing 2022, Pride in our future: Victoria’s LGBTIQ+ strategy 2022–2032, Victoria, Australia.
    3 Ibid.
    4 Victorian Government Department of Families, Fairness and Housing 2022, Pride in our future: Victoria’s LGBTIQ+ strategy 2022–2032, Victoria, Australia.
    5 Adapted from Victoria Police’s 2018–2021 LGBTIQ Strategy and Action Plan.
    6 Equal Opportunity Act 2010.
    7 Victorian Government Inclusive Language Guide
    8 Victorian Government Department of Families, Fairness and Housing 2022, Pride in our future: Victoria’s LGBTIQ+ Strategy 2022–2032, Victoria, Australia.
    9 Victorian Government Department of Families, Fairness and Housing 2022, Pride in our future: Victoria’s LGBTIQ+ Strategy 2022–2032, Victoria, Australia p.10


    How far we've come

    Victoria Police has matured its LGBTIQ+ employee inclusion since 2018.

    The 2018–2021 LGBTIQ Inclusion Strategy and Action Plan helped lay the foundation for a more diverse and inclusive organisation with progress made through the delivery of key initiatives such as the publication of Proud, Visible, Safe in 2019.

    In 2019, then Chief Commissioner of Police Graham Ashton AM delivered a formal apology to LGBTIQ+ communities. The apology acknowledged how policing workplace cultures have caused harm to Victoria Police’s LGBTIQ+ employees and the Victorian LGBTIQ+ community. With the apology came a commitment to create a more inclusive workplace for LGBTIQ+ employees and a better future for LGBTIQ+ Victorians.

    In 2019, Victoria Police was recognised in several categories of the Victorian Public Sector Pride Awards including Best Community Initiative and Best Executive Champion was awarded to Deputy Commissioner Neil Paterson APM. VP Pride received runner up in the Best Pride Network category.

    Victoria Police has been a member of Pride in Diversity since 2015. Pride in Diversity conducted an independent evaluation of our performance against the 2018–2021 strategy and action plan. The evaluation resulted in a commendation for progress made with some notable achievements.

    Notable achievements

    Progressed towards becoming an employer of choice

    Victoria Police achieved silver status in the Australian Workplace Equality Index and was recognised as a sliver employer at the 2021 Australian LGBTIQ+ Inclusion Awards.

    This result shows year-on-year improvements, from inaugural participation in the index in 2017 and recognition as a bronze employer in 2019.

    Introduced paid gender affirmation leave

    A gender affirmation leave clause was included in the Victoria Police Enterprise Bargaining Agreement 2019 and work is underway to translate the clause into organisational policy.

    Guidelines for paid gender affirmation leave for employees undergoing gender reassignment or affirmation process were published on the intranet.

    Improved workplace harm data capturing

    Categories to report instances of LGBTIQ+ workplace harm were added to the OneLink case management system.

    Training and education

    During 2018, all decision makers (VPS3 and above) at Recruitment and Deployment completed unconscious bias training and 84 employees undertook awareness sessions delivered by Pride in Diversity.

    In 2020 more than 400 employees participated in LGBTIQ+ awareness sessions.

    On our way to making policies and training all gender inclusive

    Respectful Workplace training content was reviewed to ensure gender inclusive language and to include case studies of LGBTIQ+ relationships.

    An audit of all human resources policies to ensure LGBTIQ+ inclusive language is yet to be finalised.

    LGBTIQ+ Liaison Officers

    LLOs are LGBTIQ+ employees and allies who voluntarily take on LGBTIQ+ portfolio roles.

    LLOs assist LGBTIQ+ people who report crimes to police, and they provide a contact for LGBTIQ+ community members to provide advice and feedback to Victoria Police on the policing needs of LGBTIQ+ people.

    The number of Victoria Police LLOs grew from approximately 270 in 2018 to approximately 450 in 2022.

    This growth is a positive indicator of growing support for LGBTIQ+ people within Victoria Police and a growing understanding of the importance of this support to serving the needs of LGBTIQ+ people in the community.

    Where can we improve?

    Pride in Diversity’s review of the 2018–2021 LGBTIQ Inclusion Strategy and Action Plan provided critical insights into where Victoria Police needs to improve and where our efforts must be focused to continue building an inclusive workforce.

    Despite some substantial achievements made over the past few years, it is evident that Victoria Police can improve LGBTIQ+ inclusion and safety in our workplaces.

    The review identified areas of focus to improve our capability.


    The need for a governance or authorising framework to monitor progress and support access and inclusion.

    Policy audits

    Policies are a key lever in promoting reform. A key action from the 2018–2021 LGBTIQ Inclusion Strategy and Action Plan was to remove binary gender terms from policies to eliminate discrimination and gender stereotypes.

    Audit recommendations also included expanding the removal of binary genders to all policies and training. This is supported under the requirements of the Gender Equality Act (s.9).

    Trans and gender diverse inclusion

    A greater focus is needed on trans and gender diverse employee inclusion in policies, procedures and training as is a dedicated focus on workplace support and inclusion for gender diverse employees.

    Employee support program

    Employee support programs like VP Pride offer significant aid to the organisation and the community Victoria Police serves. However, employee reference groups require dedication and encouragement from the workplaces in which they operate.

    At a strategic level, the evaluation pointed to the need for this plan to include a smaller number of actions targeted to achieve specific outcomes and making a greater impact.

    Where we want to be and how we are getting there

    LGBTIQ+ on 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 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.10

    The 2018–2021 LGBTIQ Inclusion Strategy and Action Plan used the Inclusion Continuum as a measure of progress on our journey to becoming an inclusive organisation.

    In 2018, we considered that the organisation was between the compliant (recently renamed ‘reactive’) and proactive phase of the continuum. This is based on the level of maturity in LGBTIQ+ inclusion and capability.11

    An updated assessment of Victoria Police’s progress against the Inclusion Continuum following the 2018–2021 action plan evaluation and the organisation’s performance in the AWEI, placed Victoria Police’s LGBTIQ+ inclusion at the proactive level.

    Inclusion Continuum

    • Download the Inclusion Continuum

    10 B. Jones and Michael Brazzel 2014, The NTL Handbook of Organization Development and Change: Principles, Practices, and Perspectives.
    11 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.

    The next step

    The next step in the journey towards our vision for LGBTIQ+ inclusion in Victoria Police starts with three actions for 2023–2024. In addition, Victoria Police has developed eight actions that will benefit all areas of diversity and inclusion.

    These actions complement those actions targeted solely at improving the experience of LGBTIQ+ employees.

    LGBTIQ+ actions and milestones 2023–2024

    Diversity and inclusion actions and milestones 2023–2024

    Acronyms and shortened forms

    Acronym Definition
    AWEI Australian Workplace Equality Index
    CD Capability Department
    GEIOC Gender Equality and Inclusion Outcomes Committee
    HRC Human Resources Command
    LGBTIQ+ Lesbian, Gay, Bisexual, Transgender, Intersex and Queer and/or questioning
    LLO LGBTIQ+ Liaison Officer
    MEL Monitoring, Evaluation and Learning
    PDC People Development Command
    VEOHRC Victorian Equal Opportunity and Human Rights Commission
    VPS Victorian Public Service
    WoVG Whole of Victorian Government


    We define key terms below and acknowledge that people have different definitions. Language has changed and continues to evolve.


    The unjust or prejudicial treatment of different categories of people, especially on the grounds of race, age, sex, or disability.

    Discriminatory workplace harm

    This umbrella term covers any way a person experiences discrimination, harm or violence based on protected characteristics within the Victorian Equal Opportunity Act.

    Gender Equality and Inclusion Outcomes Committee

    The Gender Equality and Inclusion Outcomes Committee is the current authorising and governing committee that sits over gender equality in Victoria Police.

    The committee is being expanded to include diversity and inclusion.


    Heteronormativity is the assumption that everyone is heterosexual (straight), and that this is the norm.

    Heterosexism is the belief that non-heteronormative sexual orientations or gender identities are unnatural.


    A term used to describe the irrational fear, hatred or aversion to or discrimination against people who are homosexual or same sex attracted, or who are perceived to be.


    Is the exaggerated form of stereotypical masculinity. For example, the overvaluing of strength, emotional suppression and stoicism.

    Hypermasculine workplace cultures place value on masculine traits over and to the detriment of feminine traits.


    This is an approach to understanding how social meanings related to the way we categorise and identify can overlap and interconnect.

    This creates different layers of discrimination or disadvantage for either an individual or group.

    Program logic

    A program logic model is a schematic representation that describes how a program is intended to work by linking activities with outputs, intermediate outcomes and longer-term outcomes.


    A widely held but fixed and oversimplified image or idea of a particular type of person or thing.


    A term used to describe the irrational fear, hatred, aversion to or discrimination against people who are transgender, or who are perceived to be transgender. This is also sometimes known as transprejudice.

    Workplace harm

    Workplace harm is the detrimental effects of being targeted by all forms of inappropriate behaviour from work colleagues including sex discrimination, gender-based bullying, sexual harassment and assault, predatory behaviour, victimisation, workplace conflict and bullying.

    Appendix 1: Diversity and inclusion program logic


    An engrained culture and systemic bias has amplified inequality and impeded diversity.


    A diverse workplace and inclusive organisation.


    • Engaging hearts and minds
    • Equitable outcomes
    • Employee co-design
    • Licence to challenge
    • Evidence based.

    Key assumptions

    • That diversity and inclusion will be a priority for the organisation
    • That diversity and inclusion is also a priority for lead command and departments
    • That the goal of inclusion continues to be adequately resourced
    • That the community values a police force that is reflective of the people it serves.


    • Current policies, processes and training perpetuates systemic inequality
    • Inherent requirements of policing are poorly defined
    • Some key data measures and systems are not fit-for-purpose
    • Lack of clarity and accountability for managers in their response to discriminatory workplace harm
    • Lack of knowledge and understanding of diversity and inclusion.
    • ""


      • Engage all employees to advance organisational diversity and inclusion
      • Identify and engage leaders to support diversity and inclusion across the organisation
      • Embed intersectionality into the program of work
      • Establish and maintain relationships between lead commands and departments and employee networks
      • Create monitoring, evaluation and learning framework to inform future planning and strengthen accountability.
    • ""


      • Diversity and Inclusion Communication Strategy
      • Diversity and Inclusion Resource Hub and targeted training for managers
      • Authorising framework and diversity and inclusion governance structure
      • Embedded process to ensure inclusivity in all people-focused policies and processes
      • Recommendations proposed for designated units response to workplace harm and for uplift in inclusive capability
      • Programs to enhance diverse and inclusive recruitment, selection and retention are developed
      • Insightful and timely monitoring and evaluation reports.
    • ""

      Short-term outcomes (reactive, proactive and progressive)

      • Leaders have increased understanding of the importance of diversity and inclusion
      • Governance structures have increased responsibility for inclusion
      • Recommendations on employee focused policies and processes are accepted
      • People and processes responding to workplace harm have an increased understanding of inclusion
      • Amendments impacting recruitment, progression and retention are endorsed
      • All employees recognise and promote the value of inclusion
      • Inclusive leadership capability developed at all levels of the organisation
      • Response to discrimination enhanced with diversity and inclusion capability
      • Diversity does not restrict access to recruitment and progression
      • Employees drive diversity and inclusion in their workplaces
      • Increased leadership accountability to enable inclusive workplaces
      • Diverse employees feel safe at work
      • Strengthened accountability processes demonstrate discriminatory workplace harm is not tolerated
      • Employees at all levels reflect our diverse community
      • Inclusion is embedded in the cultural identity of Victoria Police
      • Leaders proactively create and sustain inclusive workplaces
      • Diverse employees feel empowered at work
      • Employees have confidence in response to discriminatory workplace harm
      • Discriminatory workplace harm is minimised
      • The diversity of Victoria Police strengthens service delivery to the community.
    • ""

      Long-term outcomes (inclusive)

      • Victoria Police champions inclusion
      • Leaders harness diversity and inclusion to achieve organisational results
      • Employees feel valued and have a true sense of belonging
      • The community has trust in our response to diverse communities.
    • ""

      A diverse workplace and inclusive organisation