Introduction
While the Victorian Public Sector (VPS) workforce consists of 67% women, it is yet to achieve intersectional gender equality, particularly for women who represent culturally diverse minority groups in the workplace. Culturally and Linguistically Diverse (CALD) women experience intersecting barriers at work related to participation, economic security, and underemployment. Research demonstrates that the leading types of barriers CALD women experience in the workplace are: • barriers related to existing societal structures and mechanisms (racism, sexism, tokenism, stereotypes and biases)5 • barriers related to organisational practices (devaluation of skills and experiences, pigeonholing, lack of support networks) 6 • personal barriers (lack of confidence and language barriers), which intensify and (re)produce inequalities7 This document summarises the outputs of a research project designed to better understand the barriers experienced by CALD women in the VPS and develop an evidencebased approach to change.
The research project was made up of two methodologies:
- An extensive literature review,
- Targeted interviewing with national and international researchers, practitioners, and representative VPS entities.
These methodologies explored nationally and internationally published best practice models and practical frameworks addressing workplace gender inequality; successful and unsuccessful practices implemented nationally and internationally, and existing programs and frameworks implemented within selected VPS entities.
Three main gaps in addressing barriers for marginalised communities in the workplace were identified:
- The need to fix systemic barriers that cause inequality and to view Diversity, Equity and Inclusion (DEI) initiatives through an intersectional lens
- the need to align DEI goals to organisational strategies and implement change at the organisational level
- the need to create initiatives targeting top-down change that create a trickle-down effect.
This report proposes a practical framework to assist VPS entities to address the root causes of exclusion. The suggested framework reflects an intersectional approach and aligns with the Act’s obligations for entities to complete a Gender Audit that informs a Gender Equality Action Plan. 8
Recommended Approach and Framework
Research suggests that the VPS can break down barriers for CALD women by adopting the holistic framework (the Framework) developed in this project. The Framework includes an assessment tool (the Assessment Tool), high-level guidance (the Model) and promotes the conditions to change mindsets, relationships, processes, and structures in the VPS, enabling entities to achieve genuine intersectional gender equality and sustained inclusion.
The Framework
Leveraging recognised change models 91011, the Framework consists of the following cyclical processes:
Assessment (utilising the Assessment Tool)
The Framework begins with an assessment, which is repeated after each level to determine readiness for progression to the next level in the Model. Individual entities move from an entry level (zero) through five levels to achieve and maintain an inclusive, diverse organisation (Level 5). Continued assessment ensures that each entity builds a stable base, maintains momentum, and only progresses when ready to do so.
Model: Proposed Approach and Key Actions
About the Author
MindTribes is a team of expert diversity consultants committed to transforming workplaces through tailored diversity, equity, and inclusion (DEI) strategies. They specialise in creating safe, inclusive environments with services like DEI strategy development, anti-racism training, and leadership programs. MindTribes combines research-driven insights with practical solutions to address systemic inequities, build allyship, and empower organisations to embrace cultural diversity. Our holistic approach helps businesses foster belonging and achieve sustainable, positive change.
About the Author
MindTribes is a team of expert diversity consultants committed to transforming workplaces through tailored diversity, equity, and inclusion (DEI) strategies. They specialise in creating safe, inclusive environments with services like DEI strategy development, anti-racism training, and leadership programs. MindTribes combines research-driven insights with practical solutions to address systemic inequities, build allyship, and empower organisations to embrace cultural diversity. Our holistic approach helps businesses foster belonging and achieve sustainable, positive change.