DTF is committed to improving First Nations representation across all areas of the Department, to help incorporate the invaluable perspectives and contributions that First Peoples provide to work in the Victorian public service.
The Aboriginal Employment and Inclusion Action Plan provides tangible actions to not only support this commitment, but also to ensure that First Nations Employees feel culturally safe and are supported to pursue meaningful career development opportunities at DTF.
Through the actions in this plan, DTF has three key objectives:
- A workforce that reflects the diversity of the community it serves – we will seek to increase First Nations representation amongst DTF employees.
- Equal opportunity and genuine inclusion for First Nations employees at all levels of the Department – we will seek to provide great opportunities for First Nations employees at DTF to stay and grow.
- A workplace that values and celebrates Aboriginal cultures, knowledge, and perspectives – this will help to make DTF a more culturally safe place to work to attract and retain First Nations employees.
The commitments below outline specific actions that will contribute to the delivery of each of these statements.
How we developed the Plan
In August 2024, the DTF Self-Determination and Treaty Taskforce (The Taskforce) endorsed development of an updated DTF Action Plan, including actions focused on attraction and retention of First Nations employees.
DTF’s plan has been designed to reflect and complement the Victorian Public Sector Commission’s (VPSC) new Barring Djinang 2024–2028 strategy and build on the work completed through the previous DTF Aboriginal Employment and Inclusion Plan. The plan also leverages successful strategies and actions that are used across the broader Victorian public service.
Consultation
DTF consulted with the Department of Government Services and the VPSC’s First Peoples Workforce Development branch, and attended the Barring Djinang Community of Practice (a VPSC-run forum with representation from across the VPS which meets to discuss broader Aboriginal employment and engagement) to explore options for the updated Action Plan.
The First Peoples Workforce Development branch provided input on the scoping and feasibility of DTF actions, as well as alignment with the broader Barring Djinang 2024-2028 strategy. The Barring Djinang Community of Practice shared experiences of successful initiatives from across the broader VPS to help inform the development of this action plan.
Internal consultation was also undertaken with responsible implementation teams across the Department and the DTF People Committee, to ensure alignment with other work being undertaken within DTF.
Scoping of actions
The work in this Action Plan is grounded in the Barring Djinang Framework, which includes six focus areas developed by the VPSC based on learnings from the previous framework and consultation with departments across the VPS.
DTF developed a range of options that reflect the six focus areas within the refreshed Barring Djinang Framework.
After developing an extensive list of actions, DTF shortlisted 18 actions that it assessed as having the greatest potential for immediate and near-term impact on attraction and retention of First Nations employees.
This Plan represents the first phase of actions before the mid-cycle refresh in 2028.
Barring Djinang Framework
This Plan is designed to align with the Barring Djinang First Peoples Workforce Development Framework for the Victorian Public Sector 2024–2028 (the Framework), including alignment of activities and focus areas to leverage the best-practice guidance and resources of the Victorian Public Sector Commission (VPSC) and other Victorian public sector (VPS) Departments.
The Framework includes initiatives aimed to increase entry-level career pathways, such as through the First Peoples Vocational Education and Training graduate program and through the First Peoples pathway to the Victorian Government graduate program. Other goals include fostering career growth for First Peoples through career coaching and reciprocal pathways with community, as well as supporting the leadership pipeline through the Barring Djinang First Peoples Leadership Program and development support for emerging leaders.
For further information, visit Barring Djinang: First Peoples Workforce Development Framework - VPSC.
Governance and accountability
The Self-Determination and Treaty Taskforce, comprised of DTF senior leaders, have provided strategic direction for the Plan's development.
The DTF People Committee will be responsible for implementation oversight and monitoring. Progress against actions will be reported to the Committee biannually.
DTF will incorporate reporting on the Plan's targets in its annual report. This multi‑layered approach ensures accountability and promotes transparency in our efforts to achieve genuine inclusion for First Nations employees.
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