Diversity and inclusion

Staff-led networks are important for building an inclusive workplace. These groups provide places for advocacy, professional growth, and peer support. The department is proud to have several staff-led networks, which include:

• Aboriginal Staff Network
• Agriculture Victoria Research Women in STEM
• All Abilities Network
• Emerging Professionals Network
• Multicultural Network
• Place of Pride Network
• Women of Colour Network

We also support staff-led networks operating across the Victorian Government (WoVG). These networks are open to all Victorian Public Sector Employees. Read more about the WoVG staff-led networks on the Victorian Government website Victorian Government website.

The department celebrates and remembers many important days throughout the year. These include, but are not limited to:

• National Reconciliation Week
• NAIDOC Week
• Cultural Diversity Week
• Pride Month
• International Day of the Elimination of Violence Against Women (16 Days of Activism)
• International Day of Persons with Disabilities

At the department, we believe everyone is a leader.

Our approach to leadership is at the heart of how we work. We shape our workplace culture to prioritise people through psychological safety and well-being. Our Leadership Model includes the following principles:

• Work Together
• Do What Matters
• Make a Difference

Together, they foster an inclusive, respectful, and collaborative leadership culture.

We understand that leadership is not just about a role; it's about the actions and attitudes we show every day. We work to inspire, innovate, and support those around us. We provide everyone—no matter their role—with the tools and support they need to embrace leadership in their own way.

Public holiday substitution

Employees can choose to take a public holiday on a day they normally work to observe religious or cultural events that are important to them. For example, a team member may ask to observe Lunar New Year instead of New Year’s Day.

The current VPS Enterprise Agreement (EBA) provides further information on these arrangements.

Cultural and ceremonial commitments

Aboriginal and Torres Strait Islander employees can take leave for cultural and ceremony events. This includes paid leave for NAIDOC Week activities, attending ceremonies, and attending Aboriginal community meetings.

Members of the First Peoples' Assembly of Victoria receive support for their leave and flexible arrangements to fulfil their official duties.

Employees with disabilities, health conditions, and carers defined in the VPSC Workplace Adjustments Policy can request adjustments at work. These adjustments help create a workplace that meets their needs. Each request is unique to the individual and their role, but the department groups these workplace changes into four main areas:

• work methods, including how work is performed to support productivity and effectiveness
• work arrangements, including when and where work is done to support individual needs
• equipment or facilities, including the physical environment or tools used for work
• work-related communication, including how information is shared and received to ensure accessibility.

Every employee can request flexible work arrangements, no matter their role or reason for needing them. The VPSC Flexible Work Policy outlines how the public sector supports flexible and hybrid work options. Employees with disabilities can also make specific adjustments to their work setups to ensure they can work safely and effectively.

You can learn about workplace adjustments by visiting the VPSC's website.

Investing in learning and development helps create a workplace where everyone feels they belong. It also builds key skills for teamwork and career growth.

Our department supports employee development by offering various learning opportunities, including:

• Aboriginal cultural safety training
• Workforce inclusion learning
• Cultural inclusion learning
• Disability awareness and confidence training
• LGBTIQA+ inclusion learning
• Inclusive recruitment learning

The department supports self-determination through partnerships with Traditional Owners and Aboriginal Victorians. We aim to create a safe, inclusive workplace that respects Aboriginal knowledge, strengths, and rights.

Go to Aboriginal self-determination to learn more.

The department is dedicated to creating an inclusive workplace for people with disability. We aim to remove barriers, increase hiring and retention, and provide accessible services to the Victorian community.

Go to Access and inclusion to learn more.

The department is committed to building a workplace where people of all genders can thrive. Gender equality is key to building a fair, innovative, and high-performing organisation. We aim to reflect the diversity of the community we serve.

With our Gender Equality Action Plan, we promote inclusion and equal opportunity. We focus on the diverse experiences and needs of our workforce.

Go to Gender equality to learn more.

The department is committed to an inclusive workplace for all genders and sexual orientations. We aim to create a supportive environment where everyone feels welcome. All employees are expected to be treated with respect and free from discrimination.

We promote this through policies, training, and tailored support. Our Gender Affirmation Policy and Guidelines helps employees affirm their gender at work and supports leaders in reducing barriers for trans and gender-diverse employees.

Everyone has a right to feel safe, respected and included at work.

The department is committed to creating a safe environment for everyone, whether in the office or in the field. We build respectful teams, offer self-learning, and encourage proactive bystander behaviour.

We educate employees on preventing inappropriate behaviour and provide tools for being active bystanders. We also ensure managers respond to disclosures consistently and compassionately.