Inclusive and safe workplace policies

Occupational health and safety management

DPC is committed to operating in a safe and responsible manner that protects and promotes the health, safety and wellbeing of staff. The commitment includes compliance with relevant laws, regulations, standards and codes, and fostering an environment where staff contribute to the continuous improvement of workplace health and safety.

Aligned with the Victorian Public Service Leading the Way strategy, DPC fosters a culture of high safety standards that supports a holistic and inclusive approach to staff physical and mental wellbeing.

DPC continues to strengthen a supportive and robust safety culture that promotes both physical and psychosocial safety within the workplace for all employees.

As part of this culture, DPC places particular focus on psychological safety by identifying and reducing psychosocial hazards and risks in the workplace.

During 2024-25, DPC implemented a range of health, safety and wellbeing initiatives to support staff. A comprehensive review of all related policies and procedures was undertaken to address any identified gaps.

New policies, procedures and supporting documentation were also introduced to strengthen the management of fatigue, workload and workplace emergency management requirements. In addition, DPC promoted mental wellbeing through targeted initiatives and training, supported by its employee assistance program provider, Converge International.

Incident management

There were no notifiable incidents across DPC in 2024–25. Notifiable incidents are those that must be reported to WorkSafe Victoria under occupational health and safety legislation.

Reported incidents decreased by 86.5 per cent per 100 FTE staff in 2024–25, with four incidents reported. This is demonstrated in the chart below. This represents 26 fewer incidents compared with the previous year. The four incidents reported included injuries, ‘near misses’ and detected workplace hazards.

Commitment to public sector values and workforce integrity

The Public Administration Act established the VPSC to enhance public sector efficiency, effectiveness and capability while advocating for professionalism and integrity. In alignment with the VPSC’s employment standards, DPC has implemented policies and practices that ensure fair treatment, provide career opportunities and facilitate the early resolution of workplace issues.

DPC actively educates employees on avoiding conflicts of interest, handling offers of gifts and addressing misconduct. The department is committed to upholding principles of merit and equity in staff appointments. Recruitment processes are designed to ensure that all applicants are assessed fairly and consistently against key selection criteria and other relevant accountabilities, without discrimination.

Employees are also accurately classified in workforce data collections. For a detailed breakdown of DPC’s workforce data, refer to Section 6, Appendix 2: Workforce data.

Workforce inclusion policy

DPC is committed to building a genuinely inclusive workforce that better reflects the diversity of the communities it serves, and reports on the progress of these initiatives below. The Department of Government Services (DGS) supports DPC in developing, implementing, monitoring and reporting on aspects of DPC’s commitments under workforce inclusion.

Gender equality

DPC recognises the importance of gender diversity within its workforce and is committed to strategies that promote opportunities for all employees, including those who identify as gender diverse. Aligned with the principles of Safe and Strong: A Victorian Gender Equality Strategy, DPC has set a target of at least 50 per cent women in executive-level roles. As at 30 June 2025, women held 57.9 per cent of these positions.

In compliance with the Gender Equality Act 2020, DPC has a Gender Equality Action Plan 2021–2025 that outlines strategic initiatives to advance gender equality, address intersectional inequalities and promote a workplace culture that values diversity and inclusion. DGS Corporate Shared Services supports DPC’s commitments by maintaining membership of the Champions of Change Coalition, applying gender principles in executive remuneration decisions, and embedding gender and broader diversity considerations into manager tools, learning resources and supports.

Disability inclusion and employment

In line with the Getting to Work: Victorian Public Sector Disability Employment Action Plan 2018–2025, DPC has set a target of 12.0 per cent employment of people with disabilities by 2025. This goal is supported by DPC’s Disability Access and Inclusion Plan 2021–2025, which outlines initiatives to attract, support, and promote people with disability through inclusive recruitment, retention, and career development practices.

During 2024–25, DGS Corporate Shared Services supported DPC’s commitments by:

• continuing to support the VPS Enablers Network for staff with disability, and for carers and allies
• reviewing various policies with an
  inclusive lens
• embedding disability and other diversity considerations in manager tools, learning resources and supports.

Despite these efforts, DPC fell short of the 12.0 per cent target in 2024–25, with 2.0 per cent of employees disclosing a disability in the workforce data, a decrease from 2.6 per cent of employees disclosing a disability in the workforce data in 2023–24. Separately however, the 2025 People Matter Survey reported that 10.0 per cent of staff identified as having a disability. This discrepancy is likely due to the anonymity of survey responses. DPC remains committed to fostering a culture where staff feel comfortable sharing diversity information to better inform future workplace inclusion strategies.

Aboriginal and Torres Strait Islander staff inclusion and employment

DPC is committed to improving the recruitment and retention of Aboriginal and Torres Strait Islander staff by fostering a culturally safe workplace, strengthening cultural capability and providing flexible and progressive career opportunities. Barring Djinang is the Victorian public sector’s five-year Aboriginal employment strategy, which sets a target of 2.0 per cent Aboriginal employment across the sector.

In 2024–25, DPC exceeded this target, with 3.5 per cent of staff identifying as Aboriginal and/or Torres Strait Islander.

Workforce inclusion policy progress

The table below outlines DPC’s progress against key workforce inclusion targets, relating to gender profiles at the executive level, employment of people with disability, and employees who identify as Aboriginal and/or Torres Strait Islander.

Compliance with the Carers Recognition Act

DGS Corporate Shared Services supports DPC in taking practical measures to meet obligations under the Carers Recognition Act 2012. These include applying the care relationship principles set out in the Act when developing policies and delivering services such as:

• ensuring flexible work arrangements are embedded as part of DPC’s working culture, consistent with the Gender Equality Act requirements, and are available to all staff, including those with family and caring responsibilities
• embedding a hybrid working model to support diversity, inclusion and a more equitable workplace
• providing the Parental Leave Transition Support Coaching Program.

Compliance with the Act is also undertaken by promoting staff awareness and understanding of the care relationship principles. This is achieved through initiatives such as the VPS Enablers Network - run by people with disability for people with disability, with an executive sponsor and open to all staff including carers - along with support available through the Peer Support Program and the Employee Assistance Program.