A message from the Commissioner
I’m delighted to introduce the Barring Djinang First Peoples Workforce Development Framework 2024 to 2028, building on the strong foundations of the successful Barring Djinang Strategy.
On behalf of the Victorian Public Sector Commission, I acknowledge the Traditional Owners of the lands on which we live and work and I pay my respects to their ancestors and elders past and present.
First Nations employees bring unique knowledge, skills and experience that enrich our public sector, and benefit all Victorians.
The key objectives in the framework are to boost First Peoples’ employment across the sector, increase First Peoples’ representation in leadership positions, make the public sector the employer of choice for First Peoples in Victoria and improve cultural capability across the sector.
Barring Djinang is a Taungurung phrase meaning “pathway of the feet” and one of our goals is to improve all pathways for First Nations employees in our sector, whether it be their path into their very first role or on to leadership.
Across all our focus areas including capability-building and retention, we want our sector to be built on a bedrock of inclusion and cultural safety.
This framework sets out new, immediate and ongoing projects all aimed at recruitment, retention, cultural safety, building capability and instilling a sense of pride in public sector work. It will also guide future efforts.
The work falls under 6 focus areas:
- increasing entry-level career pathways
- fostering career growth and mobility
- supporting the leadership pipeline
- connecting and sharing
- strengthening cultural capability
- and improving understanding and insights.
All Barring Djinang work will actively contribute to the Victorian Government’s objectives to advance First Peoples’ self- determination as the state takes steps towards Treaty.
Barring Djinang is rooted in collaboration and consultation with the senior First Peoples’ leaders in the VPS, First Peoples’ employment practitioners and employees across the sector. Their expertise and lived experience will continue to shape our implementation and I thank them for their efforts.
I’m grateful to all of our partners for their invaluable and generous contributions and our shared commitment to improving employment opportunities and experiences for First Peoples Victorians and cultural capability in the public sector. I look forward to the progress we will make by working together.
Brigid Monagle
Commissioner
Victorian Public Sector Commission
A message from Deputy Secretary, First Peoples State Relations
I proudly acknowledge Victoria’s First Peoples, members of the world’s longest-continuous living culture. I acknowledge the Traditional Owners of the lands on which we live and work and pay my respects to their Elders past and present.
Victoria has led the nation to progress treaty and truth and to advance Aboriginal self-determination in partnership with Traditional Owners and Aboriginal Victorians.
We want Victoria to lead the way in Aboriginal employment. The Barring Djinang First Peoples Workforce Development Framework 2024 to 2028 guides our progress towards more First Peoples employees thriving in public sector work. Much more needs to be done to address persistent issues and this framework lays out practical, achievable steps and a roadmap for the future. You can see the impact of genuine and ongoing collaboration with First Peoples organisations in this work.
All First Peoples should feel safe and find ample opportunities in public sector workplaces. I commend the work of the Victorian Public Sector Commission and all its partners in bringing this framework to life.
Barring Djinang is another important step toward an equal future for Victoria’s First Peoples.
Terry Garwood
Deputy Secretary, First Peoples State Relations
Department of Premier and Cabinet