People

Notable achievements in this domain include:

Supporting the prioritisation of culture through implementation of the Cultural and Ceremonial Leave policy.
Exceeding the Barring Djinang employment target of 2 per cent in the 2021-22 financial year.

Reporting highlights that many of the People domain actions were delayed or remained business-as-usual due to resource constraints. This hindered progress on actions to build knowledge of self-determination across the department and provide support to Aboriginal staff.

The launch of the Aboriginal Workforce Strategy in 2023 and the recruitment of a dedicated resource to implement the strategy (subject to approval and funding) will be important in progressing key actions in this domain.

2.1.2 DPC actions to support Aboriginal staff, including through recruitment

Continue to support regular meetings of the Aboriginal Staff Network (ASN), encouraging new staff participation and events

Finalise development of DPC’s Aboriginal Workforce Strategy, ensuring that Aboriginal staff experiences data captured by DPC’s 2021 People Matter Survey informs the strategy

Facilitate finalisation of the VPS Cultural and Ceremonial Leave Policy with the VPSC

Review DPC’s Diversity and Inclusion Strategy by mid-2022, engaging key stakeholders to ensure the reviewed strategy incorporates actions to enable self-determination and Aboriginal expertise

Encourage active recruitment, support and retention of Aboriginal staff across all areas of DPC, in particular groups outside FPSR

Updated 18 March 2026

Responsible DPC Group	First People State Relations (FPSR)
Status	Ongoing
Intended outcomes	Aboriginal employees are supported and engaged through the Aboriginal Staff Network and connected to culturally safe resources and supports.
Progress	Actions to increase support for Aboriginal staff members through the ASN will be considered as part of the development of the Aboriginal Workforce Strategy
Barriers and mitigation strategy	The ASN coordinator from FPSR exited DPC in August 2022 which has resulted in infrequent meetings and low attendance. A dedicated People and Culture resource is needed to increase support for Aboriginal staff through the ASN, and to support implementation of the Aboriginal Workforce Strategy. The creation of this role is subject to approval and funding decisions.
Next steps in 2023	Review the support required by the Aboriginal Staff Network, to ensure that it can operate sustainably and appropriate resources/funding.

Responsible DPC Group	CCC
Status	In progress
Intended outcomes	A culturally safe and inclusive workplace where lived experience of Aboriginal people is valued, and progressive career experiences and enhanced support leads to DPC being an employer of choice for Aboriginal people.
Progress	People and Culture are finalising the Aboriginal Workforce Strategy in close consultation with FPSR and the ASN, and in light of DPC’s 2021 People Matter Survey results. The Aboriginal Workforce Strategy will be launched in 2023, subject to approval from the DPC Board of Management.
Barriers and mitigation strategy	A dedicated resource in People and Culture is needed to implement the Aboriginal Workforce Strategy. The creation of this role is subject to approval and funding decisions.
Next steps in 2023	Finalise the Aboriginal Workforce Strategy following feedback from FPSR’s Deputy Secretary. Launch the Aboriginal Workforce Strategy once approved by the SDRF sub-committee and endorsed by the DPC Board of Management.

Responsible DPC Group	Industrial Relations Victoria
Status	Complete
Progress	The Cultural and Ceremonial Leave policy was approved as a common VPS policy in early June 2022
Observed Outcomes	Four instances of Cultural and Ceremonial Leave were taken by DPC staff in the 2021/22 financial year. The policy covers more than 50 VPS employers providing a common interpretation and application of the cultural and ceremonial leave entitlements outlined in the Victorian Public Service Enterprise Agreement 2020 which supports First Peoples VPS employees in the practice of and connection to culture.

Responsible DPC Group	CCC, FPSR, ASN
Status	Delayed
Intended outcomes	DPC’s Diversity and Inclusion Strategy incorporates actions to enable self-determination and Aboriginal expertise.
Progress	A review of DPC’s Diversity and Inclusion Strategy is expected to commence in mid-2023 (following the launch of the Aboriginal Workforce Strategy) for completion at the end of 2023. People and Culture intends to engage with FPSR as key stakeholders to ensure the development and implementation of the strategy incorporates actions to enable self-determination and Aboriginal expertise. People and Culture has progressed a number of action plan and strategies that sit under the Diversity and Inclusion Strategy including the Gender Equality Action Plan, the Aboriginal Workforce Strategy and the Disability Access and Inclusion Plan.
Barriers and mitigation strategy	This review was delayed due to COVID-19, limited team resourcing, and competing priorities, including the development of the Aboriginal Workforce Strategy. CCC expects to commence this review in mid-2023 (following the launch of the Aboriginal Workforce Strategy).
Next steps in 2023	Commence the review and development of DPC’s Diversity and Inclusion Strategy (following the launch of the Aboriginal Workforce Strategy).

Responsible DPC Group	CCC
Status	In progress
Intended outcomes	Increased attraction, recruitment and retention of Aboriginal people across the department and at all levels.
Progress	As at 17 June 2022, DPC's workforce data indicates that 23 staff identify as Aboriginal and/or Torres Strait Islander (2.3%). This exceeds the Barring Djinang employment target of 2 per cent in the 2021-22 financial year.
Barriers and mitigation strategy	A dedicated resource in People and Culture is needed to implement the Aboriginal Workforce Strategy including actions to support the recruitment and retention of Aboriginal staff across DPC. The creation of this role is subject to approval and funding decisions.
Next steps in 2023	Reviewing DPC’s recruitment policies and practices to ensure they are culturally responsive and inclusive and consider how DPC can broaden its reach to Aboriginal people. Setting minimum Aboriginal employment targets including both a minimum and a stretch target (to be determined in line with Aboriginal Workforce Strategy, once approved) across DPC, with Groups to set a target within their Group business Plan.