Diversity and inclusion

We celebrate our diverse workforce and affirm the right to equality and fairness for all team members. We take pride in building a workplace culture of flexibility, inclusion and respect, where individual differences are valued, and people can perform at their best.

We are proud to have been accredited as a Disability Confident Recruiter through the Australian Disability Network (ADN).

Staff-led networks

We are proud to have several staff-led networks, which are open for all staff to join. These include:

  • Enablers Network for disability inclusion
  • Pride Network
  • Gender Equality Network for Everyone (GENE)
  • People of Colour Network
  • Aboriginal Staff Network
  • Emerging Professionals Network
  • Social Club

We are also proud to support staff led networks that operate across the whole of Victorian Government.  These networks are open to all Victorian Public Sector Employees. You can read more about WOVG staff-led networks on the Victorian Government website.

Workplace inclusion

We are committed to growing our Aboriginal workforce and positioning ourselves to become an employer of choice for Aboriginal people.

We acknowledge that we are in the early stages of our journey in creating a thriving Aboriginal workforce and creating a culturally safe and inclusive workplace.

To support Aboriginal workplace inclusion the department has developed the The Aboriginal Recruitment and Career Development Strategy 2020-23.

This strategy will support the department to achieve its commitment through investment in Aboriginal employment and building meaningful careers and growing a work environment which understands, values and respects Aboriginal people and culture.

Employee training

We are committed to creating a culturally safe and inclusive workplace. A crucial step to achieving this is establishing a foundational level of cultural knowledge and capability within our workforce.

To support this we offer Cultural Safety Training delivered by the Koorie Heritage Trust, an Aboriginal controlled community organisation that takes Aboriginal peoples, cultures, history and communities from across Victoria and delivers cultural competency training and programs to the wider Victorian community.

Staff led network

Aboriginal Staff Network (ASN)

We are proud to support the Aboriginal Staff Network (ASN). The ASN goal to support Aboriginal employees by creating a safe place to come together, celebrate Aboriginal culture and work towards creating an inclusive and culturally safe environment within our department and across the Victorian Public Sector.

Employee resources and supports

We offer EAP services to all employees through Converge. Our provider offers a specialist Aboriginal and Torres Strait Islander support service to ensure our employees get the specialist supports they need.

Cultural and ceremonial leave policy

Aboriginal and Torres Strait Islander employees are able to take paid leave to participate in NAIDOC activities and are able to take up to three days of paid ceremonial leave each year. Employees can also take leave to attend community meetings and attend annual general meetings of Aboriginal community organizations.


We acknowledges, celebrate and commemorate many key days of significance including National Reconciliation Week.

We strive to have a workforce that reflects our diverse community and are inclusive of all people, including lesbian, gay, bisexual, trans and gender diverse. intersex, queer, questioning and asexual (LGBTIQA+) people.

As well as supporting our employees we are also committed to the objectives of the Pride in our future: Victoria's LGBTIQ+ strategy 2022-32. The strategy strives to create a more inclusive and cohesive state, where LGBTIQA+ Victorians can enjoy the same opportunities as any other Victorian.

Employee training

All staff are encouraged to complete the LGBTIQA+ Awareness training which is an online module built to increase awareness of practical ways to support LGBTIQA+ inclusion at DJPR.

The training provides an overview of why LGBTIQA+ inclusion is important, terminology, the everyday challenges that people identifying as LGBTIQA+ may experience, being mindful of stereotypes and assumptions, and how you can actively support inclusion in the workplace.

Employee resources and supports

Gender affirmation leave policy

We encourage a culture that supports transgender and gender diverse employees and recognises the importance of providing a safe environment for employees undertaking gender transition.

VPS Transgender and gender diverse employees are entitled to gender transition leave to support their transition.


We offer EAP services to all employees through Converge. Our provider offers a specialist LGBTIQA+ support service to ensure LGBTIQA+ employees get the specialist supports they need.

Staff led networks

Pride Network

The department Pride network supports Lesbian, Gay, Bisexual, Transgender, Intersex, Queer/Questioning and Asexual employees by awareness and education programs and advice and peer support.

The networks aims to ensure LGBTIQA+ employees are respected, valued and treated equally and that the LGBTIQA+ Victorians are represented and supported in our polices and processes.


GenSHED is a peer run VPS wide staff led network in partnership with Pride Network for initiatives connecting intersex, transgender, non binary, gender diverse & gender queer peers.

It’s about nurturing fundamental characteristics that make us authentic, so that together we might connect, empower, and inspire each other, to be brave and courageously positive in the face of stigma and prejudice and within a workplace setting.


We acknowledge, celebrates and commemorate many key days of significance including Wear It Purple day, IDAHOBIT and Transgender day of Visibility.

We strive to be an employer of choice for people with disability, and we are committed to ensuring that employees with disability are supported.

As a Disability Confident Recruiter, we have reviewed our end-to-end recruitment processes, and also ensured that all members of the recruitment team have participated in disability confidence training.

We actively encourage people with disability to apply for roles with us and list a number of our roles as special measures, including prioritised positions for people with disability.

As well as providing workplace adjustments to our employees, we also provide adjustments for applicants throughout the recruitment process to ensure it is equitable.

If you’re a person with disability who requires an adjustment to participate in the recruitment process, including an alternative format of the application, please contact  the Diversity and Inclusion team at diversity@ecodev.vic.gov.au or 0430 527 847.

Employee training

All staff are encouraged to complete Disability Awareness Essentials training which aims to build a foundational level of understanding of disability and, in turn, helps to build disability confidence. We also offer specialist training for managers and recruiters, including unconscious bias awareness training, to ensure people with disability are supported.

Employee resources and supports

Neurodiverse confidence services

Neurodiverse confident services are the next step we’re taking to make our workplace more inclusive. The services available include confidential counselling/coaching for neurodiverse employees and workplace enablement confidence training for managers and their teams.

Reasonable adjustments

We are committed to ensuring employee with disability have access to reasonable workplace adjustments in order to perform the inherent requirements of their role.

Workplace adjustments are also available in the recruitment process for candidates with disability. Workplace adjustments for employees with disability can include flexible work arrangements, access to require specific equipment or other changes to the workplace.

Staff led network

Enablers Network

The Enablers Network is a staff-led advocacy network for people with disability and allies. The network provides peer support for people with disability and work to increase their social and economic participation at the department by ensuring our policies and processes are inclusive.

Autism Success Network

The Autism Success Network (ASN) is a peer-led advocacy group for people with ASD and allies. The ASN aims to increase autism awareness amongst employers and colleagues in the VPS.


We acknowledge, celebrates and commemorates many key days of significance including International Day of People with Disability.

We strive to have a workplace that encourages and supports the inclusion of people from all cultures and communities.

Employee training

All staff are strongly encouraged to complete our Cultural Competence online training to develop practical ways to engage with people from diverse cultures in the workplace and the broader community.

Employee resources and supports

Public holiday substitution

Staff can substitute a prescribed public holiday for another day to observe a religious or cultural occasion. For example, a team member can request to observe Luna New Year instead of New Year’s Day. Further information is provided in the common policies for the VPS Agreement 2020.

Staff led network

Our People of Colour (PoC) Network is a staff run network led for and by PoC staff. The PoC Network was established in September 2021 and complements the work of the VPS wide Women of Colour Network.

The People of Colour (PoC) Network aims to:

  • provide a safe and inclusive working environment for PoC staff
  • Champion a greater understanding on the unique challenges PoC experience at work
  • Promote a culturally diverse workforce at all levels of decision-making
  • Advocate for PoC lived experiences to inform internal policy and program development
  • Ensure equality and better organisational outcomes for our PoC staff


We acknowledge, celebrates and commemorates many key days of significance, including Cultural Diversity Week.

Page last updated: 3 July 2024