The Queensland Government is committed to equity of employment opportunity and improving the representation of women in leadership roles.
Learn more about gender equity in the public sector workforce.
Workplace inclusion and diversity
The Queensland Government is committed to creating a diverse workforce representative of the community we serve. See our Inclusion and diversity strategy 2021–2025 .
Use the support available to promote and support inclusion and diversity in the workplace.
Ensure your agency provides a safe, valued and supportive workplace for LGBTIQ+ employees. See our LGBTIQ+ inclusive workplaces page.
Ensure your agency provides a safe, valued and supportive workplace for employees living with disability. See our Disability inclusive workplaces page.
Read the Queensland Government’s Multicultural policy and action plan. Find out how you can help build an inclusive workplace culture that respects and values the contributions of people of different backgrounds, experiences and perspectives.
Use the Cultural Capability Portal (employees only) to strengthen cultural capability in your agency and achieve better social and economic outcomes for Aboriginal peoples and Torres Strait Islander peoples.
Find information and resources to help you:
- learn about the history and culture of Aboriginal peoples and Torres Strait Islander peoples
- engage and consult with Aboriginal peoples and Torres Strait Islander peoples when developing policies, programs, and services
- implement work practices to support a culturally diverse workforce.
You can also read your agency's Cultural capability action plan (employees only).
Having strong cultural capability within your agency ensures Aboriginal and Torres Strait Islander perspectives are an inherent part of your agency's core business.
Aboriginal and Torres Strait Islander career pathways service
Connect with the Queensland Government’s Aboriginal and Torres Strait Islander career pathways service.
This user-driven service supports employees who identify as Aboriginal or Torres Strait Islander peoples in developing and progressing their careers into leadership and decision-making roles. It provides participants with access to cross-agency and external career development opportunities, the ability to grow personal networks and an opportunity to identify mentors within a culturally safe space.
Read more about the Aboriginal and Torres Strait Islander career pathways service or watch the About the career pathways service video.
Email careerpathways@psc.qld.gov.au to connect or collaborate.
Queensland Government’s Moving Ahead strategy
Read the Queensland Government’s Moving Ahead strategy. Find out what actions Queensland Government agencies are taking to increase the participation of Aboriginal and Torres Strait Islander people in Queensland's economy. See how your agency can help.
Young people (16–24 years) bring fresh new ideas, perspectives and creativity to the workplace. They’re usually adaptive to technology and change, and have an eagerness and willingness to learn.
Attract young people through:
- apprenticeships—for skilled trades (e.g. electrical, plumbing, cabinetmaking, automotive)
- traineeships— for vocational roles (e.g. business administration, information technology, tourism).
- school-based apprenticeships and traineeships—for young people still completing high school (generally years 10, 11 and 12)
- cadetships—for young people studying at a tertiary level to help them develop practical experience in their chosen field of study
- industry or vocational placements—for young people who want to complement their degree with professional development
- graduate programs—for university graduates (visit the Queensland Government graduate portal for more).
Veterans can bring a range of valuable skills and characteristics to your team. These include leadership and decision-making, problem solving and critical thinking, risk management, and communication. Veterans usually have a strong work ethic, thrive in outcome-oriented workplaces, and know how to operate in a volatile, uncertain, complex and ambiguous environments.
If you’re considering a veteran for a role, familiarise yourself with the Skills to sector role guide. This matches the ranks from the Royal Australian Navy, Australian Army and Royal Australia Air Force with our roles and leadership capabilities.
Make sure you research and understand a veteran’s rank to help you identify areas of alignment and areas you want to explore further in an interview.
If your candidate is successful and is still serving in the Australian Defence Force, you may need to allow for a longer notice period. A veteran’s discharge process can take longer than the standard 2 to 4 weeks.