VTAS (the Company) is committed to the vision of an inclusive and equitable work environment for everyone. This policy outlines the Company's strategy to achieve this goal and the means by which it will measure its success in this regard in accordance with the principles set out in the ISO9001 Quality Management System.

The Company recognises that diversity is not only morally compelling but also business-wise beneficial. It helps to safeguard the future success of the company by:

  • improving productivity and competitive advantage through aligning its internal demographics to those of its customers and the community at large; and
  • ensuring an inclusive output is able to be achieved through the harnessing of diverse perspectives, skills, and life experiences of a broader group of people.

Within the legal and cultural parameters of the jurisdictions in which we may find ourselves operating, we will endeavour to orient hiring and promotions processes and decisions transparent and incorporate a diverse pool of talent to support the development and preparation of senior management roles.

1. Policy statement


  • VTAS recognises that our staff are our greatest asset and aims to attract and retain people with diverse skills, experience and background to deliver high-quality services. A workforce that reflects the diversity will be better able to understand the needs of its customers and be able to offer more responsive services.
  • VTAS respects people as individuals and values their differences. It is committed to creating a working environment that is fair and flexible, promotes personal and professional growth, and benefits from the capabilities of its diverse workforce.
  • The Workforce Diversity Policy guides the development and implementation of relevant plans, programs and initiatives that recognise and promote workforce diversity across all work areas of VTAS.


  • Diversity in the context of VTAS primarily refers to the equal employment opportunity (EEO) groups under-represented in our workforce. These groups include: Aboriginal and/or Torres Strait Islander people; people with disability; members of racial, ethnic and ethno-religious minority groups; young people under 25; and women in senior leadership roles.
  • Other dimensions of diversity include age diversity, career/family responsibilities, sexual orientation and socioeconomic background.
  • VTAS embraces workforce diversity as a source of strength. This is not only about increasing visible differences in the workforce, but more importantly, it is about the strategic advantage that comes from incorporating a wide variety of capabilities, ideas and insights in our decision-making, problem-solving, policy development and service delivery.
  • The principles of EEO remain an important foundation for the Workforce Diversity Policy, plans, programs and initiatives. The EEO principles aim to: ensure that staff are selected for positions on merit; provide equitable access to employment, professional development and workplace participation for people who are under-represented in our workforce; and ensure that workplaces are free from all forms of unlawful discrimination and harassment.


The Workforce Diversity Policy provides a framework for VTAS to achieve:

  • A diverse and skilled workforce that reflects the diversity of society and leads to better engagement with communities to deliver responsive services.
  • A workplace culture that fosters inclusive practices and behaviours for the benefit of all staff and stakeholders.
  • Improved employment and career development opportunities for people who are under-represented in our workforce.
  • A work environment that values and utilises the contributions of employees with diverse skills, backgrounds, experiences and educational levels through improved awareness of the benefits of workforce diversity and successful management of diversity
  • Awareness in all staff of their rights and responsibilities with regards to equity, integrity and respect for all aspects of diversity.

2. Audience and Applicability

The Workforce Diversity Policy applies to all staff employed by VTAS, contractors and people applying for employment.

3. Context

​​​​​​​The policy has been developed in the context of Part 9A of the NSW Anti-Discrimination Act 1977 and is consistent with key legislation including:​​​​​​​

NSW Carers (Recognition) Act 2010

Commonwealth Disability Discrimination Act 1992

Teaching Service Act 1980

Government Sector Employment Act 2013

Education (School Administrative and Support Staff) Act 1987.

4. Responsibility and Delegation

All staff are responsible for implementing and monitoring the progress of the Workforce Diversity Policy objectives through the monitoring, evaluation and reporting mechanisms listed below.

All staff have responsibilities to support and respect equity, workplace diversity, ethical practices, workplace safety and to help prevent unlawful discrimination and harassment or bullying in their workplaces.

5. Monitoring and Review

The Directors will monitor the scope and currency of this policy and is responsible for monitoring the implementation of this policy and reviewing its effectiveness, at least every three years.

The effectiveness of this policy will be evaluated annually by all work areas and measured by the EEO statistics extracted from VTAS’s workforce profile.

Senior staff including senior executives, senior officers, principals, managers and supervisors should encourage all employees to complete the online EEO survey (staff only), which is an important mechanism for capturing the data on workforce diversity.

All work areas of VTAS are responsible for promoting, monitoring and reporting their progress of the workforce diversity.​​​​​​​


This Policy applies to all Directors, company officers, executives, senior leaders, employees and contractors of the Company.

The Company's vision for diversity follows the principles and details of Australia’s many anti-discrimination acts at both States and Commonwealth levels. The factors include but not limited to gender, ethnicity and cultural background, disability, age and educational experience.

Responsibilities and Application

Person / Party



To embrace and actively encourage practices that enable fellow employees to contribute and develop to their best abilities.


To recruit and manage on the basis of merit, competence and performance.


To adopt the Workforce Diversity Policy and set measurable objectives to achieve both gender and broader diversity objectives at the employee, executive and directors level and the Remuneration & Nominations Committee to then review these objectives and the progress against these objectives and report on these on an annual basis.
To build and maintain the structures and processes which foster and support the commitment to diversity and the achievement of the objectives set by the Directors.

Strategies for Promoting Workforce Diversity

Specific strategies for promoting workforce diversity include:

  • setting measurable objectives relating to at levels and measuring against those objectives;
  • broadening the field of potential candidates for senior management and Directors appointments;
  • continue to improve upon our policies which address impediments to diversity in the workplace;
  • introduce or review and expand on, existing initiatives designed to identify, support and develop talented employees from a diverse range of backgrounds.

Underpinning these strategies are the principles of:

  • Meritocracy – decisions about recruitment, development, promotion and remuneration are based on performance and capabilities.
  • Fairness and Equality – no tolerance for unlawful discrimination, bullying, harassment or victimisation.
  • Contribution to our future – focusing on results for our people and our business, not on processes or programs for their own sake.

Measurable Objectives

Each year the Directors will set measurable objectives with a view to progressing towards diversity and a balanced representation of all groups in the workplace.

The Directors will review performance against these objectives annually as part of its annual review of the effectiveness of this Policy.

Policy Review and Communication

The Directors commit to reviewing this policy at least annually. During such reviews, this policy may be amended by resolution of the Directors.

A copy of this policy will be made available to all directors and employees of the Company, by one or many of the following means:

  • on the Company's website;
  • on the Company’s intranet;