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
Equity and diversity plan outlines our approach and actions 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. The
Proud at Work workforce strategy was released in May 2022. 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?.
In 2020, 2021 and 2022, the department was awarded Gold in the Australian Workforce Equality Index, showing its dedication to building workplaces inclusive of LGBTQ+ people. In 2024, we were the first state government department to achieve Platinum status—the highest level of achievement.
EnAbled workforce strategy 2024-2027
The department has a vision to ensure our staff with disability and prospective candidates feel safe and supported in the workplace. This includes ensuring facilities, information, services, processes, policies, and products are inclusive and accessible to enable staff to flourish and shine. The aim is to create rewarding career pathways for staff.
EnAbled workforce strategy 2024-2027 is the second of its kind for people with disability.
Staff with disability and prospective candidates can access workplace adjustments to
enable them to thrive in the workplace, and
during the recruitment process. At the department, we are committed to providing accessible and inclusive recruitment practices to people with disability.
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:
- build inclusive workplaces that are culturally capable
- 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 Equity and Excellence: realising the potential of every students. 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.
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. A workforce that reflects the diversity of our students and school communities supports a progressive, high performing education system that realises the potential of every student. Sharing your diversity information also 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.
Questions
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
weallbelong@qed.qld.gov.au.
Trans and gender diverse applicants are invited to contact the Proud at Work program lead at
weallbelong@qed.qld.gov.au with any questions or support needs.