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Inclusion Champions of Change

We are committed to leading new thinking and action on inclusion and diversity in the Queensland public sector. We meet 4 times a year and are modelled on the Queensland Male Champions of Change, which is based on the national Male Champions of Change.

We pledge to understand and build positive and healthy workplace cultures that feature inclusion, collaboration and innovation.

Download our charter (DOCX, 214 KB) to see our full commitment.


Organisational leadership

  • Build awareness, advocacy and strategy through the Leadership Board.
  • Incorporate real inclusion and diversity commitments into strategic and operational plans, including strategic workforce plans.
  • Champion a change in workplace cultures and empowering both women and men to achieve inclusion and diversity outcomes.
  • Support the progression of talent throughout departments and the public sector, especially in leadership pipelines.


  • Assess current agency employment policies or practices and ensuring inclusion and diversity is supported in areas such as recruitment, retention, and promotion or development.

Work and family

  • Encourage the use of flexible workplace arrangements which foster or support the management of both men and women achieving an appropriate balance between work, life and family life.


  • Share experiences and successful strategies for advancing inclusion and diversity within the Queensland public sector and encouraging peers to do the same.

2018 priorities

  • Disability inclusiveness: generate ideas and redefine the issue; identify gaps, opportunities and catalysts for change.
  • Gender pay equity (GPE): develop awareness and workplace culture that enables change through flexible work practices by taking a whole-of-sector view of current and future trends impacting on GPE.
  • Growing flexibility: influence individuals and for business units to support flexibility across genders, age, and across all classification levels in the Queensland public sector.
  • Mature workforce: how do we plan for an ageing workforce.
  • Merit: explore changes in the merit process to ensure all diversity groups are given the opportunity to have equal opportunities in recruitment processes and pathways to (leadership) positions.
  • Youth: engage young people into the Queensland public sector.


  • Dave Stewart, Department of the Premier and Cabinet (Chair)
  • Robert Setter, Public Service Commission 
  • Michael Hogan, Department of Child Safety, Youth and Women
  • Michael Walsh, Department of Health
  • Liza Carroll, Department of Housing and Public Works
  • Richard Van Breda, Stanwell
  • David Smales, Energy Queensland