Our guiding principle is that women and men have the same rights, access and opportunities to:
- employment and career success
- meet family responsibilities
- contribute to communities
- lead and aspire to healthy, fulfilling, rewarding lives
- attain economic independence.
Gender Equity Strategy
The Queensland Public Sector Gender Equity Strategy seeks to transform the way gender equity has traditionally been approached:
- challenge myths and assumptions to ensure both men and women enjoy the same opportunities
- remove obstacles such as limited access to flexible working arrangements and unconscious bias
- create workplaces where both women and men thrive.
The strategy is centered on 3 key themes:
- visible and vocal leadership
- attraction and retention
- building capability.
These actions are led by the Public Service Commission in partnership with agencies.
Vocal and visible leadership
- Continue to publish a suite of gender metrics for all Queensland public sector entities that encourages transparency and deep analysis.
- Showcase role models and publish vignettes and case studies of men and women who use flexible working arrangements, particularly in non-traditional roles and senior positions.
- Promote a range of tools and resources to reduce unconscious bias.
- Ensure that the Working for Queensland employee survey continues to measure a broader range of indicators to provide data that informs, and monitors, the effectiveness of gender inclusive strategies.
- Develop an awareness campaign to focus on the identification and response to domestic and family violence and the support available to Queensland Government employees.
Attraction and retention
- Promote greater access to flexible work practices through an education campaign and support tools to promote the notion that most jobs are flexible.
- Develop and implement an education campaign to challenge recruitment myths and traditional models of progression and development, including clarifying the definition of merit.
- Examine opportunities for engaging women into male dominated industries, and men into female dominated industries, and promote case studies, pathways and support for men and women in ‘non-traditional’ roles.
- Build talent pipelines to purposefully target capable women.
- Continue to use the results from the Working for Queensland employee survey to better understand workforce issues and inform further actions.
- Refresh the remit, and design a strategic and contemporary approach for the QG Women to maximize opportunities to connect, grow and progress.
- Continue investing in leadership capability by building business, strategic and financial acumen through gender balanced ANZSOG scholarships.
- Establish partnerships with other sectors and jurisdictions to facilitate talent placement opportunities.
- Develop and implement a Leadership Talent Management Strategy that includes learning through doing, learning through others, and learning through knowing.
- Design effective supports and guidance to prepare managers to lead and manage flexible teams.