Inclusion and diversity case studies
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Flexible by Design
Agile and flexible working is a strategic imperative within the Queensland public sector 3 year human capital strategic roadmap. It is critical to creating an innovative and diverse workforce – a future workforce that has the ability to respond to emerging priorities.
To meet future demands, the sector will need to attract, develop, and retain the best talent; manage multi-generational workforces seeking different employment experiences and support employees who work into their 70s and 80s.
A flexible workforce is essential to meet customers’ demand for agile, adaptive and responsive services.
White Ribbon Australia workplace accreditation
The Queensland Government is committed to creating a Queensland free from domestic and family violence (DFV).
We are taking a multi-agency approach to the White Ribbon Australia (WRA) workplace accreditation program to drive workplace cultural change as a part of our comprehensive workplace response to DFV. We have 19 accredited departments and agencies—all awarded and named White Ribbon Workplaces. The accreditation recognises our commitment to prevent violence, support employees affected by DFV, and promote safe and respectful workplace cultures.
We have committed to all Queensland Government departments becoming accredited as WRA workplaces by 2019. As Queensland’s largest employer, we know we can make a significant difference to how DFV is addressed at work.
Email firstname.lastname@example.org for more information about workplace accreditation.
The Department of Transport and Mains Road (TMR) celebrated the Queensland public sector’s LGBTIQ+ inclusion strategy on 20 October 2017, with employees bearing the rainbow lanyard in support of their LGBTIQ+ team mates. It also sent a clear message to employees around inclusion and diversity in the workplace.
Mike Stapleton, Deputy Director-General (Customer Services, Safety and Regulation) and Gender Diversity Champion, addressed the audience on why the strategy was so important and how we could improve inclusion at TMR.
‘Diversity goes beyond perceived visible characteristics, such as gender, race and age,’ Mike said.
‘Research shows that in Australian workplaces, approximately 45 per cent of LGBTIQ+ employees hide their sexual orientation, gender identity or intersex status at work.
‘The sector’s strategy provides a framework for strengthening LGBTIQ+ inclusion and will inform the development of TMR actions in response to the strategy.
‘Together we can make a difference to ensure our LGBTIQ+ colleagues feel welcome, valued, safe and supported every time they come to work.’
Other event speakers included:
- Troy Turner, TMR LGBTIQ+ Steering Committee Member
- Davina Jones, former Public Service Commission representative on LGBTIQ+ Steering Committee
- Superintendent David Tucker, Queensland Police Service LGBTIQ+ Steering Committee Member
They all shared their personal and professional experiences within the LGBTIQ+ community.
Employees were offered a rainbow lanyard to symbolise their status as an ally of the LGBTIQ+ community and for their willingness to make sure TMR's workplaces are inclusive, open and respectful of all employees.
- Queensland public sector inclusion and diversity strategy and action plan 2015–2020
- Queensland public sector gender equity strategy 2015–2020
- Inclusion and diversity in the Queensland public sector report 2015
- Workforce statistics
- Deloitte: The role of diversity practices and inclusion in promoting trust and employee engagement
- Deloitte – Fast forward: Leading in a brave new world of diversity
- Deloitte – Waiter, is that inclusion in my soup? A new recipe to improve business performance (PDF, 1.39 MB - large file)
- Australian Public Service Commission Diversity
- Westpac Group – 2013 accessibility action plan (PDF, 3.15 MB - very large file)
- Department of Defence – diversity and inclusion strategy
- Pride in diversity LGBTI
- Curtin University – Pride in diversity LGBTI
- Australia Post – diversity and inclusion