{ "entity_id": "S-VIC-057", "folder": "Development-Victoria", "name": "Development Victoria", "type": "Statutory Authority", "jurisdiction": "VIC", "portfolio": "", "website": "https://www.development.vic.gov.au/", "data_status": "partial", "completeness": { "has_strategy_brief": true, "has_strategy_structured": true, "has_vision": false, "has_kpi_targets": true, "has_kpi_results": true, "has_strategy_overview": true, "has_legislation_text": true, "has_legislation_structured": false, "has_global_initiatives_text": false, "has_ideas": true, "has_artifacts": true, "n_ideas": 12, "n_legislation": 0, "n_artifacts": 4, "n_kpi_targets": 3, "n_kpi_results": 3, "n_outcomes": 4, "verified_own_data": true }, "strategy_profile": { "status": "needs_review", "confidence": "medium", "summary": "Implementation of Leadership Capability Framework for the Executive Senior Directors set clear expectations to ensure role modelling, respectful, safe and inclusive behaviours.", "official_site_url": "https://www.development.vic.gov.au/", "source_documents": [ { "type": "strategie", "title": "Read our plan", "url": "https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf", "period": null, "confidence": "medium" }, { "type": "annual_report", "title": "Annual Report", "url": "https://www.development.vic.gov.au/__data/assets/pdf_file/0026/103859/Development-Victoria-Annual_report_2024-25-30.09.25-FINAL.pdf", "period": "2024", "confidence": "high" } ], "purpose": null, "vision": null, "strategic_priorities": [], "values": [ { "name": "Collaborate", "description": "", "source_url": "https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf", "source_page": null }, { "name": "Innovate", "description": "", "source_url": "https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf", "source_page": null }, { "name": "Deliver", "description": "", "source_url": "https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf", "source_page": null } ], "outcomes": [ { "name": "Goal 1: Strong leadership capable of driving challenge and change", "description": "Implementation of Leadership Capability Framework for the Executive Senior Directors set clear expectations to ensure role modelling, respectful, safe and inclusive behaviours.", "activities": [ "Examine recruitment and selection policies and practices are identified, and a plan determined, where required, to implement changes.", "Deliver refresher training on workplace behaviour, including sexual harassment policy." ], "source_url": "https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf", "source_page": 8, "source_deep_url": "https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf#page=8" }, { "name": "Goal 2: A strengths-based culture that recognises, respects and promotes the value of gender equality and inclusion", "description": "Develop practical tools and tools and resources to promote safe space, cultural awareness and equal voices.", "activities": [ "Develop campaign to promote and showcase examples of workgroup diversity at Development Victoria and highlight how diverse perspectives ‘add’ to the culture rather than ‘fit’ the culture.", "Undertake a program across the organisation to collect intersectional data for all employees." ], "source_url": "https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf", "source_page": 9, "source_deep_url": "https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf#page=9" }, { "name": "Goal 3: Flexible, fair and equitable workplace", "description": "Audit recruitment advertisements to ensure inclusive or gender-neutral language that is adjusted for future advertisements.", "activities": [ "Undertake audit of recruitment advertisements to ensure inclusive or gender-neutral language that is adjusted for future advertisements.", "Undertake a program across the organisation to collect intersectional data for all employees." ], "source_url": "https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf", "source_page": 12, "source_deep_url": "https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf#page=12" }, { "name": "Goal 4: Sustainably eliminate any gender pay gaps by role type and reduce the overall gender pay gap to 8% by the end of 2024", "description": "Publish remuneration ranges for the most occupied roles in the organisation by experience level.", "activities": [ "Publish remuneration ranges for the most occupied roles in the organisation by experience level.", "Create and publish a dashboard accessible by all employees that reports on a range of DEI measures, including gender representation by job level, pay gap and intersectionality." ], "source_url": "https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf", "source_page": 14, "source_deep_url": "https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf#page=14" } ], "performance_measures": [ { "code": "GEAP01", "measure": "Gender pay gap by role type", "target": "8%", "latest_result": "16.40%", "status": "Not achieved", "target_source_url": "https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf", "target_source_page": 14, "result_source_url": "https://www.development.vic.gov.au/__data/assets/pdf_file/0026/103859/Development-Victoria-Annual_report_2024-25-30.09.25-FINAL.pdf", "result_source_page": 6 }, { "code": "GEAP02", "measure": "Percentage of employees trained in unconscious bias", "target": "100%", "latest_result": "50%", "status": "Partially achieved", "target_source_url": "https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf", "target_source_page": 14, "result_source_url": "https://www.development.vic.gov.au/__data/assets/pdf_file/0026/103859/Development-Victoria-Annual_report_2024-25-30.09.25-FINAL.pdf", "result_source_page": 10 }, { "code": "GEAP03", "measure": "Number of part-time employees in leadership roles", "target": "Increase", "latest_result": "15", "status": "Partially achieved", "target_source_url": "https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf", "target_source_page": 14, "result_source_url": "https://www.development.vic.gov.au/__data/assets/pdf_file/0026/103859/Development-Victoria-Annual_report_2024-25-30.09.25-FINAL.pdf", "result_source_page": 10 } ], "document_alignment_terms": { "must_support": [], "watch_terms": [ "Gender pay gap by role type", "Percentage of employees trained in unconscious bias", "Number of part-time employees in leadership roles" ], "avoid_claiming_without_evidence": [] }, "review_note": "Structured strategy exists but is incomplete." }, "strategy_brief_md": "# Development Victoria — Strategy Brief\n\n**Reporting period**: 2024-25\n**Corporate plan in force**: 2025-26\n**Corporate Plan**: [2025-26](https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)\n\n## Outcomes\n\n### Goal 1: Strong leadership capable of driving challenge and change\nImplementation of Leadership Capability Framework for the Executive Senior Directors set clear expectations to ensure role modelling, respectful, safe and inclusive behaviours. [[CP p.8](https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf#page=8)]\n\n**Key activities:**\n- Examine recruitment and selection policies and practices are identified, and a plan determined, where required, to implement changes.\n- Deliver refresher training on workplace behaviour, including sexual harassment policy.\n\n### Goal 2: A strengths-based culture that recognises, respects and promotes the value of gender equality and inclusion\nDevelop practical tools and tools and resources to promote safe space, cultural awareness and equal voices. [[CP p.9](https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf#page=9)]\n\n**Key activities:**\n- Develop campaign to promote and showcase examples of workgroup diversity at Development Victoria and highlight how diverse perspectives ‘add’ to the culture rather than ‘fit’ the culture.\n- Undertake a program across the organisation to collect intersectional data for all employees.\n\n### Goal 3: Flexible, fair and equitable workplace\nAudit recruitment advertisements to ensure inclusive or gender-neutral language that is adjusted for future advertisements. [[CP p.12](https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf#page=12)]\n\n**Key activities:**\n- Undertake audit of recruitment advertisements to ensure inclusive or gender-neutral language that is adjusted for future advertisements.\n- Undertake a program across the organisation to collect intersectional data for all employees.\n\n### Goal 4: Sustainably eliminate any gender pay gaps by role type and reduce the overall gender pay gap to 8% by the end of 2024\nPublish remuneration ranges for the most occupied roles in the organisation by experience level. [[CP p.14](https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf#page=14)]\n\n**Key activities:**\n- Publish remuneration ranges for the most occupied roles in the organisation by experience level.\n- Create and publish a dashboard accessible by all employees that reports on a range of DEI measures, including gender representation by job level, pay gap and intersectionality.\n\n## Values and principles\n\n_APS Values_\n\n- Collaborate\n- Innovate\n- Deliver\n\n## What they will measure themselves on this year (targets from 2025-26 corporate plan)\n\n| Code | Measure | Target | Source |\n|---|---|---|---|\n| GEAP01 | Gender pay gap by role type | 8% | [CP p.14](https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf#page=14) |\n| GEAP02 | Percentage of employees trained in unconscious bias | 100% | [CP p.14](https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf#page=14) |\n| GEAP03 | Number of part-time employees in leadership roles | Increase | [CP p.14](https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf#page=14) |\n\n## How they performed last year (results from 2024-25 annual report)\n\n| Code | Measure | Result | Status | Source |\n|---|---|---|---|---|\n| GEAP01 | Gender pay gap by role type | 16.40% | Not achieved | AR p.6 |\n| GEAP02 | Percentage of employees trained in unconscious bias | 50% | Partially achieved | AR p.10 |\n| GEAP03 | Number of part-time employees in leadership roles | 15 | Partially achieved | AR p.10 |", "strategy_overview_evidence_md": null, "internal_strategy_evidence_md": "# Development Victoria - Strategy, Performance, and Operating Profile\n\n**Generated at**: 2026-05-09T22:49:13.496704+00:00\n**Entity ID**: S-VIC-057\n**Entity type**: Statutory Authority\n**Jurisdiction**: VIC\n**Portfolio**: \n**Website**: https://www.development.vic.gov.au/\n\n> Draft generated from scraped source material. Treat this as an evidence pack for editorial review, not a final judgement.\n\n## Source Coverage\n\n| Source type | Count |\n|---|---:|\n| other-pdfs | 2 |\n| pages | 9 |\n| strategies | 1 |\n\n## Executive Readout\n\n### Purpose\n\n- [Page 10]\nACTION PLAN\n2022\nSTRENGTHENING FOUNDATIONS\nGE ACT ROLE IN DECISION- ACTIONS (2022) TARGET OUTCOMES HOW WE WILL MEASURE GE ACT ROLE IN DECISION- ACTIONS (2022) TARGET OUTCOMES HOW WE WILL MEASURE\nINDICATOR MAKING OUTCOMES INDICATOR MAKING OUTCOMES\n1, 2, 3 1.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- [Page 11]\n2023\nBUILDING BETTER EXPERIENCES\nGE ACT ROLE IN DECISION- ACTIONS (2022) TARGET OUTCOMES HOW WE WILL MEASURE GE ACT ROLE IN DECISION- ACTIONS (2023) TARGET OUTCOMES HOW WE WILL MEASURE\nINDICATOR MAKING OUTCOMES INDICATOR MAKING OUTCOMES\n1, 2, 3, 4.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- [Page 12]\nGE ACT ROLE IN DECISION- ACTIONS (2023) TARGET OUTCOMES HOW WE WILL MEASURE GE ACT ROLE IN DECISION- ACTIONS (2023) TARGET OUTCOMES HOW WE WILL MEASURE\nINDICATOR MAKING OUTCOMES INDICATOR MAKING OUTCOMES\n1, 3, 7 2.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- [Page 13]\n2024\nRENEW, REVITALISE AND REPLAN\nGE ACT ROLE IN DECISION- ACTIONS (2023) TARGET OUTCOMES HOW WE WILL MEASURE GE ACT ROLE IN DECISION- ACTIONS (2024) TARGET OUTCOMES HOW WE WILL MEASURE\nINDICATOR MAKING OUTCOMES INDICATOR MAKING OUTCOMES\n1, 2, 3, 4.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n\n### Role and Functions\n\n- Enhance Family Violence resources\nand support for employees Enhance parental leave resources\nand support\n4 Sustainably\nTransparent reporting of gender pay Institute bi-annual ET talent Publish remuneration ranges for\neliminate any gap (ET, PCRC and all staff) succession roundtables most occupied roles\ngender pay gaps\nCreate strategy to reduce pay gap for Implement strategy to reduce pay gap\nby role type and\nDirector level and above for Director level and above\nreduce the overall\nCreate and publish dashboard\ngender pay gap\n(accessible to all employees)\nreporting on DEI measures\nto 8% by the end\nof 2024\n12 | Development Victoria Gender Equality Action Plan 2021-2024 Development Victoria Gender Equality Action Plan 2021-2024 | 13\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- [Page 10]\nACTION PLAN\n2022\nSTRENGTHENING FOUNDATIONS\nGE ACT ROLE IN DECISION- ACTIONS (2022) TARGET OUTCOMES HOW WE WILL MEASURE GE ACT ROLE IN DECISION- ACTIONS (2022) TARGET OUTCOMES HOW WE WILL MEASURE\nINDICATOR MAKING OUTCOMES INDICATOR MAKING OUTCOMES\n1, 2, 3 1.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- [Page 11]\n2023\nBUILDING BETTER EXPERIENCES\nGE ACT ROLE IN DECISION- ACTIONS (2022) TARGET OUTCOMES HOW WE WILL MEASURE GE ACT ROLE IN DECISION- ACTIONS (2023) TARGET OUTCOMES HOW WE WILL MEASURE\nINDICATOR MAKING OUTCOMES INDICATOR MAKING OUTCOMES\n1, 2, 3, 4.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- [Page 12]\nGE ACT ROLE IN DECISION- ACTIONS (2023) TARGET OUTCOMES HOW WE WILL MEASURE GE ACT ROLE IN DECISION- ACTIONS (2023) TARGET OUTCOMES HOW WE WILL MEASURE\nINDICATOR MAKING OUTCOMES INDICATOR MAKING OUTCOMES\n1, 3, 7 2.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- [Page 13]\n2024\nRENEW, REVITALISE AND REPLAN\nGE ACT ROLE IN DECISION- ACTIONS (2023) TARGET OUTCOMES HOW WE WILL MEASURE GE ACT ROLE IN DECISION- ACTIONS (2024) TARGET OUTCOMES HOW WE WILL MEASURE\nINDICATOR MAKING OUTCOMES INDICATOR MAKING OUTCOMES\n1, 2, 3, 4.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- [Page 14]\nGE ACT ROLE IN DECISION- ACTIONS (2024) TARGET OUTCOMES HOW WE WILL MEASURE\nINDICATOR MAKING OUTCOMES\n1, 2, 3, 4, 3.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n\n### Strategic Priorities\n\n- Upcoming deliverables/\nGender pay Achieved 50:50\nGender parity review in gap reduced gender balance\nwhere to next?\nrecruitment and promotion. at senior levels\nFair &\nEquitable Monthly gender pay gap 50% 50% Develop and embed inclusion KPIs into\nWorkplace reporting to the Executive team. performance plans for all senior leaders\nPolicies\nEnhanced intersectional 16% 4.3%\nImplement proactive analysis of\ndata collection.\nintersectional employee data to enable\nJun 2021 Jun 2023\nprogress on gender balance and diversity\nCreate and publish dashboard (accessible\nto all employees) reporting on DEI measures\nLaunch of Belonging survey 89% 89% 92%\nStrengths- for DEI insights.\n Source: `other-pdfs/GEAP-Progress-report-2021-2023-26.09.24-DRAFT2.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0016/93400/GEAP-Progress-report-2021-2023-26.09.24-DRAFT2.pdf)`\n- [Page 6]\nSNAPSHOT OF DATA\nUnderstanding our baseline Indicator 3 : Gender Pay Equity Indicator 6 : Leave and Flexibility\nMEN WOMEN\nThis plan has been developed following analysis This is recognised as a key area of work over the Development Victoria staff have access to family violence\nof gender workplace audit data as at 30 June 2021 46% 54% next 4 years and actions are already in place to leave, paid parental, and carers leave amongst a number of\nand insights from employee consultation workshops start addressing this.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- The 2021 People Matter Corporate Affairs and masculinised roles such as IT\nthere are more women than men, in the 55 – 65+ 16% ENGLISH Survey relfected an increase of 17% in staff confidence in and Facilities.\nyears there are more men than women. speaking out about inappropriate behaviour and\nThe 2021 People Matter Survey reflected high scores a confidence to report incidences of harassment\nBOARD COMPOSITION\nacross recommending Development Victoria as an and bullying.\nemployer, where staff were motivated, inspired and 50% 50%\nhad a strong attachment to the organisation.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- Enhance Family Violence resources\nand support for employees Enhance parental leave resources\nand support\n4 Sustainably\nTransparent reporting of gender pay Institute bi-annual ET talent Publish remuneration ranges for\neliminate any gap (ET, PCRC and all staff) succession roundtables most occupied roles\ngender pay gaps\nCreate strategy to reduce pay gap for Implement strategy to reduce pay gap\nby role type and\nDirector level and above for Director level and above\nreduce the overall\nCreate and publish dashboard\ngender pay gap\n(accessible to all employees)\nreporting on DEI measures\nto 8% by the end\nof 2024\n12 | Development Victoria Gender Equality Action Plan 2021-2024 Development Victoria Gender Equality Action Plan 2021-2024 | 13\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- [Page 10]\nACTION PLAN\n2022\nSTRENGTHENING FOUNDATIONS\nGE ACT ROLE IN DECISION- ACTIONS (2022) TARGET OUTCOMES HOW WE WILL MEASURE GE ACT ROLE IN DECISION- ACTIONS (2022) TARGET OUTCOMES HOW WE WILL MEASURE\nINDICATOR MAKING OUTCOMES INDICATOR MAKING OUTCOMES\n1, 2, 3 1.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- [Page 11]\n2023\nBUILDING BETTER EXPERIENCES\nGE ACT ROLE IN DECISION- ACTIONS (2022) TARGET OUTCOMES HOW WE WILL MEASURE GE ACT ROLE IN DECISION- ACTIONS (2023) TARGET OUTCOMES HOW WE WILL MEASURE\nINDICATOR MAKING OUTCOMES INDICATOR MAKING OUTCOMES\n1, 2, 3, 4.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- [Page 12]\nGE ACT ROLE IN DECISION- ACTIONS (2023) TARGET OUTCOMES HOW WE WILL MEASURE GE ACT ROLE IN DECISION- ACTIONS (2023) TARGET OUTCOMES HOW WE WILL MEASURE\nINDICATOR MAKING OUTCOMES INDICATOR MAKING OUTCOMES\n1, 3, 7 2.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- [Page 13]\n2024\nRENEW, REVITALISE AND REPLAN\nGE ACT ROLE IN DECISION- ACTIONS (2023) TARGET OUTCOMES HOW WE WILL MEASURE GE ACT ROLE IN DECISION- ACTIONS (2024) TARGET OUTCOMES HOW WE WILL MEASURE\nINDICATOR MAKING OUTCOMES INDICATOR MAKING OUTCOMES\n1, 2, 3, 4.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- [Page 14]\nGE ACT ROLE IN DECISION- ACTIONS (2024) TARGET OUTCOMES HOW WE WILL MEASURE\nINDICATOR MAKING OUTCOMES\n1, 2, 3, 4, 3.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- FLEXIBLE, FAIR Assess diversity data for Achieve or maintain a Targeted gender outcomes are\n5, 6, 7 AND EQUITABLE applicable job level at the gender balance across all achieved and maintained at\nWORKPLACE beginning of each recruitment senior levels of 40:40:20 every level of the organisation.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n\n## KPIs, Targets, and Where They Are At\n\n- [Page 10]\nACTION PLAN\n2022\nSTRENGTHENING FOUNDATIONS\nGE ACT ROLE IN DECISION- ACTIONS (2022) TARGET OUTCOMES HOW WE WILL MEASURE GE ACT ROLE IN DECISION- ACTIONS (2022) TARGET OUTCOMES HOW WE WILL MEASURE\nINDICATOR MAKING OUTCOMES INDICATOR MAKING OUTCOMES\n1, 2, 3 1.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- [Page 11]\n2023\nBUILDING BETTER EXPERIENCES\nGE ACT ROLE IN DECISION- ACTIONS (2022) TARGET OUTCOMES HOW WE WILL MEASURE GE ACT ROLE IN DECISION- ACTIONS (2023) TARGET OUTCOMES HOW WE WILL MEASURE\nINDICATOR MAKING OUTCOMES INDICATOR MAKING OUTCOMES\n1, 2, 3, 4.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- [Page 12]\nGE ACT ROLE IN DECISION- ACTIONS (2023) TARGET OUTCOMES HOW WE WILL MEASURE GE ACT ROLE IN DECISION- ACTIONS (2023) TARGET OUTCOMES HOW WE WILL MEASURE\nINDICATOR MAKING OUTCOMES INDICATOR MAKING OUTCOMES\n1, 3, 7 2.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- [Page 13]\n2024\nRENEW, REVITALISE AND REPLAN\nGE ACT ROLE IN DECISION- ACTIONS (2023) TARGET OUTCOMES HOW WE WILL MEASURE GE ACT ROLE IN DECISION- ACTIONS (2024) TARGET OUTCOMES HOW WE WILL MEASURE\nINDICATOR MAKING OUTCOMES INDICATOR MAKING OUTCOMES\n1, 2, 3, 4.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- [Page 14]\nGE ACT ROLE IN DECISION- ACTIONS (2024) TARGET OUTCOMES HOW WE WILL MEASURE\nINDICATOR MAKING OUTCOMES\n1, 2, 3, 4, 3.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- GE ACT ROLE IN DECISION- ACTIONS (2024) TARGET OUTCOMES HOW WE WILL MEASURE\nINDICATOR MAKING OUTCOMES\n1, 2, 3, 4.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- FLEXIBLE, FAIR Assess diversity data for Achieve or maintain a Targeted gender outcomes are\n5, 6, 7 AND EQUITABLE applicable job level at the gender balance across all achieved and maintained at\nWORKPLACE beginning of each recruitment senior levels of 40:40:20 every level of the organisation.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- [Page 15]\nSTRATEGIC RESOURCE ALLOCATION FOR\nGENDER EQUALITY ACTION PLAN 2021 – 2024\nGE ACT GOALS INVESTMENT GE ACT GOALS INVESTMENT\nINDICATOR INDICATOR\n1, 2, & 3 STRONG LEADERSHIP CAPABLE • Budget for leadership capability coaching and talent assessment program to 1, 2, 3, FLEXIBLE, FAIR AND EQUITABLE • Budget for specialist external advice (e.g. legal review of policies and procedures)\nOF DRIVING CHALLENGE AND support implementation of capability framework 4,5,6,& 7 WORKPLACE POLICIES, PRACTICES and research to be undertaken into target areas for investigation as outlined in\nCHANGE AND DATA.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- Upcoming deliverables/\nGender pay Achieved 50:50\nGender parity review in gap reduced gender balance\nwhere to next?\nrecruitment and promotion. at senior levels\nFair &\nEquitable Monthly gender pay gap 50% 50% Develop and embed inclusion KPIs into\nWorkplace reporting to the Executive team. performance plans for all senior leaders\nPolicies\nEnhanced intersectional 16% 4.3%\nImplement proactive analysis of\ndata collection.\nintersectional employee data to enable\nJun 2021 Jun 2023\nprogress on gender balance and diversity\nCreate and publish dashboard (accessible\nto all employees) reporting on DEI measures\nLaunch of Belonging survey 89% 89% 92%\nStrengths- for DEI insights.\n Source: `other-pdfs/GEAP-Progress-report-2021-2023-26.09.24-DRAFT2.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0016/93400/GEAP-Progress-report-2021-2023-26.09.24-DRAFT2.pdf)`\n- GE ACT ROLE IN DECISION- ACTIONS (2022) TARGET OUTCOMES HOW WE WILL MEASURE Deliver refresher Annual compliance Training completion rates are\nINDICATOR MAKING OUTCOMES communication and training on training delivered in April monitored and reported to\nworkplace behaviour, including 2022 is updated to include Executive Team.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- [Page 8]\nSUMMARY OF\n4 YEAR PLAN\nGOALS 2022 2023 2024\nSTRENGTHENING BUILDING BETTER RENEW, REVITALISE\nFOUNDATIONS EXPERIENCES & REPLAN\n1 Strong leadership\nLaunch Leadership Capability Expand Leadership Capability Develop and embed inclusion KPIs\ncapable of driving Framework Framework to all Directors and Managers into performance plans for all\nsenior leaders\nchallenge and\nDeliver Cultural Awareness and Investigate barriers to\nchange Unconscious Bias Program for all Leaders promotion for part-timers\nExplore and pilot diverse matching\nin org-wide mentoring program\nAnnual Leadership Effectiveness\nsurvey\n2 A strengths-\nPractical tools and training to promote Showcase and promote examples/ Independent stakeholder survey\nbased culture safe space, cultural awareness and benefits of workgroup diversity to measure perceptions of DV as\nequal voices inclusive partner\nthat recognises,\nrespects and\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- Implement the strategy to Action identified through Gender pay gap data is used\nreduce pay gap for Director strategy are put into to support decision making\nlevel and above. practice. in recruitment, promotion\nand remuneration review\nGE ACT ROLE IN DECISION- ACTIONS (2024) TARGET OUTCOMES HOW WE WILL MEASURE\nprocesses.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- [Page 6]\nSNAPSHOT OF DATA\nUnderstanding our baseline Indicator 3 : Gender Pay Equity Indicator 6 : Leave and Flexibility\nMEN WOMEN\nThis plan has been developed following analysis This is recognised as a key area of work over the Development Victoria staff have access to family violence\nof gender workplace audit data as at 30 June 2021 46% 54% next 4 years and actions are already in place to leave, paid parental, and carers leave amongst a number of\nand insights from employee consultation workshops start addressing this.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- The 2021 People Matter Corporate Affairs and masculinised roles such as IT\nthere are more women than men, in the 55 – 65+ 16% ENGLISH Survey relfected an increase of 17% in staff confidence in and Facilities.\nyears there are more men than women. speaking out about inappropriate behaviour and\nThe 2021 People Matter Survey reflected high scores a confidence to report incidences of harassment\nBOARD COMPOSITION\nacross recommending Development Victoria as an and bullying.\nemployer, where staff were motivated, inspired and 50% 50%\nhad a strong attachment to the organisation.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n\n## Key Metrics\n\n| Values found | Evidence | Source |\n|---|---|---|\n| $131m, $100m, $1.7, $140m, $14.6 | They’re places that help shape our future.\n$131m boost to the local economy 2,500 homes, a primary school\n+ 1,000 staff co-located and a childcare centre, all within a\n30 min drive from Melbourne’s CBD\nBallarat GovHub Aurora, Epping\n$100m boost to the 7,000 residents, all within walking\nlocal economy + distance to schools, open space\n1,000 Vic Gov jobs and public transport\nMelbourne Arts Precinct\nGeelong Arts Centre\n$1.7b transformation –\n$140m r | `other-pdfs/Development-Victoria-Corporate-Brochure-22.12.23-WEB.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0030/28974/Development-Victoria-Corporate-Brochure-22.12.23-WEB.pdf)` |\n| $4 | \u0001�N����E�g\n��^䢦���O��u��\u0010�W�A��]\u0004���r�{7���ai��\u0013�f6¬�=�XmkAڼ\n\u000e;xH�h!(����N\u0014e\u001d��MKw��cE�R\u001c[�\u0018Ӌ�Pl\u0014�p\u0012i�G Hx�T8�\u0017Q\u0006����\u0001��H \"��ˤ\u0019�\u000b�\"� �Q\u0013o�]��R��?A\u0011;qO\u001aM\u0019��o�D\u0004�\f;J�x{��Ƀ��xW�d�$4�0�ց#\u0001#�RJ_\u0016)%\u001b�[�0�ʺ\u0003E�\u0013a9Q�?tw�E�K�0j6-p�k���}�Y�ݤ��ZO�5:s�N��\u0005{���.!)��\n�O\u0014�O$~B���\u0012���-?\u0019 ���a�\u0017k�O\\|\u0015\u0017���\n\u000e��^n\u0013�r6�]��@�\u0019�\n�.��$~�.\u0011�L��{�Dd�\u0019��)\"��t�I�G7�lTk\u001e�+9��� | `pages/strategies-index__01.html (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)` |\n| $2 | A�I��n����zz@'����)���Pp}��H�,)%��\u0016ۡ\u0014��\\\"m�9M\u000e�$2��-�\u0013�;�\u000fB\u0013�qߋ�G�'̨i�Mq�^�gѠ�=�$��3Dz䞡dO�\u0011\u0014�7D�\u0011�\u001f�s��\u0013 !Ox�\u0015�\u001ahml�\u001d������ͻ\\?ܕ\u0019�:S\u001b�y\n;�DL\u001e�ʭ�~�hcI�g:K\u0005Mx�U��������\u000fl\"\"b�`�29����GD�\u001c(h�axGB]R]����\u001a,�o\u00074sH�3�<+\u001c\u001e�itA��?`'�?跾G�K�����Q44�K��\n����#pq�oe\f�����q���ly*Mᦓ�L�]{4c�粍�ZuY\u0001�`~���]%�\f!��)xOa2�\u000br���m\u001b\u000b�۲<�\u0004��N\u000fc#\u001c��&4\u0005\"m�\u0007̧kȶ�>\n\"�5\u0004^Lmg�-\u0003�#\\�\u0012�63�l�x��\u000e�{\u0005�H6���/H�S6��\u0015��F�d�8�\u0018\u0004��Yd��y����\u000eB�-�\u0019\u001c]�\f��\u0002�A{���(~B\u001e\\|�$ѷw�6��\u0004��&�S\u0013�ԑ\n\u0001PL\\�F� | `pages/strategies-index__01.html (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)` |\n| $1.7 billion, 1.7 billion | Current projects under her leadership include Nyaal Banyul (Geelong Convention and Event Centre) and the $1.7 billion Melbourne Arts Precinct Transformation, building on the success of landmark projects such as the Melbourne Park Redevelopment and the Geelong Arts Centre. | `pages/leadership.html (https://www.development.vic.gov.au/about/executive-team)` |\n| $131m, $100m, $1.7, $140m, $14.6 | They’re places that help shape our future.\n$131m boost to the local economy 2,500 homes, a primary school\n+ 1,000 staff co-located and a childcare centre, all within a\n30 min drive from Melbourne’s CBD\nBallarat GovHub Aurora, Epping\n$100m boost to the 7,000 residents, all within walking\nlocal economy + distance to schools, open space\n1,000 Vic Gov jobs and public transport\nMelbourne Arts Precinct\nGeelong Arts Centre\n$1.7b transformation –\n$140m r | `other-pdfs/Development-Victoria-Corporate-Brochure-22.12.23-WEB.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0030/28974/Development-Victoria-Corporate-Brochure-22.12.23-WEB.pdf)` |\n\n## Key Achievements\n\n- Examine recruitment and Potential improvements Policy review is completed, and\nLEADERSHIP framework for the Executive Senior Directors set Framework has been 5, 6, 7 FLEXIBLE, FAIR selection policies and practices are identified, and a updates are communicated to\nCAPABLE Team and Senior Directors clear expectations to implemented and expectations AND EQUITABLE to identify and address plan determined, where all staff.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- Upcoming deliverables/\nGender pay Achieved 50:50\nGender parity review in gap reduced gender balance\nwhere to next?\nrecruitment and promotion. at senior levels\nFair &\nEquitable Monthly gender pay gap 50% 50% Develop and embed inclusion KPIs into\nWorkplace reporting to the Executive team. performance plans for all senior leaders\nPolicies\nEnhanced intersectional 16% 4.3%\nImplement proactive analysis of\ndata collection.\nintersectional employee data to enable\nJun 2021 Jun 2023\nprogress on gender balance and diversity\nCreate and publish dashboard (accessible\nto all employees) reporting on DEI measures\nLaunch of Belonging survey 89% 89% 92%\nStrengths- for DEI insights.\n Source: `other-pdfs/GEAP-Progress-report-2021-2023-26.09.24-DRAFT2.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0016/93400/GEAP-Progress-report-2021-2023-26.09.24-DRAFT2.pdf)`\n- News and stories\nView all\n01 May 2026\nDocklands waterfront lights up with \"Echo\" of Central Pier\n30 April 2026\nPlans for more homes, jobs and childcare progress in central Dandenong\n24 April 2026\nNew school campus to open in central Dandenong\n24 April 2026\n​​Many wings, many stories: Introducing Tarratarra Stadium​\n23 April 2026\nDelivering more homes, jobs and opportunities in Docklands\nCreating a better Victoria\nWe’re building new homes, creating vibrant precincts, and revitalising public buildings and spaces across Victoria.\n Source: `pages/homepage.html (https://www.development.vic.gov.au/)`\n- Key achievements:\nSignificantly reducing the gender pay gap from 16% in June 2021 to 4.3% in June 2023 (and <1% in August 2024)\nGender balance at all senior levels, including maintaining balance at Board and Executive Team\nGender balance in recruitment and promotions\n18 Family and Domestic Violence First Aiders trained throughout the organisation.\n Source: `pages/strategies-index.html (https://www.development.vic.gov.au/our-approach/gender-equality-action-plan)`\n- The roadmap of actions\n2021 2022\nundertake a workplace gender audit that assesses the should not be treated as a checklist and therefore,\nstate and nature of gender inequality in the workplace as each year, the actions must be reviewed to determine\nat 30 June in the Gender Equality Action Plan reporting whether they are genuinely likely to advance progress\nyear, commencing 30 June 2021, and each subsequent towards achieving the goals.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- [Page 6]\nSNAPSHOT OF DATA\nUnderstanding our baseline Indicator 3 : Gender Pay Equity Indicator 6 : Leave and Flexibility\nMEN WOMEN\nThis plan has been developed following analysis This is recognised as a key area of work over the Development Victoria staff have access to family violence\nof gender workplace audit data as at 30 June 2021 46% 54% next 4 years and actions are already in place to leave, paid parental, and carers leave amongst a number of\nand insights from employee consultation workshops start addressing this.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- The 2021 People Matter Corporate Affairs and masculinised roles such as IT\nthere are more women than men, in the 55 – 65+ 16% ENGLISH Survey relfected an increase of 17% in staff confidence in and Facilities.\nyears there are more men than women. speaking out about inappropriate behaviour and\nThe 2021 People Matter Survey reflected high scores a confidence to report incidences of harassment\nBOARD COMPOSITION\nacross recommending Development Victoria as an and bullying.\nemployer, where staff were motivated, inspired and 50% 50%\nhad a strong attachment to the organisation.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- Enhance Family Violence resources\nand support for employees Enhance parental leave resources\nand support\n4 Sustainably\nTransparent reporting of gender pay Institute bi-annual ET talent Publish remuneration ranges for\neliminate any gap (ET, PCRC and all staff) succession roundtables most occupied roles\ngender pay gaps\nCreate strategy to reduce pay gap for Implement strategy to reduce pay gap\nby role type and\nDirector level and above for Director level and above\nreduce the overall\nCreate and publish dashboard\ngender pay gap\n(accessible to all employees)\nreporting on DEI measures\nto 8% by the end\nof 2024\n12 | Development Victoria Gender Equality Action Plan 2021-2024 Development Victoria Gender Equality Action Plan 2021-2024 | 13\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- [Page 10]\nACTION PLAN\n2022\nSTRENGTHENING FOUNDATIONS\nGE ACT ROLE IN DECISION- ACTIONS (2022) TARGET OUTCOMES HOW WE WILL MEASURE GE ACT ROLE IN DECISION- ACTIONS (2022) TARGET OUTCOMES HOW WE WILL MEASURE\nINDICATOR MAKING OUTCOMES INDICATOR MAKING OUTCOMES\n1, 2, 3 1.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- [Page 11]\n2023\nBUILDING BETTER EXPERIENCES\nGE ACT ROLE IN DECISION- ACTIONS (2022) TARGET OUTCOMES HOW WE WILL MEASURE GE ACT ROLE IN DECISION- ACTIONS (2023) TARGET OUTCOMES HOW WE WILL MEASURE\nINDICATOR MAKING OUTCOMES INDICATOR MAKING OUTCOMES\n1, 2, 3, 4.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- [Page 12]\nGE ACT ROLE IN DECISION- ACTIONS (2023) TARGET OUTCOMES HOW WE WILL MEASURE GE ACT ROLE IN DECISION- ACTIONS (2023) TARGET OUTCOMES HOW WE WILL MEASURE\nINDICATOR MAKING OUTCOMES INDICATOR MAKING OUTCOMES\n1, 3, 7 2.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- FLEXIBLE, FAIR Undertake audit of recruitment Audit identifies any non- Statistical evidence indicates\nBASED CULTURE promote and showcase all staff for the benefits Framework has been 5, 6, 7 AND EQUITABLE advertisements to ensure inclusive or gender-biased that candidate diversity is\nTHAT RECOGNISES, examples of workgroup of workgroup diversity implemented and WORKPLACE gender neutral and inclusive language that is adjusted improved in traditionally\nRESPECTS AND diversity at Development and a conscious effort expectations regarding POLICIES, language for non-binary people. for future advertisements. gender-segregated roles.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n\n## Key Issues, Risks, and Recommendations\n\n- [Page 6]\nSNAPSHOT OF DATA\nUnderstanding our baseline Indicator 3 : Gender Pay Equity Indicator 6 : Leave and Flexibility\nMEN WOMEN\nThis plan has been developed following analysis This is recognised as a key area of work over the Development Victoria staff have access to family violence\nof gender workplace audit data as at 30 June 2021 46% 54% next 4 years and actions are already in place to leave, paid parental, and carers leave amongst a number of\nand insights from employee consultation workshops start addressing this.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- [Page 15]\nSTRATEGIC RESOURCE ALLOCATION FOR\nGENDER EQUALITY ACTION PLAN 2021 – 2024\nGE ACT GOALS INVESTMENT GE ACT GOALS INVESTMENT\nINDICATOR INDICATOR\n1, 2, & 3 STRONG LEADERSHIP CAPABLE • Budget for leadership capability coaching and talent assessment program to 1, 2, 3, FLEXIBLE, FAIR AND EQUITABLE • Budget for specialist external advice (e.g. legal review of policies and procedures)\nOF DRIVING CHALLENGE AND support implementation of capability framework 4,5,6,& 7 WORKPLACE POLICIES, PRACTICES and research to be undertaken into target areas for investigation as outlined in\nCHANGE AND DATA.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- PAY GAP TO 8% BY in the People, Culture &\nTHE END OF 2024 Remuneration Committee\nEmbed the leadership capability The framework and Quality of development plans\nmeetings.\nframework as a tool for all supporting tools are is increased with evidence\nemployees to support career used to guide career of objectives aligned to\nprogression and development. development activities the leadership capability\nPublish bi-annual gender Demonstrate Engagement survey data that result in equitable framework.\npay gap data via appropriate accountability and indicates increased scores in and fair opportunities for\ninternal communication commitment to staff for the areas of D&I. progression.\nchannel. improving the gender pay\nData indicates that gap is\ngap. trending downward when Investigate potential barriers Behaviours and decision Increased number of part-time\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- 16 Feb\n• gender composition of governing bodies Development Victoria’s GEAP\nIn preparing the GEAP, Development Victoria must consider\nTaskforce is established Development Victoria Board presented\nthe 7 gender equality principles, and consult with the • gender pay equity\nwith draft strategic goals and actions\nBoard, employees and employee representatives (such\n• sexual harassment 1 DEC for feedback\nas relevant unions) in line with existing governance and\nassociated processes. • recruitment and promotion Development Victoria’s Gender\n31 Mar\nAudit Data is submitted to the\n• leave and flexibility\nIntroduction to what the Gender Equality Commission GEAP is submitted to the Gender\n• gendered work segregation\nEquality Commission for approval\naction plan is and how it’s\n8 DEC\nbeen developed\nAll employee consultation session\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- A dedicated GEAP\ngather input and feedback to\nTaskforce has analysed the information, extracting shape DV’s 1st GEAP based on\nkey themes which have led to 4 primary strategic audit data and 7 GEAP indicators\n4 | Development Victoria Gender Equality Action Plan 2021-2024 Development Victoria Gender Equality Action Plan 2021-2024 | 5\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- [pages 5,6,7]\nis and how it’s\n8 DEC\nbeen developed\nAll employee consultation session\nDevelopment Victoria has embarked on the held, presenting analysis of audit\nestablishment of its first Gender Equality Action Plan data against 7 GEAP indicators\n(GEAP), following analysis of its gender workplace audit\ndata (as at 30 June 2021) and insights and suggestions 15 - 16 DEC\ngathered through interactive employee consultation\nEmployee workshops held to\nworkshops during December 2021.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- [Page 8]\nSUMMARY OF\n4 YEAR PLAN\nGOALS 2022 2023 2024\nSTRENGTHENING BUILDING BETTER RENEW, REVITALISE\nFOUNDATIONS EXPERIENCES & REPLAN\n1 Strong leadership\nLaunch Leadership Capability Expand Leadership Capability Develop and embed inclusion KPIs\ncapable of driving Framework Framework to all Directors and Managers into performance plans for all\nsenior leaders\nchallenge and\nDeliver Cultural Awareness and Investigate barriers to\nchange Unconscious Bias Program for all Leaders promotion for part-timers\nExplore and pilot diverse matching\nin org-wide mentoring program\nAnnual Leadership Effectiveness\nsurvey\n2 A strengths-\nPractical tools and training to promote Showcase and promote examples/ Independent stakeholder survey\nbased culture safe space, cultural awareness and benefits of workgroup diversity to measure perceptions of DV as\nequal voices inclusive partner\nthat recognises,\nrespects and\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- [Page 9]\nSUMMARY OF\n4 YEAR PLAN\nGOALS 2022 2023 2024\nSTRENGTHENING BUILDING BETTER RENEW, REVITALISE\nFOUNDATIONS EXPERIENCES & REPLAN\n3 Flexible, fair and\nExamine and improve recruitment Audit improvements to recruitment Implement proactive analysis of\nequitable workplace policies and practices including practices and research further intersectional employee data at\nintersectional data and promotion opportunities (e.g. barriers to beginning of each recruitment\npolicies, practices\npromotion, anonymous CVs, etc.) campaign.\nand data.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- The roadmap of actions\n2021 2022\nundertake a workplace gender audit that assesses the should not be treated as a checklist and therefore,\nstate and nature of gender inequality in the workplace as each year, the actions must be reviewed to determine\nat 30 June in the Gender Equality Action Plan reporting whether they are genuinely likely to advance progress\nyear, commencing 30 June 2021, and each subsequent towards achieving the goals.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- The 2021 People Matter Corporate Affairs and masculinised roles such as IT\nthere are more women than men, in the 55 – 65+ 16% ENGLISH Survey relfected an increase of 17% in staff confidence in and Facilities.\nyears there are more men than women. speaking out about inappropriate behaviour and\nThe 2021 People Matter Survey reflected high scores a confidence to report incidences of harassment\nBOARD COMPOSITION\nacross recommending Development Victoria as an and bullying.\nemployer, where staff were motivated, inspired and 50% 50%\nhad a strong attachment to the organisation.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- Enhance Family Violence resources\nand support for employees Enhance parental leave resources\nand support\n4 Sustainably\nTransparent reporting of gender pay Institute bi-annual ET talent Publish remuneration ranges for\neliminate any gap (ET, PCRC and all staff) succession roundtables most occupied roles\ngender pay gaps\nCreate strategy to reduce pay gap for Implement strategy to reduce pay gap\nby role type and\nDirector level and above for Director level and above\nreduce the overall\nCreate and publish dashboard\ngender pay gap\n(accessible to all employees)\nreporting on DEI measures\nto 8% by the end\nof 2024\n12 | Development Victoria Gender Equality Action Plan 2021-2024 Development Victoria Gender Equality Action Plan 2021-2024 | 13\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- [Page 10]\nACTION PLAN\n2022\nSTRENGTHENING FOUNDATIONS\nGE ACT ROLE IN DECISION- ACTIONS (2022) TARGET OUTCOMES HOW WE WILL MEASURE GE ACT ROLE IN DECISION- ACTIONS (2022) TARGET OUTCOMES HOW WE WILL MEASURE\nINDICATOR MAKING OUTCOMES INDICATOR MAKING OUTCOMES\n1, 2, 3 1.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- [Page 11]\n2023\nBUILDING BETTER EXPERIENCES\nGE ACT ROLE IN DECISION- ACTIONS (2022) TARGET OUTCOMES HOW WE WILL MEASURE GE ACT ROLE IN DECISION- ACTIONS (2023) TARGET OUTCOMES HOW WE WILL MEASURE\nINDICATOR MAKING OUTCOMES INDICATOR MAKING OUTCOMES\n1, 2, 3, 4.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- [Page 12]\nGE ACT ROLE IN DECISION- ACTIONS (2023) TARGET OUTCOMES HOW WE WILL MEASURE GE ACT ROLE IN DECISION- ACTIONS (2023) TARGET OUTCOMES HOW WE WILL MEASURE\nINDICATOR MAKING OUTCOMES INDICATOR MAKING OUTCOMES\n1, 3, 7 2.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n\n## Corporate Values and Operating Culture\n\n- THAT RECOGNISES, RESPECTS AND GEAP and other D&I programs, such as the RAP and D&I Action Plan\nPROMOTES THE VALUE OF GENDER • Training budget allocated for P&C team members to undertake Family Violence\n• Budget for specialist consultancy to assist with the development of practical\nEQUALITY AND INCLUSION Support Officer training\ntools and resources to promote behaviours that foster safe spaces and\n• Budget allocated for “Systems of Inclusion” workshop for P&C team to increase\nencourage all voices to be heard.\ncapability to identify and address potential structural inequities in HR policies and\n• Budget for “Behaviours of Inclusion” program targeted at increasing cultural\nprocesses.\nawareness and addressing unconscious bias for all staff\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- The 2021 People Matter Corporate Affairs and masculinised roles such as IT\nthere are more women than men, in the 55 – 65+ 16% ENGLISH Survey relfected an increase of 17% in staff confidence in and Facilities.\nyears there are more men than women. speaking out about inappropriate behaviour and\nThe 2021 People Matter Survey reflected high scores a confidence to report incidences of harassment\nBOARD COMPOSITION\nacross recommending Development Victoria as an and bullying.\nemployer, where staff were motivated, inspired and 50% 50%\nhad a strong attachment to the organisation.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- PAY GAP TO 8% BY in the People, Culture &\nTHE END OF 2024 Remuneration Committee\nEmbed the leadership capability The framework and Quality of development plans\nmeetings.\nframework as a tool for all supporting tools are is increased with evidence\nemployees to support career used to guide career of objectives aligned to\nprogression and development. development activities the leadership capability\nPublish bi-annual gender Demonstrate Engagement survey data that result in equitable framework.\npay gap data via appropriate accountability and indicates increased scores in and fair opportunities for\ninternal communication commitment to staff for the areas of D&I. progression.\nchannel. improving the gender pay\nData indicates that gap is\ngap. trending downward when Investigate potential barriers Behaviours and decision Increased number of part-time\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- [Page 8]\nSUMMARY OF\n4 YEAR PLAN\nGOALS 2022 2023 2024\nSTRENGTHENING BUILDING BETTER RENEW, REVITALISE\nFOUNDATIONS EXPERIENCES & REPLAN\n1 Strong leadership\nLaunch Leadership Capability Expand Leadership Capability Develop and embed inclusion KPIs\ncapable of driving Framework Framework to all Directors and Managers into performance plans for all\nsenior leaders\nchallenge and\nDeliver Cultural Awareness and Investigate barriers to\nchange Unconscious Bias Program for all Leaders promotion for part-timers\nExplore and pilot diverse matching\nin org-wide mentoring program\nAnnual Leadership Effectiveness\nsurvey\n2 A strengths-\nPractical tools and training to promote Showcase and promote examples/ Independent stakeholder survey\nbased culture safe space, cultural awareness and benefits of workgroup diversity to measure perceptions of DV as\nequal voices inclusive partner\nthat recognises,\nrespects and\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- Skip to content\nDevelopment Victoria\nSearch\nSearch\nSearch\nHome\n>\nContact\nContact\nEnquiries\nGeneral enquiries:\n+61 3 8317 3400\nCustomer Service/Sales:\n13 18 52\nFax:\n+61 3 8317 3666\nAddress:\nLevel 9\n8 Exhibition Street\nMelbourne VIC 3000\nMailing address:\nDevelopment Victoria\nGPO Box 2428\nMelbourne VIC 3001\nABN:\n61 868 774 623\nMedia enquiries only:\n*Please only use this number for media enquiries\n+61 3 8317 3634\nSubmit an enquiry and we'll get back to you shortly.\n Source: `pages/contact.html (https://www.development.vic.gov.au/contact)`\n- [Page 6]\nSNAPSHOT OF DATA\nUnderstanding our baseline Indicator 3 : Gender Pay Equity Indicator 6 : Leave and Flexibility\nMEN WOMEN\nThis plan has been developed following analysis This is recognised as a key area of work over the Development Victoria staff have access to family violence\nof gender workplace audit data as at 30 June 2021 46% 54% next 4 years and actions are already in place to leave, paid parental, and carers leave amongst a number of\nand insights from employee consultation workshops start addressing this.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- Implement strategy to reduce pay\ntool to promote collaboration,\nvalue of gender gender pay gap to 8% for Director level and above\ncommunication and recognition.\nequality and inclusion by the end of 2024.\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n- Enhance Family Violence resources\nand support for employees Enhance parental leave resources\nand support\n4 Sustainably\nTransparent reporting of gender pay Institute bi-annual ET talent Publish remuneration ranges for\neliminate any gap (ET, PCRC and all staff) succession roundtables most occupied roles\ngender pay gaps\nCreate strategy to reduce pay gap for Implement strategy to reduce pay gap\nby role type and\nDirector level and above for Director level and above\nreduce the overall\nCreate and publish dashboard\ngender pay gap\n(accessible to all employees)\nreporting on DEI measures\nto 8% by the end\nof 2024\n12 | Development Victoria Gender Equality Action Plan 2021-2024 Development Victoria Gender Equality Action Plan 2021-2024 | 13\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)`\n\n## Global Ideas and Case Study Inputs\n\n_No global-intelligence source text found yet. Run `CLAUDE/global-ideas-scraper.py ` to populate case-study sources._\n\n## Source Artifacts Used\n\n- `strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf` - strategies - https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf\n- `pages/about.html` - pages - https://www.development.vic.gov.au/about\n- `pages/contact.html` - pages - https://www.development.vic.gov.au/contact\n- `pages/homepage.html` - pages - https://www.development.vic.gov.au/\n- `pages/leadership.html` - pages - https://www.development.vic.gov.au/about/executive-team\n- `pages/news-latest.html` - pages - https://www.development.vic.gov.au/news\n- `pages/priorities-index.html` - pages - https://www.development.vic.gov.au/about/what-we-do\n- `pages/strategies-index.html` - pages - https://www.development.vic.gov.au/our-approach/gender-equality-action-plan\n- `pages/strategies-index__00.html` - pages - https://www.development.vic.gov.au/our-approach/gender-equality-action-plan\n- `pages/strategies-index__01.html` - pages - https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf\n- `other-pdfs/Development-Victoria-Corporate-Brochure-22.12.23-WEB.pdf` - other-pdfs - https://www.development.vic.gov.au/__data/assets/pdf_file/0030/28974/Development-Victoria-Corporate-Brochure-22.12.23-WEB.pdf\n- `other-pdfs/GEAP-Progress-report-2021-2023-26.09.24-DRAFT2.pdf` - other-pdfs - https://www.development.vic.gov.au/__data/assets/pdf_file/0016/93400/GEAP-Progress-report-2021-2023-26.09.24-DRAFT2.pdf\n\n## Gaps To Fix\n\n- No corporate plan text source found.\n- No annual report text source found.\n- No global comparison/case-study sources found.", "legislation_md": "# Development Victoria - Acts and Legislation Discovery\n\n**Generated at**: 2026-05-09T21:34:59.505313+00:00\n**Entity ID**: S-VIC-057\n**Jurisdiction**: Victoria\n**Portfolio**: \n\n> This is an evidence-based discovery list from scraped department material. A mention does not always mean the department administers the legislation; high-confidence and official register links should be reviewed.\n\n## Summary\n\n- Source files scanned: 12\n- Unique legislation references found: 4\n\n| Type | Count |\n|---|---:|\n| Act | 4 |\n\n## Legislation References\n\n### Development Victoria. Act 2020\n\n**Type**: Act\n**Confidence**: medium\n**Mentions**: 1\n**Register search**: https://www.legislation.vic.gov.au/search?q=Development+Victoria.+Act+2020\n\n**Sources**:\n- `strategies/Development-Victoria-Gender-Equality-Action-Plan.pages.jsonl`\n\n**Evidence contexts**:\n- r include practices MAR 10 - 18 Jan\ngender equality indicators, any gender equality targets or that are already embedded with systems and processes\nGender Equality GEAP Taskforce review data gathered\nquotas, disadvantage or discrimination that a person may at Development Victoria.\nAct 2020 commenced through audit and employee consultation\nexperience on the basis of aboriginality, age, disability,\nIt is critical that this plan is genuinely reflective of the sessions to create the draft strategic goals\nethnicity, gender identity, race, religion a\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pages.jsonl`\n\n### Development Victoria’s Gender Equality Act 2020\n\n**Type**: Act\n**Confidence**: medium\n**Mentions**: 1\n**Register search**: https://www.legislation.vic.gov.au/search?q=Development+Victoria%E2%80%99s+Gender+Equality+Act+2020\n\n**Sources**:\n- `strategies/Development-Victoria-Gender-Equality-Action-Plan.pages.jsonl`\n\n**Evidence contexts**:\n- er Equality Action Plan 2021-2024 Development Victoria Gender Equality Action Plan 2021-2024 | 3\n\n[page 5]\nLEGISLATIVE\nFRAMEWORK\nGender equality benefits people of all genders and the goals. It should be noted that the actions are intended Pathway to creating Development Victoria’s\nGender Equality Act 2020 (the Act) aims to level the to be a roadmap based on the needs and experiences\nGender Equality Action Plan 2021 – 2024\nplaying field so that Victorians can have equal rights, within Development Victoria at the time of establishing\nopportunities, responsibilit\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pages.jsonl`\n\n### Under the Gender Equality Act 2020\n\n**Type**: Act\n**Confidence**: low\n**Mentions**: 2\n**Register search**: https://www.legislation.vic.gov.au/search?q=Under+the+Gender+Equality+Act+2020\n\n**Sources**:\n- `pages/strategies-index.html`\n- `pages/strategies-index__00.html`\n\n**Evidence contexts**:\n- ped our strategy and action plans include:\nleadership, culture and behaviours\npolicies, procedures and systems\nrecruitment, reward and recognition\ndata and research\ncommunication monitoring, evaluation and feedback\nRead our plan\nGEAP progress report 2021-2023\nUnder the Gender Equality Act 2020, government entities are required report on their progress every two years. Over the past 2 years DV has made significant progress toward promoting and improving gender equality in the workplace. The Commissioner for Gender Equality confirmed on September 30,\n Source: `pages/strategies-index.html`\n- ped our strategy and action plans include:\nleadership, culture and behaviours\npolicies, procedures and systems\nrecruitment, reward and recognition\ndata and research\ncommunication monitoring, evaluation and feedback\nRead our plan\nGEAP progress report 2021-2023\nUnder the Gender Equality Act 2020, government entities are required report on their progress every two years. Over the past 2 years DV has made significant progress toward promoting and improving gender equality in the workplace. The Commissioner for Gender Equality confirmed on September 30,\n Source: `pages/strategies-index__00.html`\n\n### Workplace Gender Equality Act 2020\n\n**Type**: Act\n**Confidence**: low\n**Mentions**: 1\n**Register search**: https://www.legislation.vic.gov.au/search?q=Workplace+Gender+Equality+Act+2020\n\n**Sources**:\n- `strategies/Development-Victoria-Gender-Equality-Action-Plan.pages.jsonl`\n\n**Evidence contexts**:\n- ess the extent service providers through providers contributing to the\nto which we can influence procurement activities are achievement of gender-based\nexternal service providers to identified and acted upon. outcomes on projects.\nmeet the requirements of the\nWorkplace Gender Equality Act\n2020.\nGE ACT ROLE IN DECISION- ACTIONS (2024) TARGET OUTCOMES HOW WE WILL MEASURE\nINDICATOR MAKING OUTCOMES\n1, 2, 3, 4. SUSTAINABLY Publish remuneration ranges Data is used to help The overall gender pay gap\n5, 7 ELIMINATE ANY for the most occupied roles in determ\n Source: `strategies/Development-Victoria-Gender-Equality-Action-Plan.pages.jsonl`\n\n## Files Scanned\n\n- `pages/about.html` (page)\n- `pages/contact.html` (page)\n- `pages/homepage.html` (page)\n- `pages/leadership.html` (page)\n- `pages/news-latest.html` (page)\n- `pages/priorities-index.html` (page)\n- `pages/strategies-index.html` (page)\n- `pages/strategies-index__00.html` (page)\n- `pages/strategies-index__01.html` (page)\n- `other-pdfs/Development-Victoria-Corporate-Brochure-22.12.23-WEB.pages.jsonl` (pdf_pages)\n- `other-pdfs/GEAP-Progress-report-2021-2023-26.09.24-DRAFT2.pages.jsonl` (pdf_pages)\n- `strategies/Development-Victoria-Gender-Equality-Action-Plan.pages.jsonl` (pdf_pages)", "global_initiatives_md": null, "strategy": { "reporting_period": "2024-25", "corporate_plan_period": "2025-26", "vision": null, "vision_source_page": null, "purposes": null, "purposes_source_page": null, "how_we_deliver": null, "how_we_deliver_source_page": null, "government_priorities": [], "outcomes": [ { "name": "Goal 1: Strong leadership capable of driving challenge and change", "description": "Implementation of Leadership Capability Framework for the Executive Senior Directors set clear expectations to ensure role modelling, respectful, safe and inclusive behaviours.", "key_activities": [ "Examine recruitment and selection policies and practices are identified, and a plan determined, where required, to implement changes.", "Deliver refresher training on workplace behaviour, including sexual harassment policy." ], "source_page": 8 }, { "name": "Goal 2: A strengths-based culture that recognises, respects and promotes the value of gender equality and inclusion", "description": "Develop practical tools and tools and resources to promote safe space, cultural awareness and equal voices.", "key_activities": [ "Develop campaign to promote and showcase examples of workgroup diversity at Development Victoria and highlight how diverse perspectives ‘add’ to the culture rather than ‘fit’ the culture.", "Undertake a program across the organisation to collect intersectional data for all employees." ], "source_page": 9 }, { "name": "Goal 3: Flexible, fair and equitable workplace", "description": "Audit recruitment advertisements to ensure inclusive or gender-neutral language that is adjusted for future advertisements.", "key_activities": [ "Undertake audit of recruitment advertisements to ensure inclusive or gender-neutral language that is adjusted for future advertisements.", "Undertake a program across the organisation to collect intersectional data for all employees." ], "source_page": 12 }, { "name": "Goal 4: Sustainably eliminate any gender pay gaps by role type and reduce the overall gender pay gap to 8% by the end of 2024", "description": "Publish remuneration ranges for the most occupied roles in the organisation by experience level.", "key_activities": [ "Publish remuneration ranges for the most occupied roles in the organisation by experience level.", "Create and publish a dashboard accessible by all employees that reports on a range of DEI measures, including gender representation by job level, pay gap and intersectionality." ], "source_page": 14 } ], "values": [ "Collaborate", "Innovate", "Deliver" ], "values_framework_name": "APS Values", "kpi_targets_2025_26": [ { "code": "GEAP01", "measure": "Gender pay gap by role type", "target": "8%", "source_page": 14 }, { "code": "GEAP02", "measure": "Percentage of employees trained in unconscious bias", "target": "100%", "source_page": 14 }, { "code": "GEAP03", "measure": "Number of part-time employees in leadership roles", "target": "Increase", "source_page": 14 } ], "kpi_results_2024_25": [ { "code": "GEAP01", "measure": "Gender pay gap by role type", "result": "16.40%", "status": "Not achieved", "source_page": 6 }, { "code": "GEAP02", "measure": "Percentage of employees trained in unconscious bias", "result": "50%", "status": "Partially achieved", "source_page": 10 }, { "code": "GEAP03", "measure": "Number of part-time employees in leadership roles", "result": "15", "status": "Partially achieved", "source_page": 10 } ], "_source_urls": { "annual_report_url": "https://www.development.vic.gov.au/__data/assets/pdf_file/0026/103859/Development-Victoria-Annual_report_2024-25-30.09.25-FINAL.pdf", "corporate_plan_url": "" } }, "ideas": [ { "entity_id": "S-VIC-057", "entity_name": "Development Victoria", "folder_name": "Development-Victoria", "category": "Data & Performance", "scale": "small", "title": "KPI evidence register with named owners", "idea": "Create a simple register mapping each KPI to source data, owner, frequency, target, and last result.", "quote": "[Page 12]\nGE ACT ROLE IN DECISION- ACTIONS (2023) TARGET OUTCOMES HOW WE WILL MEASURE GE ACT ROLE IN DECISION- ACTIONS (2023) TARGET OUTCOMES HOW WE WILL MEASURE\nINDICATOR MAKING OUTCOMES INDICATOR MAKING OUTCOMES\n1, 3, 7 2.", "impact": "High", "effort": "Low", "proof": "Evidence-backed", "beneficiaries": "Executives / Parliament / public", "source": "strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)", "implementation": [ "Pick one high-volume process or document family.", "Name an owner and baseline current volume, time, cost, and satisfaction.", "Run a 4-8 week pilot with clear before/after metrics.", "Publish lessons and decide whether to scale." ], "risks": [ "Privacy and data quality", "Change fatigue", "Unclear accountability" ] }, { "entity_id": "S-VIC-057", "entity_name": "Development Victoria", "folder_name": "Development-Victoria", "category": "Data & Performance", "scale": "large", "title": "Outcome dashboard linking budget, delivery, and public impact", "idea": "Build a public-facing outcome dashboard showing spend, outputs, outcomes, and delivery confidence.", "quote": "[Page 12]\nGE ACT ROLE IN DECISION- ACTIONS (2023) TARGET OUTCOMES HOW WE WILL MEASURE GE ACT ROLE IN DECISION- ACTIONS (2023) TARGET OUTCOMES HOW WE WILL MEASURE\nINDICATOR MAKING OUTCOMES INDICATOR MAKING OUTCOMES\n1, 3, 7 2.", "impact": "Very High", "effort": "High", "proof": "Evidence-backed", "beneficiaries": "Executives / Parliament / public", "source": "strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)", "implementation": [ "Create a senior responsible owner and cross-functional delivery team.", "Map legislation, data, privacy, procurement, cyber, and workforce constraints.", "Co-design with users and frontline staff before technology selection.", "Stage delivery through pilots, benefits tracking, and public reporting." ], "risks": [ "Privacy and data quality", "Change fatigue", "Unclear accountability" ] }, { "entity_id": "S-VIC-057", "entity_name": "Development Victoria", "folder_name": "Development-Victoria", "category": "Staff Productivity", "scale": "small", "title": "Reusable briefing and summary assistant for internal documents", "idea": "Create controlled templates for summarising reports, submissions, minutes, and ministerial briefs.", "quote": "[Page 15]\nSTRATEGIC RESOURCE ALLOCATION FOR\nGENDER EQUALITY ACTION PLAN 2021 – 2024\nGE ACT GOALS INVESTMENT GE ACT GOALS INVESTMENT\nINDICATOR INDICATOR\n1, 2, & 3 STRONG LEADERSHIP CAPABLE • Budget for leadership capability coaching and talent assessment program to 1, 2, 3, FLEXIBLE, FAIR AND EQUITABLE • Budget for specialist external advice (e.g. legal review of policies and procedures)\nOF DRIVING CHALLENGE AND support implementation of capability framework 4,5,6,& 7 WORKPLACE POLICIES, PRACTICES and research to be undertaken into target areas for investigation as outlined in\nCHANGE AND DATA.", "impact": "High", "effort": "Low", "proof": "Evidence-backed", "beneficiaries": "APS staff / executives", "source": "strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)", "implementation": [ "Pick one high-volume process or document family.", "Name an owner and baseline current volume, time, cost, and satisfaction.", "Run a 4-8 week pilot with clear before/after metrics.", "Publish lessons and decide whether to scale." ], "risks": [ "Privacy and data quality", "Change fatigue", "Unclear accountability", "Sensitive information leakage", "Inconsistent quality of generated drafts" ] }, { "entity_id": "S-VIC-057", "entity_name": "Development Victoria", "folder_name": "Development-Victoria", "category": "Staff Productivity", "scale": "large", "title": "Department-wide knowledge and briefing platform", "idea": "Build a secure knowledge platform that lets staff search, summarise, and cite approved departmental material.", "quote": "[Page 15]\nSTRATEGIC RESOURCE ALLOCATION FOR\nGENDER EQUALITY ACTION PLAN 2021 – 2024\nGE ACT GOALS INVESTMENT GE ACT GOALS INVESTMENT\nINDICATOR INDICATOR\n1, 2, & 3 STRONG LEADERSHIP CAPABLE • Budget for leadership capability coaching and talent assessment program to 1, 2, 3, FLEXIBLE, FAIR AND EQUITABLE • Budget for specialist external advice (e.g. legal review of policies and procedures)\nOF DRIVING CHALLENGE AND support implementation of capability framework 4,5,6,& 7 WORKPLACE POLICIES, PRACTICES and research to be undertaken into target areas for investigation as outlined in\nCHANGE AND DATA.", "impact": "Very High", "effort": "High", "proof": "Evidence-backed", "beneficiaries": "APS staff / executives", "source": "strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)", "implementation": [ "Create a senior responsible owner and cross-functional delivery team.", "Map legislation, data, privacy, procurement, cyber, and workforce constraints.", "Co-design with users and frontline staff before technology selection.", "Stage delivery through pilots, benefits tracking, and public reporting." ], "risks": [ "Privacy and data quality", "Change fatigue", "Unclear accountability", "Sensitive information leakage", "Inconsistent quality of generated drafts" ] }, { "entity_id": "S-VIC-057", "entity_name": "Development Victoria", "folder_name": "Development-Victoria", "category": "Regulation & Policy", "scale": "small", "title": "Regulatory burden scan for forms, guidance, and reporting", "idea": "Identify the top 10 highest-friction reporting obligations and simplify guidance, forms, or evidence requirements.", "quote": "Examine recruitment and Potential improvements Policy review is completed, and\nLEADERSHIP framework for the Executive Senior Directors set Framework has been 5, 6, 7 FLEXIBLE, FAIR selection policies and practices are identified, and a updates are communicated to\nCAPABLE Team and Senior Directors clear expectations to implemented and expectations AND EQUITABLE to identify and address plan determined, where all staff.", "impact": "High", "effort": "Low", "proof": "Evidence-backed", "beneficiaries": "Regulated entities / policy teams", "source": "strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)", "implementation": [ "Pick one high-volume process or document family.", "Name an owner and baseline current volume, time, cost, and satisfaction.", "Run a 4-8 week pilot with clear before/after metrics.", "Publish lessons and decide whether to scale." ], "risks": [ "Privacy and data quality", "Change fatigue", "Unclear accountability", "Regulatory capture", "Over-automation of judgement" ] }, { "entity_id": "S-VIC-057", "entity_name": "Development Victoria", "folder_name": "Development-Victoria", "category": "Regulation & Policy", "scale": "large", "title": "Adaptive regulation program with live feedback loops", "idea": "Create an adaptive regulation model using sandboxes, industry data, risk scoring, and regular rule updates.", "quote": "Examine recruitment and Potential improvements Policy review is completed, and\nLEADERSHIP framework for the Executive Senior Directors set Framework has been 5, 6, 7 FLEXIBLE, FAIR selection policies and practices are identified, and a updates are communicated to\nCAPABLE Team and Senior Directors clear expectations to implemented and expectations AND EQUITABLE to identify and address plan determined, where all staff.", "impact": "Very High", "effort": "High", "proof": "Evidence-backed", "beneficiaries": "Regulated entities / policy teams", "source": "strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)", "implementation": [ "Create a senior responsible owner and cross-functional delivery team.", "Map legislation, data, privacy, procurement, cyber, and workforce constraints.", "Co-design with users and frontline staff before technology selection.", "Stage delivery through pilots, benefits tracking, and public reporting." ], "risks": [ "Privacy and data quality", "Change fatigue", "Unclear accountability", "Regulatory capture", "Over-automation of judgement" ] }, { "entity_id": "S-VIC-057", "entity_name": "Development Victoria", "folder_name": "Development-Victoria", "category": "Risk & Assurance", "scale": "small", "title": "Recommendation tracker for audits, reviews, and inquiries", "idea": "Publish a single internal tracker for audit/review recommendations, owners, due dates, and implementation evidence.", "quote": "[pages 5,6,7]\nis and how it’s\n8 DEC\nbeen developed\nAll employee consultation session\nDevelopment Victoria has embarked on the held, presenting analysis of audit\nestablishment of its first Gender Equality Action Plan data against 7 GEAP indicators\n(GEAP), following analysis of its gender workplace audit\ndata (as at 30 June 2021) and insights and suggestions 15 - 16 DEC\ngathered through interactive employee consultation\nEmployee workshops held to\nworkshops during December 2021.", "impact": "High", "effort": "Low", "proof": "Evidence-backed", "beneficiaries": "Executives / assurance teams", "source": "strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)", "implementation": [ "Pick one high-volume process or document family.", "Name an owner and baseline current volume, time, cost, and satisfaction.", "Run a 4-8 week pilot with clear before/after metrics.", "Publish lessons and decide whether to scale." ], "risks": [ "Privacy and data quality", "Change fatigue", "Unclear accountability", "Regulatory capture", "Over-automation of judgement" ] }, { "entity_id": "S-VIC-057", "entity_name": "Development Victoria", "folder_name": "Development-Victoria", "category": "Risk & Assurance", "scale": "large", "title": "Integrated assurance and lessons-learned system", "idea": "Create an assurance system that connects audit findings, risk registers, delivery reviews, and investment decisions.", "quote": "[pages 5,6,7]\nis and how it’s\n8 DEC\nbeen developed\nAll employee consultation session\nDevelopment Victoria has embarked on the held, presenting analysis of audit\nestablishment of its first Gender Equality Action Plan data against 7 GEAP indicators\n(GEAP), following analysis of its gender workplace audit\ndata (as at 30 June 2021) and insights and suggestions 15 - 16 DEC\ngathered through interactive employee consultation\nEmployee workshops held to\nworkshops during December 2021.", "impact": "Very High", "effort": "High", "proof": "Evidence-backed", "beneficiaries": "Executives / assurance teams", "source": "strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)", "implementation": [ "Create a senior responsible owner and cross-functional delivery team.", "Map legislation, data, privacy, procurement, cyber, and workforce constraints.", "Co-design with users and frontline staff before technology selection.", "Stage delivery through pilots, benefits tracking, and public reporting." ], "risks": [ "Privacy and data quality", "Change fatigue", "Unclear accountability", "Regulatory capture", "Over-automation of judgement" ] }, { "entity_id": "S-VIC-057", "entity_name": "Development Victoria", "folder_name": "Development-Victoria", "category": "Citizen Participation", "scale": "small", "title": "Consultation feedback summaries with response tracking", "idea": "Summarise consultation submissions by theme and publish what changed in response.", "quote": "16 Feb\n• gender composition of governing bodies Development Victoria’s GEAP\nIn preparing the GEAP, Development Victoria must consider\nTaskforce is established Development Victoria Board presented\nthe 7 gender equality principles, and consult with the • gender pay equity\nwith draft strategic goals and actions\nBoard, employees and employee representatives (such\n• sexual harassment 1 DEC for feedback\nas relevant unions) in line with existing governance and\nassociated processes. • recruitment and promotion Development Victoria’s Gender\n31 Mar\nAudit Data is submitted to the\n• leave and flexibility\nIntroduction to what the Gender Equality Commission GEAP is submitted to the Gender\n• gendered work segregation\nEquality Commission for approval\naction plan is and how it’s\n8 DEC\nbeen developed\nAll employee consultation session", "impact": "High", "effort": "Low", "proof": "Evidence-backed", "beneficiaries": "Citizens / stakeholders / policy teams", "source": "strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)", "implementation": [ "Pick one high-volume process or document family.", "Name an owner and baseline current volume, time, cost, and satisfaction.", "Run a 4-8 week pilot with clear before/after metrics.", "Publish lessons and decide whether to scale." ], "risks": [ "Privacy and data quality", "Change fatigue", "Unclear accountability", "Digital exclusion", "Low public trust if feedback is not acted on" ] }, { "entity_id": "S-VIC-057", "entity_name": "Development Victoria", "folder_name": "Development-Victoria", "category": "Citizen Participation", "scale": "large", "title": "Always-on policy participation platform", "idea": "Create a standing participation platform where citizens and stakeholders can propose, vote, and track ideas.", "quote": "16 Feb\n• gender composition of governing bodies Development Victoria’s GEAP\nIn preparing the GEAP, Development Victoria must consider\nTaskforce is established Development Victoria Board presented\nthe 7 gender equality principles, and consult with the • gender pay equity\nwith draft strategic goals and actions\nBoard, employees and employee representatives (such\n• sexual harassment 1 DEC for feedback\nas relevant unions) in line with existing governance and\nassociated processes. • recruitment and promotion Development Victoria’s Gender\n31 Mar\nAudit Data is submitted to the\n• leave and flexibility\nIntroduction to what the Gender Equality Commission GEAP is submitted to the Gender\n• gendered work segregation\nEquality Commission for approval\naction plan is and how it’s\n8 DEC\nbeen developed\nAll employee consultation session", "impact": "Very High", "effort": "High", "proof": "Evidence-backed", "beneficiaries": "Citizens / stakeholders / policy teams", "source": "strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)", "implementation": [ "Create a senior responsible owner and cross-functional delivery team.", "Map legislation, data, privacy, procurement, cyber, and workforce constraints.", "Co-design with users and frontline staff before technology selection.", "Stage delivery through pilots, benefits tracking, and public reporting." ], "risks": [ "Privacy and data quality", "Change fatigue", "Unclear accountability", "Digital exclusion", "Low public trust if feedback is not acted on" ] }, { "entity_id": "S-VIC-057", "entity_name": "Development Victoria", "folder_name": "Development-Victoria", "category": "Citizen Services", "scale": "small", "title": "Plain-language service pages and proactive status updates", "idea": "Rewrite high-volume pages and letters into plain language, add status notifications, and measure contact reduction.", "quote": "[Page 6]\nSNAPSHOT OF DATA\nUnderstanding our baseline Indicator 3 : Gender Pay Equity Indicator 6 : Leave and Flexibility\nMEN WOMEN\nThis plan has been developed following analysis This is recognised as a key area of work over the Development Victoria staff have access to family violence\nof gender workplace audit data as at 30 June 2021 46% 54% next 4 years and actions are already in place to leave, paid parental, and carers leave amongst a number of\nand insights from employee consultation workshops start addressing this.", "impact": "High", "effort": "Low", "proof": "Evidence-backed", "beneficiaries": "Citizens / service users", "source": "strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)", "implementation": [ "Pick one high-volume process or document family.", "Name an owner and baseline current volume, time, cost, and satisfaction.", "Run a 4-8 week pilot with clear before/after metrics.", "Publish lessons and decide whether to scale." ], "risks": [ "Privacy and data quality", "Change fatigue", "Unclear accountability", "Digital exclusion", "Low public trust if feedback is not acted on" ] }, { "entity_id": "S-VIC-057", "entity_name": "Development Victoria", "folder_name": "Development-Victoria", "category": "Citizen Services", "scale": "large", "title": "Single front door for life-event based services", "idea": "Bundle services around life events so citizens can complete related steps across agencies in one journey.", "quote": "[Page 6]\nSNAPSHOT OF DATA\nUnderstanding our baseline Indicator 3 : Gender Pay Equity Indicator 6 : Leave and Flexibility\nMEN WOMEN\nThis plan has been developed following analysis This is recognised as a key area of work over the Development Victoria staff have access to family violence\nof gender workplace audit data as at 30 June 2021 46% 54% next 4 years and actions are already in place to leave, paid parental, and carers leave amongst a number of\nand insights from employee consultation workshops start addressing this.", "impact": "Very High", "effort": "High", "proof": "Evidence-backed", "beneficiaries": "Citizens / service users", "source": "strategies/Development-Victoria-Gender-Equality-Action-Plan.pdf (https://www.development.vic.gov.au/__data/assets/pdf_file/0024/29364/Development-Victoria-Gender-Equality-Action-Plan.pdf)", "implementation": [ "Create a senior responsible owner and cross-functional delivery team.", "Map legislation, data, privacy, procurement, cyber, and workforce constraints.", "Co-design with users and frontline staff before technology selection.", "Stage 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