We are committed to building an inclusive and diverse workforce that better reflects the community we serve — and because it makes the best business sense. This means creating an inclusive culture that promotes the skills and insights of our people irrespective of gender, ethnicity, generation, sexual orientation or disability.
- Gender equity
- Aboriginal and Torres Strait Islander people
- People with disability
- Culturally and linguistically diverse groups
- Young people
- Age-diverse workplaces
- LGBTIQ+ (lesbian, gay, bisexual, transgender, intersex and queer+)
Strategies and frameworks
The Inclusion and Diversity Strategy 2015–2020 outlines how we are building our workforces and workplaces to better reflect the diverse community we live in.
Whole-of-government strategies and frameworks that enable and support inclusion and diversity within the public sector include:
- Gender Equity Strategy
- Moving Ahead: a strategic approach to increasing the participation of Aboriginal people and Torres Strait Islander people in Queensland’s economy 2016-2022
- Multicultural Policy and Action Plan
- Aboriginal and Torres Strait Islander Cultural Capability Framework
- Disability Service Plans
- Disabling the barriers to employment implementation plan 2019-20
- Queensland public sector LGBTIQ+ inclusion strategy
- agency-specific activities that support inclusion and diversity.
Inclusion and Diversity targets
In early 2016, the Leadership Board of Directors-General introduced and committed to sector-wide diversity targets, working from the principle that our workforce should closely represent the community we serve.
The targets, which form part of the Leadership Board member’s performance agreements have been set as:
- Women in all Senior Officer, Senior Executive Service and above (including Section 122) – 50%
- Aboriginal and Torres Strait Islander People – 3%
- People with disability – 8%
- People from Non-English Speaking Background – 10%
These targets were developed based on the Queensland community and benchmarking data with the intent of incremental change across all areas over time.
From a business sense, the argument is compelling and there is no shortage of research that demonstrates the benefits of inclusive and diverse workplaces. In recognition of the opportunity to effect real and sustained changed across the sector, government owned corporations, statutory authorities, public service offices and government entities have also been invited to opt in to diversity targets.
Equality of employment opportunity (EEO) data
The Inclusion and diversity in the Queensland public sector reports provides a whole-of-sector view of agency EEO census data:
- Inclusion and diversity in the Queensland public sector 2015 report
- Inclusion and diversity in the Queensland public sector 2014 report
We have legislation that supports employment equity, ethical behaviour, and anti-discrimination which we must follow:
- Anti-Discrimination Act 1991 (PDF, 930KB)
- Disability Services Act 2006 (PDF, 1MB)
- Disability Services Act 1992 (PDF, 34KB)
- Public Service Act 2008 (PDF, 1MB)
- Industrial Relations Act 2016 (PDF, 3MB)
- Public Sector Ethics Act 1994 (PDF, 3KB)
- Work Health and Safety Act 2011 (PDF, 9KB)
- Sex Discrimination Act 1984
- Australian Human Rights Commission Act 1986
- Disability Discrimination Act 1992
- Race Discrimination Act 1975
- Affirmative Action (Equal Employment Opportunity for Women) Act 1986
For more information contact the Workforce Strategy team at email@example.com.