Overview
Measures under Goal 17 have improved
Programs to make the justice system more culturally safe have improved. More police than ever are receiving cultural awareness training and more First Peoples’ staff are employed with government in the justice system.
Closing the Gap – Relevant Outcomes and Targets for Goal 17
The National Agreement does not contain outcomes and targets that align with this VAAF goal. Victoria is pursuing more ambitious and comprehensive goals under the VAAF, which are reported on in this chapter and the Data Dashboard.
Closing the Gap - How Victoria is tracking nationally
Not applicable.
Data Note
The following measures relies on datasets that are infrequently collected. No new data was available at the time of reporting.
- Measure 17.1.2: Proportion of Aboriginal Victorians who feel safe/very safe walking alone at night in local area in the last 12 months
- Measure 17.1.3. Proportion of Aboriginal Victorians who reported being a victim of physical or threatened violence in the last 12 months
Historical data for these measures is available on the First Peoples – State Relations website
17.1 Increase community safety and trust in police and the justice system
Measure 17.1.1 Proportion of police officers who have received Aboriginal cultural awareness training
In 2023-24, the number of police officers that had received Aboriginal cultural awareness training grew to 7,016 from 6,205 in 2022-23. As of 30 June 2024, 87.5 per cent of all current Victorian Police Officers have received cultural awareness training. The past two years of reporting on this measure have shown a large increase in rates of training, to assist member understanding of the history and culture of Aboriginal Victorians and strengthen their ability to provide culturally appropriate services. Four times the number of police officers received training in 2023-24 compared to 2021-22. Victoria Police has achieved an acquittal rate of 85 per cent of the designated cohorts for Aboriginal Cultural Awareness Training, which is the acquittal rate generally used by the organisation for training requirements.
During the Yoorrook Justice Commission’s criminal justice system hearings, evidence from Aboriginal Victorians told of encounters with the police involving racism, unconscious bias, and unequal application of discretionary powers, including use of force. In its report, Yoorrook with Purpose, the Yoorrook Justice Commission recommended that government must significantly upscale the capability, competence, and support in relation to human rights, including Aboriginal cultural rights, of all people appointed to work or working in Victoria Police among other areas. The Victorian Government supports the recommendations in principle. In May 2024, the Victoria Police Commissioner committed in his Statement of Commitment to the Yoorrook Justice Commission to ensuring that all Police, Protective Service Officers, Policy Custody Officers, and Victoria Police public servants complete Aboriginal cultural awareness training.
Measure 17.1.4 Number and proportion of Aboriginal people employed across the justice system
In 2023-24, there were 461 Aboriginal staff employed in the Victorian justice system. This increased from 400 employees the previous year. Over the same period, the proportion of Aboriginal staff at the Department of Justice and Community Safety increased to 2.2 per cent of all staff. The proportion of Aboriginal staff at Court Services Victoria remained steady at 2.5 per cent. The proportion of Aboriginal staff at Victoria Police also remained steady at 0.7 per cent. The Victoria Police Aboriginal Inclusion Strategy and Action Plan 2023-2025 supports strengthening partnerships, supporting self-determination, and continues to remove barriers to a safe and inclusive workplace for First Peoples. Cultural reform of the justice system is imperative to improving outcomes for First Peoples.
Department of Justice and Community Safety’s Aboriginal Workforce Strategy 2024-2027
Self-determination Enabler 4. Transfer power and resources to communities
In October 2024, the Department of Justice and Community Safety (DJCS) launched its Aboriginal Workforce Strategy 2024-2027 (the Strategy). The Strategy is part of an integrated approach to enhance the Department’s cultural capability, support its Aboriginal workforce and benefit Aboriginal communities through improved policy making, well informed program design, implementation and evaluation. The Strategy addresses key actions from the Aboriginal Justice Agreement: Phase 4 and the Review of the Adult Custodial Corrections System – Safer Prisons, Safer People, Safer Communities.
The Strategy is comprised of 3 key pillars that focus on attracting and retaining Aboriginal talent, creating culturally safe and supportive workplaces and creating employment pathways and building stronger careers. Key initiatives of the Strategy include: an annual scholarship for an Aboriginal staff member with executive aspirations to complete an ANZSOG Executive Master of Public Administration; connection and cultural engagement opportunities for DJCS Aboriginal staff including an annual Statewide Aboriginal Staff Network Conference; and a range of targeted career development opportunities for Aboriginal staff.
The department’s Aboriginal workforce has grown from 211 in August 2024 to 224 in April 2025, this represents a growth of 6.16% in less than 12 months.
DJCS’s Aboriginal Workforce Unit (AWU) developed the strategy and its initiatives in consultation with the Aboriginal Workforce Strategy Consultative Committee, made up of Aboriginal VPS staff, over eight weeks. Consultation with the Aboriginal workforce was crucial to ensure the Strategy is fit‑for‑purpose and meets the unique needs of the Aboriginal workforce within DJCS.
Certain areas of DJCS, such as within Corrections, require their own specific strategy to be developed that complement the existing strategy. An example of this is the Aboriginal Wellbeing Officer Recruitment and Retention Strategy.
Aboriginal Cultural Liaison Officers: Statement of Commitment Actions 31 and 32
Self-determination Enabler 3. Address racism and promote cultural safety
Aboriginal Community Liaison Officers (ACLOs) are VPS employees attached to Police Service Areas who perform liaison roles to foster trust, understanding and partnerships between Victoria Police and the Aboriginal Community.
In alignment with the Statement of Commitment, Victoria Police undertook actions to enhance the ACLO role. These include Action 31: Increase the number of ACLO positions across the state, and support areas that have a demonstrated need for an ACLO. To do so, two additional ACLO positions were created in Horsham and the City of Yarra.
As of December 2024, there were 17 ACLO positions across both regional and metropolitan areas in Victoria.
Additionally, to acquit the Statement of Commitment Action 32: Finalise the level of the position to reflect the importance and the expanded responsibilities of the role, Victoria Police ensured ACLO positions have been reclassified from a VPS-3 to a VPS-4 level. This action was undertaken following an independent review with both internal and external consultation. Notably, community consultation on this change occurred with the Aboriginal Justice Forum and the Aboriginal Portfolio Reference Group.
The following benefits are being delivered as a result of this change:
- Appropriate remuneration reflecting the importance and responsibilities of the role
- Greater applicant pool due to higher classification of the position
- Retention of the ACLO workforce.
Victoria Police Aboriginal Service Medal (VPASM)
Victoria Police recently introduced the Aboriginal Service Medal (VPASM) to recognise the dedication and contribution of Aboriginal employees for sustained or significant service.
The introduction of the VPASM is part of a wider effort to acknowledge the unique duality embodied by these employees who honour their heritage while serving within Victoria Police.
The medal’s design process was led by the Dunguludja Yapaneyput Aboriginal Employee Network Council (DYAENC) with input from the Victorian Aboriginal Justice Caucus and staff from Melbourne Museum’s First Peoples, incorporating elements that symbolise the rich cultures of First Peoples and the values of Victoria Police.
The first 26 medals were presented by Shane Patton APM, Chief Commissioner of Victoria Police at an awards ceremony at the Victoria Police Academy on 16 October 2024.
Marra Yattakunar Pathway for Aboriginal Victims of Crime
The development of an Aboriginal Support Pathway for First Peoples victims of crime is a key focus of the Financial Assistance Scheme (FAS). The Marra Yattakunar Pathway comprises of a dedicated phone line and assessment stream that is accessible by First Peoples who wish to apply for financial assistance. The Pathway is supported by staff in designated and prioritised positions across our Intake and Triage, and Assessment and Recognition functions.
Consultation with First Peoples victims of violent crime will ensure the implementation of a pathway is designed to fulfil their sensitive and complex needs.
FAS was launched on 18 November 2024 and Marra Yattakunar pathway has been well utilised by stakeholders. Positive feedback has been received to date about the engagement and response.
Justice and Safety
Systemic and structural barriers that Aboriginal Victorians experience, such as racism and social and economic disadvantage, can lead to over-representation in the justice system.
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