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Inclusive and Equitable Workplaces

Policy

This policy provides advice for school leaders and employees on:

  • fostering an inclusive and equitable workplace
  • leading and working in diverse teams.

Summary

  • The department is committed to creating safe, respectful and inclusive workplaces that reflect the Victorian community. This commitment is outlined in the Workforce Diversity and Inclusion Strategy 2026–2030(opens in a new window).
  • Inclusive workplaces require strong leadership, ongoing education, and proactive measures to prevent and respond to discrimination. Department managers and principals have a responsibility under the Equal Opportunity Act 2010 (Vic) to take reasonable steps to prevent discrimination, sexual harassment, vilification and victimisation.
  • All employees have a responsibility to actively support inclusion, challenge stereotypes, and value the unique contributions of their colleagues.
  • Employees are encouraged to join staff networks, which provide opportunities to connect with others and help make the department a safe, respectful and inclusive workplace.
  • Supports and resources are available to employees, including Workplace Contact Officers and Employee Wellbeing Support Services. Advice and tools to support inclusive workplaces can be found on the Guidance and Resources tabs.

Details

This policy supports the department’s Workforce Diversity and Inclusion Strategy 2026–2030(opens in a new window) (the Strategy). The Strategy outlines the department’s approach to creating a safe, respectful and inclusive workplace.

An inclusive and equitable workplace is one where everyone belongs and feels valued. People are treated fairly and can do their best work. This is true for all employees, no matter their background, identity, or circumstances.

The Strategy has 5 priority employee groups:

  • women and gender diverse people
  • First Nations people
  • LGBTIQA+ people
  • people with disability
  • culturally and racially marginalised people.

These groups face barriers to access and inclusion at work, such as conscious, unconscious, and systemic bias, lack of accessibility and discrimination.

Diverse, equitable and inclusive workplaces:

  • are more innovative and engaged
  • have stronger wellbeing and performance
  • attract and retain talented people.

The department wants students to see themselves in their school’s staff. We want all employees, including those from the priority employee groups, to feel safe, respected and included at work.

This policy provides guidance and resources to help school staff and leaders achieve this vision. It gives recommended actions and links to related policies and tools.

Legislative obligations and complaints

In addition to the practices recommended in this policy for all school staff, school leaders can refer to:

Employees wishing to raise concerns about discrimination, bullying or sexual harassment can refer to:

Definitions

Important terms used in this policy are defined below. To support understanding, some key concepts are explained in the context of schools and the department. More advice about respectful language for diverse groups can be found in the Communication chapter of the Guidance tab.

Accessibility
Accessibility means that people with disability can participate in the workplace on an equal basis. Types of access can include:

  • digital accessibility, like using the accessibility features in Microsoft Word so that documents can be read using accessible technology (for example, screen readers, braille readers)
  • physical accessibility, like having plenty of room to move around with a walking stick, assistance animal or wheelchair
  • print accessibility, like using high contrast colours and large font
  • accessible facilities, like accessible bathrooms and parking spaces
  • social accessibility, like giving people time to think and respond.

Lots of things can be made accessible from the start. This means there will be fewer barriers to participation for everyone. This approach can make people with disability feel included and valued. It means people with disability can contribute and participate.

Many people with disability will also need specific things made accessible for them. They can request workplace adjustments to make their workplace accessible.

Read the Disability and Reasonable Adjustments – Staff policy for more information.

Anti-racism
Racism and religious intolerance are defined in detail in the Preventing and Addressing Racism in Schools policy.

Anti-racism recognises that workplaces must take active steps to end racism. Promoting inclusion is an important part of the solution, but it is not the whole picture. To end racism, workplaces must actively prevent it and respond to it.

The Preventing and Addressing Racism in Schools policy supports government schools to strengthen their culture and practice to prevent and address racism, religious intolerance and racial and religious vilification. All Victorian government schools must implement this policy. It also supports compliance with Victoria’s Child Safe Standards.

The policy supports schools to build staff capability in culturally safe practice and to set clear, inclusive reporting and response pathways. The same capability and pathways that protect students also shape how staff treat each other. A school that safely prevents and addresses racism safely for students, families and carers, is better placed to do the same for its workforce.

Discrimination
When someone has been discriminated against, it means they have been treated badly or unfairly because of a personal characteristic that is protected by the law. Read the Equal Opportunity – Employees policy for more information.

Diversity
Diversity is the different perspectives, experiences and backgrounds each person brings to the workplace.

Equality
Workplace equality is when everyone can fully participate in the workplace and perform at their best.

Equity
Equity recognises that we don’t all start from the same place. Employers use equity to achieve equality and inclusion.

Equity means the department may need to:

  • offer extra help and support to some people or groups
  • remove barriers for some people or groups.

Inclusion
Inclusion means every individual feels respected, valued and safe at work.

Intersectionality
Intersectionality recognises that identities and experiences are complex. Overlapping forms of discrimination, marginalisation and privilege can create unique and compounding harms or advantages. Read Understanding intersectionality(opens in a new window) for more detail.

Marginalisation
Marginalisation happens when people or groups are denied power and pushed to the ‘margins’. They are further from the centre of power. Marginalisation happens because of prejudice, discrimination, lack of accessibility, and unfair policies and systems.

Self-determination
First Nations self-determination is a spectrum of rights that are necessary for First Nations Victorians to achieve economic, social and cultural equity. These rights are based on cultural values and ways of life.

Self-determination is the guiding principle when working with First Nations people and communities.

Social model of disability
The social model of disability recognises that disability is caused by barriers in an inaccessible society. For example, when workplaces are not accessible to a person with an impairment, that person is disabled by the workplace, not their condition.

The social model places the responsibility on society to create access. This is different from the medical model of disability. The medical model focuses on an individual’s impairment.

The department adopts the social model of disability as the appropriate model for workplace accessibility and inclusion.

Relevant legislation

See the Equal Opportunity policy for a full list of relevant discrimination legislation.

Contact

Principals and other school staff can contact People and Workplace Relations for support applying this policy: 1800 641 943 or via email: workplace.relations@education.vic.gov.au.

Department policy providing advice for school leaders and employees on fostering an inclusive and equitable workplace, and leading and working in diverse teams.

Updated

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