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Public sector values and employment principles
The Public Administration Act 2004 established the Victorian Public Sector Commission (VPSC). The VPSC’s role is to strengthen public sector efficiency, effectiveness and capability, and advocate for public sector professionalism and integrity. Respect Victoria maintains policies and practices that are consistent with the VPSC’s employment standards and provide for fair treatment, career opportunities and the early resolution of workplace issues.
Respect Victoria advised its employees on how to avoid conflicts of interest, how to respond to offers of gifts and how it deals with misconduct. All director appointments in Respect Victoria are only finalised once the appropriate Conflict of Interest and Private Interest declarations have been completed.
Employment and conduct principles
Respect Victoria is an equal opportunities employer and is governed by the relevant legislation including the Equal Opportunities Act 2010, Human Rights legislation, the Gender Equality Act 2020, and Fair Work Act 2009. Respect Victoria is linked with the Gender Equality Action Plan and the Diversity and Inclusion framework developed by DFFH. Respect Victoria abides by the principles of merit and equity in selection and recruitment of staff. Employees have been correctly classified in workforce data collections.
Our people
In 2025-26 Respect Victoria focused on attracting and retaining a highly capable, diverse and specialist workforce, aligned to our organisation’s purpose, and led by performance-oriented leaders.
During the year, we continued to deliver a variety of targeted people initiatives to support growth of our organisational culture and capability. We invested in people development through psychological first aid training, leadership development, attendance at key sector conferences, and employee-organised “brown bag” sessions on a range of topics. Continuing Respect Victoria’s commitment to creating a safe and inclusive environment, all employees had the opportunity to participate in a variety of diversity and inclusion training, along with activities for NAIDOC Week, RUOK Day, 16 Days of Activism Against Gender Based Violence, Midsumma Carnival, International Women’s Day, and National Reconciliation Week. As part of our commitment to reconciliation, we continued progress on embedding our Innovate Reconciliation Action Plan. In 2026-27, the organisation will focus on refreshing and embedding its People Plan through targeted initiatives to build capability and culture
Workforce data
The following table discloses the headcount and full-time staff equivalent (FTE) of all active public service employees of Respect Victoria, employed in the last full pay period in June of the current reporting period (2026) and in the last full pay period in June of the previous reporting period (2025). .
| 2025-26 | 2024-25
| ||||
|---|---|---|---|---|---|
| Number (headcount) | FTE | Number (headcount) | FTE | ||
| Demographic data | Gender Women/Self Described Men Not disclosed Age 15-34 35-54 55+ |
8 |
7.7 | 31 4 1 8 20 8 | 29.7 4 1 7.4 19.4 7.9 |
| Classification data | VPS 1-6 grades Senior employees | 30 2 | 29.1 2 | 32 4 | 30.7 4 |
| Total Employees | 32 | 31.1 | 36 | 34.7 | |
Table 7: Details of employment levels in June 2026
Note 1: Payroll services are provided to Respect Victoria by DFFH.
The following table discloses the annualised total salary for Respect Victoria senior employees, employed in the last full pay period in June of the current reporting period (2026), categorised by classification. The salary amount is reported as the full-time annualised salary.
| Income Band (Salary) | Executives |
|---|---|
| $ 240,000 - $ 259,999 $ 360,000 - $ 379,999 | 1 1 |
| Total | 2 |
Table 8: Annualised total salary, by $20,000 bands, for executives and other senior non-executive staff.
Occupational Health and Safety
We are committed to ensuring all staff and other individuals in the workplace remain safe and healthy at work in accordance with the obligations under the Occupational Health and Safety (OH&S) Act 2004 and the Occupational Health and Safety Regulations 2007.
Incident management
During 2025-26 there were no notifiable incidents. Notifiable incidents are those which require the OH&S Officer to be informed. In the previous two reporting periods (2024-25 and 2023-24), there were two and zero notifiable incidents recorded, respectively.
There was one WorkCover Claim during the 2025-26 financial year. In the previous two reporting periods (2024-25 and 2023-24) there were no WorkCover claims recorded.