The VPSC partnered with Multicultural Affairs, in the Department of Premier and Cabinet to develop the Cultural Diversity Strategy. The Strategy will run for four years (2026–2029). The strategy aligns with, forms part of, and guides implementation of the Victorian Public Service Diversity, Equity and Inclusion Action Plan.
Similar strategies already exist in other Australian jurisdictions. However, this strategy will be the first of its kind in Victoria.
This strategy applies plain language principles where possible. Some terms and phrasing have been kept to ensure accountability, accuracy and consistency with existing policy.
The reflections in this strategy are based on what employees told us through consultation and feedback. They present employee experiences and perspectives. They do not represent the views of the VPSC.
The VPSC did two phases of consultation to develop this strategy. This involved 80 culturally diverse employees. We also spoke with staff-led networks, 33 Diversity & Inclusion representatives and other stakeholders from Victorian Government departments and Victoria Police.
These consultations explored:
We also undertook a review of contemporary research, in partnership with Multicultural Affairs. This included studies on public sector cultural diversity in New Zealand and Canada. It also included social policy theory. This helped explain the current state and identify pathways for change.
We engaged MindTribes to undertake an evidence review. This supported the development of the Strategy’s focus areas.
We conducted a detailed analysis of People matter survey data to understand current workforce experiences and inform evidence-based actions to create change.
The Multicultural Victoria Act 2011 defines cultural diversity as culturally, religiously, racially and linguistically diverse. This is a broad definition and relates to:
This diversity is reflected in the wide range of cultural practices, languages spoken, and ancestral backgrounds present in the population.
There are other terms used to describe racial, ethnic, and religious identity. The VPSC uses this definition for the purposes of this strategy. It is designed to include all Victorian public sector employees who identify as culturally diverse. This includes people born in Australia who have a parent or parents who immigrated to Australia, for example.
Other terms can and should be used in a more specific and targeted way, ideally in consultation with the employees the terms apply to. We support the right of people to use language that is meaningful to them.
The Multicultural Victoria Act 2011 definition of cultural diversity includes Aboriginal and/or Torres Strait Islander people. The Barring Djinang First Peoples workforce development framework is the dedicated VPS strategy focused on increasing First Peoples’ representation and inclusion.