{ "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_global_initiatives_structured": false, "n_global_initiatives": 0, "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." }, "global_initiatives": 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 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" ] } ], "legislation_administered": [], 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