Inclusion and diversity


​​​​​An inclusive culture allows us to perform better, attract and retain the workforce we need, and deliver services that support the communities we serve. In the Department of Education, we believe that each of us, regardless of our position, has a role to play in building workplaces that embrace and value diversity.

We All Belong—inclusion and diversity framework

The Department of Education's We All Belong workforce inclusion and diversity framework was launched in July 2018 outlining our approach to inclusion and diversity—to grow together as an organisation, valuing and embracing the different skills, knowledge and experiences each of our staff brings to our work. Students who feel they belong, are understood and have role models like them have the best chance of succeeding to create a Queensland for the future.

Proud at Work

The department aims to provide workplaces where all employees feel safe, valued and supported to bring their whole selves to work. Being an LGBTQ+ inclusive employer ensures we can maximise the productivity, wellbeing and engagement of all of our staff, so we can better support all Queenslanders. In May 2022, the Proud at Work workforce strategy was released as part of the We all Belong framework. This update reflects on the achievements of the previous strategy, while focusing on areas for growth to improve inclusion of our LGBTQ+ workforce. Watch the department's LGBTQ+ inclusion video, what do we have in common?transcript, on YouTube.

In 2020, 2021 and 2022, the department was awarded Gold Standard in the Australian Workforce Equality Index, showing its dedication to building workplaces inclusive of LGBTQ+ people.

Able. Valuing talent in all abilities

The department has a vision to ensure people of all abilities can participate fully in all aspects and pathways of employment. This includes being purposeful in the design of facilities, roles, recruitment and ensuring rewarding career pathways for all employees to create a positive workplace where all departmental staff are valued and feel like they belong. The strategy, Able. Valuing talent in all abilities workforce strategy, was launched by the Director-General in December 2019.

Aboriginal and Torres Strait Islander

We acknowledge that Aboriginal and Torres Strait Islander students will have the best prospect of success when they see role models like them in our workplaces, feel understood, have a sense of belonging and their identity, language and culture is valued. You can find out more about the department's commitment, in the spirit of reconciliation, to deliver aspirational educational, economic and social outcomes for Aboriginal peoples and Torres Strait Islander peoples.

The department’s Aboriginal and Torres Strait Islander workforce strategy was released in National Reconciliation Week 2020. The strategy has 2 key priorities:

  1. build inclusive workplaces that are culturally capable
  2. develop employment opportunities and career pathways.

Creating workplaces that are reflective of our broader community is essential in supporting Queensland families to flourish at home, at school and at work. Employing a workforce that represents the communities we serve also allows us to develop relationships and build trust so we are better placed to deliver relevant and responsive services.

Aboriginal and Torres Strait Islander employees provide a valued and substantial contribution to our workplaces and schools and acknowledging this will help the department to achieve its vision of every child succeeding in our schools. All employees in the department—at all levels—are expected to build cultural capability to create inclusive and culturally safe environments. You can find out more about the department’s Aboriginal and Torres Strait Islander Cultural Capability Framework overview and the steps you can take to act with cultural capability in everyday work—knowing, doing and being.

Pathways to Parity

The department is committed to accelerating the path to gender equity through inclusive, supportive and flexible workplace cultures.

The Pathways to Parity Workforce Strategy 2023–2026 sets out clear and measurable actions informed by evaluating implementation of the previous strategy, findings of the annual gender audit report and receiving feedback from our staff through co-design forums and consultation processes.

Flexible working

The department recognises that providing options for working flexibly fosters an inclusive culture that supports a diverse range of staff to participate fully in our workplaces.

Many Cultures

Launched in August 2020, the Many Cultures workforce strategy recognises that celebrating difference and leveraging the diverse knowledge, skills and experience of our multicultural workforce is critical to maximising our organisation’s potential and being an employer of choice. Through education, visibility and leadership, the strategy is creating workplaces where staff can feel safe, valued and thrive, regardless of cultural background.

Generational Diversity

The Generational Diversity workforce strategy acknowledges that people of all ages bring different and valuable perspectives and insights to each other and the communities we serve. Creating inclusive work cultures maximises the performance, wellbeing and engagement of all staff and allows us to better serve the students of Queensland.

This strategy aims to prepare our workforce for the future. It is designed in a way that recognises and respects the needs of individuals at every life stage and encourage workplace cultures where every employee feels valued for who they are regardless of age.

Inclusive workplaces

The department recognises that the diversity of our employees is a strength of our organisation. We value different ways of working, thinking and being by celebrating the diversity and uniqueness of our workforce.

The Workforce Diversity Census is critical to understanding the diversity of our workforce. It enables us to monitor and report on our progress in developing inclusive leadership and inclusive workplace cultures across our organisation.

Our Inclusive communication guide is a working document, developed to assist in building more inclusive workplace cultures. Inclusive communication is effective communication—respectful, accurate and inclusive of all—enabling everyone to contribute diverse perspectives and feel like they belong.


If you have any questions about workforce inclusion and diversity in the department, or you require the strategies in an alternative format, please email the Inclusion and Diversity team at

Trans and gender diverse applicants are invited to contact the Proud at Work program lead at with any questions or support needs.​​

Last updated 24 April 2024