We developed our Diversity, Equity and Inclusion Action Plan and conduct Workforce Equity and Inclusion Audits as part of our commitment to provide a great place to work for people of all backgrounds, abilities, and identities
Key points
- We have made progress on our improvement actions set out in the Diversity Equity and Inclusion Action Plan 2021-2026
- The RMH Workforce Equity and Inclusion Audits help us to identify strengths and areas for improvement, and measure our progress against the Gender Equality Indicators
- We aim to do our very best to provide a great place to work for people of all backgrounds, abilities and identities
The Royal Melbourne Hospital (RMH) is committed to promoting inclusion and equality for all our communities. This is fundamental to achieving our purpose of ‘advancing health for everyone, every day’.
As part of our obligations under the Gender Equality Act, we audit our workforce every 2 years and take on a range of actions to drive improvement in this space.
Our Diversity Equity and Inclusion Action Plan 2021-2026 sits alongside other plans such as our Reconciliation Action Plan, Disability Action Plan, and LGBTIQA+ Inclusive Practice Action Plan to outline our commitments to equity and improvement.
We developed all action plans in consultation with staff, and consumers where appropriate.
This is a dynamic and iterative space. Ongoing consultation and engagement with staff and further data analysis will shape our work as we continue to review and refine our efforts over the life of this action plan.
However, the central objective will remain: to do our very best to provide a great place to work for people of all backgrounds and identities, because we understand the impact this can have on our staff, our patients, and our community.
Workforce Equity and Inclusion Audits
We complete our Workforce Equity and Inclusion Audits every 2 years to help identify strengths and areas for improvement regarding diversity, equity and inclusion (DEI) for those who work at the RMH.
The results of the first audit, which was completed in 2021, informed the development of our draft action plan.
The second audit was completed in 2023 and measures our progress against the gender equality indicators set out in the Gender Equality Act. It also quantifies the impact of our DEI efforts so far.
Our improvement progress
Highlights of our progress include:
- Reduced gender pay gap
- Improved representation of non-binary/gender diverse people in our workforce
- Increased reporting of sexual harassment to manager, and improved satisfaction of handling of sexual harassment complaints
- Improved perception of cultural safety and inclusion and that the RMH is taking action to address problematic behaviour
- Improved perception of inclusive communication
- Increased use of Family Violence Leave by people all genders
Progress reports and findings
Read our audit and progress reports to find out more: