People with disability
Minimum Obligatory Human Resource Information (MOHRI) data indicates a minor increase in workforce representation of people with disability. Data from the Working for Queensland (WfQ) survey is more positive, at 11% for respondents to the survey, which is approaching the target of 12%.
The gap between MOHRI data and the WfQ survey is the greatest for people with disability. Like last year, survey responses indicate that some people do not record their disability in payroll systems (the source of MOHRI data) because they didn’t see any reason or benefit in doing so, did not think their disability was significant enough, or were concerned that sharing the information may impact their career. Improving the lived experience of respect, safety and inclusion for people with disability is important to improve data capture and quality.
MOHRI data indicates that representation of people with disability is much lower at the AO7 classification level and above. Further research is required to understand the drivers for this, including any potential barriers to progression and/or a reluctance to share diversity information at senior levels.
Engagement scores for people with disability have remained similar over the past 3 years and also remain lower than that of the total sector (54% compared to 60% for the sector as a whole).
Employees with disability report lower levels of feeling safe, respected and included than employees without disability. A similar gap exists in perceptions of whether employees living with a disability have any opportunity to succeed in the workplace.
| Question for employees | % positive employees with disability | % positive employees without disability |
|---|---|---|
| As an employee of this organisation, I feel safe at work | 73% | 81% |
| As an employee of this organisation, I feel respected at work | 63% | 73% |
| As an employee of this organisation, I feel included at work | 62% | 73% |
| Safe, respected, included | 56% | 68% |
Source: WfQ 2025.