There is a higher proportion of women in the VPS than in the Victorian labour force.
Women in the VPS
Compared to an estimated 48% of the Victorian labour force (February 2025).
Gender pay gap
The gender pay gap in 2025 was:
Intersectionality
Sources
Sexual harassment and gendered violence
Women and gender diverse people are more likely to experience workplace sexual harassment or gender-based violence. Colleagues were reported as the most common source of harassment. People affected often do not feel safe to speak up. Women reported backlash when they speak up about negative behaviours. This is especially the case for women who are culturally diverse.
Gender segmentation of the workforce
Some parts of the VPS workforce are still dominated by men or by women. Barriers exist to entering these fields. This reinforces gender segmentation across industries and occupation groups in the VPS. We heard that women often take on a large share of work to drive diversity and inclusion initiatives. Staff told us that organisations or leaders that are male dominated can be less advanced in inclusion maturity in their workplace.
Gendered expectations of leave and flexible work
Use and promotion of parental leave and other entitlements are often shaped by gender. Men may not be encouraged to take parental leave. Women may be expected to take it or reduce their work hours. Encouraging men to access leave entitlements and flexible work was reported as challenging gendered expectations of workforce participation.
A gender-lens to policies and processes
It is important to apply a gendered lens to policies, procedures and workforce practices. Many common workplace features are based on male-centred design. These can affect professional and economic outcomes for women, including the gender pay gap. We heard that recognising both shared and different needs across genders in policy, program and system design will create a more inclusive environment for all.
The Gender Equality Act 2020 and Our equal state: Victoria’s gender equality strategy and action plan 2023–2027 include a range of mechanisms to improve gender equality in Victoria. Organisations have obligations under the Gender Equality Act to promote and progress gender equality. This action plan does not repeat those actions. It complements them and reinforces the importance of this work.
Organisations will implement actions in ways that suit their own context. Example activities provide guidance.