Gender Equality Action Plan - Progress Report 2023

Our first progress report for the Equal, Safe and Strong: Victoria Police Gender Equality Action Plan 2022-2024 is now available.

This report covers the two years from 1 July 2021 to 30 June 2023.

Our progress is measured for:

• gender impact assessments
• strategies and measures
• workplace gender equality indicators.

Overview of our progress

Our organisation has made positive progress against all seven workplace Gender Equality Indicators:

• gender composition at all levels of the workforce
• gender composition of the governing body
• gender pay equity
• workplace sexual harassment
• recruitment and promotion
• leave and flexibility
• gendered work segregation.

Gender composition at all levels of the organisation

Women now represent 36% of all employees, an increase from 35% in 2021.

Gender composition of Governing Body

The percentage of women at the Executive Command level has remained static between 2021 and 2023.

Victoria Police continues to strengthen the capability pipeline for executive positions.

The composition of the eight ‘Tier 1’ committees at the level below Executive Command increased from 23% in 2021, to 46% in 2023. This was due to an increased proportion of women at the rank of Commander.

Gender pay equity

The remuneration pay gap is reported as the average full year earnings of female employees expressed as a percentage of male employees.

The total remuneration pay gap fell from 10% in 2021 to 8.9% in 2023.

Workplace sexual harassment

Reporting of sexual harassment complaints increased from 47 in 2021 to 94 in 2023. This is positive progress, which signals confidence from employees that action will be taken when they make a report.

We see a downward trend of employees experiencing harm over the past eight years. In 2023, 6% of employees experienced harm, compared with 40% of women and 7% of men in 2015.

Recruitment and promotion

We recognise this area requires sustained attention for the medium to long term.

Victoria Police anticipates improved outcomes across all relevant measures by the 2025 reporting cycle.

Leave and flexibility

Formal flexibility across the organisation increased from 24% in 2021 to 34% in 2023.

Gendered work segregation

There have been progress gains in gender composition made across the organisation, although many occupations remain segregated.

Download the reports

Download the full Progress report, and our Supplementary Data report.

Further information

Consistent with the Gender Equality Act, relevant information included in this Gender Equality Progress Report will be available at The Commission for Gender Equality in the Public Sector.