Workforce profile
As at 30 June 2024, we had:
- 96,163 employees (headcount) or 76,459.2 FTE
- 3% of the total workforce providing corporate services and 97% frontline and frontline support based on FTE
- 86.4% of the total FTE staff employed permanently, 9.7% temporary staff and 3.9% are casual or contract based on headcount
- 53.6% of the total headcount staff employed full time and 46.4% part time or casual.
Additional performance information relating to our workforce is available in Appendix C.
Redundancy information
No redundancy, early retirement or retrenchment packages were paid during the period.
Table 6: Gender
Woman
| 75,533 | 78.6% |
| Man | 20,416 | 21.2% |
| Non-binary | 214 | 0.2% |
Notes:
Reflects standard Department of Education (DoE) reporting for the Public Sector Commission (PSC).
* Calculated on headcount
Table 7: Diversity target group data
Women
| 75,533 | 78.6% |
| Aboriginal Peoples and Torres Strait Islander Peoples | 2,581 | 2.7% |
| People with disability | 5,046 | 5.2% |
| Culturally and linguistically diverse—speak a language at home other than English^ | 3,464 | 3.6% |
Notes:
^ This includes Aboriginal and Torres Strait Islander languages or Australian South Sea Islander languages spoken at home
* Calculated on headcount
Table 8: Target group data for women in leadership roles*
| Senior Officers (classified and s122 equivalent combined) | 176 | 69.3% |
| Senior Executive Service and Chief Executives (classified and s122 equivalent combined) | 57 | 62.6%
|
Notes:
* Excludes school-based leaders
**Calculated on headcount
Supporting a diverse workforce
The diversity of our staff, students and school communities is our greatest strength. By valuing culture and creating inclusive teaching and learning environments, we are driving equity and excellence across every state school.
In 2023–24, we continued to strengthen our workforce diversity and cultural capability with a range of initiatives, including:
- co-designing our second Aboriginal and Torres Strait Islander Workforce Strategy 2024–2027 and EnAbled Workforce Strategy 2024–2027 to build inclusive workplaces that are inclusive, accessible, and culturally capable
- continuing to implement our Pathways to Parity Workforce Strategy 2023–2026 and Proud at Work Workforce Strategy 2022–2024 to transform our workplaces, drive gender equity, and celebrate diversity and inclusion of LGBTQ+ staff
- participating in International Women's Day and encouraged staff to examine the pathways to greater economic inclusion for women, including equal access to education, employment pathways, financial services and financial literacy
- celebrating the history, culture and achievements of Aboriginal peoples and Torres Strait Islander peoples though participation in NAIDOC Week.