Inclusion and diversity commitment

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.

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.

The Queensland Public Sector Inclusion Champions of Change are the key driving force and authorising environment for inclusion and diversity activities across the sector.

Whole-of-government strategies and frameworks that enable and support inclusion and diversity within the public sector include:

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:

More about EEO reporting.

Legislation

We have legislation that supports employment equity, ethical behaviour, and anti-discrimination which we must follow:

Queensland

Commonwealth

For more information contact the Workforce Strategy team at workforcestrategy@psc.qld.gov.au

#Diversity&InclusionMatters network

This community of practice supports public sector agencies to share ideas and knowledge and drive inclusion and diversity.

The role of the network is to:

promote best practice for inclusion and diversity
offer inspiration, disruptive ideas, strategies and practical skills
create opportunities for shared learning
support information-sharing and inclusion and diversity activities
provide interactive quarterly forums
create an opportunity to build new professional contacts.

Quarterly forums

Each forum is sponsored and hosted by a different government agency and offers practitioners an interactive platform to hear from guest speakers about a range of topics and first-hand case studies.

Past guest speakers include:

Lauren Milstead, Public Service Commission, Flexible by Design
Jenny Lord, Office of Small Business, Capturing and using D&I data to measure success
Michael Fieldhouse, Program Executive, Dandelion Program - Autism in the workplace

The network also sends updates to the group about current research and articles of interest relating to inclusion and diversity.

More information

To join #Diversity&InclusionMatters network, host a forum or share your work with the network, email workforcestrategy@psc.qld.gov.au

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