All outcomes and measures of success will be assessed using the People matter survey and existing reporting mechanisms, where appropriate. This includes the Victorian Government report on Multicultural Affairs.
1. Leadership commitment
Leadership commitment is sustained. There are clear lines of accountability to improve cultural diversity.
Measures
- % increase in representation of culturally diverse employees at senior leadership and executive levels (VPS6 and above) to meet targets.
- % of culturally diverse employees who agree their leaders are supportive.
2. Increase workforce diversity
Culturally diverse employees are represented across all levels of the sector. They feel supported by their managers.
Measures
- VPS cultural diversity relative to the Victorian population.
- % of new starters who identify as culturally diverse.
- % of employees who identify as culturally diverse.
- Number of culturally diverse employees by level and occupational group.
- % of employees satisfied that recruitment processes are fair.
3. Improve retention, wellbeing, and engagement
Culturally diverse employees feel safe and included in the workplace. They want to stay in the sector for the long term.
Measures
- % of culturally diverse employees retained year on year.
- Engagement rates.
- % of culturally diverse employees who agree workplaces are culturally safe.
- % of culturally diverse employees experiencing negative behaviours.
4. Career progression
Culturally diverse employees have access to career development opportunities and can progress meaningful careers. There is more cultural diversity in leadership pipelines.
Measures
- % of culturally diverse employees’ agreement with learning and development related questions.
- % of culturally diverse employees satisfied with career development.
- Number of employees by level.
Policies, programs, and services are inclusive and intersectional to better meet the needs of Victorians.
Measures
- % of VPS employees completing cultural competency and anti-racism training.
- Number of initiatives to increase VPS capability as it relates to cultural diversity (e.g., training, lunch and learns etc.).
- Expenditure on language services and multicultural communications (as per the Multicultural Affairs Annual Report).
- Improvement in public trust from culturally diverse communities (e.g., through community feedback on services where applicable).