Our commitment to diversity and inclusion
We’re committed to developing and maintaining a workplace that is positive, engaging and respectful for all employees and is reflective of the community we serve. We recognise the strength that diversity brings, and we actively work towards creating an environment that values every individual and offers equal opportunities for all. Our commitment extends throughout our recruitment process, ensuring that it reflects our values and incorporates a diverse range of perspectives.
Here are three ways we’re living out our commitment to diversity and inclusion.
1.Promoting inclusivity: Identified and Designated positions
We have both Identified and Designated roles to support and promote diversity across the department. When the inherent duties of a role necessitate specific cultural or lived experience perspectives, these are referred to us either Identified or Designated Genuine Occupational Requirement (GOR) roles. Identified positions are roles that can only be done by Aboriginal peoples and Torres Strait Islander peoples, while Designated positions are for individuals with disability.
If the role you’re applying for is Identified or Designated, you’ll be asked to provide one of the following to enable the selection panel to confirm that you’re eligible to be considered:
- A written assertion that you’re of Aboriginal or Torres Strait Islander descent or a person with disability.
- Documentary evidence attesting to your Aboriginal or Torres Strait Islander descent. Full details and a Statutory Declaration template are available in the Evidence of Attribute - Aboriginal and/or Torres Strait Islander Identified Roles Guideline or Diverse Ability Declaration for those with disability.
- A nomination of (or written reference from) an Aboriginal person or a Torres Strait Islander person who can attest to your knowledge, skills, or experience to demonstrate cultural capabilities as required. The nominated person may be a community member, supervisor, or work colleague.
The position description attached to an advertised role will tell you exactly what the panel are looking for.
2. Targeting diverse attributes: Equal Employment Opportunity (EEO) measures
For positions not meeting GOR requirements, we support Equal Employment Opportunity (EEO) measures. This allows us to target advertising to attract applications from individuals with specific underrepresented attributes. Identified EEO and Designated EEO aim to increase the representation of Aboriginal peoples or Torres Strait Islander peoples and individuals with disability, respectively.
The position description attached to an advertised role will tell you exactly what the panel are looking for in relation to evidence of your diversity attribute.
3. Priority consideration
Most of our jobs are advertised with priority consideration. This means that if you tell us you’re someone who is an Aboriginal or Torres Strait Islander person or live with disability and meet the minimum requirements of the role, you will progress to the second stage of the selection process.
The second stage of the selection process may be a work test, phone screen or even an interview. The position description attached to an advertised role will tell you exactly what the panel are looking for in relation to evidence of your diversity attribute.
Definitions
Aboriginal or Torres Strait Islander person
An Aboriginal person or Torres Strait Islander person is one who identifies as an Aboriginal person or Torres Strait Islander person and either:
- is of Aboriginal or Torres Strait Islander descent; or
- is accepted as an Aboriginal or Torres Strait Islander by the Aboriginal and Torres Strait Islander community in which they live.
Disability
A person has disability if they have a limitation, restriction or impairment which has lasted, or is likely to last, for at least six months and may restrict everyday activities. There are different kinds of disability, usually resulting from accidents, illness, or genetic disorders, and may include:
- Physical—affects a person’s mobility, dexterity, stamina/fatigue, or speech.
- Sensory—affects a person’s ability to hear, see, touch, smell or concentrate.
- Intellectual—affects a person’s abilities to learn.
- Mental illness—affects a person’s thinking processes, including post-traumatic stress disorder (PTSD), anxiety disorders, and depression.
- Neurological—affects the person’s brain and central nervous system and/or autonomic nervous system (e.g. stroke, acquired brain injury).
Other disability include:
- Receiving treatment or medication for any other long-term conditions or ailments but still may be restricted in everyday activities.
- Any other long-term conditions resulting in a restriction in everyday activities.
Beyond recruitment: creating a positive and inclusive workplace
Our commitment extends to developing and maintaining a workplace that is positive, engaging, and respectful for all employees. We prioritise building a safe environment free from harassment, recognising, valuing, and respecting individual differences. Our 2023–2026 Equity and Diversity Plan outlines our strategic approach to building equitable, diverse, and inclusive workplaces.
As part of our commitment to diversity, the department is a member of the Diversity Council of Australia, Pride in Diversity and Australian Network on Disability. Through recognising our differences and embracing and valuing them, we can innovate and identify better solutions as a department. Having a department which is reflective of the Queensland community we serve also enables us to better understand their needs and be more responsive.
