diversity and inclusion strategy · 4 diversity and inclusion strategy 2019 2022 department of...
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Diversity and Inclusion Strategy
2019 - 2022
© The State of Victoria Department of Environment, Land, Water and Planning 2019
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Disclaimer
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Accessibility
If you would like to receive this publication in an alternative format, please telephone the DELWP Customer Service Centre on 136 186, or email [email protected], or via the National Relay Service on 133 677, www.relayservice.com.au. This document is also available on the internet at www.delwp.vic.gov.au
3Diversity and Inclusion Strategy 2019 – 2022
Department of Environment, Land, Water and Planning
Content
Message from the Secretary 4
Background to strategy 5
Three factors are driving our evolved strategy 6
Our D&I Strategy serves DELWP Strategy, and reflects priorities within other D&I plans 7
D&I serves our DELWP strategy in a measurable way 8
Our D&I narrative is simple, compelling and memorable 10
Everyone at DELWP is part of our D&I strategy 11
We organise our effort around outcomes 12
Appendix – legislation, policies, plans and other drivers 15
4 Diversity and Inclusion Strategy 2019 – 2022
Department of Environment, Land, Water and PlanningDepartment of Environment, Land, Water and Planning
We know our diversity is a strength at DELWP. We value diversity in our people for the innovation it brings, the challenges it enables us to overcome and the knowledge, adaptability and experience it instils in our people. We need diversity of thought, background and perspective to consistently challenge that status quo and create innovative solutions for Victorians across our eight areas of business. To uphold our Community Charter and deliver our ambitious agenda over the next four years, we need to be a workplace where the voices of our community and all our people here at DELWP are heard and valued.
Message from the Secretary
When our people feel safe and respected, engagement and productivity improve and we deliver better outcomes to the community. Inclusion is intrinsic to a safe workplace. It is as fundamental to the wellbeing of our people as physical safety considerations. This is why we are focused on building a positive culture where everyone can feel safe to bring our whole selves – our best selves – to work.
We’ve come a long way since the first Diversity and Inclusion strategy was released in 2016. We have gender equity at executive level and continue to monitor and reduce pay gaps across the workforce. We have a very high take up of flexible working, supported by our ‘all roles flex’ policy position. Our diversity, inclusion and cultural safety census told us that we have staff from over 65 countries contributing to our vision of thriving environments and communities and we can boast strong staff networks that support inclusion across the department. Now is the time to acknowledge these achievements, and to continue looking forward so we can create safe, respectful and inclusive workplaces across each of our 81 work sites.
Implementation of a three year program of work under this Strategy will build on our achievements so far and stretch us even further in creating an organisation that doesn’t just accept difference but celebrates and values it as a key driver of our success. The strategy will work hand in hand with the Safety and Wellbeing Strategy and will recognise self-determination principles in the Aboriginal Cultural Safety Framework to ensure we make DELWP an inclusive and diverse workplace with the capacity, capability and innovation needed to provide the highest level of service to the Victorian community.
John Bradley Secretary
5Diversity and Inclusion Strategy 2019 – 2022
Department of Environment, Land, Water and Planning
Background to strategy
DELWP is committed to building a diverse and inclusive organisation as part of fulfilling our mandate to support liveable, inclusive and sustainable communities and thriving natural environments.
Building workplace diversity and inclusion helps us learn from each other and develop new ways to deliver effective services to the Victorian community.
This Diversity and Inclusion Strategy provides a framework for the actions the department will take to ensure all staff feel valued and respected, have equal access to opportunities and resources, and are supported to contribute their perspectives.
It continues the work delivered through the previous iteration of the strategy and provides updates in-step with the broader community. It also reflects the People Strategy focus on the importance of inclusion in the way we operate to help the department continue to be a competitive and modern employer.
Under this strategy, DELWP will encourage and recognise all the differences between people in both their social and professional lives. This can include how they identify in relation to age, caring responsibilities, cultural background, disability, gender, Aboriginal identity, sexual orientation, socioeconomic background, profession, education, work experiences and their role in an organisation.
This strategy aims to better integrate efforts in this space to ensure they have the greatest impact for all staff and the community. Now is the time to move from building awareness to creating systemic change.
By working to become a diverse, safe and inclusive workplace for everyone, DELWP will deliver better outcomes for Victorians now and into the future
2015
Gender Equity Action Plan
2016
Diversity and Inclusion strategy
Diversity and Inclusion Council
Munganin Gadhaba Inclusion Plan
Munganin Gadhaba Employment Plan
2017
Gender Equity Framework
2018
Gender Equity Action Plan and Framework refresh
Access and Inclusion Plan
2019
Diversity and Inclusion Strategy refresh
Integrated approach to Diversity and Inclusion commenced
Safety and Wellbeing Strategy
6 Diversity and Inclusion Strategy 2019 – 2022
Department of Environment, Land, Water and Planning
Three factors are driving our evolved strategy
OUR PLANNING CYCLE A NEW PEOPLE STRATEGY BUILD ON OUR WINS
Our D&I Strategy has been in place since 2016. As with good governance practice, it’s timely that we take stock of where we are, how we’re going and what adjustments we might need to make to ensure we stay on track to achieve our objectives.
We have a new People Strategy that brings together and aligns all the people activities we undertake. Our D&I outcomes are cemented in the Strategy and we need to make sure our efforts are aligned and integrated within it.
D&I at DELWP is well-regarded and high-profile. We’ve certainly raised awareness across the agency and are well-known for our commitment to making a difference. We’ve made a great start – but what brought us here won’t take us where we need to go in the future.
Working on the WHOLE SYSTEM
With a FOCUS ON OUTCOMES
And shared ACCOUNTABILITY
HARMONISE & LOCALISE
7Diversity and Inclusion Strategy 2019 – 2022
Department of Environment, Land, Water and PlanningDepartment of Environment, Land, Water and Planning
Our D&I Strategy serves DELWP Strategy, and reflects priorities within other D&I plans
DELWP STRATEGY
DELWP PEOPLE STRATEGY 2018 -20
CultureCapabilityLeadership
Organisational Design
Workforce Productivity
VICTORIAN GOVERNMENT
PRIORITIES
LEGISLATION (See Appendix)
VPS bodies, groups, networks,
commissioners, strategies
(See Appendix)
DELWP SAFETY & WELLBEING
STRATEGY
DELWP DIVERSITY & INCLUSION
STRATEGY
Munganin-Gadhaba
Employment Plan
Munganin-Gadhaba Inclusion
Plan
Staff Network Action
Plans
Access and Inclusion
Plan
Gender Equity
Framework
8 Diversity and Inclusion Strategy 2019 – 2022
Department of Environment, Land, Water and Planning
D&I serves our DELWP strategy in a measurable way
We’re here to do these things... in this D&I context... to achieve these D&I objectives...
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Supporting Victoria’s natural and built environment to ensure economic growth and liveable, sustainable and inclusive communities that are resilient to the impacts of climate change.
To achieve our eight outcomes:
Zero emission, climate-ready economy and community
Healthy, resilient and biodiverse environment
Reliable, sustainable and affordable energy services
Productive and effective land management
Safe, sustainable and productive water resources
A quality built environment
Affordable and reliable access to jobs, services and infrastructure in Melbourne’s suburbs
Sustainable and effective local governments
Reduced impact of major bushfires and other emergencies on people, property and the environment.
VPS & LEGISLATIVE CONTEXT
Legislation*
Victorian Government Strategies, Policies, Plans and Charters*
VPS Bodies, Groups & Networks*
Victorian Government Commissioners*
(*see Appendix)
OUR D&I OBJECTIVES
3% Aboriginal employment by 2020
100% increase in applications from Aboriginal people by December 2020
Annual increase in Aboriginal new starters, graduates, APF, cadetships
Annual increase in Aboriginal designated and identified positions
Annual increase in Aboriginal people in middle, senior and Executive roles
6% employment of people with disability by 2020, 12% by 2025
Gender pay gap <2% across DELWP
Gender pay gap at each VPS Grade and at EO level is <2%
>80% of DELWP staff access flexible work
Annual increase in staff born overseas
Annual increase in staff who speak another language
People Matter Survey results reflect inclusive employment experience overall and for identified groups
1. We are connected to liveable, inclusive, sustainable communities
This outcome includes all our externally-focussed D&I activities (eg, community events, public campaigns, special days) that connect us to community and give our colleagues opportunities to participate in things that they enjoy and that make them proud to be at DELWP.
2. We are diverse
To achieve our strategy, we need the best people, with diverse skills, backgrounds and the most innovative and diverse ways of thinking. We also need to reflect our community and meet demographic challenges and legislative responsibilities.
3. We are inclusive and flexible
If our people have a great experience, they’ll bring all of themselves to work, stay with us for longer careers, get support when they need it and contribute all their talents to the things they love to do, at work and outside work.
4. We are safe and respectful
So that everyone at DELWP is valued, has an employment experience free from bullying and harassment, and our leaders actively discharge their duty to keep everyone safe.
DELWP D&I CONTEXT
DELWP 2020
DELWP People Strategy
MCC participation
Access and Inclusion Plan 2018-2022
Staff Network Action Plans
Munganin-Gadhaba Inclusion and Employment Plans
Gender Equity Framework 2019
HPO COMMITMENTS DEMOGRAPHICS & CULTURE MEASURABLE OBJECTIVES
9Diversity and Inclusion Strategy 2019 – 2022
Department of Environment, Land, Water and Planning
We’re here to do these things... in this D&I context... to achieve these D&I objectives...
thro
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h o
ur
wo
rk in
th
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fo
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tco
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pill
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Supporting Victoria’s natural and built environment to ensure economic growth and liveable, sustainable and inclusive communities that are resilient to the impacts of climate change.
To achieve our eight outcomes:
Zero emission, climate-ready economy and community
Healthy, resilient and biodiverse environment
Reliable, sustainable and affordable energy services
Productive and effective land management
Safe, sustainable and productive water resources
A quality built environment
Affordable and reliable access to jobs, services and infrastructure in Melbourne’s suburbs
Sustainable and effective local governments
Reduced impact of major bushfires and other emergencies on people, property and the environment.
VPS & LEGISLATIVE CONTEXT
Legislation*
Victorian Government Strategies, Policies, Plans and Charters*
VPS Bodies, Groups & Networks*
Victorian Government Commissioners*
(*see Appendix)
OUR D&I OBJECTIVES
3% Aboriginal employment by 2020
100% increase in applications from Aboriginal people by December 2020
Annual increase in Aboriginal new starters, graduates, APF, cadetships
Annual increase in Aboriginal designated and identified positions
Annual increase in Aboriginal people in middle, senior and Executive roles
6% employment of people with disability by 2020, 12% by 2025
Gender pay gap <2% across DELWP
Gender pay gap at each VPS Grade and at EO level is <2%
>80% of DELWP staff access flexible work
Annual increase in staff born overseas
Annual increase in staff who speak another language
People Matter Survey results reflect inclusive employment experience overall and for identified groups
1. We are connected to liveable, inclusive, sustainable communities
This outcome includes all our externally-focussed D&I activities (eg, community events, public campaigns, special days) that connect us to community and give our colleagues opportunities to participate in things that they enjoy and that make them proud to be at DELWP.
2. We are diverse
To achieve our strategy, we need the best people, with diverse skills, backgrounds and the most innovative and diverse ways of thinking. We also need to reflect our community and meet demographic challenges and legislative responsibilities.
3. We are inclusive and flexible
If our people have a great experience, they’ll bring all of themselves to work, stay with us for longer careers, get support when they need it and contribute all their talents to the things they love to do, at work and outside work.
4. We are safe and respectful
So that everyone at DELWP is valued, has an employment experience free from bullying and harassment, and our leaders actively discharge their duty to keep everyone safe.
DELWP D&I CONTEXT
DELWP 2020
DELWP People Strategy
MCC participation
Access and Inclusion Plan 2018-2022
Staff Network Action Plans
Munganin-Gadhaba Inclusion and Employment Plans
Gender Equity Framework 2019
HPO COMMITMENTS DEMOGRAPHICS & CULTURE MEASURABLE OBJECTIVES
10 Diversity and Inclusion Strategy 2019 – 2022
Department of Environment, Land, Water and Planning
Our D&I narrative is simple, compelling and memorable
BECAUSE
We’re committed to putting the community at the centre of everything we do
WE BELIEVE
We must reflect and respect the Victorian community
SO WE BEHAVE
In a way that includes everyone, all the time
WHICH LEADS TO
Everyone feeling safe and respected
AND RESULTS IN
Better outcomes for DELWP and for Victoria.
11Diversity and Inclusion Strategy 2019 – 2022
Department of Environment, Land, Water and Planning
Everyone at DELWP is part of our D&I strategy
D&I STRATEGY & COUNCIL
STAFF NETWORKS
SENIOR EXECUTIVE TEAM
OTHER DELWP PEOPLE
4-year strategy, annual plans, annual review, central and local budgets,
quarterly effectiveness monitoring
by identified group, SET member sponsor, drive execution and local participation,
responsible for segment’s implementation results, quarterly activity reports to D&I
Council
Strategic oversight, informed by Staff Networks via Diversity Council, and People Committee, accountable for results, inspire
other leaders, public reporting
be and grow the “movement”, participate, execute, amplify, model the behaviours,
ask questions, inspire each other, contribute
TO INCLUDE EVERYONE IN OUR APPROACH, WE WANT TO WORK IN A WAY THAT IS:
Open for everyone to have a voice
Informal, networked, self-organized
Based on collaboration, crowd-wisdom, sharing, open-sourced
Transparent
Agile responses to meet immediate needs
12 Diversity and Inclusion Strategy 2019 – 2022
Department of Environment, Land, Water and Planning
OUTCOME PILLARS INITIATIVES PRIORITY / TIMING
IMPACT ON OBJECTIVES
We are Connected to Liveable, Inclusive, Sustainable Communities
This outcome includes our externally-focussed D&I activities (community events, public campaigns, special days) that connect us to community and give our colleagues opportunities to participate in things they enjoy and that make them proud to be at DELWP.
Munganin – Gadhaba significant dates recognised
BAU 1, 2, 3, 4, 5, 10, 11, 12
Munganin – Gadhaba Aboriginal Inclusion Plan Actions
As per plan 1, 2, 3, 4, 5, 10, 11, 12
Access and Inclusion Plan / State Disability Plan – community, customer, marketing
As per plan 6, 9, 11, 12
Place of Pride Strategic Action Plan As per plan 9, 11, 12
Gender Equity Framework (IWD, Family Violence), Women in Fire, Local Govt
As per plan 7, 8, 9, 11, 12
We are Diverse
To achieve our strategy, we need the best people, with diverse skills backgrounds and the most innovative and diverse ways of thinking. We also need to reflect our community and meet demographic challenges and legislative responsibilities.
Aboriginal Employment Plan – recruitment, local action
As per plan 1, 2, 3, 4, 5, 11, 12
Access and Inclusion Plan – recruitment, talent, career,
As per plan 6, 9, 11, 12
Recruitment for Diversity – EVP, process, standards, partners/providers
By end 2020 1, 2, 3, 4, 5, 6, 7, 8, 10
Gender Equity Framework - recruitment, talent, career, MCC
As per plan 7, 8, 9, 11, 12
Diversity across Generations By end 2020 9, 10, 11, 12
Segmented pipelines & pathways (Aboriginal employment, people with disability)
By end 2020 1, 2, 3, 4, 5, 6, 10
We organise our effort around outcomes
INITIATIVE CATEGORY
A Events
B Programs
C Practices
13Diversity and Inclusion Strategy 2019 – 2022
Department of Environment, Land, Water and Planning
OUTCOME PILLARS INITIATIVES PRIORITY / TIMING
IMPACT ON OBJECTIVES
We are Inclusive and Flexible
If our people have a great experience, they’ll bring all of themselves to work, stay with us for longer careers, get support when they need it and contribute all their talents to the things they love to do, at work and outside work.
All Roles Flex - maintain, promote, extend to operational roles
BAU 7, 8, 9, 10, 11, 12
Inclusive Leadership & Teams – program, behaviours
2019 & BAU All
Access & Inclusion Plan – mental health, learning and development
As per plan 6, 9, 11, 12
Aboriginal Employment Plan – careers As per plan 1, 2, 3, 4, 5, 10, 11, 12
Gender Equity Framework – pay equity, parental leave
2019 7, 8, 9, 11, 12
We are Safe and Respectful
So that everyone at DELWP is valued, has an employment experience free from bullying and harassment, and our leaders actively discharge their duty to keep everyone safe.
Safe and Respectful Workplace Leaders - safe, respectful, free from harassment
2019 1, 2, 3, 4, 5, 6, 7, 8, 11, 12
Aboriginal Employment Plan – cultural safety, staff network
As per plan 1, 2, 3, 4, 5, 10, 11, 12
All Abilities Network BAU 6, 10, 11, 12
Multicultural @ DELWP 2019 10, 11, 12
Place of Pride – “Awareness”, “Inclusion”, “Connections” Action Plans
As per plan 10, 11, 12
OUR APPROACH TO D&I IS CONSULTATIVE, ACCOUNTABLE AND WELL-COMMUNICATED
PRIORITY / TIMING
IMPACT ON OBJECTIVES
D&I Strategy Oversight and Governance Model – development and adoption
By mid 2019 All
Staff Networks as Consultative Groups BAU All
Data and Analytics (recruitment, representation, promotions, exits) – scope, test, deploy monthly scorecard based on measurable objectives
By end 2019 11
Communications and Engagement – detail to support D&I Strategy 2019 & BAU All
14 Diversity and Inclusion Strategy 2019 – 2022
Department of Environment, Land, Water and Planning
OBJECTIVES
1 3% Aboriginal employment by 2020
2 100% increase in applications from Aboriginal people by December 2020
3 Annual increase in Aboriginal new starters, graduates, APF, cadetships
4 Annual increase in Aboriginal designated and identified positions
5 Annual increase in Aboriginal people in middle, senior and Executive roles
6 6% employment of people with disability by 2020
7 Gender balance at Executive level
8 Annual reduction in gender pay gap at all levels
9 > 80% of staff access flexible work
10 DELWP representative of Victorian community
11 Staff satisfaction with DELWP’s D&I actions
12 People Matter Survey results reflect inclusive employment experience overall and for identified groups
15Diversity and Inclusion Strategy 2019 – 2022
Department of Environment, Land, Water and Planning
Appendix – legislation, policies, plans and other drivers
Legislation
Multicultural Victoria Act 2011
Race and Religious Tolerance Act 2001
Advancing the Treaty Process with Aboriginal Victorians Bill 2018
Equal Opportunity Act 2010
Race and Religious Tolerance Act 2001
Disability Act 2006
Victorian Government Strategies, Policies, Plans and Charters
Multicultural Policy Statement – ‘Victoria. And Proud of it’
Sex Discrimination Act 1984
Victorian Charter of Human Rights and Responsibilities
Victorian Aboriginal Economic Strategy 2013-2020
Barring Djinang Aboriginal Employment Strategy
Absolutely Everyone: State Disability Plan
Victorian economic participation plan – Every Opportunity
Safe and Strong – Victoria’s Gender Equality Strategy
Free from Violence: Victoria’s Prevention Strategy
Youth Policy: Building Stronger Youth Engagement in Victoria
LGBT+ Equality Agenda
VPS Bodies, Groups and Networks
Victorian Multicultural Commission
Victorian Equal Opportunity and Human Rights Commission
Multicultural Leadership and Coordination Group
Barring Djinang Advisory Group
Barring Djinang Community of Practice
Disability IDC
VPS Enablers Network
Gender and Prevention IDC
Deputy Secretaries Gender Equality Group
VPS Pride Network
LIPS
Victorian Youth Congress
Victorian Government Commissioners
Disability Services Commissioner
Gender and Sexuality Commissioner
Commissioner for Senior Victorians
delwp.vic.gov.au