This report analyses intersectional workforce and survey data from across the Victorian public sector, and draws on research funded by the Commission to provide an overview of the state and nature of intersectional workplace gender inequality in Victoria.

Improved intersectional data collection practices, built on the inclusion of diverse voices, are crucial for driving positive change in organisations. Organisations must carefully consider their approach to intersectional data collection, analysis and interpretation. At every stage of the data collection, analysis and interpretation process, organisations should meaningfully engage diverse voices in their organisation to ensure that their practices and approach to addressing intersectional gender equality are reflective of, and responsive to, lived experiences of disadvantage and discrimination in their workplaces. Demonstrating commitment to consultation and meaningful input from diverse voices will also help organisations to build the trust and accountability necessary for individuals to feel comfortable sharing their personal information.

To best highlight intersectional experiences, this report offers 5 chapters investigating how the intersection of gender and one other attribute shape discrimination and disadvantage in public sector workplaces. These are:

1. Gender and Aboriginal and/or Torres Strait Islander employees
2. Gender and employees of different ages
3. Gender and employees with disabilities
4. Gender and culturally and racially marginalised employees
5. Gender and LGBTIQ+ employees