Growing our diversity: connecting in our uniqueness - NSW POLICE FORCE INCLUSION & DIVERSITY STRATEGY 2020-2023 THE PLAN TO MAKE IT A REALITY.
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NSW POLICE FORCE INCLUSION & DIVERSITY STRATEGY 2020-2023 Growing our diversity: connecting in our uniqueness. THE PLAN TO MAKE IT A REALITY.
2 NSW POLICE FORCE INCLUSION & DIVERSITY STRATEGY 2020-2023 An inclusive and progressive organisation that reflects, respects and values the diversity of all our people. Acknowledgment of traditional owners The New South Wales Police Force pay our respects to the traditional owners of the lands on which we live and work and pay respects to the Elders both past and present. In this document The Term ‘Aboriginal’ is intended inclusively, to refer to both Aboriginal and Torres Strait Islander peoples of Australia. We recognise that people of Torres Strait Islander origin may not also be of Aboriginal descent. We respectfully acknowledge Torres Strait Islanders as Australia’s First Peoples. We acknowledge their separate culture, belief systems and identities.
3 NSW POLICE FORCE INCLUSION & DIVERSITY STRATEGY 2020-2023 Contents. Executive sponsorship. 4 Why this matters. 6 We’ve made progress but there’s still a lot to do. 8 Our culture must align with the community we serve. 10 How we are doing it. 12 We’re focused on getting results where it matters most. 14 Workforce. 15 Workplace. 16 Leadership. 17 Our priorities in action. 18
4
NSW POLICE FORCE
INCLUSION & DIVERSITY STRATEGY 2020-2023
Capitalising diversity
to embed inclusion,
belonging and connection.
MESSAGE FROM THE COMMISSIONER
As our society changes and broadens it is important that we continue to build a high
performing workforce that is representative of the NSW community. At the NSW Police Force,
we are committed to creating an environment where:
• All employees feel valued, respected and supported;
• PRIDE in policing is developed irrelevant of an employees race, ethnicity, gender, age,
sexual orientation, religion, disability or any other unique attribute;
• Everyone is able to bring their authentic self to work each day and can contribute to their
personal best in every encounter; and
• Our leaders build agile workplaces to drive innovation and increase organisational
performance.
As an organisation, we will promote and capitalise on workforce diversity. We will be
deliberate in our approaches to embed a diverse workplace where people of all walks of life
can build a rewarding career and achieve their full potential. Creating and maintaining a
culture of inclusion is the responsibility of all of us.
I am committed to working with you in bringing this strategy to life.
M J Fuller APM
Commissioner of Police
The Inclusion & Diversity Strategy is
a critical part of the HR Commands
strategic agenda towards
developing a high performing
NSW Police Force. Along with
four other interrelated strategies
the initiatives presented in this
document outline how we will
continue to embed inclusion,
belonging and connection for our
diverse workforce.
5
NSW POLICE FORCE
INCLUSION & DIVERSITY STRATEGY 2020-2023
MESSAGE FROM ASSISTANT COMMISSIONER,
HUMAN RESOURCES
The NSW Police Force is a proud organisation with over 158 years of tradition and culture.
The state of NSW is populous and diverse in nature which provides an opportunity for the
NSW Police Force to increase talent, drive innovation and promote diversity of thought.
As a large organisation we are continually seeking contemporary approaches and finding
solutions to some of the toughest challenges in policing in NSW. As Commander, Human
Resources it is my responsibility to support commands by creating a diverse workforce and
an inclusive workplace, where individual differences are valued and respected, and where
everyone feels a sense of belonging and connection.
The NSW Police Force aspires to be an employer of choice by leveraging diversity and
inclusion to empower our people, deliver a quality service to the communities we serve,
and make a meaningful difference in our own workplaces. This strategy, while providing an
overall roadmap for inclusion and diversity in the workplace, may also be influenced by other
internal and external factors such as:
• NSW Government Premier’s Priorities; and
• NSW Police Force HR Strategies, such as the Culture Strategy, Talent Strategy, Aboriginal
Employment & Engagement Strategy and Strategic Workforce Plan.
I look forward to my Command working with the Inclusion & Diversity Council to progress
this strategy and underpinning Action Plans. Outcomes of these actions will be evaluated
and reported to the Council on a quarterly basis.
Leanne McCusker APM
Assistant Commissioner, Human Resources
Culture
Strategy
Talent
Strategy
NSWPF A high Prevent
Statement
Inclusion & performing
Diversity Disrupt
of Strategic NSWPF Respond
Intent Strategy
Aboriginal
Employment &
Engagement
Strategy
Strategic
Workforce
Plan
Transforming people and culture.
6
NSW POLICE FORCE
INCLUSION & DIVERSITY STRATEGY 2020-2023
Why this matters.
In today’s complex environment, We’ll notice this in three ways:
1
organisations that value and
When we reflect the diversity of the community we serve, we’re more
promote diversity and inclusion
aligned with their needs, and this enhances effectiveness.
are more successful in achieving
their objectives.*
When we all work together to make
2
Valuing differences can drive innovation and promote diversity of
thought and help us deliver contemporary, innovative solutions.
this strategy a reality it will help us
find solutions to some of the toughest
challenges in policing in NSW.
3
Inclusive workplace cultures provide better experiences for people and
lead to high-performing teams.
This strategy is forward-thinking Inclusion and diversity will
because it goes beyond the build and strengthen our future
traditional principles of diversity. capability.
As a proud organisation with over Belonging and connection are
158 years of tradition and culture, what makes a culture of innovation,
the NSWPF has both experienced participation, creativity and
and proactively responded as society collaboration a reality.
changes and evolves. The diversity of
our workforce – incorporating both This collaboration drives a high
police and administrative employees performing NSWPF to Prevent,
– enables proactive policing Disrupt, and Respond to the
partnerships in local communities. needs of the community.
In the NSWPF we acknowledge the
value of diversity, and why it matters.
We know that we must go further
and continue to build a culture that
is inclusive – where all people feel a
sense of belonging and connection.
“As a young officer I was fortunate to be able to participate in the commands
leadership program to influence up and acquire new skills and tools to be a future
leader within the NSWPF.” NSWPF employee.
*D
elivering through diversity, McKinsey & Company, 2018. Why Diversity and Inclusion Has Become a Business Priority,
Bersin by Deloitte, 2015.
7
NSW POLICE FORCE
INCLUSION & DIVERSITY STRATEGY 2020-2023
DIVERSITY INCLUSION BELONGING &
Recognising all the differences Actively bringing together and
CONNECTION
between our people and how they benefiting from the perspectives of Bringing your authentic self to work
identify. our diverse workforce. We value and through the commitment to building
respect what makes you unique. a safe environment of belonging
& connection, where the richness
of your unique differences creates
organisational value.
Why DIVERSITY? Why INCLUSION? Why BELONGING AND
CONNECTION?
Diversity is about our individual Inclusion is capitalising on diversity
differences and acknowledging the to create a working environment The sense of belonging and
unique blend of knowledge, skills where everyone feels valued, connection is fundamental to us
and perspectives people bring to the respected and empowered. all. In the workplace it means that
workplace. It is central to innovation everyone can bring their full self
because it brings out new ways of Everyone has an important role and
to work, and not feel like they’re
doing things, helps us align with the is encouraged to participate and
a different person than they are
diverse community we serve, and contribute their talents, perspectives,
at home.
enhances the effectiveness of our and diversity of thought to drive high
engagement with our people, teams performing teams and increasing This collective feeling of being
and leaders. innovation. able to express opinions and ideas
without judgement creates trust
In addition to characteristics such as and mutual respect – which leads
cultural background and ethnicity, to more open communication,
age, gender, gender identity, engagement and collaboration.
disability, sexual orientation,
religious beliefs, language and
education, diversity also includes
characteristics such as professional
skills, working style, location, and
life experiences.
Benefits We will see many benefits through the life of this strategy in our Workforce, Workplace, and in our Leadership.
W Workforce W Workplace L Leadership
Improves performance, productivity Supports a sense of belonging and Develops capable and resilient
and efficiency. connection. people.
Drives innovation and creativity. Employees feel valued, supported Enhances leadership to positively
and respected. influence organisational cultural
Builds effective systems to support
change.
decision-making. Creates higher levels of commitment
and satisfaction.
8
NSW POLICE FORCE
INCLUSION & DIVERSITY STRATEGY 2020-2023
We’ve made progress,
but there’s still
a lot to do.
In the past 10 years the NSW Police Gender representation in the NSWPF.
Force has made significant progress
towards workforce diversity. 72.1% men who 27.9% women
are officers in who are officers
The data highlighted below shows the NSWPF in the NSWPF
a positive increase in the diverse
make-up of our employees. However 32.9% men 67.1% women
there is more we can do to build a working in admin working in admin
workforce that represents and reflects in the NSWPF in the NSWPF
the diversity of the community we
serve. This strategy is a key indicator
64.6% men in 35.4% women in
of our organisational commitment to total represented total represented
diversity in our workforce. in the NSWPF in the NSWPF
16.4
Senior Police Officers are
%
3.1
Aboriginal and Torres Strait
%
11.6
Culturally & Linguistically
%
women. Islander representation. Diverse.
Currently women represent Aboriginal representation is Our organisation is rich in
16.4% of commissioned officer currently 3.1% of our total cultural diversity. 11.6% of
positions and while we have workforce. We continue our workforce identify as
made progress in the last to cultivate a culture that culturally and linguistically
10 years, the advancement recognises and celebrates diverse. This gives us a unique
of women into leadership Aboriginal and Torres Strait opportunity to benefit from
roles remains a priority for Islander participation and diversity of thought and create
our organisation. Through contribution in the NSW Police high levels of participation
increasing gender representation Force. We know that the and engagement within the
in leadership roles, we will representation of Aboriginal workplace. Through increasing
see higher levels of collective peoples in our workforce is CALD representation we
leadership and decision making essential to strengthening will continue to reflect the
across all areas. connections within our community we serve.
communities in NSW.
Note: The NSW Police Force Snapshot data is representative of our workforce profile at 30 June 2020. This aligns with corporate data reporting standards. This may mean that data is not
representative of the workforce at date of publication and annual review. Senior Leadership roles are defined as Inspector and above.
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NSW POLICE FORCE
INCLUSION & DIVERSITY STRATEGY 2020-2023
“Diversity is having a seat at the table, inclusion is having a voice at the table,
and belonging is having that voice be heard”
Lizz Fosslien.
LGBTIQ *
0.6 % Disability &
Accessibility 7.1 % 25 years
or under
37.2 %
We are committed to building a While the inherent requirements
workforce that is inclusive where of a police officer may create 45 years
employees are empowered challenges for people with or over
with a sense of belonging and disability, increasing the
Multi-Generational employees.
connection. Our engagement representation of people with
of employees across the state disability in our workforce Currently we have five
in the NSWPF GLLO network is continues to be a priority, given generations working in the
evidence of our commitment. the diversity in roles available NSWPF, with the largest
Our culture of inclusion ensures for both police officers and representation between the
LGBTIQ employees can bring administrative employees. ages of 35-39. With 37.2% of
their authentic self to work. Currently 0.6% of employees our workforce 45 years of age
identify as having disability. or over, we seek to harness the
Currently our data does not Accessibility in our organisation skills and knowledge of our most
capture identification of LGBTIQ is about fostering a workplace experienced employees to drive
employees. We are seeking to where everyone can participate an environment of collaboration
enhance the capability of our and contribute fully without and innovation.
internal systems to address this. barriers.
* Lesbian, Gay , Bisexual, Transgender, Intersex, Queer/Questioning (LGBTIQ).
10
NSW POLICE FORCE
INCLUSION & DIVERSITY STRATEGY 2020-2023
Our culture must align
with the community
we serve.
le
The NSW Police Force Inclusion
& Diversity Strategy is for all
rc
employees. It will focus
n Ci
is o
on the groups called out
in The Inclusion Circle,
(shown right) as we Gender Equality
lu
recognise they often
nc
face additional
eI
challenges and
Th
barriers to
success.
LGBTIQ
Aboriginal & Torres
Strait Islander
Culturally &
Linguistically Disability &
Diverse Accessibility
Multi-generational
(Age Diversity)
At the same time, we
recognise that people may
identify with more than one
social identity across a range of
diversity groups.11
NSW POLICE FORCE
INCLUSION & DIVERSITY STRATEGY 2020-2023
As an organisation we are here to serve the community and do so with In both the NSW Police Force
a quality service that’s effective now and in the future. In NSW our and NSW Public Sector, there are
community is diverse and includes people of varying social identities, and additional supporting strategies and
so it makes sense that this diversity is also reflected in our workforce. This plans that work together with this
strategy of inclusion and diversity will make a meaningful difference in strategy. These are highlighted in
our workplace, to our people, and to the community we serve. the NSW Police Force Inclusion and
Diversity Framework, which is on
page 12.
If you are interested in further detail
or information, please contact
#HRDIVERSITY
W
Workforce
W
Workplace
L
Leadership
Attract, recruit, develop, Build an inclusive workplace Cultivate and role model
promote and retain culture where our people inclusive leadership
a workforce that is feel a sense of belonging principles.
representative of the and connection.
NSW community.
“Strength lies in differences not in similarities.”
Stephen R. Covey.
“We are humans. This is just a uniform. I’m still someone outside of work, and still a
gay male. But that’s a small part, there’s more to me, but it’s a strong thing to me as
well. Seeing that, being a part of an organisation that does support our community
is a really good thing.” NSWPF employee.12
NSW POLICE FORCE
INCLUSION & DIVERSITY STRATEGY 2020-2023
How we are doing it.
Our Inclusion & Diversity Framework.
Employee
Networks
Inclusion
& Diversity
Council
W
Inclusion
& Diversity
Centre of
Excellence
Workforce
Commissioner’s
Executive Team W
Workplace
NSW
Police Force
Priorities
L
Leadership
Government
Priorities External
Influences13
NSW POLICE FORCE
INCLUSION & DIVERSITY STRATEGY 2020-2023
It all fits together to drive deliberate change.
This diagram is the NSW Police The strategy is aligned to the inclusive WORKPLACE, and cultivate
Force Inclusion & Diversity NSWPF key objectives to PREVENT, principles of inclusive LEADERSHIP.
Framework. It shows how the DISRUPT and RESPOND, and will
critical elements of our strategy drive organisational outcomes and Further, the diversity and inclusion
come together in a purposeful way benefits aimed to increase diversity priorities set by the NSW Government
to deliver results that matter. in our WORKFORCE, build an have been considered in the
development of this strategy.
Prevent
Disrupt
Respond DIVERSITY
INCLUSION
BELONGING & CONNECTION
NSW POLICE FORCE
INCLUSION & DIVERSITY STRATEGY
2020-2023
Growing our diversity:
connecting in our
uniqueness.
THE PLAN TO MAKE IT A REALITY.
Progress and Governance – a connected responsibility.
The Commissioner is the
Sponsor of the NSWPF
Commissioner’s
Executive Team
Inclusion & Diversity
Council.
The Inclusion & Diversity Inclusion
The Inclusion & Diversity Employee networks
Inclusion
Council is responsible for
& Diversity
Council Centre ofCentre of Excellence is
& Diversity
Excellence
Employee
Networks will have the opportunity
driving the direction of the responsible for to provide input on new
strategy, identifying and addressing implementing and reporting on the initiatives and programs to drive
barriers, monitoring progress strategy. Annual progress reports will continuous improvement for
and will meet quarterly. be made available on the intranet. diversity and inclusion.14
NSW POLICE FORCE
INCLUSION & DIVERSITY STRATEGY 2020-2023
We’re focused on
getting results where
it matters most.
Our objectives are the catalyst for each aspect of the strategy. These organisation with a culture of
an inclusive & diverse culture at actions focus on the three key areas inclusion & diversity, that we can
NSWPF. where there will be definite and all be proud of.
measurable benefits – Workforce,
Actions speak louder Workplace and Leadership; and are
than words. the catalyst to achieving the results
we want to see.
Our commitment to this
important strategy is clear – to We can all look forward to and
build an inclusive and progressive participate in new ways of thinking These actions have
organisation that reflects, respects and working. These will make a
and values the diversity of all of tangible difference to all our people
been developed to
our people. There are detailed as we act on our commitment benefit all employees
and specific action plans for to becoming a high-performing and the organisation.15
NSW POLICE FORCE
INCLUSION & DIVERSITY STRATEGY 2020-2023
W Workforce
Workforce
Attract, recruit, develop, promote and retain a workforce
that is representative of the NSW community.
What we’ll do How we’ll do it How we’ll know
• Develop tailored inclusive
• Attract and recruit diverse recruitment collateral for • Increased diversity of
candidates to work with promoting, advertising and candidates applying to work
the NSWPF. hiring diverse talent including with the NSWPF.
women.
• Introduce best practice
approaches to sourcing and • Increase of diverse
• Increase representation
recruitment solutions for candidates entering the
of diversity in
administrative positions NSWPF through alternative
administrative roles.
including a Disability Graduate career pathways.
Program.
• Develop and implement
• Address unconscious unconscious bias tools and • Fair and consistent
bias in the recruitment, resources and address potential recruitment, promotion
promotions and retention blind spots for police officer and and retention practices are
processes. administrative employee hiring adopted.
managers.
• Monitor potential trends and
• Implement a new
remove barriers within the
promotions system • Increase of diversity in
promotions process to ensure
incorporating the principles leadership roles.
that decision making is aligned
of inclusiveness.
to the capability framework.
• Develop leadership
• Co-develop targeted mentoring
capabilities of high • Strengthened diversity in the
and leadership programs for
performing diverse talent pipeline.
identified diversity groups.
employees.
For specific actions relating to the recruitment, retention and development of Aboriginal people refer to the Aboriginal Employment & Engagement Strategy 2020-2023.16
NSW POLICE FORCE
INCLUSION & DIVERSITY STRATEGY 2020-2023
W Workplace
Workplace
Build an inclusive workplace culture where
our people feel a sense of belonging and
connection.
What we’ll do How we’ll do it How we’ll know
• Develop a contemporary
• Revamp and launch
framework and launch employee • Employees are engaged and
internal employee
networks for all diversity contributing in networks.
networks.
portfolios.
• Co-develop employee and
leadership conscious inclusion • Workplace culture metrics
• Continue to build a
initiatives within teams and and employee stories of
workplace culture of
commands such as the NSWPF belonging and connection
belonging and connection.
Values Charter and Employee are promoted and shared.
Diversity Storyboarding.
• Explore and implement new
• Employees and leaders are
ways of building employee
• Recognise and celebrate participating in corporate
engagement in diversity related
diversity in the workplace. and local diversity related
events and activities, including
events.
‘Day of Inclusion’.
• Partner with diverse-friendly
• Implement programs and • Results of benchmarking
organisations to benchmark
benchmarking to drive best drive future strategies and
and identify trends in diversity,
practice for inclusiveness. actions.
enhancing decision making.
• Implement a regular
• Increased visibility of
• Promote the voice of communications channel to
inclusion and diversity to
inclusion and diversity in promote best practice and shared
foster a sense of belonging
the organisation. experiences for all diversity
in the workplace.
groups.
For specific actions relating workplace initiatives for Aboriginal people refer to the Aboriginal Employment & Engagement Strategy 2020-2023.17
NSW POLICE FORCE
INCLUSION & DIVERSITY STRATEGY 2020-2023
L Leadership
Leadership
Cultivate and role model inclusive
leadership principles.
What we’ll do How we’ll do it How we’ll know
• Participation of leadership in • Visible engagement of the
• Drive organisational step consolidating data, trends and Executive and Inclusion &
change for inclusion and insights to inform decision Diversity Council members
diversity in the NSWPF. making for future approaches reflected in decision making
to inclusion and diversity. for future strategies.
• Implement and partner on
• Leaders actively engage
• Engage leaders in inclusion corporate and local initiatives
and contribute to developing
and diversity initiatives and such as sponsorship, mentoring
an annual diversity
programs. and the Male Champions of
participation plan.
Change.
• Co-develop and incorporate
Inclusive Leadership principles
• Inclusive Leadership
• Strengthen inclusive in the NSWPF leadership model
principles and practices
leadership and mindset. to recognise and value diversity,
are adopted.
and embrace workplace
connectedness.
• Workplace culture metrics
• Role model respectful • Promote the Respectful
demonstrate employee
and inclusive behaviours Workforce Behaviours Campaign
engagement and team
and values. and NSWPF Values Charter.
inclusivity.
For specific actions relating to innovative approaches to inclusive leadership for Aboriginal people refer to the Aboriginal Employment & Engagement Strategy 2020-202318
NSW POLICE FORCE
INCLUSION & DIVERSITY STRATEGY 2020-2023
Our priorities
in action.
We’ll commit to what matters, innovate and collaborate, we’ll These programs and initiatives may
prioritise our actions and maintain achieve a culture of inclusion that is be continuous year on year.
our focus on the important benefits meaningful and rewarding for us all,
of an inclusive and diverse culture. and enhances the effectiveness of The key priorities are highlighted in
our work with the community. the timeline below. It is important
This strategy gives us all the to note that this is a live strategy
opportunity to set a new pathway This is a four-year strategy which will and may be impacted by emerging
for our organisation, increasing be reviewed in 2023. Over the lifecycle NSWPF and government priorities.
diversity in our leadership and of this strategy there are a number of
teams and becoming more aligned ambitious programs and initiatives
to the communities we serve. As that will aim to transform our
we act with purpose, continually workforce, workplace and leadership.
STRATEGY TIMELINE
July 2020 July 2021
Launch the Inclusion & Diversity Continue roll out of Deliver inaugural ‘Day of
W Strategy. W employee networks for each W Inclusion’ event.
diversity portfolio.
Facilitate unconscious bias Pilot a graduate program for
W training for hiring managers and Release sponsorship W multi-generational people.
promotions panels. L guidelines to employees.
Launch the Respectful
Commence establishment of Re-launch the MyMentor L Workplace Behaviours
W employee networks. W program. Campaign and NSWPF
Implement inclusive language Values Charter.
W guidelines. Implement and promote
W the conscious inclusion
Develop framework for campaign, including
L sponsorship program. employee participation
in the diversity census.
Develop framework and
W implement pilot graduate program Develop framework for
W women’s leadership
for people with disability.
program.
Develop inclusive recruitment
W collateral.
Implement the new promotions
W process*. * Pending legislative amendments.19
NSW POLICE FORCE
INCLUSION & DIVERSITY STRATEGY 2020-2023
WHAT THIS MEANS FOR ALL OF US.
As individuals, teams and leaders, we’re all accountable and involved in the NSWPF culture. We understand
and value the benefits of working in a progressive, high performing organisation that is committed to diversity
and a culture of inclusion.
What we’ll notice as an What we’ll notice as a team: What we’ll notice as leaders:
individual:
A progressive culture that fosters Increased diversity of thought and
A stronger sense of belonging and the values and behaviour of innovation.
connection. inclusion.
Tangible, supportive workplaces
Greater commitment and Initiatives and programs that to ensure individuals and teams
satisfaction. raise awareness and celebrate our reach their full potential.
diversity.
The confidence to bring your Demonstrating commitment
authentic self to work. Advocates actively working to through role modeling flexibility
ensure our commitments are at all ranks/grades.
sustainable.
July 2022 July 2023
Launch the Women’s Leadership Embed graduate programs for
W Program. W people with disability and multi-
generational people.
Participate in benchmarking
W platforms for inclusion and Review employee network charter
diversity.
W and executive nominations.
Implement inclusive leadership Implement Executive Development
L training. W Program for Women in consultation
with Chief Executive Women.
Implement and promote
L storyboard for role modelling Conduct evaluation of the Inclusion
inclusive leadership. W & Diversity Strategy 2020-2023.
“My Superintendent developed a retirement pathway program where I had the option
to work reduced hours, job share or work part time as I transitioned into retirement.”
NSWPF employee.INCLUSION SUPPORT IS READILY AVAILABLE
Inclusion & Diversity Team #HRDIVERSITY
Specialist advice and guidance on Inclusion & Diversity in the workplace.
Inclusion & Diversity Council #IDC
Strategic direction for Inclusion & Diversity at NSWPF; lead and support employee
networks.
Aboriginal Employment & Engagement Team #HRABORIGINAL
The recruitment, retention and career development opportunities of Aboriginal
employees.
Respectful Workplace #HRRESPECT
Advice, support and training on respectful workplace expectations and behaviours.
Peer Support Officer #PSO
Informal and confidential advice and assistance from fellow NSWPF employees.
Provided through listening, understanding and appropriate referrals.
Employee Assistance Program 24 hour, toll free number: 1300 667 197
Professional counselling for all NSWPF employees and their immediate families.
DOCUMENT CONTROL
Title: NSW Police Force Inclusion & Diversity Strategy
2020-2023
Subject: Inclusion & Diversity
Command responsible: Inclusion & Diversity –
NSW POLICE FORCE Workplace Effectiveness & Culture – Human Resources
INCLUSION & DIVERSITY STRATEGY Authorisation: Commissioner of Police
2020-2023 Security Classification / Protective Markings:
For Official Use Only
Publication date: September 2020
Current version number: V1
FURTHER INFORMATION Review date: September 2023
Document number: D2020/469129
Workplace Effectiveness & Culture, HR Command
ISBN: 978-1-921309-24-3
Curtis Cheng Centre Police Headquarters
1 Charles Street, Parramatta NSW 2150 Copyright statement: Copyright of this document is
vested in the Commissioner of Police. © 2020
For feedback on the Strategy:
E: HRDiversity@police.nsw.gov.au Suitable for Public Disclosure: YESYou can also read
