This capability matters more in the 2026 framework than many applicants realise.
The revised framework strengthened diversity and inclusion and embedded cultural capability more clearly throughout the behavioural indicators. The key thing for candidates, though, is not to assume they now need a completely different bank of examples. Usually, the better move is to take an existing example and make the inclusive behaviour, cultural awareness or barrier-reduction clearer.
This capability is best answered through behaviour rather than values language alone. That is why STAR-style examples are especially useful here. If you need a refresher, go back to our STAR Method Examples for NSW Government Applications.
What changes across the levels
- Foundational: respects different backgrounds, perspectives and experiences
- Intermediate: includes others thoughtfully and considers different viewpoints in day-to-day work
- Adept: actively promotes inclusion and cultural safety in team or service settings
- Advanced: addresses barriers, improves inclusive practice and influences more equitable systems
- Highly Advanced: models inclusive leadership and shapes culture, policy or systems at scale
The key difference is whether you are simply respectful, actively inclusive, or actually improving the environment for others.
How to build a useful example
Strong examples often involve:
- adjusting communication or process to include others
- seeking input from people with different perspectives
- making work safer, fairer or more accessible
- recognising and addressing barriers rather than ignoring them
Example paragraph: Intermediate
In a customer-facing role, I regularly worked with people from diverse backgrounds and made a conscious effort to adjust my communication style to suit different needs. A common challenge was that standard explanations did not always land clearly, particularly when people were unfamiliar with the process or uncomfortable asking more questions. My task was to make the interaction clearer and more respectful. I listened carefully, avoided jargon, and checked understanding rather than assuming information had landed clearly. That helped reduce confusion and made the interaction more respectful and effective for the customer.
Example paragraph: Adept
While supporting a team project, I noticed that some consultation processes were only reaching the usual voices and were not creating space for broader perspectives. My task was to improve the way participation was being supported without overcomplicating the process. I suggested a more inclusive approach, adjusted the way information was presented, and built in more opportunity for people to contribute safely and meaningfully. This improved the quality of feedback and helped the work better reflect the people it would affect.
Example paragraph: Advanced
In a leadership context, I reviewed how our team was engaging with stakeholders and identified practical barriers that were limiting participation for some groups. My task was to improve the process, not just acknowledge the issue. I introduced changes to communication, consultation and team expectations that made the process more inclusive and culturally aware, and I reinforced those behaviours through ongoing discussion rather than treating inclusion as a one-off exercise. That helped embed more inclusive practice into the way the team worked.
Final advice
Do not write this capability like a values poster.
The strongest applications show what inclusion looked like in action and how you changed your behaviour, process or decision-making because it mattered.