LGP Diversity, Equity, Inclusion & Belonging Framework

1. Purpose & Commitment

At Local Government Procurement (LGP), we are committed to fostering a workplace and community culture that champions Diversity, Equity, Inclusion, and Belonging (DEIB). Our DEIB strategy reflects our values of inclusive leadership, equitable opportunity, and meaningful community engagement.

We embrace the diversity of our people and stakeholders, recognising that varied backgrounds, experiences, and perspectives strengthen our organisation and the communities we serve. We ensure equity in access to opportunities, resources, and decision-making, and create inclusive environments where every individual feels respected, heard, and empowered.

Belonging is at the heart of our culture. We strive to build a workplace where every person feels safe to be themselves, connected to their teams, and valued for their contributions. Through inclusive leadership, transparent practices, and continuous learning, we hold ourselves accountable to DEIB principles in all aspects of our work, from recruitment and onboarding to performance management and community partnerships.

DEIB is an ongoing practice that strengthens culture, innovation, and performance. At LGP, it is not just a statement – it is a strategic imperative that guides our actions, shapes our culture, and drives impact.

2. Guiding Principles

Respect & Fairness – Every person is valued and treated fairly.
Representation & Voice – Diverse perspectives shape decisions.
Safety & Belonging Psychological and cultural safety are prioritised.
Accountability & Action – All workers share responsibility for DEIB outcomes.
Continuous Learning – Feedback and adaptation are ongoing.

3. Scope & Definitions

3.1 Definitions

Diversity: Recognising and valuing the visible and invisible differences that make each person unique (e.g., culture, language, First Nations heritage, gender, sexuality, neurodiversity, disability, age, socioeconomic background, life stage).
Equity: Ensuring fair access to opportunities, resources, and decision-making by addressing systemic barriers.
Inclusion: Actively creating a culture where everyone feels welcomed, heard, and respected.
Belonging: Building an environment where people feel connected, authentic, and proud to contribute.

3.2 Scope

This framework applies to:
- All LGP workers (ie. managers, employees, contractors, and LGP Board).
- LGP stakeholders, including NSW local councils and LGP-approved contractors.
- Diverse communities served by LGP, including First Nations heritage, gender, sexuality, neurodiversity, disability, age, and socioeconomic background.
DEIB is embedded across:
- Recruitment and onboarding: Inclusive language, equitable access, and capability based selection.
- Performance and development: Fair performance standards and growth opportunities.
- Workforce planning and succession: Capability matrix used to identify gaps and opportunities.
- Leadership development: DEIB capabilities integrated into leadership expectations, focusing on skills to connect with diverse backgrounds, openness, adaptability, and supporting growth at all levels.
The framework aligns with:
- LGP’s 3-year Strategic Plan and organisational OKRs.
- LGP Work Health Safety & Wellbeing System, supporting both physical and psychological safety through inclusive practices.
- LGP Capability Framework, embedding DEIB in behavioural indicators.
- LGP Leadership Development Programs, building inclusive leadership and coaching skills.
- Stakeholder engagement, making DEIB central to LGP’s value proposition and customer experience.

The framework supports:

Organisational culture: Reinforces values of respect, adaptability, and collaboration.
- Employee engagement: Integrated into engagement and feedback activities.
- Continuous learning: Encourages feedback, reflection, and adaptation.
- Accountability: Leaders and employees share responsibility for DEIB outcomes.
- Measurement: DEIB indicators are tracked through data, surveys, and performance discussions.
- Policy alignment: Reflected in workplace policies, risk management, and strategic planning.

4. Strategic Priorities & Actions

4.1 Leadership & Accountability

Executive Team and People Leaders visibly champion DEIB by supporting DEIB initiatives and modelling inclusive behaviours.
DEIB is included in the responsibilities of the Work Health Safety and Wellbeing Committee.
DEIB is embedded in performance objectives for People Leaders.

4.2 Recruitment, Development & Progression

Review recruitment processes to minimise bias, using inclusive job ads, diverse panels, structured interviews.
Create pathways for underrepresented groups, such as traineeships, women in leadership, opportunities for First Nations peoples, neurodivergent workers, and younger workers.
Provide leadership development focused on inclusive leadership skills.

4.3 Workplace Culture & Wellbeing

Foster psychological safety through training, open dialogue, and zero tolerance for discrimination, bullying or harassment
Recognise and celebrate cultural events such as NAIDOC Week, Harmony Week, International Women’s Day, and Pride Month.
Support flexible working arrangements to accommodate different life stages and responsibilities.

4.4 Education & Awareness

Provide regular DEIB training and education for all staff (eg. unconscious bias, cultural competence, inclusive communication).
Include the DEIB Framework in staff onboarding and reference it in the Employee Handbook.
Encourage employees and teams to share their personal reflections, achievements, and contributions, highlighting the impact of DEIB initiatives

4.5 Policies, Processes & Systems

Audit workplace policies to ensure inclusivity and compliance with relevant legislation (Fair Work Act, Anti-Discrimination laws, WHS obligations).
Ensure accessibility in workplace design, technology, and communication.
Assess and improve physical and digital accessibility in the workplace, ensuring office spaces and digital resources are usable by everyone, including people with disabilities and those with visual or hearing impairments.
Integrate DEIB considerations into decision-making and project design.
Ensure fair compensation for all employees, regardless of gender, race, or other unrelated factors.
Regularly review and adjust salaries, bonuses, and compensation to address unjustified discrepancies.
Maintain transparent pay practices to build trust and attract prospective candidates.
Offer benefits that support diverse employee needs, including health, family, financial, and professional development.
Provide options for flexible schedules, remote work, and part-time positions. • Support to employees with caregiving responsibilities, health needs, or other personal circumstances.

4.6 Measurement & Continuous Improvement

Use regular staff surveys and feedback mechanisms to assess inclusion, belonging, and psychological safety.
Monitor representation across gender, age, cultural heritage, and other dimensions (on a voluntary basis).
Regularly report on DEIB progress, challenges, and future actions.

5. Governance

Work, Health, Safety & Wellbeing Committee: Cross-functional team providing insights on workplace policies, culture, and initiatives, and reporting outcomes
Director People & Culture (Executive Sponsor): Ensures alignment with organisational strategy.
Executive Team: DEIB is a standing agenda item at executive meetings on a quarterly basis.
People & Culture: Drives DEIB initiatives, and operationalises policies, training, monitoring, and reporting.

6. Communication & Engagement

DEIB commitment is included in onboarding and the Employee Handbook.
Regular updates are provided through staff meetings and internal communications.
Staff have opportunities to contribute ideas and feedback, including anonymously.

7. Success Indicators

Employees feel safe to speak up and are confident that diversity is valued.
Consistently strong staff survey scores on inclusion and belonging.
Increased representation of underrepresented groups in leadership and across the workforce.
Policies and practices demonstrate best practice and ongoing improvement.

Together, we create a culture where every voice matters, and everyone belongs.