Diversity & Inclusive Practice
Victoria is home to one of the most culturally diverse societies in the world, and is also among the fastest-growing and most diverse states in Australia link
At the 2016 Census, Victoria's population was 5.93 million.
Of Victoria's total population:
- 28.4 per cent were born overseas in over 200 countries
- 49.1 per cent were born overseas or born in Australia with at least one parent born overseas
- 26.0 per cent spoke 260 languages other than English at home
- 59.0 per cent followed more than 130 different faiths.
A range of fact sheets on the 2016 ethnicity characteristics are available online.
According to the Department of Health & Ageing (2010) ‘Inclusive Practice’ refers to the principle that a service must be responsive to the needs of all users and that diversity will be acknowledged and respected regardless of age, gender, mental/ physical abilities and characteristics, race, ethnic heritage or sexual orientation.
Partner organisations from a range of working groups and specialist services continue to work together, towards addressing discrimination, promoting diversity and raising awareness of community inclusion including:
- Skilling up staff around diversity and inclusion
- The need for people to feel safe and supported when accessing service
- Supporting leaders within the G21 region to continue to embrace and promote inclusion
- Work towards ensuring respect is shown to every individual, regardless of diverse backgrounds
For more information contact hwb@G21.com.au or phone 5227 4000
Over 1300 Surf Coast students participated in Council's celebration for International Day of People with Disability 2017
DEBORAH Haygarth has multiple sclerosis, and work to do.
She won’t let her affliction deter her devoted advocacy for women living with disability, and G21-Geelong Region Alliance has opened its doors to help enable her mission.
Victoria’s first Gender and Sexuality Commissioner, Ro Allen, has undertaken part of an LGBTI Equality Roadshow across rural and regional Victoria.
G21 was fortunate to welcome Thomas Banks, Creative Director of the Centre for Access, back for the second time to conduct a staff professional development session on Disability Awareness.
Victoria’s first Commissioner for Gender and Sexuality Rowena Allen gave a riveting keynote address at the recent G21 Health & Wellbeing Partner Forum
The ‘Belonging and Connecting’ multi-media project has been created by the G21 Disability Inclusion Partnership. The Partnership, chaired by Gateways CEO Rosemary Malone, has been supported by G21 Health and Wellbeing Pillar project staff.
This toolkit offers practical guidance for the activity areas of Teaching and Learning, Research, leadership and administration, and the University community.
The Cultural responsiveness framework determines a minimum level of activity in four broad domains of quality and safety.
To establish an environment where diversity is genuinely valued, equity needs to be embedded into the core business of each working area within the university.
In describing the provision of a service, the term inclusive practice refers to the principle that a service must be responsive to the needs of all users and that diversity will be acknowledged and respected. Inclusive practice means the service will not discriminate against people or treat them unfairly on the basis of these differences, and that negative stereotypes will be challenged.
A set of Practical Cultural Competence Assessment Tools and Resources to Help Integrate Diversity in Capital Health Workplaces.
The Rainbow Tick consists of six standards against which services can be formally accredited to demonstrate LGBTI inclusive practice and service delivery.The Rainbow tick is a world first and was developed by GLHV in consultation with Quality Innovation Performance (QIP).
A guide to gay, lesbian, bisexual, transgender and intersex inclusive practice for health and human services.
This document outlines the issues and opportunities for rural health and human services implementing the National Standards for gay, lesbian, bisexual, transgender and intersex (GLBTI) inclusive practice.
GLHV is committed to improving the health and wellbeing of LGBTI Victorians and the quality of care they receive through inclusive practice.
Inclusive learning: A way forward is part of Queensland’s effort towards the national aspiration for ‘an equitable and inclusive system that enables all learners to achieve their potential through skills development and to access the opportunities that society has to offer.
A guide to good practice strategies for engaging young people from migrant and refugee backgrounds in services and programs.
This independent report looks at what is known about the mental health of culturally and linguistically diverse (CALD) communities in Australia; whether our mental health research pays adequate attention to cultural and linguistic diversity; and whether national data collections support evidence...
All people, regardless of gender or sexual orientation, have rights that need to be respected and responsibilities that need to be exercised.
Reconciliation Australia is an independent, national not-for-profit organisation promoting reconciliation by building relationships, respect and trust between the wider Australian community and Aboriginal and Torres Strait Islander peoples.
The Inclusion Tool Kit contains the information and practical strategies you need to create a nurturing and welcoming environment for all children in your after school program.
The diversity of Victoria’s population is one of our State’s greatest assets. The Department is committed to supporting diversity and reducing health inequality through accessible and appropriate health service delivery. It is important that health care services meet the needs of everyone in our...
Access and Inclusion is about creating opportunities for people with diverse needs and abilities to participate fully in our communities. The Surf Coast Shire in partnership with Women with Disabilities Victoria, recently ran a leadership program for women who have a disability.
This toolkit is part of ongoing TasCOSS workforce development work focused on organisational culture and its role in the recruitment and retention of staff and volunteers.
A tool to assess materials and communications and enhance accessibility for everyone.
The statement ‘empowering everyone to make their mark’ represents the overarching principles and objectives of the Workplace Diversity and Inclusion Strategy 2011–15.
This strategy is for all employees and aims to provide an environment which embraces diversity and fosters a workplace...