This Action Plan uses the terms diversity, equity and inclusion. These terms are different but connected.
In this Action Plan, the term diverse employees refers to employees who face barriers to inclusion in the workplace due to systemic discrimination. The terms we and our refer to the VPS or the VPSC as the authors of this plan.
We recognise that language shapes how communities are represented.
Using appropriate language helps acknowledge and respect diversity in the VPS. We aim to use language that strengthens workplace inclusion and diversity. This allows people to show up as their whole selves at work.
The language in this Action Plan reflects what was appropriate at the time of writing. It was informed by consultation. Language may continue to evolve over the life of the action plan.
We recognise that people have personal preferences and acknowledge that
people have the right to choose how their identity and experiences are described. The terms used in this Action Plan are not intended to replace personal preferences. Rather, they reflect broad community preferences.
The VPS is made up of diverse individuals. Many belong to more than one social group or have multiple social identities*.
Intersectionality is not the same as diversity. It does not prioritise one identity over another or reduce people to a single characteristic. Intersectionality examines how systems, laws and policies can reproduce power, privilege and oppression. When oppression overlaps to exclude people with multiple social identities, it can compound disadvantage.
This is called intersectional discrimination. Professor Kimberlé Crenshaw first used the term to explain disadvantage experienced by African-American women due to the intersection of race and gender in shaping their oppression.
We recognise that a person’s social identities collectively shape their experience in the VPS. We apply intersectionality by centring the voices of people most affected by systemic barriers and disadvantage. This can help create equal outcomes. Intersectionality is an emerging area of practice, and we will continue to refine how it informs this Action Plan and other policies and strategies.
* More information on social identities and how they intersect is available from Diversity Council Australia: Diversity Definition, Sydney, DCA, 2025.
We use both person-first and identity-first language in this action plan.
We respect the right of people to use the language that is meaningful to them.
This action plan uses the United Nations Convention on the Rights of Persons with Disabilities definition. This reflects the social model of disability.
It describes people with disability as people who have long-term physical, mental, intellectual or sensory differences. When these interact with inaccessible environments and communities, they can prevent full and equal participation in the community. This includes a wide range of disability experiences and includes hidden disability in this action plan. We consider neurodivergence a hidden disability in this action plan.
Not everyone protected under anti-discrimination legislation identifies as having a disability. Some people may not see disability as part of their identity or culture. This is valid too.
Under the Equal Opportunity Act 2010, a carer is a person who provides ongoing care and attention to another person who is wholly or substantially dependent on them. This does not include people who provide this care on a commercial basis.
Unpaid care may be provided to:
Care needs may relate to:
Not everyone in an unpaid care role identifies as a carer. These people are often referred to as hidden carers and are often underrepresented within the carer community. Carers have individual needs that require recognition and respect so they can continue their caring role and participate fully.
Parents refers to people who are:
Parents are different from carers. However, many actions that improve outcomes for carers in the workplace can also benefit parents.
Our workforce includes people across a wide age range. Differences between generations, and age bias, can affect how employees experience the workplace.
Age discrimination can occur at any stage of life. We recognise that diverse employees may face different challenges across age groups.
We are committed to building an inclusive workplace for all ages. This includes employment pathways, networking opportunities, and continuing to apply intersectionality in our work.
The term LGBTIQA+ refers to people who are lesbian, gay, bisexual, trans and gender diverse, intersex, queer and asexual. The + recognises that LGBTIQA does not include all terms people use to describe themselves. We recognise that the diversity of the LGBTIQA+ community should be reflected in measures to improve workplace experiences.
We also recognise the terms Sistergirl and Brotherboy to represent First Peoples' queer communities.
This includes:
We use the term First Peoples in this plan. This includes all people of Aboriginal and/or Torres Strait Islander descent who live in Victoria.
Cultural diversity refers to people who are culturally, religiously, racially and linguistically diverse. This includes:
This diversity is reflected in the VPS. It includes a wide range of cultural practices, languages and ancestral backgrounds. We recognise that other terms are used to describe racial, ethnic and religious identity. We also recognise that language may not fully describe the experiences of people with multicultural and multifaith backgrounds and identities.