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The Department of Communities and Justice (DCJ) is a key agency within the New South Wales (NSW) Government and the lead agency in the Communities and Justice Portfolio. Our purpose is to help create a safe, just, resilient and inclusive NSW where everyone has the opportunity to realise their potential.
DCJ is made up of the following divisions:
The DCJ Multicultural Plan also includes actions for the NSW Office for Youth, an agency within DCJ, and for the Office of the NSW Anti-slavery Commissioner, an independent statutory office whose staff are supported administratively by DCJ.
Together, these organisational units operate an effective legal system, expand access to social and affordable housing, support and protect children and families, address domestic and family violence, support young people in contact with the justice system, and promote community diversity and social cohesion.
Our diverse workforce is central to our ability to innovate and deliver culturally responsive services that reflect and meet the needs of NSW’s multicultural population.
We live our values every day. They guide our purpose and our approach to working with and for the people of NSW:
DCJ is committed to building a safe, just and inclusive NSW where people of all cultural, linguistic and religious backgrounds are respected, supported and empowered. We recognise multiculturalism as one of our state’s greatest strengths, enriching our communities, workplaces and the services we deliver.
DCJ embeds the multicultural principles of the NSW Multicultural Act 2000 (outlined in Appendix 2) into our workforce, organisational culture and service delivery. By fostering a workforce that reflects the diversity of the communities we serve, DCJ delivers services with empathy, cultural understanding and effectiveness.
The DCJ Multicultural Plan 2026–2029 provides a roadmap for improving access to services and opportunities for people from diverse backgrounds, and for embedding equity and inclusion across all parts of the department. Through culturally responsive service design, meaningful community engagement, inclusive communication and diverse leadership, DCJ reaffirms its commitment to advancing trust, belonging and inclusion across NSW.
This commitment also aligns with the new DCJ Strategic Plan 2026–2031, which highlights the importance of a workforce that represents and understands the communities we serve.
Australia is one of the most culturally diverse nations in the world. According to the 2021 Census, more than half of all Australians (51.5%) were either born overseas (first generation) or have at least one parent born overseas (second generation).[1]
NSW is home to one of the most diverse populations in Australia and remains the country’s most popular state. In 2021, NSW recorded a population of 8,072,163, with the proportion of residents born overseas rising steadily overtime, from 19.1% in 1971 to 27.6% in 2016 and 29.3% in 2021.[1] The top five countries of birth for NSW residents are China, England, India, New Zealand and Philippines, reflecting both longstanding and emerging migration trends. The fastest-growing migrant groups in recent years have come predominantly from South and South-East Asia.
NSW is also of the most linguistically and spiritually diverse places in the world, with more than 275 languages spoken at home and 144 religions practised across the state. After English the most commonly spoken languages are Mandarin (3.4%), Arabic (2.8%), Cantonese (1.8%) and Vietnamese (1.5%).[1]
At DCJ, we serve and work alongside people from all cultural, linguistic and religious backgrounds, including newly arrived migrants, emerging communities, refugees and humanitarian entrants and people from long-established multicultural communities.
These communities are the foundation of NSW’s strength, resilience and vibrancy. DCJ is committed to ensuring that this diversity is recognised, respected and reflected in the way we design, deliver and evaluate our services, so that every person, regardless of their background, can access support with dignity and feel a sense of belonging.
With almost 16,000 employees[2], DCJ’s workforce reflects the communities we serve. This diversity is fundamental to delivering services with care, respect and understanding.
DCJ continues to invest in inclusive leadership, equitable workplace policies and programs that enable the participation and progression of people from all backgrounds.
Workforce reporting for financial year 2024–25 shows[3]:
These figures highlight DCJ’s ongoing commitment to building a workforce that reflects the diversity of NSW and values the richness that multiculturalism brings to public service.
The 2025 People Matter Employee Survey (PMES)[5] indicates continued progress in strengthening inclusion, respect and workplace safety at DCJ. Feedback from participating employees reflects encouraging experiences of inclusive and respectful team environments and feeling safe to speak up and contribute at work. These results are particularly significant given DCJ’s diverse workforce profile and suggest that the department’s focus on diversity, equity and cultural safety is having a positive impact. While the PMES reflects the views of respondents rather than all employees, the 2025 findings provide a strong foundation for this Plan’s continued emphasis on inclusion, equity and cultural safety across the organisation.
[1] ABS 2021 Census (Data will be updated following results from the 2026 Census)
[2] Data source: DCJ Workforce Profile Data 2025 - as of 19 June 2025 and includes all employees by employment category for DCJ in its entirety, including the Aboriginal Housing Office, Land and Housing Corporation and the Teacher Housing Authority of NSW.
[3] Data source: DCJ Workforce Profile Data 2025 - Diversity Report - Workforce profile diversity data is collected from employees who volunteer this information. Therefore, as with any large voluntary data collection exercise, the information collected may under-estimate the actual proportions of diversity groups in the DCJ population.
[4] Percentage of total staff is based on non-casual headcount as at 19 June 2025.
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