The Victorian community is best served by a public sector that reflects and embraces its rich diversity.

Aboriginal employees bring unique knowledge, skills and expertise to the workforce and understand the needs and aspirations of the Aboriginal community.

Barring Djinang is the 5 year Aboriginal employment strategy for the Victorian public sector. The strategy has 16 initiatives to enhance attraction, recruitment and retention. This includes targeted employment programs and career development and support for staff.

Through these initiatives we will strengthen Aboriginal leadership capacity and grow the numbers of Aboriginal staff in senior positions in the public sector. We will develop future leaders in Aboriginal Community Controlled Organisations, public and private sectors.

This is a foundation for advancement of self-determination and making sure Aboriginal experiences and voices are at the centre of decision-making.

A note on language: Throughout this website, the term Aboriginal is used to refer to both Aboriginal and Torres Strait Islander people. Barring Djinang is from the Taungurung language and means ‘path of the feet’. It was chosen as a reminder of the many different career paths that the Victorian public sector can provide to Aboriginal people.

Barring Djinang is the 5 year Aboriginal Employment Strategy for the Victorian public sector.


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VPSC established its Aboriginal Employment Unit (AEU) in January 2016 to oversee a range of employment and development programs across the Victorian public service.


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Our employment programs create pathways for Aboriginal university and vocational students into the Victorian public service. We also offer career development and support to current employees.


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Barring Djinang supports the Victorian government's work to advance self-determination for Aboriginal Victorians. It aligns with state and national strategies and frameworks.


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