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Department of Business and Innovation

Special Employment Programs

 There are four groups designated by Government as under-represented in the workplace. Each of these requires the development and implementation of special employment programs. The groups include:

Aboriginal & Torres Strait Islanders

DBI's Indigenous Employment Strategy supports the Government's commitment to protecting under-represented groups within the Victorian Public Sector. The strategy aims to maximise opportunities for indigenous employees through:

  • establishing a reputation within and external to DBI as an indigenous employer of choice. An important part of building a credible reputation is creating a supportive work environment for existing indigenous employees
  • capacity-building of DBI's existing Koori Business Network (KBN) as the flagship indigenous business and economic development unit in government
  • enhancing the strategic emphasis on capacity building, recruitment, induction and retention of indigenous applicants and employees
  • delivery of cross-cultural awareness training program by an approved provider and an emphasis on supporting frameworks for DBI employees involved with indigenous employees, programs and projects on an as-needed basis
  • the development of an Indigenous Business Scholarship to attract under-graduate students into DBI

People with a disability

DBI's commitment to a more inclusive workforce for people with a disability has been reinforced by the development of a Disability Action Plan. In particular, action to encourage and support employment of people with a disability is taken through the following:

  • working with Disability WORKS Australia (DWA) to provide a single, effective point of contact for recruiting people with a disability
  • regularly reviewing all policies relating to advertising, recruitment, selection and post-placement to ensure they are inclusive of people with a disability
  • providing disability awareness briefings and training sessions for managers, colleagues and front-line staff on an as-needed basis
  • communicating the Disability Action Plan across the department through the development of Intranet resources, brochures and posters

People from a culturally and linguistically diverse (CALD) background

There are various ways in which DBI encourages its managers to promote inclusive workplaces where employees from all backgrounds are able and encouraged to contribute. These include:

  • accessing alternative advertising and distribution sources for DBI vacancies to extend reach to CALD groups
  • diversity-related awareness training and development opportunities
  • calues training, incorporating information on individual rights and obligations
  • mentoring program available to staff at all levels
  • buddy program for new staff.

Women

DBI has developed a Gender Strategy which aims to recognise women's diverse needs, experiences and perceptions and facilitate equal participation in business development activities and outcomes. Two highly successful initiatives run by the department include the Women's Network and the Women in Management program (Aspiring to Lead).