Our goal is to create an inviting and diverse workplace that is inclusive and culturally, physically, and psychologically safe. We want all people to feel respected and to bring their whole selves to work and be their best.
1. Gender equality at work
Our first Gender Equality Action Plan creates opportunity for real and meaningful change. It is the next step in our journey to achieve a respectful and inclusive workplace.
We'll build on our work to date and put new initiatives in place to build equity and equality in our workplace.
Through this action plan, we will:
- Hold our leaders accountable for championing gender equality
- Increase intersectional gender representation and inclusion
- Normalise flexible work and support staff with caring responsibilities
- Improve support and processes for staff who experience unacceptable behaviours, and
- Reduce pay gaps.
2. Aboriginal and Torres Strait Islander
Cultural safety for Aboriginal communities and employees is central to our success.
The Aboriginal and Torres Strait Islander Workforce Strategy 2021-2026 sets our goal to become the employer of choice for Aboriginal people. In our workplace, staff are valued for their cultural knowledge and lived experience.
We are committing to better work opportunities and choices for Aboriginal people. We aim to build a supportive and respectful culture that values the expertise and perspectives of Aboriginal staff.
The Aboriginal Cultural Safety Framework aims to help mainstream Victorian health, human and community services and the department to create culturally safe places and services.
Aboriginal and Torres Strait Islander Career Pathways
We have several employment pathways to attract, retain and develop a diverse and inclusive workforce. This includes programs for Aboriginal and Torres Strait Islander people:
- The Graduate includes a pathway for Aboriginal and Torres Strait Islander applicants. It is offered to undergraduate and postgraduate students who have recently completed their studies. This 12-month intensive program enables graduates to gain practical skills and knowledge. They'll learn about the work of the department and will secure employment at the end of the program.
- CareerTrackers provides Aboriginal university students paid internships. They gain work experience as they study, which will boost job readiness and employability on graduating.
- The Aboriginal staff network (ASN) is open to all Aboriginal and Torres Strait Islander staff to:
- share their experiences of working in the department
- support each other
- take part in shared development
- network and to have a good yarn in a culturally safe environment.
Please register your interest with aboriginal.workforce@health.vic.gov.au for a future career within Health.
3. Implementation plan for Getting to Work: Victorian Public Sector disability employment action Plan 2018-2025
The Victorian Public Sector’s disability employment action plan 2018-2025: Getting to guides our disability employment implementation plan. It is Victoria’s long-term plan to enable people with disability at all levels of the public sector to have:
- higher levels of employment
- successful careers
- a fairer employment experience.
Career Pathways for people with disability/condition
We use various employment pathways to attract, retain and develop a workforce that includes people with disability or a condition:
- The Graduate Program (including a pathway for applicants with a offers an equal experience. You do not need to share any information about your disability or condition at any point in the program. The Victorian Public Sector Commission will support candidates through the application process.
- Digital Jobs Program (including a neurodiverse aims to build a talent pool. This will meet the growing need for digital expertise across Victoria.
- The Youth Employment Scheme (YES) traineeship includes a disability pathway. It gives young Victorians an opportunity to build a career in government. The YES traineeships are paid and provide work experience while obtaining a Certificate III or IV qualification. These run over an initial 12-month period with appropriate supervision.
- Rise Program is underpinned by the Rise Recruitment and Support Framework. It takes a unique approach to the recruitment of people on the autism spectrum to enable sustainable and meaningful employment. Please register your interest by emailing: rise@health.vic.gov.au
- The Victorian Public Sector (VPS) and departmental Enablers Networks advances equality, accessibility, and inclusion for people with disability. Through education and advocacy, the networks aim to create positive and empowering workplaces.
- A sub-group of the VPS Enablers Network is the VPS Autism Success Network (ASN). It is a staff-led collective to advance equity, equality, accessibility and inclusion for people with autism across the VPS.
4. Lesbian, Gay, Intersex, Trans, Queer and Questioning (LGBTIQA+) communities
Pride in our future: Victoria’s LGBTIQA+ strategy is Victoria's first whole-of-government LBGTIQ+ strategy. It aims to drive equality and inclusion for the next decade.
Our work in equity, diversity and inclusion aligns with Pride in our future and other whole of government strategies.
We are committed to:
- eliminating LGBTIQA+ discrimination and inequality
- promoting LGTBIQA+ inclusion
- celebrating LGBTIQA+ culture in the workplace
- being an employer of choice for LGBTIQA+ Victorians.
The VPS and our Pride Networks are made up of LGBTIQA+ staff and allies. They work together to lead, support, and celebrate inclusion, equality and participation. They do this by increasing LGBTIQA+ visibility and awareness. Members enjoy celebrating LGBTIQA+ events and culture as well as networking opportunities.
5. People from culturally diverse backgrounds
We are committed to cultural diversity through our work in:
- community services
- programs
- policies
- initiatives
We create employment pathways for asylum seekers and refugees through the Culturally diverse CareerSeekers . Participants in the program complete work readiness training and attend a non-competitive interview. They then begin a paid internship through fixed-term employment for 12 weeks at the VPSG-2 level.
The VPS and our Health Women of Colour Networks strives to create a safe and inclusive space. This allows members to contribute their lived experience to inform the development of policies and programs to:
- better meet the needs of communities
- advocate for professional and personal development
- improve diversity and inclusion practices.
If you are from a diverse background, are an Aboriginal or Torres Strait Islander applicant, or you have a disability/condition, and require advice and support with the recruitment process, please email our Inclusion Unit on inclusion@health.vic.gov.au.
Reviewed 29 November 2023