Overview
Measures under Goal 9 have varied in performance
In 2024, the proportion of Aboriginal people employed across the Victorian Public Service (VPS) at VPS 6 level and above was consistent with the proportion of the Aboriginal population in Victoria (1.1 per cent) and increased by 0.1 percentage points since 2023. The proportion of Aboriginal people employed across the VPS level 6 and above as a proportion of all Aboriginal VPS staff decreased from 18.3 per cent in 2023 to 13.7 per cent in 2024.
In 2024, the proportion of Aboriginal people on Victorian Government boards was more than double the proportion of the Aboriginal population in Victoria (2.6 per cent). This is an increase by 0.4 percentage points since 2023.
Progress against the number of jobseekers supported into work has decreased significantly. This may be partially influenced by a reduction in investments in employment services to pre-pandemic levels.
The Victorian Government has invested $8.6 million from the 2024-25 State Budget, on top of the initial $25 million funding envelope, to continue implementation of the Yuma Yirramboi Strategy (Invest in Tomorrow) – Victoria’s bold plan to address inequality and build Aboriginal economic parity within a generation.
Goal 9 directly aligns with the following Closing the Gap Outcome and Target
Outcome 8: Strong economic participation and development of Aboriginal and Torres Strait Islander people and communities.
- Target 8: By 2031, increase the proportion of Aboriginal and Torres Strait Islander people aged 25-64 who are employed to 62 per cent.
Closing the Gap - How Victoria is tracking nationally
Outcome 8: In 2021, 55.7 per cent of Aboriginal and Torres Strait Islander people aged 25–64 years were employed across Australia, compared to 62 per cent in Victoria. Nationally, based on progress from the baseline, the target shows good improvement and is on track to be met. In Victoria, there has been some improvement since 2016 (the baseline year).
Data Note
The following measures rely on datasets that are infrequently collected. No new data was available at the time of reporting.
- Measure 9.1.1 Employment to population ratio
- Measure 9.1.2a Proportion employed full-time
- Measure 9.1.2b Proportion employed part-time
- Measure 9.2.1 Workforce participation of women (as measured at 9.1.2)
- Measure 9.3.1a Workforce participation by age group
- Measure 9.3.1b Workforce participation by gender
- Measure 9.3.1c Workforce participation by disability status
- Measure 9.3.1d Workforce participation by regional status
- Measure 9.4.1a Employment by industry with analysis by growth industry
- Measure 9.4.1b Distribution of employment by sector and Aboriginal status
- Measure 9.4.1c Distribution of employment by industry and Aboriginal status
- Measure 9.4.1d Distribution of employment by occupation and Aboriginal status
Historical data for these measures is available on the First Peoples – State Relations website
9.1 Increase Aboriginal workforce participation
Measure 9.1.3 Aboriginal jobseekers supported into work
In 2024, 21 Aboriginal women and 72 Aboriginal men were supported into job placements. In 2023, 129 Aboriginal women and 185 Aboriginal men were supported. This is the second significant decrease in supported job placements since 2022. In 2024, 3 Aboriginal women and 25 Aboriginal men were supported to achieve 26-weeks of employment. Compared to 2023, this is a decrease by 72 Aboriginal women and 95 Aboriginal men.
Although investments in employment services have returned to pre-pandemic levels, the number of Aboriginal Victorians supported into job placements and supported to achieve 26-weeks of employment is the lowest recorded by the Report. The objectives of the Yuma Yirramboi Strategy are focused on addressing inequality and build Aboriginal economic parity within a generation. The Victorian Government has invested $8.6 million from the 2024-25 State Budget, on top of the initial $25 million funding envelope, to continue implementation of the Yuma Yirramboi Strategy.
Yuma Yirramboi Program
Self-determination Enabler 4. Transfer power and resources to communities
The Department of Jobs, Skills, Industry and Regions’ (DJSIR) Aboriginal Economic Development branch (AED) was allocated $25 million in funding over two years from 2022-2024 and an additional $8.6 million from the 2024-25 State Budget to support the implementation of the Yuma Yirramboi Strategy. The Yuma Yirramboi Program (the Program) was developed to deliver on DJSIR’s commitment to the Yuma Yirramboi Strategy that supports wealth creation and achieving economic parity for Aboriginal Victorians within a generation. The program is designed to achieve outcomes under the departmental strategy to support Aboriginal economic development, by providing a coordinated, consistent, and long-term approach to supporting Aboriginal Business growth and economic development in Victoria. The program delivers on the Victorian Government’s commitments to the National Agreement on Closing the Gap, self-determination and Treaty Readiness. Outcomes achieved include:
- Addressing the lack of capital investment available to Victorian Aboriginal business owners.
- Innovation grants to 10 Traditional Owner Corporations to realise goals for self-determination within economic development, business partnerships and corporate capability development.
- Grants to engage clients in training, pre-employment, upskilling, and mentoring supports to make them job ready, create employment pathways and help address the gap in job supports available to the Aboriginal community.
- Grants for regional ‘Aboriginal Economic Hubs’ for the Ballarat, Bendigo and Gippsland regions.
9.4 Increase Aboriginal leadership and representation across all sectors and levels
Measure 9.4.2 Aboriginal employees within the Victorian Public Service (VPS)
The proportion of Aboriginal employees in the VPS has increased by 0.1 percentage points in 2024, totalling to 1.3 per cent. This represents 760 Aboriginal employees. In the same year, 66.4 per cent of employees in the VPS chose not to respond to the question ‘Are you Aboriginal and/or Torres Strait Islander?’ or were not directly asked the question.
In 2025, the Victorian Public Sector Commission released the Barring Djinang First Peoples Workforce Development Framework which sets out the refreshed approach to improving First Peoples workforce outcomes under the previous Barring Djinang strategy. The previous Barring Djinang strategy adopted a target that by 2022, employment of Aboriginal people in the Victorian public sector will increase to 2 per cent of total employees. Victoria has not met this target, with the proportion growing by 0.2 percentage points since 2017.
Department of Energy, Environment and Climate Action’s First Peoples Women’s Forum
Self-determination Enabler 4. Transfer power and resources to communities
The second First Peoples Women’s Forum was attended by 21 women on Taungurung Country at Holmesglen, Eildon in September 2024, hosted by the Aboriginal Employment and Development team. The First Peoples Women’s Forum supports the career development and retention of DEECA’s Aboriginal and Torres Strait Islander female workforce. It aims to do so by creating a space for Aboriginal female staff to connect, share knowledge, experiences and learn new skills as well as build on career aspirations. Workshops were conducted by First Peoples women on: financial planning and literacy; weaving and yarning; an earth, mind, body, and spirit ‘Wuurkshop’; and a weaving radical self-care with First Nations wisdom workshop. The women enjoyed the safe space to yarn and talk about life as a First Peoples woman. The Aboriginal Employment and Development team has committed to ensuring the women can continue to connect and support each other through the establishment of a First Peoples Women's Network.
Implementation of Aboriginal Cultural Safety as part of the Aboriginal workforce strategy 2021 – 2026
Self-determination Enabler 3. Address racism and promote cultural safety
People and Culture, Corporate and Delivery Services lead the internal implementation of Aboriginal Cultural Safety in the Department of Families, Fairness and Housing (DFFH) as part of the Aboriginal workforce strategy 2021 – 2026, Anti-Racism Action Plan 2024 – 2027 and Aboriginal Cultural Safety Framework. The program of work is focused on building internal cultural capability and removing systemic barriers. This includes the delivery of the full Aboriginal Cultural Safety Curriculum including mandatory development for all staff, the Aboriginal staff network and conferences, wellbeing projects and allyship programs. Tailored supports are provided to Aboriginal staff through DFFH’s Aboriginal Social and Emotional Employee Wellbeing Program by the Victorian Aboriginal Health Service.
The development and introduction of a new Aboriginal Cultural Safety workplace monitoring tool uses data driven index ratings to ensure that DFFH can monitor how it is tracking against Cultural Safety implementation and focus on priority areas for improvement. All programs of work are led by First Nations staff and businesses to ensure self-determination and cultural expertise are embedded in DFFH’s ways of working.
Measure 9.4.3 Number of Aboriginal people at VPS 6 level and above in the VPS
In 2024, Aboriginal employees made up 1.1 per cent of employees at VPS grade 6 and above. This represented 125 Aboriginal employees and is an increase by 0.1 percentage points since 2023. Relative to all Aboriginal employees in the VPS, Aboriginal employees at VPS grade 6 and above made up 16.4 per cent. This is a decrease by 1.9 percentage points since 2023.
In 2024, the proportion of non-Aboriginal employees at VPS Grade 6 and above increased to 31.8 per cent, which represented 3,698 non-Aboriginal employees. The proportion of non-Aboriginal employees at VPS Grade 6 and above relative to all non-Aboriginal employees decreased in the same year to 20 per cent.
In 2024, 67.2 per cent of employees at VPS Grade 6 and above chose not to respond to the request ‘Are you Aboriginal and/or Torres Strait Islander’ or were not directly asked the question.
Barring Djinang First Peoples’ leadership program
In the Barring Djinang First Peoples’ leadership program, participants learn from high-profile First Nations leaders in a culturally safe environment, access individual and group coaching sessions and attend a 3-day leadership residential course featuring learning and development, coaching, mentoring, and cultural activities.
This program is open to First Nations people from the Victorian public sector, Victorian Aboriginal Community Controlled Organisations and Victorian Traditional Owner groups.
Participant Lindi Dietzel, Senior Adviser – Aboriginal Partnerships and Practice West, Department of Families, Fairness and Housing, was asked about her experience of the program:
“As a result of the program I can move forward deeply-grounded in Aboriginal ways of being, knowing and working with more confidence and self-determination, not just professionally but personally as well.”
We asked what effective leadership means to her:
“Effective leadership is the ability to successfully influence and support yourself, a team or groups of people in many different spaces. It's much more than just delegating from the top.”
The program builds and supports leadership skills for First Peoples employees within the Victorian public sector and community.
Measure 9.4.4 Number and proportion of Aboriginal people participating on Victorian Government boards
In 2024, Aboriginal members made up 2.6 per cent and non-Aboriginal members made up 63.4 per cent of all Victoria Government board members. These proportions translated to 164 Aboriginal members and 4,008 non-Aboriginal members. Compared to 2017, the proportion of Aboriginal members on Victorian Government boards more than doubled.
The three departments with the highest proportion of Aboriginal representation on their boards in 2024 were the Department Premier and Cabinet (13.2 per cent), the Department of Energy, Environment and Climate Action (9.6 per cent) and the Department of Jobs, Skills, Industry and Regions (5.7 per cent). Departments with less than 1 per cent of Aboriginal representation on their boards in 2024 were the Department of Treasury and Finance (0 per cent) and the Department of Health (0.9 per cent).
Boards are more effective when they represent the diverse voices of the community. When Aboriginal people are not represented on Victorian Government boards, they are excluded from significant opportunities to design and share strategic policy and program directions.[14] The Victorian Government Appointment and Renumeration Guidelines outlines the standard processes for appointing people to government boards. This guide specifically highlights the need for Aboriginal people on a variety of Victorian Government boards, not just Aboriginal specific boards.
Women Leading Locally program
Born and raised on Yorta Yorta land in Greater Shepparton, Marie Barbance feels a deep connection to family and her community.
“Dad lived off the land in the Shepparton Flats. I’m a bush kid, so the Flats are still my go-to place for serenity and when I need that deep connection to country.”
This connection led Marie to join Women Leading Locally, a Local Government Victoria program that equips women with the skills, knowledge and connections to run for local council.
While she’s already familiar with local government through her role as OHS Team Leader with Greater Shepparton City Council, Women Leading Locally has provided Marie with a unique opportunity to hear from CEOs, mayors and councillors across Victoria about their local government journeys.
Marie is enthusiastic about Women Leading Locally because she believes her community needs good leaders and fair representation.
“This [Yorta Yorta] region has a rich history, and we need effective representation and meaningful change that recognises and supports our people.”
Opportunity and Prosperity
Fully participating in the economy provides Aboriginal Victorians with the resources they need to determine the future they want. Economic participation is key to Aboriginal self-determination.
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