Priority 4: Foster leadership that reflects and supports a culturally inclusive workplace, programs and service delivery, in alignment with the DCJ Inclusion Strategy

Priority 4 is divided into five sub-priorities to ensure DCJ leadership champions and embeds a culturally inclusive workplace across the Department. Each sub priority includes actions and identifies the area within DCJ responsible and the timeframe for that action to be implemented.

Sub-priority 4.1 and actions

DCJ leaders champion implementation of the Multicultural Plan and the multicultural principles under the Multicultural NSW Act 2000

Ensure leaders are accountable for embedding this in planning and practice and effectiveness is reflected in performance outcomes. This includes leading culturally responsive service delivery, building anti-racism capability and fostering inclusive, equitable outcomes for multicultural communities.

Sub-priority 4.2 and actions

DCJ employees at all levels demonstrate a strong commitment to cultural responsiveness in the workplace

This commitment should also be demonstrated in organisational policies, programs and service delivery, including sharing knowledge, best practice, research and initiatives that enhance multicultural outcomes across DCJ.

Sub-priority 4.3 and actions

Strengthen pathways to entry, progression and leadership in DCJ for culturally diverse employees

Support structures should identify, address and overcome systemic barriers to ensure equitable access and advancement.

Sub-priority 4.4 and actions

Enhance workforce diversity through an intersectional and data informed approach to culturally equitable and inclusive recruitment and retention

This includes analysing qualitative and quantitative data and reviewing best practice to ensure workforce management is accessible and culturally responsive. These efforts foster inclusive workplace cultures that value, develop and sustain the expertise of culturally diverse staff. Invest in mentoring and professional development opportunities to support this goal.

Sub-priority 4.5 and actions

Reinforce the DCJ Anti-Racism Strategy for a culturally safe and respectful workplace

An anti-racist approach should be actively applied through consistent, agency-wide communication and engagement, with practical tools to identify (for example arm's length employee exit interviews), report, monitor and address it.