Project Brief Cultural Diversity and Inclusion Plan · Project Brief Cultural Diversity and Inclusion Plan May 2015 1. Introduction Greater Bendigo is located on Jaara land and the

Community Access and Inclusion 2015 - 2018 –Project Brief Page 1 of 30

Project Brief

Cultural Diversity and Inclusion Plan

May 2015

1. Introduction

Greater Bendigo is located on Jaara land and the Dja Dja Wurrung and Taungurung Clans are the

traditional owners of the municipal area. Bendigo, as we know it today, has been shaped by a history

of cultural diversity. The gold rush period attracted different nationalities to Bendigo, the most

culturally different being the Chinese. Though diverse the community may have been in these early

years, not all cultural groups shared equal rights and power. This was particularly the case for the

Chinese communities and Aboriginal people who were displaced and whose cultural heritage sites

were significantly desecrated. Bendigo has continued to be a destination for people around the

world for a range of reasons: agriculture, education, business, refugee settlement. Immigrant

settlement patterns in Bendigo have largely reflected broader national immigration patterns.

Though it is important to note the cultural diversity of migrants has not been to the scale of other

major Australian cities or Victorian regional centres of comparable size. However, this diversity is

changing and Bendigo has seen immigration numbers increase significantly in the last decade1,

including an impressive 178% increase in people taking citizenship between 2011/20012 to

2013/2014. The increase in people from non-English speaking backgrounds becoming citizens is a

main contributor to this increase. Bendigo is becoming increasingly multicultural and is positioned to

reap the many advantages of this diversity.

In 2013 an independent review was conducted of the City of Greater Bendigo (the City). The review

noted that the City remained the only local government of its size (i.e. over 100.000 residents) not to

have a cultural diversity strategy, and thus recommended the development of such a strategy2. The

City recognises the social and economic benefits of a stable and cohesive community and its

responsibility to respond to all groups living in the community. A key ambition of the City is to

position itself as the most livable regional city in Australia; a strategy that ensures ‘livability ’ for all

community groups including those of diverse cultural, linguistic and religious backgrounds (CALD).

Therefore this vision, as the most livable regional city, involves how people will live well and prosper

together.

A Cultural Diversity and Inclusion Plan (CDIP) will provide a planned approach and strategic direction

to the City and broader community to ensure social inclusion of cultural difference and social

1 ABS Census of Population and Housing 2006 and 2011 2 Independent Review of the City of Greater Bendigo Final Recommendations, recommendation 47, 2013


cohesion is attained. A strategic plan ensures that the City acts in accordance with federal and state

legislation and policies. The absence of a strategic approach to foster community inclusion

responsive to the needs of CALD residents places the City at risk of inadvertently neglecting the

human rights of such groups. Of particular concern are those rights contained in the Victorian

Charter of Human Rights and Responsibilities Act 2007 (the Charter Act), of which all local

government authorities are legally obligated to uphold:

Freedom: of thought, consciousness, peaceful assembly, movement, expression

Respect: of culture including religion, language, and background without discrimination.

Equality before the law and opportunity to particulate in public life.

Under the Charter Act the obligations of local government is not limited to compliance but extends

to actively developing an enabling culture and advocating for human rights specified by the Charter

Act.

Whilst legislation in some respect represents a formal approach to human rights principles and

multiculturalism, the legal framework is left at risk of remaining largely symbolic, or at most

educational,3 if not supported by a strategic action plan. Research tells us that cultural inclusion is

not a given, it does not evolve naturally as a result of people of diverse cultures living in the same

area, rather it demands leadership and a considered strategic approach4.

A Cultural Diversity and Inclusion Plan will not only mitigate the risk of not fulfilling responsibilities

placed upon local government by the legislative frameworks; it will also ensure the City is able to

harness and advance the civic, economic and cultural opportunities made available by a culturally

diverse community. Further the Plan will be instrumental in supporting the advancement of

indicators of liveability and the following key objectives in the Council Plan5:

increasing the proportion of the population of Greater Bendigo born overseas,

continuing partnerships with organisations such as Bendigo Business Council and the Bendigo

Manufacturers Group to develop strategies to build the skilled workforce derived for

overseas migration and to provide local employment opportunities for recent immigrants

and international students, and;

increasing the percentage of local businesses with international export/trade links.

There are clearly human rights as well as economic and cultural rationales for developing a cultural

diversity and inclusion plan for the City of Greater Bendigo.

Irrespective of the size of Bendigo’s culturally diverse population, it is important the City has

mechanisms in place to ensure meaningful and sustainable responses to the needs of all members of

the community, as indeed is required under the Local Government Act 1989.

3Victorian Equal Opportunity and Human Rights Commission, 2008, Harnessing Diversity: addressing racial and religious discrimination in employment p iii 4 State Government Victoria, 2014, Victoria’s Advantage, Unity Diversity Opportunity, Victoria’s Multicultural Affairs and Citizenship Policy, p6 5Council Plan 2011-2017


1.1 Cultural Diversity and Inclusion

“……if cultural diversity is nurtured, harnessed and respected. It can engender a more creative

productive and cohesive society” (Victoria’s Multicultural Affairs and Citizenship Policy)

Australia ranks as one of the world’s most culturally diverse countries with the hallmark of very high

social cohesion.6 Victoria is recognised as a leading state in responding to cultural diversity7 and is

among the most diverse in Australia.8

What does cultural diversity mean?

Diversity refers to “the mix” of people in a community. Hence cultural diversity refers to people from

different cultural, ethnic, linguistic and religious backgrounds. It has race, nationality and cultural

dimensions. These dimensions encompass the broad concept of identity and relates closely to

social constructs of citizenship and belonging. Culture, in this respect, embodies the wide gamut of

history, relationship norms, values, customs, food, beliefs, the way we see ourselves, the way others

see particular groups and their role and position in society. Diversity does not in itself imply all

cultural groups are equal and provided the same opportunities, rather only that people from

different cultures coexist in the same location.

What does inclusion mean?

Inclusion goes beyond diversity and means that people feel they are valued in different spheres of

life. Social inclusion embodies human right principles of respect and equality regarding the

relationships between diverse groups in our community. An inclusive society spans all societal

sectors and is embedded in community attitudes and values of acceptance and respect for

difference. Inclusion places the onus on the dominant group and culture to change practices,

attitudes, systems and structures to allow and facilitate equal participation of diversity.

2.0 Significance of Cultural Diversity and Inclusion

[Cultural diversity]…….”the fact that those cities which do not have an ethnic mixture are now the

ones which seem provincial and backward in some ways” 9.

Cultural diversity and inclusion extends beyond Human Rights issues. It greatly affects the, mental,

social, cultural and economic wellbeing10,11,12,13 of any city and its citizens thereby the overall

liveability of the City and its surrounding areas. Local incidents of social exclusiveness, intolerance

and prejudice not only hurt local community members, but may indeed impede the City image,

6 Scanlon Foundation,2014, Mapping Social Cohesion. The Scanlon Foundation Survey, Melbourne,p1 7 Ibid., p 24 8Victorian Local Government Multicultural Issues Network and Municipal Association of Victoria, 2014, Background Paper. The Role of Local Government in Settlement and Multiculturalism p32. 9 Sudjiic, D & Sayer,P., 1992, The 100 Mile City, Harper Collins, London 10 Victorian Equal Opportunity and Human Rights Commission 2008, Harnessing diversity: addressing racial and religious discrimination in employment 11 VicHealth 2007, More than tolerance: Embracing diversity for health: Discrimination affecting migrant and refugee communities in Victoria, its health consequences, community attitudes and solutions- A summary report Victorian Health Promotion Foundation, Melbourne 12 VicHealth 2012, Preventing race-based discrimination and supporting cultural diversity in the workplace. An evidence review: full report, Melbourne 13 VicHealth, 2013, Findings from the 2013 survey of Victorians’ attitudes to race and cultural diversity


which in turn risks impacting on future progress and economic development that relies on attracting

professional capital so vital for a leading City. The City’s Economic Development Strategy 2014-2020

specifically acknowledges that any sustained adverse media publicity has the potential to cause

damage and that “….. the city must remain alert and responsive to this potential at all times”14.

Cities that have embraced cultural diversity and leveraged its advantages of increased civic

participation, engagement and economic mobility stand culturally and economically vibrant

remaining competitive and capable of attracting and retaining newcomers.6,15 Diversity of

perspectives, experiences and ideas strongly associated with increased innovation and productivity,

can be leveraged for everyone’s benefit and competitive advantage. However the prerequisite to

reaping these rewards of diversity requires an inclusive community, which depends upon a planned

strategic approach to multiculturalism. Local government, being the level of government closest to

the community, plays a crucial role in facilitating the inclusion and participation of all its community

members. A strategic approach to cultural diversity and inclusion will emphasise the City’s

commitment to a fair community free of racial and religious discrimination – one that embraces

diversity and supports and acknowledges the clear advantages of diversity.

3.0 Local Context

The City of Greater Bendigo is the third largest urban area in Victoria. It is located 150 kilometres

north-west of Melbourne. The municipal boundaries are on traditional Jaara land and the Dja Dja

Wurrung and Taungurung Clans are the traditional owners.

The 2011 census recorded 1.4% of the City‘s population as being of Aboriginal and/or Torres Strait

Islanders, compared to 1.5% in Regional Victoria16, and comprising of Aboriginal and Torres Strait

Islanders from many different nations.

Whilst Aboriginal and Torres Strait Islanders clearly contribute to the rich cultural tapestry of the

municipality, The City recognises and emphasises the special status of Aboriginal and/or Torres Strait

Islander people as the first people of Australia. The City is committed to further strengthen its

relationship with its Aboriginal and Torres Strait Islander community, of which will be addressed in a

separate strategic plan, the City of Greater Bendigo Reconciliation Action Plan.

3.1 Demographics of Bendigo

The population of Bendigo was, in 2014, estimated to be 106,971 predicting a population increase to

145,600 in 2031. This involves a projected annual population growth of 1.62% per annum per year

until 2031.17

The most reliable statistics to measure cultural diversity are the 2011 census data. However, we are

aware that particular cultural groups are not represented at all in the data, and anecdotally there

appears to have been an increase in cultural diversity since 2011; this trend is anticipated to continue

to grow. The City saw more people than ever coming from non-English speaking backgrounds

between the 2006-2011 timeframe; people born in India accounted for the greatest increase,

14 The City Economic Development Strategy 2014-2020 15 Blueprints for Immigrant Integration http://www.nyc.gov/html/imm/bii/html/home/home.shtml 16 Source: Australian Bureau of Statistics, Census Population 2011

17 Population and household forecasts, 2011 to 2031, prepared by .id the population experts, June 2011.

http://www.id.com.au

http://www.id.com.au/


consistent with regional Victoria in general. People from non-English speaking backgrounds

increased by a staggering 43% between 2006 and 2011 - a greater increase compared to the rest of

regional Victoria.

However relative to other local government areas, the demographics of Bendigo can still be

characterised as very homogenously Anglo-Celtic Christian, with a large majority of people

identifying with Anglo Celtic ancestry (99%)18 and 62.7% identifying with Christianity19. The 2011

census data revealed that the City was the least culturally diverse of all the major regional areas in

Victoria. However census data also indicated that cultural diversity of the City is growing; whilst

relatively few people are born overseas (7%) - indeed fewer than compared to regional Victoria

(10.6%), this demographic group rose by 26% between 2006 and 201120. Census data also showed

that people born overseas are relatively evenly settled across the whole city.21 The results of the

next census will provide a more accurate picture of cultural diversity in the municipality.

(See appendix 1 for the CALD profile of Bendigo).

18 Source: ABS, Census of Population and Housing 2006 and 2011 19 Source: Australian Bureau of Statistics, Census of Population and Housing 2011. Compiled and presented in profile.id by .id, http://profile.id.com.au/bendigo/home 20Source: Australian Bureau of Statistics, Census of Population and Housing 2011. Compiled and presented in profile.id by .id, http://profile.id.com.au/bendigo/home 21 Source: Data of Population and Housing data 2011

http://www.abs.gov.au/census

http://home.id.com.au/about-us/

http://profile.id.com.au/bendigo/home





4.0 The Legislative Mandate

Australia has a robust legal framework to protect against discrimination and to promote

multiculturalism. Cultural diversity and inclusion is supported by key legislation and policies at

international as well as federal, state and local government levels. Below is an overview of key

legislation and policies that government agencies are obligated to comply with and therefore will

provide the foundations for the development of the CDIP.

International

Australia is signatory to:

The International Convention on the Elimination of all Forms of Racial Discrimination 1975 The Universal Declaration of Human Rights 1948

International Covenant on Civil and Political Rights (1966)

International Covenant on Economic, Social and Cultural Rights (1966)

Commonwealth

Racial Discrimination Act 1975 (Cwlth)

Human Rights and Equal Opportunity Act 1986 (Cwlth)

Access and Equity Strategy and Policy Framework

Australian Human Rights Framework 2010

Australian Multicultural Policy, The People of Australia 2011

Charter of Public Service in a

Culturally Diverse Society 1996

State

Racial and Religious Tolerance Act 2001

Local Government Act 1989

Victorian Equal Opportunity Act

Victorian Multicultural Act 2011

Victorian Charter of Human Rights and Responsibilities Act 2006

Whole-of-Government Multicultural Affairs and Citizenship Policy -Victoria’s Advantage: Unity, Diversity, Opportunity, 2014

Local Government

City of Greater Bendigo Human Rights Charter City of Greater Bendigo Customer Service Charter City of Greater Bendigo Municipality Plans:

The Greater Bendigo +25 Community Plan

Municipality Public Health

and Wellbeing Plan 2013-2017

City of Greater Bendigo

Council Plan 2013-2017

City of Greater Bendigo Economic Development Strategy 2014-2020

Cultural Diversity and

Inclusion Plan


5.0 Project Objectives and Principles

The City has a clear commitment to ensure human rights for all its residents; to foster a community

free of racial and religious discrimination; it acknowledges, supports and embraces the contributions

cultural diversity brings to the City .

5.1 Project Objectives

The project objective is to develop a Cultural Diversity and Inclusion Plan for the City of Greater

Bendigo to guide the City’s strategic approach to:

Fostering positive community attitudes towards multiculturalism.

Providing and increasing opportunities across different sectors of the community for

inclusion and participation of culturally, linguistically and religiously diverse residents.

Reducing racial and religious discrimination, and

Strengthening organisational (the City) capacity for cultural inclusion.

5.2 Project Outcomes

A literature review informing on key issues pertaining to cultural diversity and inclusion.

Development/identification of key strategies and actions to ensure and enhance access and

inclusion for CALD communities across all aspects of civic life.

Development/identification of key strategies and actions for engagement and

communication with CALD communities.

Development/identification of key strategies for advocacy for CALD groups

Development /identification of strategies to enhance leadership opportunities for CALD

community members

Identification of potential partnership development between community groups and

industry, arts, education and recreational areas

Development of the demographic CALD profile of the City of Greater Bendigo

Identification of emerging issues, opportunities and potential solutions within the scope of

the project.

6.0 Technical Scope (Methodology)

This is the inaugural Cultural Diversity and Inclusion Plan for the City of Greater Bendigo. It is

important that it is grounded in best practice and responsive to the local community. Whilst the City

of Greater Bendigo has a significant sphere of influence, to increase impact, the plan is seeking to be

a community owned and implemented plan, rather than an organisational plan. The process for

developing the CDIP will engage and form strategic partnerships with relevant stakeholders

representing different sectors. The City and stakeholders representing different sectors and spheres

of influence will be responsible for the implementation of actions in the final plan. See appendix 2.

The methodology will include meaningful community engagement with a range of stakeholders that

represent different sectors and, most importantly, with people from culturally diverse backgrounds

to understand what works, the barriers, prevalence and types of discrimination experienced and

opportunities. Furthermore, although there is state and national data on social attitudes towards

multiculturalism, religious diversity and social cohesion, Bendigo is lacking in local data and therefore

the City does not have a robust baseline to measure changes. Therefore, the development of the

CDIP will involve substantial local research.


Key Project Stages:

The project will involve the following six distinct but inter-related phases:

Phase 1: Establishment: project planning and development of key project documents.

Phase 2: Research and consultation: involving the following key tasks:

literature review to identify best practice.

Comparable Community Attitudes survey to assess attitudes towards cultural diversity in

Bendigo.

Focus group discussions and in depth interviews with people of culturally and linguistically

diverse backgrounds to understand experience of social inclusion, opportunities and interest.

Consultations with relevant stakeholders (see Appendix 2) to understand benefits, barriers

and opportunities for social inclusion.

Survey of workplaces in Bendigo.

Integration with other City survey and consultation approaches.

Phase 3: Analysis of research and consultation data, including development and exhibition of a

community discussion paper.

Phase 4: Development of the draft CDIP, public exhibition and community feedback/consultation.

Phase 5: Endorsement of CDIP.

Phase 6: Implementation of Plan and monitoring of the Plan.

7. Project Management and Governance

Figure: Project Governance Structure

The governance diagram above illustrates the entities involved in the development, management,

endorsement of the CDIP. The diagram depicts the multifaceted involvement and influence. This

Council

Community Reference

Group

Project Working Group


approach ensures the development of a CDIP will have strong community pull rather than focus on

organisational push. The governance structure for the development of the CDIP involves two main

groups:

1. CDIP Community Reference Group, and

2. CDIP Project Working Group

The two governance groups are equal in authority.

1) The CDIP Community Reference group is built upon members of the Multicultural Round

table who have expressed an interest in forming a reference group for the development of

the CDIP. The Community Reference group will involve leaders from a cross section of the

community who represent and have an influence within their respective sectors. Sectors

include: corporate, local business, health, education, sport, ethnic and cultural groups,

government, the community sector and other specialist groups or individuals who have an

interest in cultural inclusion. As community leaders, Councillors will also be invited to join

the Community Reference Group. The purpose of this group will be to support the

development of the CDIP by:

Providing local knowledge of current organisational practices and processes.

Provide input into key aspects of the project, including methodology, community

engagement, objectives and scope.

Provide access to relevant information from their organisation or sector.

Advocate and support the process of developing the CDIP

Provide a conduit for promoting and disseminating information related to the

Project to the interest groups they represent.

Provide input on the development of the CDIP and be advocates within their

sector for cultural diversity.

Comment and provide feedback deliverables and findings of the strategy.

Where applicable, provide in kind support

This group will meet on a quarterly or as needed, basis, throughout the term of the Project. A

complete Terms of Reference will be drafted.

2) The CDIP Working group will comprise of relevant staff across the organisation whose

responsible functions can influence cultural inclusion. The Community Partnerships Unit will

be responsible for supporting and chairing these meetings. The Working Group will be

responsible for:

The Working Group will be responsible for: Assisting with the development of the CDIP in accordance with the project brief.

Assisting with the integration of the CDIP within the organisation.

Facilitating connections to community stakeholders and engagement broader networks.

Ensuring involvement and consultation of relevant stakeholders.

Providing advice on the development of project processes and approaches.

Contributing, reviewing and providing feedback on key project documents such as the

communications strategy, engagement strategy and final documents.

Assisting with data collection (e.g. community consultation, research and

organisational data) and project events.

Assisting with identifying enablers and inhibitors of implementation of the CDIP.


Contributing to monitoring and evaluation processes.

Providing feedback on communications collateral.

Contributing to the interpretation of research findings.

The Project Working Group will meet on a monthly basis and a complete Terms of Reference will be

developed.

The Project will be managed by the Community Partnerships Unit. Staff of this Unit with involvement

from the Strategy Unit will form the Project Control Group which will be responsible for the

development, progression and quality of the CDIP.

8. Budget and Resources

A short term position EFT 0.5 has been created to develop project documentation. The continuation

of this position will rely upon a successful budget bid which includes other funds to support the

development of the CDIP such as consultation, publication and survey costs.

9. Community Engagement Plan

The community engagement plan for the CDIP will align with the City’s Community Engagement

Policy22. Further to this the CDIP will incorporate the best practice principles for engaging with CALD

communities. Specifically these are: engage the community as early in the process as possible, build

trust, recognise diversity within each community, allow time, build capacity, avoid over-consultation,

provide accessible communication, demonstrate respect, provide feedback on the outcomes of

engagement23

It is important that everybody who is interested in participating in the development of the CDIP is

provided the opportunity. The qualitative community research component seeks to engage with a

diversity of people; of different ages, sexes, different experiences and different ethnic, cultural and

religious backgrounds. In order to achieve this, volunteers will be recruited and identified and

gatekeepers will be engaged to different social groups. The City is uniquely positioned with a

number of education institutes available with students who have an interest in cultural diversity and

are required to undertake placements. Discussions will be held with various education institutions

to further explore opportunities for students to implement community engagement strategies. The

final community engagement plan will be developed at the beginning of the project. It will document

modes of consultation and time frames.

10. Project Management Program

Refer to Gantt chart appendix 3 for further details

11. Reference Documents

Refer to the Bibliography appendix 2 for further details

22City of Greater Bendigo Community Engagement Policy 2010 23 Engaging Culturally and Linguistically Diverse Communities. A Guide for the Western Australian Public Sector, Office of Multicultural Interests - Department of Local Government WA

http://www.omi.wa.gov.au/resources/publications/consultations/Engaging_Communities.pdf

http://www.omi.wa.gov.au/resources



Appendices

Appendix 1: CALD Profile for Bendigo

Appendix 2: Stakeholder List

Appendix 3: Bibliography and Reference Documents

Appendix 4: Gantt Chart (timeframes and project milestones)


Appendix 1: CALD Profile for Greater Bendigo

The following section is a preliminary snapshot of the Cultural Diversity of the City of Greater

Bendigo. This information will inform the development of the Cultural Diversity and

Inclusion Plan, whilst recognising that the 2011 census data may not accurately reflect

Bendigo ‘as is in 2015’. Presently we know for example that Bendigo is home to a small

number of Nepalese and Afghan Hazzara people, which are not reflected in the ABS 2011

census data.

The data narratives (interpretations) we seek to highlight in the following sections are

representative of interpreted trends, based on low numbers, only. These trends will require

further consideration, investigation and analysis as we progress the development and

implementation of the Cultural Diversity and Inclusion Plan; as such the demographic profile

of Bendigo will be evolving, as more data becomes available, through the span of the project

and release of new census data.

3.2.1 Ancestry

Ancestry is an indicator of cultural diversity and background that is not necessarily

connected to country of birth. It refers to the the cultural association and ethnic

background of a person going back three generations. The following table show how the

population of the City of Greater Bendigo identify in terms of ancestry.

Ancestry - ranked by size24 City of Greater Bendigo 2011 2006

Change

Ancestry Number % Regional VIC

% Number %

Regional VIC %

2006 to 2011

Australian 43,073 42.8 40.9 45,334 48.6 45.8 -2,261

English 42,805 42.5 39.9 35,184 37.7 35.8 +7,621

Irish 13,928 13.8 12.6 11,609 12.5 11.3 +2,319

Scottish 10,835 10.8 10.9 8,546 9.2 9.4 +2,289

German 4,478 4.5 4.6 3,861 4.1 4.4 +617

Italian 2,722 2.7 3.6 2,363 2.5 3.5 +359

Dutch 1,458 1.4 2.3 1,283 1.4 2.3 +175

Chinese 1,012 1.0 0.7 744 0.8 0.6 +268

Welsh 513 0.5 0.5 443 0.5 0.5 +70

Greek 427 0.4 0.5 367 0.4 0.6 +60

Indian 409 0.4 0.5 192 0.2 0.2 +217

New Zealander 378 0.4 0.5 381 0.4 0.5 -3

French 357 0.4 0.4 313 0.3 0.3 +44

24

Source: Australian Bureau of Statistics, Census of Population and Housing 2011. Compiled and presented in profile.id by .id, http://profile.id.com.au/bendigo/home





Filipino 340 0.3 0.4 240 0.3 0.3 +100

Polish 334 0.3 0.6 284 0.3 0.6 +50

Maltese 319 0.3 0.5 263 0.3 0.5 +56

Burmese peoples 295 0.3 0.1 9 0.0 0.0 +286

Inadequately Described 256 0.3 0.3 158 0.2 0.2 +98

Danish 200 0.2 0.2 149 0.2 0.2 +51

Spanish 198 0.2 0.2 192 0.2 0.2 +6

Sinhalese 194 0.2 0.1 129 0.1 0.1 +65

Maori 176 0.2 0.2 144 0.2 0.2 +32

Australian Aboriginal 171 0.2 0.2 102 0.1 0.2 +69

South African 169 0.2 0.2 117 0.1 0.1 +52

Croatian 165 0.2 0.5 136 0.1 0.5 +29

Swedish 153 0.2 0.1 150 0.2 0.1 +3

American 134 0.1 0.2 123 0.1 0.2 +11

Serbian 121 0.1 0.3 136 0.1 0.3 -15

Hungarian 118 0.1 0.2 124 0.1 0.3 -6

Swiss 115 0.1 0.1 108 0.1 0.1 +7

Austrian 111 0.1 0.2 102 0.1 0.2 +9

Russian 105 0.1 0.2 94 0.1 0.1 +11

Some people identify with multiple ancestry backgrounds (refer to below table: Ancestry –

totals). This is reflected in the 2011 and 2006 census data where 33% of people identified

with more than one ancestry background and 30% in 2006 respectively25.

Ancestry - totals26

City of Greater Bendigo

2011 2006 Change

Ancestry totals Number % Regional VIC

% Number %

Regional VIC %

2006 to 2011

Not stated 6,201 6.2 6.6 6,285 6.7 7.1 -84

Total people 100,611 100.0 100.0 93,231 100.0 100.0 +7,380

Total responses 134,195 121,079 +13,116

Between 2006 and 2011 the English (+7,621 persons), Irish (+2,319 persons), Scottish

(+2,289 persons) and Australian (-2,261 persons)27 ancestries saw the most significant

change.

25

Source: ABS, Census of Population and Housing 2006 and 2011 26

Source: Australian Bureau of Statistics, Census of Population and Housing 2006 and 2011. Compiled and

presented in profile.id by .id, the population experts. 27

Source: Australian Bureau of Statistics, Census of Population and Housing 2006 and 2011. Compiled and presented in profile.id by .id, http://profile.id.com.au/bendigo/home







Snapshot of Ancestry for the City of Greater Bendigo

A majority of people, 99%, identify with Anglo Celtic ancestry – slightly higher than

other regions in Victoria.

German, Italian, Dutch and Chinese ancestries were the largest (10%) non- Anglo

Celtic ancestry group people identified with.

33% of people identified with more than one ancestry - an increase of 3% from

2006.

Less than 1% (0.2%) identified with Aboriginal and/or Torres Strait Islander

ancestry, however 1.4% of the population identified as being Aboriginals and/or

Torres Strait Islander at point of 2011 Census.

3.2.2 People Born Overseas

Country of birth signifies where people are born. It provides a picture of cultural diversity as well as the historical settlement patterns of Australia’s immigration policies.16


Birthplace - ranked by size28 City of Greater Bendigo

2011 2006 Change

Birthplace Number % Regional VIC

% Number %

Regional VIC %

2006 to 2011

United Kingdom 2,391 2.4 3.5 2,176 2.3 3.5 +215

New Zealand 663 0.7 1.0 567 0.6 0.9 +96

India 320 0.3 0.4 119 0.1 0.2 +201

Netherlands 299 0.3 0.6 281 0.3 0.6 +18

Philippines 253 0.3 0.3 177 0.2 0.2 +76

Germany 242 0.2 0.5 247 0.3 0.5 -5

China 212 0.2 0.2 122 0.1 0.1 +90

Thailand 181 0.2 0.1 36 0.0 0.0 +145

South Africa 169 0.2 0.2 119 0.1 0.2 +50

Italy 163 0.2 0.6 157 0.2 0.7 +6

Burma (Myanmar) 154 0.2 0.0 3 0.0 0.0 +151

Malaysia 143 0.1 0.1 104 0.1 0.1 +39

Sri Lanka 143 0.1 0.1 92 0.1 0.1 +51

Ireland 124 0.1 0.2 105 0.1 0.1 +19

United States of America

124 0.1 0.2 122 0.1 0.2 +2

Birthplace - summary29

City of Greater Bendigo 2011 2006 Change

Birthplace Number % Regional VIC

% Number %

Regional VIC %

2006 to 2011

Total Overseas born 7,023 7.0 10.6 5,564 6.0 10.1 +1,459

Non-English speaking backgrounds

3,465 3.4 5.5 2,417 2.6 5.2 +1,048

Main English speaking countries

3,558 3.5 5.1 3,147 3.4 4.9 +411

Australia 88,822 88.3 84.3 82,853 88.8 84.3 +5,969

Not Stated 4,768 4.7 5.0 4,838 5.2 5.6 -70

Total Population 100,613 100.0 100.0 93,255 100.0 100.0 +7,358

The majority of people living in the City of Greater Bendigo were born in Australia – more so

than regional Victoria, and this demographic group continued to grow between 2006 and

2011. However the cultural diversity of the City also continued to expand; whilst relatively

few people were born overseas - indeed fewer than compared to regional Victoria, this

demographic group rose by 26% between 2006 and 2011. The increase were largest among

people born in United Kingdom, India, Burma (Myanmar) and Thailand The City saw more

people than ever coming from non-English speaking backgrounds; people born in India

accounted for the greatest increase, consistent with regional Victoria in general. People

28

Source: Australian Bureau of Statistics, Census of Population and Housing 2011. Compiled and presented in profile.id by .id, http://profile.id.com.au/bendigo/home 29









from non-English speaking backgrounds increased by a staggering 43% between 2006 and

2011 - a greater increase compared to the rest of regional Victoria.

Top 15 Countries of Birth by Year of Arrival30

Year of Arrival

Country of Birth

1895-1940

1941-1960

1961-1980

1981-2000

2001-2011

Not Stated

Total Persons

England 17 422 854 317 226 106 1,942

New Zealand

3 10 185 259 166 42 665

India 3 4 34 22 248 13 324

Scotland - 87 154 44 20 13 318

Netherlands - 191 55 26 16 9 297

Philippines - - 16 110 121 5 252

Germany - 142 48 29 18 7 244

China - 7 4 32 167 4 214

Thailand - - - 15 153 13 181

South Africa - - 19 69 73 8 169

Burma - - 3 4 144 11 162

Italy 6 76 56 8 5 9 160

Malaysia - - 41 47 55 5 148

Sri Lanka - 3 23 39 70 4 139

USA - - 31 36 57 7 131

The table above shows the migration patterns in key stages through history. Before World

War II migration to Australia was almost entirely from the British Isles. However this changed

post World War II where more than 60% of migrants came from other countries than Britain.

They arrived in Australia in distinct waves: Eastern European refugees were followed by

migrants from Western Europe, who later was followed by migrants from the Mediterranean

Basin and then people from Asia and the Middle East.31

30

Victorian Multicultural Commission (2013) Population Diversity in Victoria by Local Government Areas: 2011 Census Local Government Areas [online]. Available: http://www.multicultural.vic.gov.au/population-and-migration/victorias-diversity/population-diversity-in-local-councils 31

Krunpinski, J (1984) Changing patterns of migration to Australia and their influence on the health of migrants http://www.ncbi.nlm.nih.gov/pubmed/6740340

http://www.multicultural.vic.gov.au/population-and-migration/victorias-diversity/population-diversity-in-local-councils


http://www.ncbi.nlm.nih.gov/pubmed/6740340


Top 15 Countries of Birth by Age32

Age Group (in years)

Country of birth

0-11 12-18 19-25 26-44 45-54 55-64 65-74 75+ Total Persons

England 31 46 39 281 420 459 359 306 1,941

New Zealand

28 31 36 228 143 117 63 20 666

India 37 14 35 170 24 16 21 7 324

Scotland - 3 6 28 65 86 81 49 318

Netherlands 6 3 - 20 20 102 91 57 299

Philippines 18 18 21 110 41 32 8 4 252

Germany - - 3 30 30 73 63 44 243

China 7 26 59 78 19 9 7 8 213

Thailand 68 42 32 22 13 4 - - 181

South Africa 14 18 12 51 31 24 17 - 167

Italy - - 3 9 24 48 32 45 161

Burma 3 17 38 79 12 8 3 - 160

Malaysia 8 10 17 50 24 27 11 - 147

Sri Lanka 19 3 3 45 30 12 13 14 139

USA 23 10 5 36 17 25 9 6 131

The demographic data for country of birth and age for the City of Greater Bendigo indicate

that the European immigrants are entering ageing. The traditional working age groups (26-

64 years of age) are dominated by immigrants form United Kingdom, New Zealand and India.

Young people (12 to 25 years of age) are predominantly represented by China (85, possibly

reflecting international students) England (85) and Thailand (74). Children of pre and

primary school age (0-11 years of age) have the largest representation from Thailand (68)

and India (37). However it must be noted that it is unknown if children born in Thailand is

reflective of Thai nationality or Burmese (Karen children) born in refugee camps in Thailand.

The below table indicates the spatial distribution of people born overseas for the City of

Greater Bendigo. As evident the settlement of immigrants has been very even across all

suburbs of the City.

32

Victorian Multicultural Commission (2013) Population Diversity in Victoria by Local Government Areas: 2011 Census Local Government Areas [online]. Available: http://www.multicultural.vic.gov.au/population-and-migration/victorias-diversity/population-diversity-in-local-councils




Snapshot of Birthplaces for the population of the City of Greater Bendigo

7 % of people were born overseas – slightly less compared to regional Victoria

(10.6%).

People born overseas increased by 26.2% between 2006 and 2011

3.4% of the total population in the City of Greater Bendigo was from a non-English

speaking background.

49% of people born overseas were from a non-English speaking background – an

increase of 43% between 2006 and 2011.

People born overseas are relatively evenly settled across the City of Greater

Bendigo.


3.2.3 Proficiency in English33

The English proficiency data indicates that Bendigo is linguistically homogeneous considering

93% of people only speak English. The data also indicates a very small proportion of people

who have no proficiency or very little proficiency in English - however small in numbers, this

demographic group has more than doubled between 2006 and 2011, whilst it has remained

(almost) steady in regional Victoria.

Proficiency in English City of Greater Bendigo - Total persons (Usual residence)

2011 2006 Change

English proficiency Number % Regional

VIC % Number %

Regional VIC %

2006 to 2011

Speaks English only 93,365 92.8 90.4 87,703 94.1 91.1 +5,662

Speaks another language, and English well or very well

2,795 2.8 4.6 1,907 2.0 4.0 +888

Speaks another language, and English not well or not at all

514 0.5 0.8 240 0.3 0.7 +274

Not stated 3,941 3.9 4.1 3,400 3.6 4.1 +541

Total population 100,615 100.0 100.0 93,250 100.0 100.0 +7,365

3.2.4 Religion34

2011 census data on religion (refer to table below) highlight the major concentrations of

religious affiliations in the City of Greater Bendigo. Whilst 26.8% of the population do not

affiliate themselves with any religion, a majority of people (62.7%) affiliate with Christianity,

slightly more people than in regional Victoria. A small proportion of the City’s population,

1.6%, indicate non-Christian affiliation; however small numbers, this represents a significant

increase of 61.5% from the 2006 census data, consistent with general trends in regional

Victoria. Possibly these trends have recently been directly observable as increased needs

for other than Christian worship sites. The City of Greater Bendigo recently received and

approved planning applications to two new worship sites: a mosque and a Karen Buddhist

monastery.

33

Source: Australian Bureau of Statistics, Census of Population and Housing 2011. Compiled and presented in profile.id by .id, http://profile.id.com.au/bendigo/home 34









Snapshot of Linguistic and Religious Diversity of the City of Greater Bendigo

93% of people living in the City of Greater Bendigo only speak English.

The number of people with no or little proficiency in English has more than doubled

between 2006 and 2011.

The number of people indicating non-Christian affiliation has increased by 61.5%

between 2006 and 2011.

Bendigo has seen an Increased need for non-Christian religious worship sites

(applications for a mosque and Buddhist monastery were submitted to and

approved by council)


3.2.5 Citizenship35

Persons who acquired Australian citizenship at ceremonies held by The City 2013/2011

2013/14 Number of Clients

India 64

Thailand 51

Myanmar 47

United Kingdom 27

South Africa 15

Philippines 14

China 14

Mauritius *

Sri Lanka *

Bangladesh *

Iran *

Nepal *

Zimbabwe *

Australia *

Pakistan *

New Zealand *

Malaysia *

USA *

Canada *

Kuwait *

Egypt *

Sudan *

Burundi *

Hungary *

Bhutan *

Vietnam *

Fiji *

Ireland *

Nigeria *

Zambia *

Mozambique *

Solomon Islands *

Switzerland *

Botswana *

Bulgaria *

Soviet Union *

Ethiopia *

Hong Kong *

Afghanistan *

Croatia *

Romania Pre 1/2/2002 *

Total 340

35

Data provided by Department of Immigration and Boarder Protection, 2014. *Denotes 10 or less people.


Appendix 2

Stakeholder List

Further stakeholder identification, analysis and a full contact list will be developed and

continually evolve during the project.

Stakeholder Project Impact Priority Means

Councillors Councillors are required to endorse

the CDIP.

High Representation on the

Community Reference Group.

Updates via Councillor Bulletins.

Invite to community forums.

Internal The City

business units, e.g.,

economic

development, active

and healthy, capital

venues and events.

Develop whole of organisation

approach and integrate inclusion

into different functions of The City

.

Increase reach into the community

as different units have

relationships with different

community sectors.

High Involvement in the Project

Working group.

Internal communication and

consultations.

Different ethnic,

religious, and cultural

groups and

communities, e.g.,

Chinese association,

Karen Group

Understand experiences of social

inclusion in Bendigo to ensure the

relevancy of the CDIP.

Improve connections between

CALD groups and other sectors of

the community through the

process of developing the CDIP

High Focus group discussions.

Key informant interviews and

experiential active engagement

techniques.

Engage as facilitators, speakers

at workshops.

Engagement with diverse age,

CALD background, and

residency pathways (e.g.,

refugee, skilled migrant, second

generation Australian)

Local Businesses and

industry

Understand benefits of diversity in

the workplace, barriers, and

inclusion approaches.

Employment key factors in social

inclusion, also site of

High Representation in the

community reference group.

Aim a community forum at

businesses / workplaces.

Seek inclusion information from


discrimination business and share good

practice.

Settlement and

culturally diverse

services and bodies,

LCMS, BCHS, TAFE,

settlement network.

Assist with access to CALD groups.

Understand needs of particular

CALD groups.

Opportunity to develop integrated

planning and sector wide

coherence of roles and

responsibilities

High Representation on the

community reference group.

Ongoing discussions regarding

the development of the plan

and partnerships formed.

Expert bodies, e.g.,

VMC Regional

Advisory Council,

relevant academics.

Could provide expertise, academic

rigour to processes and

methodology and relevant

comparisons

Medium. Share project documentation

and individual meetings with

project control group members.

Community groups

and facilities, e.g.,

sports clubs,

neighbourhood

houses, libraries.

Presents excellent platforms for

social inclusion.

Venues for research and

consultation during project

development.

Medium Representation on community

reference group.

Targeted consultation during

exhibition stage.

Education, schools,

early years, TAFE and

University

Opportunity for discrimination or

social inclusion of children and

parents.

Need to understand current

experiences and challenges

Medium Representation in the reference

group.

Involvement in forums

General public Gain understanding of level of

support for cultural diveristy,

concerns, community attitudes.

New ideas can be generated

Medium Invited to participate during

community consultation period,

through forums or writing.

Can receive Project Bulletins.

Police Opportunity to further strengthen

relationship and responsiveness

between CALD group and the

police.

low Representation on the

Community Reference group.


Appendix 3

Bibliography

Australian Bureau of Statistics, Census of Population and Housing 2006 and 2011

City of Greater Bendigo Community Engagement Guidelines and Toolkit, April 2011

Department of Local Government WA - Office of Multicultural Interests - Engaging

Culturally and Linguistically Diverse Communities. A Guide for the Western Australian Public

Sector, WA

Krunpinski, J., 1984, Changing patterns of migration to Australia and their influence on the

health of migrants http://www.ncbi.nlm.nih.gov/pubmed/6740340

Municipality Association Victoria, 2014, Position Statement, Melbourne

New York City Council, Blueprints for Immigrant Integration,

http://www.nyc.gov/html/imm/bii/html/home/home.shtml

Scanlon Foundation, 2014, Mapping Social Cohesion. The Scanlon Foundation surveys 2014,

Melbourne

Sudjiic , J. & Sayer, P., 1992, The 100 Mile City, Harper Collins, London

State Government Victoria,2014, Victoria’s Advantage, Unity Diversity Opportunity, Victoria’s

Multicultural Affairs and Citizenship Policy, Melbourne

Victorian Equal Opportunity and Human Rights Commission, 2008, Harnessing Diversity:

addressing racial and religious discrimination in employment, Melbourne

Victorian Local Government Multicultural Issues Network and Municipal Association of

Victoria, 2014, Background Paper. The Role of Local Government in Settlement and

Multiculturalism, Melbourne





http://www.ncbi.nlm.nih.gov/pubmed/6740340

http://www.nyc.gov/html/imm/bii/html/home/home.shtml


VicHealth 2007, More than tolerance: Embracing diversity for health: Discrimination

affecting migrant and refugee communities in Victoria, its health consequences, community

attitudes and solutions- A summary report. Victorian Health Promotion Foundation,

Melbourne.

VicHealth 2012, Preventing race-based discrimination and supporting cultural diversity in the

workplace. An evidence review: full report, Melbourne

VicHealth, 2013, Findings from the 2013 survey of Victorians’ attitudes to race and cultural

diversity, Melbourne

Victorian Multicultural Commission,2013, Population Diversity in Victoria by Local

Government Areas: 2011 Census Local Government Areas [online]. Available:

http://www.multicultural.vic.gov.au/population-and-migration/victorias-

diversity/population-diversity-in-local-councils

Legal Framework:

Australian Access and Equity Strategy and Policy Framework

Australian Human Rights Framework 2010

Australian Multicultural Policy, The People of Australia 2011

Charter of Public Service in a Culturally Diverse Society 1996

Human Rights and Equal Opportunity Act 1986 (Cwlth)

Local Government Act 1989

Racial Discrimination Act 1975 (Cwlth)

Racial and Religious Tolerance Act 2011

The International Covenant on Civil and Political Rights 1966

The International Covenant on Economic, Social and Cultural Rights 1966

The International Convention on the Elimination of all Forms of Racial Discrimination 1975 The Universal Declaration of Human Rights 1948 Victorian Equal Opportunity Act 2010




Victorian Multicultural Act 2011

Victorian Charter of Human Rights and Responsibilities Act 2006

Whole-of-Government Multicultural Affairs and Citizenship Policy – Victoria’s Advantage: Unity, Diversity, Opportunity 2014

The City Municipality Plans:

The City Human Rights Charter, 2014

https://www.bendigo.vic.gov.au/.../HUMAN_RIGHTS_CHARTER

The City Municipality Public Health and Wellbeing Plan 2013-2017,

https://www.google.com.au/?gfe_rd=cr&ei=U0R-

VYbtEdLu8wfhrKa4Cw#q=Municipality+Public+Health+and+Wellbeing+Plan+2013-

2017+Bendigo

The City Council Plan 2014-2017, https://www.google.com.au/?gfe_rd=cr&ei=U0R-

VYbtEdLu8wfhrKa4Cw#q=City+of+Greater+Bendigo+Council+Plan+2013-2014

The City Economic Development Strategy 2014-2020,

https://www.google.com.au/?gfe_rd=cr&ei=U0R-VYbtEdLu8wfhrKa4Cw#q=The City

+Economic+Development+Strategy+2014-2020

The City Community Engagement Policy, 2010,

https://www.bendigo.vic.gov.au/About_the_City/Publications/Policies#.VX5IOrccSUk

The City +25 Community Plan,

https://www.bendigo.vic.gov.au/files/.../Bgo25CommunityPlan

Independent Review of the City of Greater Bendigo Final Recommendations, 2013,

https://www.google.com.au/?gfe_rd=cr&ei=U0R-

VYbtEdLu8wfhrKa4Cw#q=Independent+Review+of+the+City+of+Greater+Bendigo+Final+Rec

ommendationshttigo.vic.gov.au/About_the_City/Publications/Policies#.

https://www.google.com.au/?gfe_rd=cr&ei=U0R-VYbtEdLu8wfhrKa4Cw#q=Independent+Review+of+the+City+of+Greater+Bendigo+Final+Recommendations




Act 2011

Appendix 3 Gantt Chart (project timeframe and key milestones)


2015

2015 Jan FEB March April May June July August Sept Oct Nov Dec 2016 Jan Feb March April May June July August Sept Oct Nov Dec

Governance and communication

Project control group meetings (monthly)

Community Reference Group

Councillor bulletin items

Community bulletin

Project Working Group meetings

Stage 1 Establishment

Project Brief

Literature Review

Establish Project Control Group

Establish Community Reference Group

Stakeholder analysis

Community Engagement Plan

Communication Plan

Basic demographic analysis

Develop TOR for Community Reference Group

Develop TOR for Project Control Group

Stage 2 - Research

Development / methodology of community attitude survey

Implementation of community attitude survey

Sourcing stakeholder information, workplace survey

Workplace focus groups, qualitative

Focus groups of CALD groups

1st Community Forum (presenting situational information, collecting info)

The City Cultural Inclusion Audit

Research with children and schools.

Community group focus groups, sports, neighborhood house etc.

Stage 3 - Analysis

Analysis of community attitude survey

Analysis of focus group discussions

Analysis of other information

Identification of themes, opportunities, needs

Community Discussion paper

2nd Community Forum (presenting discussion paper of findings)

Stage 4 - Draft Plan

Draft strategy and plan

Council forum

Council report and endorsement for community exhibition

Community Exhibition and consultation

3rd Community Forum presenting (launch of draft plan)

Review and amend

Stage 5 - Endorsement

Final strategy and plan endorsed by Council

Design and publication of strategy and action plan

Public Launch


Stage 6 - Implementation, M&E

External governance committee

Internal working group

Mid action plan review
