Implementation actions
To achieve the outcomes of the Diversity, Equity and Inclusion Action Plan 2026–2029, all departments and Victoria Police have agreed the following starting implementation actions:
- Discuss diversity, equity and inclusion in key governance forums, organisational plans and at executive boards.
- Take action on People matter survey results related to inclusion, discrimination, retention, career development, progression and safety climate.
- Take steps to build manager confidence and competence in diversity, equity and inclusion by offering consistent learning opportunities.
- Partner with VPSC to:
- collect baseline data on the diversity of senior leaders and set diversity targets for executive leadership
- collect better information about the diversity of our workforce, including to address issues and barriers that discourage employees from sharing personal diversity information.
- Review HR policies and practices to ensure they consistently promote diversity, equity and inclusion.
- Actively support employee participation in staff-led networks. This includes allowing appropriate time to attend sessions and contribute to activities during work hours.
- Implement a range of other actions highlighted in the Action Plan, considering what will have the greatest impact for staff, as well as the maturity of organisations’ current diversity, equity and inclusion efforts.
Accountability for progress
To support accountability for progress, VPSC will coordinate annual reporting against the plan. This will include:
- action undertaken by departments
- workforce and People matter survey data
- insights from diverse employees.