Department of Premier and Cabinet
LGBTI Inclusion Plan 2017-2018
Promote ● Educate ● Engage
Contents
About the Department
Secretary’s Foreword
Introduction
Goals
Initiatives
Legislation
Monitoring and Reporting
Further Information
About the Department
The Department of Premier and Cabinet’s (DPC) vision is to be a recognised and respected
leader in whole of government policy and performance.
The department works for the people of Victoria by helping the government achieve itsstrategic objectives. It does this by supporting the Premier, Deputy Premier, the SpecialMinister of State, the Ministers for Aboriginal Affairs, Equality, Multicultural Affairs,Prevention of Family Violence, Veterans and Women as well as the Cabinet.
The department leads the Victorian Public Service by:
•setting clear expectations
•driving the government’s objectives
•providing unifying intelligence withinthe Victorian Government
•pursuing excellence in whole ofgovernment outcomes in delivery and reform.
Secretary’s Foreword
I am proud to supportthe Department of Premier and Cabinet’s Lesbian, Gay, Bisexual, Trans, Gender Diverse, and Intersex (LGBTI) Inclusion Plan. It builds on our previous initiatives which focused on LGBTI inclusive policy and culture,staff training and development,and leading LGBTI inclusion within the Victorian public sector and the community.
Highlights include:
•achieving bronze status in the Australian Workplace Equality Index, the national benchmarking instrument for LGBTI workplace inclusion
•the release of Trans@DPC, a resource for trans employees, their managers and colleagues who are seeking guidance on transitioning at work
•staff events for International Day against Homophobia, Biphobia and Transphobia, Wear it Purple Day and Transgender Day of Remembrance
•the development of an LGBTI inclusive language guide
- participating in the iconic Midsumma Pride March.
The Victorian Government values diversity and promotes inclusion. It has affirmed the right to equality, fairness and decency for LGBTI Victorians and is committed to removing discrimination from Victorian laws, services and society. A public sector workforce that reflects the communities it serves can provide better insight into policy and program development and deliver improved service delivery outcomes for the community.
LGBTI inclusion aligns with the Victorian Pubic Sector values of Integrity, Respect and Human Rights. It is part of DPC’s commitment to embrace diversity and be an inclusive place to work. DPC aspires to reflect the composition of the broader Victorian community to strengthen our diversity of views, policy and service outcomes.
This plan sets out a clear strategy on how DPC will work towards increasing LGBTI visibility in the workplace and celebrate the diversity of our staff. As the Executive Sponsor of LGBTI inclusion at DPC, I will continue to support our priority areas of focus across the organisation; including,
•Employment practices: inclusive employment policies and practices
•Inclusive culture: a work environment that is inclusive of LGBTI staff and engages with the LGBTI community
•Leadership and accountability: senior leaders champion LGBTI/Ally initiatives
Chris Eccles AO
Secretary
Department of Premier and Cabinet
Introduction
Equality matters.
An LGBTI Inclusion Plan is a significant step in promoting workplace inclusion. Empowering our employees is critical in maintaining DPC’s role as a leader in whole of Government public policy and service delivery. We value employees being themselves.
Our strategy uses the framework from Pride in Diversity’s Australian Workplace Equality Index (AWEI), the national benchmark on LGBTI inclusion.Our Inclusion Plan outlines six key result areas each with specific goals that specify the lead agency responsible and timelines to enable progress against outcomes to be monitored. Implementation responsibility is shared between People and Culture, Equality Branch and the DPC LGBTI Staff Network.
Including LGBTI communities means taking action. Attitudes and ideas that might be adverse to LGBTI inclusion can be the result of conscious and unconsciousbehaviours. It is our responsibility to challenge these ideas and work towards promoting inclusion for all employees. Simple actions can result in meaningful change.
Goals
DPC has committed to six goals to achieve our objectives.
1. HR Policy and Diversity Practice
Inclusive HR policies and practice.
A focus on human rightsand addressing discrimination, bullying and harassment.
2.Strategy and Accountability
Embedding a strategic approach to LGBTI inclusion with clear accountabilities.
3. LGBTI Training and Education
Providing LGBTI inclusion and awareness training for all staff.
Developing resources to complement training.
4. Employee Network
Strengthening DPC’s LGBTI Network.
Promoting ally engagement.
5. Visibility and Inclusion
Celebrating LGBTI dates of significance.
LGBTI inclusion is visible throughout the workplace.
6. Community Engagement
Supporting LGBTI community groups and events.
Leading LGBTI inclusion within the Victorian Public Sector and the community.
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Initiatives
Goal / Initiative / LeadResponsibility / Support
Responsibility / Timeframe
1. HR Policy and Diversity Practice / 1.1 / Review foundational areas of HR policies and practice and revise as necessary
- Review completed
- Policies updated
Q2
1.2 / Develop resources that support intersex employees / LGBTI Inclusion Steering Group / People and Culture / Q2
1.3 / Review and refresh online resources that support LGBTI inclusion
- Review completed
- Refresh completed
Q2
2. Strategy and accountability / 2.1 / Refresh the LGBTI Inclusion Action Plan following the AWEI benchmarking report / LGBTI Inclusion Steering Group / People and Culture / Plan endorsed in Q1
2.2 / Quarterly progress reports provided to Executive Sponsor / LGBTI Inclusion Steering Group / People and Culture / Each quarter
2.3 / Participate in the 2018 AWEI and benchmark results to identify action areas / People and Culture / LGBTI Inclusion Steering Group / Q3
3. LGBTI Training and Education / 3.1 / Deliver LGBTI 101 training open to all staff / People and Culture / LGBTI Inclusion Steering Group / Q1
3.2 / Deliver two sessions of Ally training open to all staff / People and Culture / LGBTI Inclusion Steering Group / Q2
3.3 / Develop training calendar for January to June 2018 / People and Culture / LGBTI Inclusion Steering Group / Q2
4. Employee Network / 4.1 / Review and refresh the LGBTI Network’s charter / LGBTI Network / Q2
4.2 / Review and refresh the LGBTI Network’s intranet page / LGBTI Network / Q2
4.3 / Hold quarterly planning meetings / LGBTI Network / Each quarter
5. Visibility and Inclusion / 5.1 / Develop initiatives forIntersex Awareness Day, Transgender Day of Remembrance, World Aids Day and IDAHOBIT Day / LGBTI Inclusion Steering Group / People and Culture
LGBTI Network / As scheduled
5.2 / Support whole of organisation communication from the Executive Sponsor / People and Culture / LGBTI Inclusion Steering Group / Ongoing
6. Community Engagement / 6.1 / Equality auspices the whole of Government Pride Network and associated events / Equality / DPC LGBTI Network / Ongoing
6.2 / Participate in the 2018 Midsumma Carnival and 2018 Pride March / DPC LGBTI Network / Equality / Q3
6.3 / Organise a volunteering day at an LGBTI community organisation / DPC LGBTI Network / LGBTI Inclusion Steering Group / Q2
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Legislation
The following legislation supports the LGBTI Inclusion Plan:
- Public Administration Act 2004 (Vic)
- Charter of Human Rights and Responsibilities Act 2006 (Vic)
- Equal Opportunity Act 2010 (Vic)
Monitoring and Reporting
An LGBTI Workplace Inclusion Steering Group is responsible for monitoring and reporting. Membership is drawn from Equality Branch, People and Culture and DPC’s LGBTI Network.
The functions of the Steering Group are to:
a)promote LGBTI equality and inclusion in DPC;
b)develop DPC’s annual LGBTI Inclusion Plan;
c)review and support the implementation of the Plan;
d)monitor progress against the strategic and operational objectives of the Plan;
e)provide formal quarterly reporting on the achievement of objectives and progress against the Plan to key stakeholders including the Secretary DPC;
f)overseeDPC’s participation in the Australian Workplace Equality Index.
The Steering Group will provide providing six monthly reports on progress against the Plan to the DPC Secretary as Executive Sponsor of LGBTI Inclusion.
Further Information
Additional information regarding the DPC LGBTI Inclusion Plan 2017-2018 is available by contacting the DPC’s Equality Branch at equality.vic.gov.au
For further information regarding the whole of government Victorian Public Sector Pride Network contact
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