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Legal and policy
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Change or suppression (conversion) practices
Recommendation 41 requires the Ambulance Victoria Board to understand the drivers of discrimination, sexual harassment, bullying and victimisation identified in the Commission’s Phase 1 Report.
Through a reflective facilitated workshop, the Board should review and discuss how these drivers have shaped the Board’s oversight of workplace equality and the workforce’s experiences of workplace equality, how the drivers may influence reform implementation and how they may affect other interdependent aspects of organisational performance.
The positive duty under the Equal Opportunity Act 2010 (Vic) requires reasonable and proportionate measures to eliminate unlawful discrimination and sexual harassment as far as possible. See section 3.2.1 of the Phase 1 Report.
Reflective practices will ensure that Ambulance Victoria has a clear understanding of the current barriers to positive duty compliance and enable the organisation to develop effective measures to eliminate unlawful conduct as far as possible. It is reasonable and proportionate for an organisation of Ambulance Victoria’s size to ensure that these measures are informed and effective.
Recommendation 41, along with Recommendation 1: Learning through reflective practice and Recommendation 42: Organisational healing and cultural change through reflective practice, seeks to embed reflective practice as a tool for listening into the workplace reform programs.
In Phase 1 of the Review, the Commission found preventive measures towards workplace safety and equality were limited by the organisation-wide lack of understanding of the drivers of discrimination, sexual harassment, bullying and victimisation. See section 13.4.2 of the Phase 1 Report.
Recommendation 41 recognises the importance of reflecting on cultural drivers that have shaped workforce inequality at Ambulance Victoria rather than only focusing on solutions.
The Commission found that 4 reflective practice sessions were conducted with the Board during 2023, run by Andrew Hollo from Workwell Consulting. Workshop documentation indicates the Board engaged in discussions about the drivers of discrimination, sexual harassment, bullying and victimisation identified in the Commission’s Phase 1 Report, including how the drivers have shaped workforce equality experiences at Ambulance Victoria.
Ambulance Victoria’s Board told the Commission it had participated in reflective practice workshops and in the development of the reflective practice framework. This framework has been shared with the Executive and will be shared with managers. Outcomes from this workshop influenced the development of the values and Safe Fair Inclusive Your AV Roadmap 2022–2027.
Throughout the Progress Evaluation Audit, the Commission heard from many parts of Ambulance Victoria’s leadership that the organisation has been establishing the foundation for change and therefore most of the work done so far to improve workplace safety and equality may not be visible to the workforce. This approach has resulted in a lack of workforce trust that the reforms will be implemented. Workforce survey results show:
11% of respondents agreed that senior leaders are taking action to reduce unlawful/harmful conduct.
11% of respondents trusted that Ambulance Victoria will implement all recommendations.
59% of respondents said that they have seen either no change or negative change since July 2022.
This is an indication that either outcomes from the Board’s reflective practice are not being communicated to the workforce or the Board’s reflective practice is failing to identify the drivers of discrimination, sexual harassment, bullying and victimisation.
The Commission found this recommendation to be implemented as the activities required by the recommendation have been delivered.
The Board’s ongoing reflective practice, which thoroughly examines the drivers of discrimination, sexual harassment, bullying and victimisation at Ambulance Victoria, is instrumental in Harnessing workforce commitment. By fostering accountability and a commitment to a safe and inclusive workplace, these efforts help to ensure that all employees feel valued and empowered to contribute fully to the reforms.
This recommendation should be embedded by ensuring the Board’s reflective practice continues to consider the drivers of discrimination, sexual harassment, bullying and victimisation at Ambulance Victoria. Experiences of these behaviours are ongoing and should be addressed as a priority as part of the Reform Barrier: Investment in an identified paramedic archetype.
Board reflective practice should consider how these drivers of unlawful behaviour influence reform implementation, continuous improvement and other interdependent aspects of organisational performance. See Reform Barrier: A focus on compliance over intent in change management.
Clearly communicating to the workforce on the outcomes of the Board’s reflective practices will also help to build workforce trust in the Board’s commitment to reforms. See Reform Enabler: Enhancing communication.
