Strategy
Review end-to-end recruitment and selection policies and processes and develop actions to ensure hiring practices are inclusive to all staff and free from unconscious bias.
Status
In progress
DPC undertook a review of its key recruitment policies during May-June 2023 including the departments Recruitment and Selection, Labour Hire and Pre-employment Screening policies. In collaboration with the Australian Network on Disability, DPC applied an inclusive lens to the review and identified opportunities to ensure the departments recruitment and selection policies are inclusive to all people. DPC will continue to review key stages of the recruitment and selection processes including job advertisements, position descriptions and interview processes.
Evaluation of success
The review of DPC's key recruitment policies identified opportunities to strengthen departments approach to inclusive recruitment and hiring practices. The recruitment policy now has a greater focus on the principles of merit and equity, gender pay equity principles, flexible working, application of special measures and accessibility. DPC will continue to review its end-to-end recruitment and selection policies and processes to ensure they are inclusive of all people.
Responsible
- People and Culture (Diversity & Inclusion)
- People and Culture (Recruitment & Workforce Services)
Strategy
Implement unconscious bias training for hiring managers and those on interview panels to help mangers better understand and eliminate bias from recruitment and selection processes.
Status
Complete
In February 2023, DPC procured the Special Broadcasting Service (SBS) to provide unconscious bias training. The provision of the training was delayed due to delays in the procurement process. The purpose of the training was to help employees understand the assumptions and bias that we all carry, and how this can affect the decisions we make, about hiring, salary and remuneration, career development, performance and progression, and more. While the training focussed on people with disability, the sessions also examined how assumptions and unconscious bias affect women, non-binary and gender diverse people. Participants were also given the opportunity to participate in an unconscious bias e-learn module following the training.
Evaluation of success
DPC held two half-day unconscious bias training sessions in May 2023 and an additional two half-day sessions in December 2023 as part of International Day of People with Disability. A total of 65 employees attended the sessions across the department. While DPC has a two year contract with SBS and plans to run further sessions in 2024, this action is considered complete.
Responsible
People and Culture (Diversity & Inclusion)
Strategy
Monitor career development and promotion data to understand if gender and / or diversity bias exists and consider actions to redress imbalance (as part of the annual workplace gender audit).
Status
Ongoing
DPC monitored career development and promotion data as part of the workplace gender audit in 2021 and 2023. The data in 2021 indicated that while a higher number of women were awarded higher duties, promoted and participated in career development training at DPC, women largely received these opportunities in the lower VPS classification levels (VPS1-5) and men at the higher VPS classification levels (VPS6-7). While this continues to be a trend in 2023, the proportion of women receiving promotions at the higher classification levels (VPS6-7) has however increased since 2021.
Evaluation of success
DPC will continue to monitor career development and promotion data and seek to better understand the barriers women face to accessing career development and promotion opportunities particularly in the higher VPS classification levels. Further information on progress and evaluation of success against actions related to this strategy will be considered in the 2025 progress report.
Responsible
People and Culture (Diversity & Inclusion)
Strategy
Identify and implement mentoring, career progression and leadership development opportunities to support women’s career transition and progression from mid-senior VPS roles.
Status
In progress
DPC has started to identify opportunities to support women’s progression from VPS5 to VPS6 and above roles. This has included securing funded places within the VPS5 Women in Colour Leadership Program and the Barring Djinang Career Development Program in July 2023. The Women of Colour Leadership Program is a foundational leadership program for women of colour at the VPS5 level who aspire to progress into management or leadership roles. The Barring Djinang Career Development Program is an eight-month career development opportunity for Aboriginal and/or Torres Strait Islander employees at the VPS4-6 level. DPC also promoted the opportunity for women to participate in the Joan Kirner Emerging Women’s Leadership Program. DPC is currently promoting the opportunity to participate in a Women of Colour Mentoring program.
Evaluation of success
DPC secured funded places for two women of colour to participate in the VPS5 Women in Colour Leadership Program. The program was delivered between October and November 2023 and comprised two all-day in person workshops, two online small group coaching sessions, and an online community sensemaking session. DPC also secured one funded spot for one Aboriginal and/or Torres Strait Islander woman to participate in the Barring Djinang Career Development Program. The program will run from September 2023 to May 2024. Further information on progress and evaluation of success against this strategy will be considered in the 2025 progress report.
Responsible
People and Culture (Learning & Development)
Strategy
Ongoing commitment to encourage more women into leadership roles through the continued delivery of external leadership and development programs.
Status
Ongoing
DPC has continued its commitment to support more women into leadership roles through the ongoing funding and delivery of its annual external leadership and development programs. These programs have included funding the Women’s Leadership Program, the Williamson Leadership Program, the ANZSOG Executive Master of Public Administration Program and the Women of Colour Executive Leadership program. DPC also recently promoted the opportunity for Aboriginal and/or Torres Strait Islander employees to participate in the Barring Djinang Leadership Program.
Evaluation of success
A total of two women participated in the Women’s Leadership Program in 2022. One woman participated in the Williamson Leadership Program in 2023. One woman participated in the ANZSOG Executive Master of Public Administration Program in 2023. One woman participated in the Women of Colour Executive Leadership program in 2023. Further information on progress and evaluation of success against this strategy will be considered in the 2025 progress report.
Responsible
People and Culture (Learning & Development)
Strategy
Identify groups and occupations where there is an under or overrepresentation of women or men and consider strategies to redress this imbalance (as part of the annual workplace gender audit).
Status
Ongoing
DPC has started to monitor groups and occupations where there is an under or overrepresentation of women or men as part of workplace gender audits undertaken in 2021 and 2023. The 2021 data indicated that women at DPC were over-represented in social policy areas including First Peoples State Relations and Social Policy and Intergovernmental Relations and under-represented in Digital Victoria. The audit also revealed a higher proportion of men occupied Management roles while women were overrepresented in Clerical and Administrative roles.
Women continue to be overrepresented in the First Peoples State Relations and Social Policy and Intergovernmental Relations. Women are also overrepresented in the new Cabinet, Legal and Governance group. On the other hand women are underrepresented in Economic Policy and Social Productivity and the Office of the Secretary. A higher proportion of men continue to occupy Management roles and an equal proportion of men and women continue to occupy Professional roles. The proportion of men working in Clerical and Administrative roles however has increased.
Evaluation of success
DPC will continue to monitor groups and occupations where there is an under or overrepresentation of women or men and identify strategies to redress this imbalance. Progress and evaluation of success against planned actions related to this strategy will be considered in the 2025 progress report.
Responsible
People and Culture (Diversity & Inclusion)
Strategy
Raise awareness of workplace gendered segregation and the impact gender stereotypes can have on women in the workplace.
Status
Void/cancelled
This activity has been reviewed and is recommended for removal from the plan to allow continued effort on the activities that are in progress and gaining positive results.The activity can be reconsidered at a later date. DPC will however focus on strategies to address gender imbalance and gender segregation through strategy 3.6.
Evaluation of success
This strategy appeared in DPC's Gender Equality Action Plan but has been reviewed and is recommended for removal from the plan to allow continued effort on the activities that are in progress and gaining positive results.The activity can be reconsidered at a later date.
Responsible
Strategic Communications, Engagement and Protocol (Internal Communications)
Updated