Inclusion and Diversity

Our commitment to inclusion and diversity

At the TAC, we value life and believe that together, our differences make us stronger.

We know that a diverse workforce operating within an inclusive culture will position us to best deliver responsive services that meet the need of all Victorian road users.

We are on a journey of growth to be an inclusive organisation that represents the diversity of Victorian community we serve.

Our vision for inclusion and diversity

An inclusive workplace that reflects the diversity of the Victorian community, where people of all backgrounds, identities and lived experiences are safe, respected, feel a sense of belonging, and are empowered to contribute their opinions, ideas and skills to fulfil the TAC’s mandate.

To fulfil our vision, we’re committed to:

Closing the inclusion gap for our people from marginalised communities, referred to as our priority groups.
Making meaningful progress on the workforce representation of our priority groups to reflect the diversity of the Victorian community, at all levels of our organisation.

Reconciliation

The TAC is committed to building long-term and meaningful relationships with Aboriginal and Torres Strait Islander Peoples. Launched in November 2021, our Reflect Reconciliation Action Plan (RAP) is registered with Reconciliation Australia and acts as a framework for our organisation to assist us to improve and enhance our relationships and work with the Aboriginal and Torres Strait Islander communities across Victoria. We remain focused on increasing our awareness of Aboriginal and Torres Strait Islander cultures, histories, and knowledge, and promote the principle and purpose of reconciliation in our workplace.

Gender equality

The TAC is committed to creating a fair, safe and inclusive workplace that reflects the diversity of the Victorian community. We are taking deliberate, sustained action to advance gender equality and ensure all employees can contribute, belong and thrive.

Our Gender Equality Action Plan (GEAP) 2026-2030 sets the direction for the next four years and outlines how we continue to make meaningful progress towards gender equality.

GEAP 2026-2030 has been developed through extensive organisation-wide consultation and robust data insights, including findings from the workplace audit, progress report and employee listening. Input was gathered through focus groups, employee networks, union engagement, one-on-one discussions, surveys and iterative subject-matter expert reviews, ensuring the plan reflects lived experience, aligns with organisational priorities and is informed by evidence.

The plan is intentionally designed to be adaptive and future-focused, recognising that gender equality priorities evolve with workforce and societal changes. Guided by the principles of the Gender Equality Act 2020 (Vic), GEAP 2 addresses both structural and cultural drivers of inequality and promotes gender equality as a foundation for fairness, safety and organisational performance. It focuses on creating inclusive conditions where all employees can participate, progress and succeed, while strengthening psychological safety, respectful behaviours and leadership capability to prevent gender-based harm.

The Commission for Gender Equality in the Public Sector will now undertake compliance checks. We expect formal feedback in October 2026, and the plan may be updated based on the Commission’s advice.

Read our GEAP 2026-2030 here

Our progress

Our first GEAP (2022–2026) advanced gender equality across the organisation.

Key achievements include:

Gender pay gap: Reduced from 10.8% (2023) to 10.3% (2025).
Board gender parity: Achieved 50% women and 50% men.
Women in senior leadership: Increased from 49% (2021) to 63% (2025).
Flexibility and parental leave: Male uptake of parental leave increased from 17% (2023) to 28% (2025). Carers’ leave uptake reached near parity (48% women, 47% men).
Workplace safety: Anonymous reports of sexual harassment in the People Matter Survey decreased from 5.9% (2023) to 2% (2025).

These achievements show what’s possible when we listen to our people, act on evidence and commit to sustained cultural and structural change.

Governance and reporting

Advancing gender equality is a shared responsibility and is central to this plan.

The TAC has set up clear processes to manage, track and report on the delivery of our GEAP. These processes meet the requirements of the Victorian Gender Equality Act 2020 and help ensure accountability, manage risks and support ongoing improvement.

Oversight sits with the Executive General Manager People, Culture and Engagement and the Executive Leadership Team. They are responsible for setting direction, tracking progress and making sure the plan stays aligned with TAC priorities. The TAC Board will also receive regular updates to ensure gender equality remains a key focus at the highest level.

The TAC will provide a progress report twice a year to the Commission for Gender Equality in the Public Sector. This will outline what has been achieved, any challenges, and the next priorities. Together, these arrangements support transparency, compliance and continued progress on gender equality.

Access and Inclusion Plan

Our Access and Inclusion Plan (2025-2027) is a reflection of our strong commitment to advancing inclusive and accessible practices and supporting our people with disability. Through this plan, we aim to advance an accessible and disability confident workforce, via the implementation of core actions that reduce the barriers experienced by people with disability in the workplace.

Our Access and Inclusion Plan was developed in partnership with the Australian Disability Network, with deep consultation across our organisation, including input from our people with lived experience of disability.

Our plan covers four key areas:

Our commitment: We will deliver all actions in this plan and be accountable for our progress.
Our people: We will advance a disability confident workforce that is accessible, inclusive, and safe, where all employees can thrive.
Our environment: We will enhance our built and virtual environment so that we provide dignified access for our employees.
Our ways of working: Accessibility will be at the heart of how we work at TAC.

Download the TAC Access and Inclusion Plan PDF, 7.07MB.

LGBTIQA+ inclusion

We are committed to advancing an inclusive workplace where our LGBTIQA+ colleagues feel a sense of belonging, safe and respected.

We are guided by Pride in our future: Victoria’s LGBTIQA+ strategy as we work to embed LGBTIQA+ inclusion within our policies, processes and practices.

The TAC is a proud member of Pride in Diversity, Australia’s national non-for-profit employer support program to advance LGBTIQA+ inclusion in workplaces.

The TAC is proud to have achieved bronze tier status in the Australian Workplace Equality Index, reflecting our commitment to LGBTIQA+ inclusion.

AWEI bronze employer logo

The TAC is a proud member of peak bodies which support us to ensure our approach to inclusion and diversity is aligned to best practice and informed through lived experience.

Australian Disability Network

The TAC partners with the Australian Disability Network for education and guidance to advance the inclusion of people with disability and build on our disability confidence across all aspects of our organisation.

TAC is a proud member of the Diversity Council of Australia.


Inclusion and Diversity Our commitment to inclusion and diversity At the TAC, we value life and believe that together, our differences make us stronger. We know that a diverse workforce operating within an inclusive culture will position us to best deliver responsive services that meet the need of all Victorian road users. We are on a journey of growth to be an inclusive organisation that represents the diversity of Victorian community we serve. Our vision for inclusion and diversity An inclusive workplace that reflects the diversity of the Victorian community, where people of all backgrounds, identities and lived experiences are safe, respected, feel a sense of belonging, and are empowered to contribute their opinions, ideas and skills to fulfil the TAC’s mandate. To fulfil our vision, we’re committed to: Closing the inclusion gap for our people from marginalised communities, referred to as our priority groups. Making meaningful progress on the workforce representation of our priority groups to reflect the diversity of the Victorian community, at all levels of our organisation. Reconciliation The TAC is committed to building long-term and meaningful relationships with Aboriginal and Torres Strait Islander Peoples. Launched in November 2021, our Reflect Reconciliation Action Plan (RAP) is registered with Reconciliation Australia and acts as a framework for our organisation to assist us to improve and enhance our relationships and work with the Aboriginal and Torres Strait Islander communities across Victoria. We remain focused on increasing our awareness of Aboriginal and Torres Strait Islander cultures, histories, and knowledge, and promote the principle and purpose of reconciliation in our workplace. Gender equality The TAC is committed to creating a fair, safe and inclusive workplace that reflects the diversity of the Victorian community. We are taking deliberate, sustained action to advance gender equality and ensure all employees can contribute, belong and thrive. Our Gender Equality Action Plan (GEAP) 2026-2030 sets the direction for the next four years and outlines how we continue to make meaningful progress towards gender equality. GEAP 2026-2030 has been developed through extensive organisation-wide consultation and robust data insights, including findings from the workplace audit, progress report and employee listening. Input was gathered through focus groups, employee networks, union engagement, one-on-one discussions, surveys and iterative subject-matter expert reviews, ensuring the plan reflects lived experience, aligns with organisational priorities and is informed by evidence. The plan is intentionally designed to be adaptive and future-focused, recognising that gender equality priorities evolve with workforce and societal changes. Guided by the principles of the Gender Equality Act 2020 (Vic), GEAP 2 addresses both structural and cultural drivers of inequality and promotes gender equality as a foundation for fairness, safety and organisational performance. It focuses on creating inclusive conditions where all employees can participate, progress and succeed, while strengthening psychological safety, respectful behaviours and leadership capability to prevent gender-based harm. The Commission for Gender Equality in the Public Sector will now undertake compliance checks. We expect formal feedback in October 2026, and the plan may be updated based on the Commission’s advice. Read our GEAP 2026-2030 here Our progress Our first GEAP (2022–2026) advanced gender equality across the organisation. Key achievements include: Gender pay gap: Reduced from 10.8% (2023) to 10.3% (2025). Board gender parity: Achieved 50% women and 50% men. Women in senior leadership: Increased from 49% (2021) to 63% (2025). Flexibility and parental leave: Male uptake of parental leave increased from 17% (2023) to 28% (2025). Carers’ leave uptake reached near parity (48% women, 47% men). Workplace safety: Anonymous reports of sexual harassment in the People Matter Survey decreased from 5.9% (2023) to 2% (2025). These achievements show what’s possible when we listen to our people, act on evidence and commit to sustained cultural and structural change. Governance and reporting Advancing gender equality is a shared responsibility and is central to this plan. The TAC has set up clear processes to manage, track and report on the delivery of our GEAP. These processes meet the requirements of the Victorian Gender Equality Act 2020 and help ensure accountability, manage risks and support ongoing improvement. Oversight sits with the Executive General Manager People, Culture and Engagement and the Executive Leadership Team. They are responsible for setting direction, tracking progress and making sure the plan stays aligned with TAC priorities. The TAC Board will also receive regular updates to ensure gender equality remains a key focus at the highest level. The TAC will provide a progress report twice a year to the Commission for Gender Equality in the Public Sector. This will outline what has been achieved, any challenges, and the next priorities. Together, these arrangements support transparency, compliance and continued progress on gender equality. Read our GEAP 2026-2030 (Word Accessible Version) Read our 2026 Progress Report Read our 2026 GEAP submission to the Commission for Gender Equality in the Public Sector Access and Inclusion Plan Our Access and Inclusion Plan (2025-2027) is a reflection of our strong commitment to advancing inclusive and accessible practices and supporting our people with disability. Through this plan, we aim to advance an accessible and disability confident workforce, via the implementation of core actions that reduce the barriers experienced by people with disability in the workplace. Our Access and Inclusion Plan was developed in partnership with the Australian Disability Network, with deep consultation across our organisation, including input from our people with lived experience of disability. Our plan covers four key areas: Our commitment: We will deliver all actions in this plan and be accountable for our progress. Our people: We will advance a disability confident workforce that is accessible, inclusive, and safe, where all employees can thrive. Our environment: We will enhance our built and virtual environment so that we provide dignified access for our employees. Our ways of working: Accessibility will be at the heart of how we work at TAC. Download the TAC Access and Inclusion Plan PDF, 7.07MB. LGBTIQA+ inclusion We are committed to advancing an inclusive workplace where our LGBTIQA+ colleagues feel a sense of belonging, safe and respected. We are guided by Pride in our future: Victoria’s LGBTIQA+ strategy as we work to embed LGBTIQA+ inclusion within our policies, processes and practices. The TAC is a proud member of Pride in Diversity, Australia’s national non-for-profit employer support program to advance LGBTIQA+ inclusion in workplaces. The TAC is proud to have achieved bronze tier status in the Australian Workplace Equality Index, reflecting our commitment to LGBTIQA+ inclusion. The TAC is a proud member of peak bodies which support us to ensure our approach to inclusion and diversity is aligned to best practice and informed through lived experience. Australian Disability Network The TAC partners with the Australian Disability Network for education and guidance to advance the inclusion of people with disability and build on our disability confidence across all aspects of our organisation. TAC is a proud member of the Diversity Council of Australia.