Valuing diversity

We have committed to the goal of achieving gender equality by 2030 and sustaining this equality for years to come.

Gender equality will create a better workplace for our people. It will also help them:

• meet the demands of contemporary policing 
• provide excellence in community service, particularly on the issue of gendered violence.

Our vision

Our vision is to:

• lead the way in sustainable gender equality
• have all of our employees work in a safe and equal workplace, have access to equal power, resources and opportunities, and be treated with dignity, respect and fairness
• ensure our culture values a diverse workforce, reflective of gender representation in the community
• have all of our employees recognise that gender equality benefits everyone and enhances police responses to the community, especially those who have experienced gendered violence
• ensure our employees feel supported to reach their full potential and are connected, valued and empowered to succeed. 

We offer a range of performance development programs and flexible work options. This makes career development opportunities accessible to everyone. It also helps to achieve a sustainable work-life balance.

Equal, Safe and Strong Victoria Police Gender Equality Strategy 2020-30 shows our commitment to delivering strategies and action plans for equality. Learn more about the strategy on our Gender Equality page(opens in a new window).

See some of our inspirational female police and protective services officers speaking about their careers in the videos in the Gender Equality accordion section below.

If you have been thinking about a career with Victoria Police, you can email POLICECAREERS-MGR@police.vic.gov.au to find out more information about career options.

See some of our inspirational female police and protective services officers speaking about their careers in the videos below:

We strive to be an employer of choice for Aboriginal and Torres Strait Islander people.

We have implemented an Aboriginal and Torres Strait Islander Employment Plan to assist with this.

The plan creates employment and career development opportunities in a supportive and inclusive environment.

A career as a police officer or protective services officer (PSO) could be right for you if:

• you have high integrity
• you are community-minded
• you are problem/solution orientated 
• you are a good communicator.

The Aboriginal Student Network is available for recruits to join.

The network meets frequently, and gives recruits access to support and advice.

Operational Aboriginal police, protective services officers (PSO) and police custody officers (PCO) often attend meetings as guest speakers.

The network also makes recommendations to Academy Management.

These recommendations help us work towards a training environment that is:

• inclusive
• safe 
• supportive.

The School Based Traineeship Program is for year 10, 11 or 12 students who are looking at starting a career with Victoria Police. Victoria Police, Skillinvest and Department of Education facilitate this program.

The program aims to provide young people with work experience and insight into a policing career.

For more information about the program you can contact the Skillinvest Project Coordinator at 1300 135 008, or visit the Skillinvest website(opens in a new window).

Our Aboriginal and Torres Strait Islander Inclusion Action Plan 2023-2025 shows our commitment to creating a diverse and inclusive workplace. Learn more about the action plan on our Diversity and inclusion page.

If you are not in school but are interested in a career in policing, you can contact ABORIGINALRECRUITMENT-MGR@police.vic.gov.au for more information.

You can also start an online application today and begin your journey towards a remarkable career.

The Victoria Police Diversity Recruitment Program seeks to increase the representation of people from under-represented cultural communities in the Victoria Police recruitment process.

This includes, but is not limited to, First Nations Peoples of Australia applicants, Maori or Pasifika applicants and applicants who are of Middle Eastern, East Asian, South Asian, South American and African heritage.

To help participants meet the expectations of the recruitment process, the program assists you with:

• academic expectations
• fitness expectations
• professional expectations.

The program came about through collaboration with various organisations. Jesuit Social Services and Victoria University Polytechnic manage the program.

For more information, or to apply, visit Jesuit Social Service’s page on the Victoria Police Diversity Recruitment Program(opens in a new window).

The School Based Traineeship Program for New and Emerging Communities is for students in year 10, 11 or 12 who are looking for a career with Victoria Police.

Victoria Police, Skillinvest and Department of Education facilitate the program.

The aim is to provide useful work experience and insight into a policing career. 

For more information about the program you can read through the traineeship document below, contact the Skillinvest Project Coordinator at 1300 135 008, or visit the Skillinvest website(opens in a new window).

Our workforce has people from various cultural and linguistic backgrounds. This enriches our organisation with employees who bring different:

• attributes
• life experiences
• insights 
• languages.

We define Culturally and Linguistically Diverse (CALD) people as those who are from a background that is:

• non-English speaking
• non-mainstream culture
• religious
• ethnic.

We are looking to reflect the cultural diversity of our Victorian community. To do this, we must engage with communities that are under-represented in our work force. We also considering and working to address the challenges connected with recruiting and keeping cultural and linguistic diversity in the workforce.

Our CALD Inclusion Action Plan 2023-2024 shows our commitment to creating a diverse and inclusive workplace.

Read the CALD Inclusion Action Plan 2023-2024.

The CALD Student Network is available for recruits at the Academy to join.

The network meets frequently, and gives recruits access to support and advice. Operational CALD police, protective services officers (PSOs) and police custody officers (PCOs) often attend meetings as guest speakers.

The network also makes recommendations to Academy management. These recommendations help us work towards a training environment that is inclusive and supportive.

On the job

We have several employee networks that police officers, PSOs, PCOs and Victorian Public Service employees can join. These include:

• Victoria Police Muslim Employees Association
• Victoria Police African Employee Network (VICPOLAEN)
• Victoria Police Jewish Employee Network (VPJN)
• Victoria Police Hellenic Association
• Cultural and Linguistic Diversity Council (VP CALD Council) 
• Victoria Police Sikh Employee Network (VPSEN)
• Victoria Police Women of Colour Network (VPWoCN).

The purpose of employee networks is to encourage diversity and inclusion within Victoria Police.

Employees from diverse backgrounds and their allies can:

• share common experiences and information
• contribute to policy development on issues relevant to a culturally diverse workforce.

It also provides an opportunity for employees to get involved in the challenges and initiatives related to their communities.

Contact us

If you are thinking about a career in policing but are experiencing challenges relating to your language or cultural or religious background, we want to help.

You can email cald-recruitment-mgr@police.vic.gov.au to speak to us about how we can support you and get more information about a career in policing.

We have committed to reaching a target of having 12% of Victorian Public Sector (VPS) employees identifying as living with disabilities by 2025.

Victoria Police has held the Australian Network on Disability’s ‘Disability Confident Recruitment’ accreditation since 2020 and as an employer of choice, we value the contribution of people with disabilities. We recognise the contribution they make as employees within our organisation, and offer workplace adjustments so they are supported and can perform their role.

Our Access and Inclusion Action Plan 2023-2024 shows our commitment to creating an inclusive workplace.

Read the Access and Inclusion Action Plan 2023-2024.

Employment pathways

Through the disability pathway in Victorian Government Graduate Program, we employ graduates with disabilities each year.

For more information about the Victorian Government Graduate Program, visit the Victorian Government website(opens in a new window).

In recruitment

From a position being advertised through to an applicant starting in a new role, applicants can seek reasonable adjustment. Reasonable workplace adjustment refers to changes that are made so that a person with disability has equal access to:

• services
• resources
• employment opportunities
• advancement opportunities.

This ensures the recruitment process allows all applicants an equal opportunity to show they are the best person for the job.

For more information about seeking reasonable adjustment for a role you can email VPSRECRUITMENT@police.vic.gov.au or call 8335 6004.

On the job

The Victoria Police Enablers Network (VP Enablers) is the voice of Victoria Police employees with disability. Employees with disability and their supporters can join. This includes:

• police officers
• protective services officers (PSO) 
• Victorian Public Service (VPS)
• police custody officers (PCO).

We have a Reasonable Workplace Adjustment policy. The policy is there to improve capacity for people with disabilities to:

• be employed
• develop 
• be retained.

We also have a Workplace Adjustment Passport and a practice guide. This is to support understanding and ensure compliance with policy.

All our staff can attend our annual celebration of International Day of People with Disability. The event includes an award ceremony to recognise outstanding service to people with disability. All employees, police stations and work units can receive the award.

Contact us

You can contact HRC-GEID-MGR@police.vic.gov.au for more information about the opportunities and support available for people with disabilities with Victoria Police.

Please make sure you meet the entry requirements of the police, PSO or PCO roles before applying.

If you are not sure whether this applies to you, please read the relevant Medical Standards document:

You must also complete a Preliminary Medical Condition Enquiry before applying:

We are a proud employer of people of all genders and sexual orientations.

Representing Victoria's lesbian, gay, bisexual, transgender, intersex, queer or questioning and asexual (LGBTIQA+) communities in our workforce helps us create trust with our community. It also allows us to provide a fair policing service.

We are a member of Pride in Diversity, a national not-for-profit employer support program for LGBTIQA+ workplace inclusion.

We also have been awarded silver status in the Australian Workplace Equality Index. This shows that we're achieving LGBTIQA+ workplace inclusion.

You can hear the first-hand organisational experiences of LGBTIQA+ police officers on the GLLO (LGBTIQA+ Officer) Show(opens in a new window) podcast made by the radio station JOY 94.9.

We embrace the diversity of our workforce and are committed to creating an environment which is inclusive and safe from discrimination, sexual harassment, victimisation and bullying. 

The LGBTIQ+ Inclusion Action Plan 2023-2024 reaffirms our commitment to creating a safe, respectful and inclusive workforce for LGBTIQA+ employees.

At the academy

The LGBTIQA+ Student Network is available for recruits at the Academy to join. The network meets frequently, and gives recruits access to support and advice. Operational LGBTIQA+ police and protective services officers often attend meetings as guest speakers.

The network also makes recommendations to Academy management. These recommendations help us work towards a training environment that is inclusive and supportive.

For more information on the LGBTIQA+ Student Network you can read through the flyer below.

On the job

As an employee of Victoria Police you will have the opportunity to join VP Pride.

This is a council within Victoria Police that aims to encourage diversity and inclusion within the organisation by encouraging employees to:

• share common experiences and information
• contribute to policy developments which promote greater inclusion of LGBTIQA+ employees

All our employees can join VP Pride. This includes:

• police officers
• protective services officers
• police custody officers
• Victorian Public Service.

The VP Pride network also aims to improve organisational awareness of LGBTIQA+-specific issues.

The network advises leadership on issues impacting LGBTIQA+ employees and their allies.

We have developed a trans- and gender-diverse (TGD) inclusion policy and practice guidelines. This is to make sure TGD employees are respected in the workplace. We also support those who choose to affirm their gender (transition) while they are a member of Victoria Police.

Support your community

We connect and celebrate LGBTIQA+ communities through recognising important dates including:

• The International Day Against Homophobia, Biphobia and Transphobia (IDAHOBIT(opens in a new window))
• Midsumma Carnival(opens in a new window)
• Pride March(opens in a new window)
• ChillOut Festival(opens in a new window)
• Wear it Purple Day(opens in a new window).

Applicant questions

If you have questions about LGBTIQA+ inclusion throughout the recruitment process, we can arrange to put you in contact with one of our LLOs.

LLOs can help you learn more about what it's like to work for Victoria Police.

If you are interested in this option you can email lgbti-recruitment-mgr@police.vic.gov.au and we will connect you with an LLO. 

James Egan has been a police officer since 1985. James is also a descendent of Gunditjmara and Bangerang people.

James had this to say about his career with Victoria Police:

"The fact I am able to so readily change roles in Victoria Police provides plenty of motivation.

Each new role presents new challenges, so it means you are always learning.

Whether I am training new recruits, giving advice to a farmer on safer living or in my new role in crime prevention, there is always something new to learn – that provides me with ample motivation."

The following testimonials were provided by two Victoria Police employees of CALD heritage.

Testimonial 1

"I was approached by management and asked if I wish to conduct my daily prayers at work then a designated area would be made available to me upon request.

Personally, I choose to conduct my prayers at home, however it is comforting to know that I am supported at work should I choose to actively practise my faith.

I felt the prior understanding, knowledge and support management displayed in relation to my faith was impressive and accommodating.

During Ramadan I choose to take leave in advance; however in the past I have worked nightshift which better suited my fasting and prayer schedule."

Testimonial 2

"I have so far had an inspiring employment journey with Victoria Police that has seen me through a few low and many high points.

Having a great sense of adventure and resilience have both been instrumental to my success story at Victoria Police.

When you are a police officer, sometimes you outperform expectations, sometimes you don't – but you always bounce back."

The following testimonial was provided by two Victoria Police recruits in 2018.

Testimonial 1

"I joined Victoria Police as I have a strong desire to help people, particularly those who are in crisis or vulnerable situations, and to support and encourage the diversity in our communities.

My previous career was in human resources so I have always championed the fair treatment of people, with inclusiveness, and guiding them to the most appropriate outcomes, so it seemed like a good fit to become a police officer.

As a member of the LGBTIQA+ community, my perception of Victoria Police's support toward the LGBTIQA+ community was initially negative but I realised this was based on historical events. I decided to do some research on Victoria Police as an organisation, through their media content, social media, speaking with current LGBTIQA+ employees and with friends who are police officers around the world.

The most prominent theme that kept arising was that Victoria Police have embarked on a significant cultural change programme over the past few years, and which will continue for years to come in order to build a culture that will ensure all employees are treated equally and that people of the community are treated fairly without discrimination.

I thought, if Victoria Police has made this commitment, I want to be part of the change!

My experience so far in Victoria Police has been very supportive. So far, I am part of a strong LGBTIQA+ network, celebrated Wear It Purple Day, IDAHOBIT and marched in Midsumma Pride. Alongside this, I have received ongoing support during the Marriage Equality debate, and have had the opportunity to encourage and strengthen our allies in the organisation.

I am proud to have joined Victoria Police and would highly recommend it as an organisation to join. One that prides itself on valuing diversity and inclusiveness." 

Testimonial 2

"At 27 years old, I was coasting by in a job that I no longer had a passion for, so I decided to apply for Victoria Police; a dream that I have had since I was a child.

Whilst I was excited about the prospects of my professional future, I was also scared and filled with apprehension. I had heard stories about how LGBTIQA+ members had been treated in the past and was worried. Then I thought about how this may have changed over the years. I mean, it had to have, right? We are in 2018 after all!

The previous position I held before joining Victoria Police was in an office, a largely corporate environment. I was never "out" at this workplace because I felt like it would hurt my chances of getting promotions above other people, so, I stayed in the closet. I decided that if I got accepted into Victoria Police, it was my opportunity to be exactly who I was and make no apologies for it. That also scared me though, because I had no idea of what the perceptions of the LGBTIQA+ community were within the organisation. I knew that a lot of work was being done in this space, but there is always that little voice in the back of your head that fills you with a sense of unrest.

During Induction Week at the Academy, we had opportunities to tell our stories about our previous experiences and what has led us to a life of policing. As squads this is the period when you're trying to figure everyone out and asking each other questions – it really is like the first day of High School all over again (in a good way, of course). When asked about partners, I never once hesitated to use the correct pro-nouns and was entirely proud and confident to let my fellow "squaddies" know that I identified as LGBTIQA+. To my delight, no one even batted an eyelid when I told them; everyone was very welcoming and super supportive. To this day I have never once been teased, ridiculed, or made to feel belittled because of my sexual orientation. In fact, the day that marriage equality was recognised in Australia, I had a large majority of my squad mates come up and hug me and congratulate me on the vote. I had only known them for 6 weeks at the time.

After settling in for a couple of weeks, I joined the LGBTIQA+ Student Network at the Academy. This Network was set up to provide support for recruits that identify as LGBTIQA+, or have immediate family members that identify as LGBTIQA+. We meet up once a month to discuss any issues we may be having at the Academy. Guest speakers are invited on occasion to speak to us about their experiences on the job and identifying as LGBTIQA+. The service that the Network offers is invaluable as it provides comfort and reassurance that no matter what happens, there is a group of people around that know exactly what you're going through and the challenges that identifying as LGBTIQA+ can throw at you. I am also a student contact for the Network, so I help with spreading the word about the Network's existence by speaking to the incoming squads during their second week at the Academy, which has always been very well received.

I am now in week 22 and have completed one stint at a suburban training police station in week 13, and I am currently completing my second training placement in the City. During both of these placements I have never once felt uncomfortable to be who I am and all my colleagues have welcomed me with open arms as part of the "blue" family. At station level there are further groups and support services in place if needed, such as the LGBTIQA+ Employee Network, Victoria Police Welfare and Victoria Police Psychology Unit. Once I have graduated I will be looking at becoming an LGBTIQA+ Liaison Officer (GLLO) to enable me to have a positive impact in the LGBTIQA+ community on a much larger scale.

To this point, my experience has been nothing short of amazing and I can only encourage anyone that identifies as LGBTIQA+ and considering a career with Victoria Police to take the leap. Whilst I can't promise that your experience will be the same as mine, I can promise you will never be alone in your journey and you will not be disappointed that you took the chance. The opportunities are endless and the sense of satisfaction you feel when assisting the community is second to none. Go ahead, be a force for good!"