We support a strong, diverse and effective team of professionals to deliver healthcare services to our community. It is why we are one of Australia’s leading public healthcare providers.
The Royal Melbourne Hospital (RMH) is proud to be a workplace that champions diversity, equity and inclusion for our staff, volunteers, patients, visitors and community.
We know that having a diverse group of people working with us across the RMH enables us to be more effective, innovative, and creative, and to better understand and reflect the community we serve.
Our goal is for our people to feel safe, included and supported so they can be at their best every day.
We encourage talented people from all backgrounds, abilities, and identities to apply to our vacancies, and will consider adjustments to support such application.
The RMH is committed to being a great place to work and a great place to receive care.
Our core purpose is advancing health, for everyone, every day. We do this through our values of people first, lead with kindness, and excellence together.
Our commitment to diversity, equity and inclusion
Our commitment to diversity, equity and inclusion (DEI) is captured in a range of strategic documents and supported by representative committees and informal staff networks.
This is an ongoing journey for our organisation and our community, where we must continually reflect, learn and grow.
You can read our DEI Action plan online.
Read on to find out more about what is currently happening in certain areas here at the RMH, or contact our DEI Consultant on (03) 9432 5588.
First Nations employment
The RMH stands in solidarity with First Nations peoples in work and care.
We acknowledge that sovereignty was never ceded, and recognise the ongoing impacts of colonisation on First Nations peoples across the country we now call Australia.
At the RMH, we are committed to the journey of reconciliation, of working towards self-determination in our healthcare practice, and removing barriers to employment.
Read more about our Reconciliation Action Plan and Aboriginal and/or Torres Strait Islander Employment Plan.
Our Elder in Residence and First Nations Health Unit, alongside the Social and Emotional Wellbeing team in mental health services, provide guidance to our practice. We also have a First Nations Dermatology clinic.
Our First Nations Governance Group oversees our many strategic and practical efforts towards cultural safety and support better outcomes for our staff and patients across our services.
We provide opportunities for First Nations staff to connect with each other and build an internal community. For example, there is a monthly ‘Mob Gathering’ with staff from across the Parkville precinct.
We offer ceremonial and cultural leave, and have an online community who share ideas, stories and resources.
First Nations applicants can ask to speak with one of our existing staff members before an interview, or to bring someone to the interview for cultural support if they wish.
The RMH is committed to enabling and driving gender equity across our workforce. Under the Gender Equality Act 2020, we are required to undertake regular audits of pay, conditions and culture, and to develop and report on a gender equality action plan.
We strive to ensure our policies and procedures are gender equitable, including:
- Family violence leave
- Parental leave for all genders
- Flexible work
We celebrate International Women’s Day and reflect on our responsibility to improve health outcomes for women.
We have a Sexual Safety Nurse Consultant who is working across our hospital to address sexual harassment and assault against our staff. Our Family Safety Team and Family Violence Contact Officers program reflect our efforts to support and empower victim/survivors.
We have a Gender Equity Committee of staff from across the organisation who guide this work. We also have an online community who share ideas, stories and resources.
The RMH values the many fabulous contributions of our LGBTIQA+ staff, and is committed to ensuring they feel safe, supported, and respected in the workplace.
Our LGBTIQA+ Action Plan includes directives that focus on empowering our staff and strengthening our inclusive practice. An LGBTIQA+ Steering Committee oversees the action plan.
We are proud to be one of the first hospitals in Australia to have an LGBTIQA+ Patient Liaison Service.
We partnered with Zoe Belle to develop a Trans and gender-diverse inclusive care guide (PDF) and an eLearning package for our staff.
We have an online community who share ideas, stories and resources, and celebrate key dates such as:
- International Day Against Homophobia, Biphobia, Lesbophobia and Transphobia (IDAHOBIT)
- Wear it Purple Day
- Trans Day of Visibility
We have a procedure to support gender affirmation and transition in the workplace, and we are delighted to have a presence at Midsumma Carnival and Pride March.
People with disability
The RMH champions the social model of disability and recognises that people with disability face many barriers to health care, employment and career progression.
Our new Disability Action Plan is currently in development and will focus on attracting and retaining staff with disability alongside our efforts at respectful and empowering care for people with disability. The plan is overseen by our Steering Committee which includes staff and consumers with disability.
We have proudly supported pathways programs and targeted traineeships, and we are committed to making reasonable adjustments through the recruitment process and during employment. We access federal funding from the Employment Assistance Fund (EAF) to support these adjustments as appropriate.
Our Disability Liaison Officers support inclusive patient care and help build the capabilities of our workforce.
We also have an online community who share ideas, stories, and resources.
People from diverse cultural or religious backgrounds
At the RMH, we are proud to employ people who identify across a diverse range of cultures that are representative of the communities we serve.
Together, we recognise and celebrate days of cultural significance with our staff and consumers and look to build the knowledge and skills of our staff to create a more inclusive and effective health service.
Our Cultural Diversity Coordinator and Interpreter Service help to make sure our patients access the information and care they need.
Staff can swap public holidays for days that better align with their community and religious celebrations. We also have an online community of people who share ideas, stories and resources.