On behalf of the Victorian Public Sector Commission, I acknowledge the Traditional Owners of the lands on which we live and work and I pay my respects to their ancestors and elders past and present. First Nations employees bring unique knowledge, skills and experience that enrich our public sector, and benefit all Victorians.
I am proud to introduce the Cultural Diversity Strategy for the Victorian public sector.
This strategy sets an expectation for how we work together. Our workforce should reflect the diversity of Victoria so that we can deliver for Victorians.
People told us that leadership sets the tone: visible representation, active support and real accountability shape everyday work experiences.
Employees want inclusion reflected in the ways we recruit, manage performance and develop careers. Efforts to provide psychological and cultural safety need to be standard practice and support and complaint pathways must be trusted, accessible and effective.
Employees also asked for better data and feedback reporting processes so we can track change. This will help monitor both representation and career progression and inform our decision-making. We also heard about a need to better recognise international qualifications and experience.
This strategy has practical actions for departments and organisations that are supported by clear governance, monitoring and reporting processes. Progress will be measured across five focus areas that align with the Victorian Public Service Diversity, Equity and Inclusion Action Plan 2026-2029:
Thank you to the employees, staff-led networks, departmental leaders and partners who contributed their time and thoughts. Your honest feedback shaped the actions in this strategy.
With shared commitment across the public sector, and a strong focus on delivery and transparent reporting, we can build representation, strengthen trust, and create a workplace where everyone feels they belong.
Brigid Monagle
Victorian Public Sector Commissioner