Strategic context

Pride in our future: Victoria's LGBTIQA+ Strategy 2022-2032

DPC's approach to LGBTIQA+ inclusion is aligned with best practice government strategies including Pride in our future: Victoria's LGBTIQA+ strategy 2022-32. Pride in our future provides the vision and plan to drive equality and inclusion for Victoria’s diverse LGBTIQA+ communities over the next 10 years.

The vision statement of the strategy is:

• All Victorians feel safe, are healthy, have equal human rights and can live wholly and freely.
• LGBTIQA+ Victorians experience the benefits of full participation in economic, educational, political, community and social areas at all stages of life.
• Victoria leads the way in LGBTIQA+ equality, celebrating culture, community, and taking sustained, enduring and measurable action.

The key areas of reform that will help realise the strategies vision include:

1. Equal rights and freedoms.
2. Equitable, inclusive and accessible services.
3. Visibility to inform decision making.
4. Safe, strong and sustainable communities.

The strategy will deliver key actions including reviewing VPS workforce inclusion policies, supporting LGBTIQA+ inclusive employment practices and identifying tools and training for senior leaders to create LGBTIQA+ inclusive workplaces.

DPC's Diversity and Inclusion Strategy 2019-2021

This plan is also aligned with DPC's Diversity and Inclusion Strategy 2019 – 2021. DPC is committed to the principles of diversity, equity and inclusion, to ensure that all people including LGBTIQA+ employees are treated with dignity and respect, have equitable access to employment opportunities and outcomes, can participate in all aspects of work life and can achieve their full potential. The strategy focuses on five priority areas including:

• LGBTIQA+ inclusion
• Gender equality
• Aboriginal workforce
• Disability access and inclusion
• Cultural and linguistically diverse (CALD) inclusion.

The following list shows where the plan fits into DPC's internal diversity and inclusion framework and how our focus on LGBTIQA+ inclusion complements existing organisational strategies. The list also identifies the relevant legislation frameworks and guidance considered in developing this plan.