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Aboriginal and Torres Strait Islander people

We aim to:

  • close the gap in employment outcomes for Aboriginal and Torres Strait Islander people
  • improve career development, including culturally appropriate education, training and employment
  • unlock the economic potential of Aboriginal and Torres Strait Islander employees.

Actions in the inclusion and diversity strategy specifically relating to Aboriginal and Torres Strait Islander people:

  • develop an approach to drive better employment, capability and career development outcomes
  • tap into the skills and knowledge of senior Aboriginal and Torres Strait Islander employees to build leadership skills and pathways into senior positions for Aboriginal and Torres Strait Islander employees
  • implement, monitor and evaluate Aboriginal and Torres Strait Islander cultural capability
  • promote cultural celebrations across the Queensland public service, such as NAIDOC week.

Statistics

Workforce participation rates among Aboriginal and Torres Strait Islander people in Queensland are low when compared to the broader population, with many in lower paying and lower skilled jobs.

Within the Queensland public service, Aboriginal and Torres Strait Islander employees:

  • represent only 2.03% of the workforce, yet represent 3.60% of the population
  • almost three quarters of employees are in AO5 positions or below.

Source: Diversity and inclusion in the Queensland public sector 2014 (PDF, 1.43MB) (PDF, 1.44 MB)