CFA’s Diversity and Inclusion is based on our commitment to create a safe, respectful, and inclusive CFA where all Members are valued and enabled to thrive. A shared understanding that inclusion of diversity empowers us to innovate, adapt, and build deeper connections to the communities we serve.
CFA is building its capability and awareness around improved inclusive and fair workplace practices. The aim is to be recognised as an organisation that actively promotes, supports, and enables diversity, inclusion and fairness and is representative of the broader community in which we work. CFA Diversity and Inclusion initiatives will drive positive change that reflects our values and behaviours and assist us in continuing to be a well-respected and highly regarded modern emergency service.
Our goals - what we aim to achieve
- Improving the representation of people from diverse backgrounds within the organisation, that is broadly reflective of the Victorian community.
- Attracting and retaining competent membership skilled at working in an inclusive and respectful manner with one another and with the community.
- Understanding and addressing barriers within our systems and procedures.
- Creating processes, policies, plans, practices, programs and services that meet the diverse needs of those we work with and serve.
- Build a safe and healthy environment free from bullying, harassment and discrimination.
- Implementing the CFA’s obligations under the Gender Equality Act (including the CFA’s four-year Gender Equality Action Plan, conducting, and recording Gender Impact Assessments, and annual reporting).
- Developing and implementing a whole of organisation Diversity and Inclusion Plan. The Team is also responsible for several other pieces of work outlined below.
Framework for Change
A safe, respectful, and inclusive CFA where all Members are valued and enabled to thrive. A shared understanding that inclusion of diversity empowers us to innovate, adapt, and build deeper connections to the communities we serve.
We will deliver our fairness and inclusion goals by focusing on four key areas:
Other CFA Diversity and Inclusion Initiatives
- Delivering inclusive leadership at CFA
- Valuing fairness and inclusion at CFA
- Providing governance
- Driving and measuring success
We will empower our leaders at all levels of the organisation to actively support and advance the inclusion of diversity.
Everyone contributes to creating an inclusive environment, we will invest in the capability of our people through regular learning and development opportunities.
Hard wiring diversity and inclusion principles into our policies and processes will help us build a strong foundation to attract, promote and retain a more diverse Membership.
A safe and inclusive culture allows all Members to contribute and achieve their best.
Our strength is our community – we will implement initiatives to ensure we are reflective of and responsive to the needs of an increasingly diverse Victoria.
Diversity and Inclusion Strategy
The CFA Diversity and Inclusion Team are pleased to announce the completion of CFA's inaugural Diversity and Inclusion Strategy 2023-2025 (PDF 8.1MB).
It's an important step in CFA’s journey and builds on the positive steps undertaken over the past few years to improve organisational culture and achieve our vision of a diverse, inclusive, and respectful organisation that embraces difference.
The strategy provides clear linkages to the External Review of Culture and Issues Management and the Gender Equality Action Plan. It also aligns with the CFA’s Strategy and Outcomes Framework, and the Board priorities for 2023-2024.
CFA Diversity and Inclusion Advisory Council
To demonstrate CFA's commitment to creating a great place to volunteer and work, a State Diversity and Inclusion Advisory Council was established in 2017. The intent of the council is to advise CFA Executive on strategic needs, goals and direction of CFA regarding Diversity and Inclusion. The State Council is made up of both volunteers and staff with a passion for diversity, and from a range of different backgrounds. Their vision is Diverse People, Shared Values, Inclusive CFA.
Regional Diversity and Inclusion Councils
Regions have also established their own Diversity and Inclusion Advisory Councils. With representation from both volunteers and staff across the Region, the Council performs an advisory role to the Regional Leadership Team and Districts, in areas of Diversity and Inclusion. This ensures that emerging themes, focus areas and pockets of excellence within the Region are identified and communicated. Collaboration such as this ensures that the work of Districts and Region are responsive to the changing needs of our communities and our Brigades.
Gender Equality Act
CFA plays a unique and valuable role within Victoria’s emergency management sector and is an intrinsic part of our communities. We strive to be an organisation of choice for volunteers and employees, attracting people with a variety of skills, talents, and approaches. Everyone at CFA contributes to the important work we undertake in protecting human life and property every day. Our future is tied to our community roots and our ability to evolve with changing community needs and expectations. Diversity, fairness, equity, and inclusion are pivotal to our ability to make a positive difference to our communities and support them to be prepared for and safe from fire.
It is important we start foundational work now, setting a context for ongoing change and positive gender equality into our future. Our aim is to build upon this first GEAP and develop a whole of CFA approach which will include our volunteers.
We know that gender equality is an important social and economic expectation across our workforce and that is why we are taking steps to increase diversity and set higher standards for gender equity within our organisation. To achieve these objectives, we need proactive planning and actions that target high impact outcomes. The more we embrace diversity and equity principles and practices the greater the opportunities for connectivity, innovation, and benefit for both CFA members and the Victorian community.
CFA’s Gender Equality Action Plan is just one of many actions being undertaken to improve opportunities for all, especially those groups traditionally under-represented in the workplace. As we look to our future, we are focused on enabling a culture where all volunteers and employees are supported in making a meaningful contribution to our valued community-centred organisation and in line with our outcome framework CFA provides a great place to volunteer and work. CFA’s Gender and Equality Action Plan 2021-2025 (PDF 1.6MB) has been approved by The Commission for Gender Equality in the Public Sector.
The objective of the Diversity and Inclusion Team is to articulate and enable CFA’s commitment to create a safe, respectful, and inclusive organisation where all members are valued and enabled to thrive.
As we look to our future, we are focused on enabling a culture where all volunteers and employees are supported in making a meaningful contribution to our valued community-centred organisation and in line with our Outcomes Framework, Diversity and Inclusion Strategy and Gender Equality Action Plan, CFA provides a great place to volunteer and work.
Find out more about CFA’s obligations under the Gender Equality Act by contacting email@example.com if you require any further information or have any questions. For information on the development of the CFA Diversity and Inclusion Strategy contact firstname.lastname@example.org.
Additional information on the Gender Equality Act is available on the Victorian Government website.
Page last updated: Thursday, 11 May 2023 9:41:14 AM