Where we want to be and how we are getting there

Access and inclusion on the inclusion continuum

The Diversity and Inclusion Program Logic (Appendix 1) provides a schematic representation of how Victoria Police will work towards a truly diverse workplace and inclusive organisation.

The program logic will provide the strategic framework to map future progress through targeted outcomes and action plans. The program logic sets out how we will progress along the Inclusion Continuum, a visual model, which was recently updated to identify five stages on a development continuum.

Each stage describes the diversity and inclusion consciousness and culture of an organisation regarding diversity and inclusion.¹

The 2018–2021 action plan used the Inclusion Continuum as a measure of progress on our journey to becoming an inclusive organisation.

In 2018, we considered that the organisation was at the ‘compliant’ (recently renamed ‘reactive’) phase of the continuum. This is based on the level of maturity and disability confidence and capability.²

An updated assessment of Victoria Police’s progress against the Inclusion Continuum following the 2018–2021 action plan evaluation and the organisation’s performance in the Access and Inclusion Index, placed Victoria Police’s disability inclusion still at the reactive level.

^{1 B. Jones and Michael Brazzel 2014, The NTL Handbook of Organization Development and Change: Principles, Practices, and Perspectives.
2 Since 2018 Dr. Angela Workman-Stark has improved the definitions within the Inclusion Continuum to better align to evidence-based diversity and inclusion standards.}

^{The previous Inclusion Continuum (2018) included 6 pillars: exclusive, passive, compliant, proactive, redefining and inclusive. See the 2018–22021 Diversity and Inclusion Framework for expanded definitions.}