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Education programs across Australia

Victoria

Policies and guidelines

• Curriculum and Standards Framework II (CSF II)
• Diversity Network
• Guidelines for Managing Cultural and Linguistic Diversity in Schools
• Koorie 2000
• Managing Diversity Policy
• Ministerial Advisory Council on Languages Other Than English (LOTE), English as a Second Language (ESL) and Multicultural Education (MACLEM)
• Multicultural Policy for Victorian Schools
• Racial and Religious Tolerance Act 2001
• Staffing Policy and Procedures
• Victorian Public Sector Indigenous Employment Strategy

Curriculum and Standards Framework II (CSF II)

The Curriculum and Standards Framework II (CSF II) of the Victorian Curriculum and Assessment Authority (VCAA) sets out the main areas of learning in each of the eight key learning areas for students in Years P-10. It also includes the English as a Second Language (ESL) Companion to the CSF which provides information about ESL learners. Schools can use CSF II when planning their curriculum and their assessment and reporting procedures.

The overview to CSF II confirms the goals from the Adelaide Declaration on National Goals for Schooling in the Twenty-First Century (MCEETYA, 1999) including, that students' outcomes:

"should be free from the negative forms of discrimination based on ... language, culture and ethnicity ... "

and that,

"all students understand and acknowledge the value of cultural and linguistic diversity, and possess the knowledge, skills and understandings to contribute to, and benefit from, such diversity in the Australian community and internationally"

(p 9, CSF II, Overview, BOS, 2000)

The VCAA provides curriculum and assessment which addresses the needs of culturally and linguistically diverse clients through:

• provision of a P-10 curriculum framework for all Victorian schools which includes a strong multicultural perspective
• the assessment of forty five languages other than English studies in the VCE
• registration of after hours ethnic schools as VCE single study providers of some languages
• provision for students learning English as a second language through the availability of English (ESL) as a VCE study
• continuation of a pilot program in Australian indigenous languages in the VCE
• representation of ethnic groups on VCAA working parties and committees and vetting of P-10 and VCE curriculum and assessment for appropriateness to students from language backgrounds other than English
• participation in overseas curriculum and benchmarking projects to ensure an international perspective and standard.

Diversity Network

Under the direction of the Minister, the Department has also established a Diversity Advisory Panel comprising of key stakeholders, to provide advice and input to the Department on diversity matters. Panel members meet with the Diversity Network to discuss particular issues at least once a term.

The role of the Diversity Advisory Panel is to:

• enable discussion and sharing of information and ideas that support diversity, equity and inclusiveness
• facilitate communication of process on diversity matters including the sharing of exemplary practices
• foster appropriate partnerships and sponsorship to promote diversity and inclusiveness across all areas of education and training.

Guidelines for Managing Cultural and Linguistic Diversity in Schools

Guidelines for Managing Cultural and Linguistic Diversity in Schools (incorporating countering racism procedures) have been developed. The guidelines describe what is understood by cultural diversity, outline Department of Education & Training (DE&T) values and expectations in relation to promoting and supporting cultural diversity in all schools and DE&T workplaces and outline what can be done if a student or employee believes they are the victim of racism or race-based harassment. The guidelines also indicate what is expected from students, employees and principals and managers and school councils in relation to their responsibilities in valuing cultural diversity and countering racism. The full text can be downloaded from the DE&T website at http://www.sofweb.vic.edu.au/lem/multi/index.htm

Koorie 2000

Koorie 2000 provides the framework for initiatives which operate in the schooling sector to improve the educational outcomes for Koorie students. Koorie 2000 strengthens and formalises the involvement of Koorie people in educational decision-making and builds further on the partnership between the Victorian Aboriginal Education Association Incorporated (VAEAI) and Department of Education & Training (DE&T). It also includes a focus on curriculum and professional development and a devolution of resources and decision-making to the regional level through Regional Koorie Education Communities, that have representation from Local Aboriginal Education Consultative Groups and DE&T staff.

Managing Diversity Policy

The Managing Diversity Policy promotes the development of an organisational culture in which policies, practices and services are adapted to meet the requirements of an increasingly diverse and evolving community.

The Managing Diversity Policy aims to:

• build a workforce that reflects the rich diversity of the Victorian community including gender, race, culture and linguistic diversity
• promote human resource policies, practices and services that are culturally inclusive and responsive to the needs of a diverse community
• develop and utilise the skills of a diverse workforce to improve performance and productivity
• ensure compliance with State and Commonwealth equal opportunity and anti-discrimination legislation.

The Managing Diversity Policy espouses the principles of respect, equity, inclusiveness and the valuing of differences as central to the maintenance of positive staff, student and client relationships in schools and managing diversity as the basis for countering racial discrimination, racially-based harassment, and contributing to quality service and performance.

The diversity effort is operationalised and supported at the regional and school level through a statewide forum, the Managing Diversity Quarterly Forum. This involves senior personnel from schools in diversity policy co-ordination and information exchange concerning diversity initiatives and best practice presentations. Local diversity consultative committees support regional strategies and two regional staff are designated as Diversity Contact Officers for schools.

A strategic approach is being adopted in relation to the Managing Diversity Policy through integration with the Department's Business Plan and Human Resources Strategy which outline the organisation's mission, values, key areas of priority activity, outputs and outcomes expected. The Department's Business Plan will encompass diversity as an organisational priority addressing staff, student and client focused diversity strategies.

Ministerial Advisory Council on Languages Other Than English (LOTE), English as a Second Language (ESL) and Multicultural Education (MACLEM)

The Minister for Education established an advisory body in the areas of LOTE, ESL and Multicultural Education. The Council, entitled Ministerial Advisory Council on LOTE, ESL and Multicultural Education (MACLEM) provides an important opportunity to develop and maintain links between Department of Education & Training (DE&T) and the Multicultural Affairs Portfolio. The Parliamentary Secretary for Multicultural Affairs chairs MACLEM.

MACLEM plays an important role in guiding and supporting the implementation of LOTE, ESL and multicultural education policies and directions in schools, by ensuring that key interest groups are fully consulted and involved in addressing any issues arising from the implementation of these policies.

Multicultural Policy for Victorian Schools

This policy reaffirms the commitment of the Department of Education & Training (DE&T) to the ideal of cultural inclusiveness and to the principles of equality, equity, choice and access as these are manifested in a truly multicultural society. The policy is relevant to, and designed to apply to all students in all schools. It promotes cultural pluralism as a dynamic and enriching social value and encourages respect by all cultures for all cultures. It recognises that multicultural education requires a holistic approach to schooling that needs to permeate all aspects of the curriculum and all school practices.

Racial and Religious Tolerance Act 2001

The Racial and Religious Tolerance Act 2001, introduced by the Victorian Government, came into operation in January 2002. The purpose of the Act is to provide an avenue of redress for anyone who believes they have been the victim of vilifying behaviour or abuse on the basis of their racial or religious background. The Act applies to all persons including children.

The Department of Education & Training (DE&T) is amending existing equal opportunity policy statements to include reference to vilification on the grounds of race and religion. Information is distributed to central staff and schools informing them of their rights and obligations under the Act. Principals and managers are directed to a resource information kit that has been developed by the Victorian Office of Multicultural Affairs (VOMA) to assist employers to fulfil their responsibilities. The kit includes employer guidelines and a straightforward FAQ sheet which can be downloaded at http://www.dpc.vic.gov.au. Translations into 13 languages are also available.

As part of the DE&T Diversity Awareness and Training Strategy, the online Workplace Discrimination and Sexual Harassment Training Course has been made available to all DE&T and School Council employees. The course supports the principles underpinning the Racial and Religious Tolerance Act.

Staffing Policy and Procedures

The Department of Education & Training (DE&T) has diversity and equity policies in employment that acknowledge the importance of diversity in the workforce and recognise that diversity is a valued resource. Policies emphasise compliance with anti-discrimination law and promote diversity and equity in staff selection and recruitment. Cultural diversity is promoted within DE&T workforce planning including the attraction of high quality graduates to teaching. A Managing Diversity website has also been established to support the Department's diversity staffing and human resource policies and can be accessed at http://www.sofweb.vic.edu.au/hrm/mandiv/. The website includes good practice models in diversity management by schools. The Department calls for annual submissions from schools for entries to the Victorian Public Sector People Management Awards. These awards recognise diversity initiatives in human resource management. Initiatives in managing and valuing diversity will be sought for the 2002 awards.

Victorian Public Sector Indigenous Employment Strategy

The Victorian Government has initiated the development of the Public Sector Indigenous Employment Strategy to significantly increase the number of Indigenous employees in the Victorian Public Sector. A reference group co-ordinated by Aboriginal Affairs Victoria (AAV) has been established to advise on the implementation of the strategy. The reference group includes representatives of each Victorian Government Department with a mixture of Human Resources and Aboriginal Program staff.

The implementation strategy for the Department of Education & Training (DE&T) is being overseen by the Diversity Network. The strategy is likely to be focused in the Victorian public sector as a whole, not just the public service component. For DE&T this means an impact on schools and TAFE Institutes in addition to the public service sector of the Department. A key component of the strategy will be the determination of employment targets. Processes are to be put in place to ensure that Indigenous applicants are appointed to a broad range of roles and across the classificaton structure. The DE&T strategy will include support for the induction and career development of Indigenous staff (e.g. mentoring) and provision of cross-cultural training for staff in agencies to ensure that Indigenous staff are retained.