Actions and example activities
Organisations will implement actions in ways that suit their own context. Example activities provide guidance.
2.1 Organisations actively monitor and report on the cultural diversity of their workforces.
Example activities:
- Organisations improve how data on workforce cultural diversity is collected, shared and used.
- Organisations use data to identify areas of underrepresentation, compared to the cultural diversity of the Victorian population. They also set appropriate employment targets.
- Organisations report cultural diversity data in a transparent way. This includes sharing it with relevant staff-led networks.
2.2 Hiring managers and recruitment teams have the capability to recognise and value:
- Transferable skills from outside the public sector
- Diverse lived experience
- International qualifications.
Example activities:
- Hiring managers recognise that merit includes transferable skills, diverse lived experience and international qualifications of diverse applicants.
- Organisations equip hiring managers to apply key resources. These include:
- Recruit Smarter Best Practice Guidelines for Inclusive Recruitment to address unconscious bias
- Guidance on Special Measures under the Victorian Equal Opportunity Act 2010
- Organisations ensure the use of diverse interview panels during hiring processes.
2.3 Organisations improve attraction and recruitment practices and channels to better reach candidates from culturally diverse backgrounds.
Example activities:
- Organisations apply the VPSC Employment Standards to ensure employment processes are fair, inclusive and based on merit.
- Organisations use targeted advertising where needed. This includes engagement with specific community organisations or media.
- Organisations develop guidance to help individuals present their transferable skills and navigate the VPS application process. This includes writing for Key Selection Criteria, so applicants can clearly demonstrate their skills.