Equity and Diversity Plan

The Department of Treaty, Aboriginal and Torres Strait Islander Partnerships, Communities and the Arts are committed to supporting a thriving diverse and inclusive workplace where all people feel safe, valued and respected, and where the principles of employee inclusion, diversity and embracing difference are strongly reflected in our culture and values.

The purpose of our Equity and Diversity Plan (PDF, 214 KB) Equity and Diversity Plan (DOCX, 258 KB) is to foster and support an equitable, diverse and inclusive workplace reflective of the communities we serve, that is culturally capable and culturally safe. 

The focus for our plan is: 

• Leadership and accountability: develop an inclusive, flexible, compassionate and culturally safe workplace that embodies cultural integrity; and respects, protects and promotes the human rights of all Queenslanders.
• Human capital investment: invest in the learning and capability development of our staff, ensuring that their safety, health and wellbeing are prioritised. 
• System levers: engage with staff to harness their voices. 

The actions continued within the Equity and Diversity Plan will be reviewed and refreshed annually to ensure they remain relevant and appropriate to the changing needs of the department. 

Our commitments and actions as detailed in our plan are summarised below:

Leadership and accountability

We develop an inclusive, flexible, compassionate and culturally safe workplace that embodies cultural integrity; and respects, protects and promotes the human rights of all Queenslanders.

Goals

• Our Leaders at all levels role model and demonstrate behaviour that encourage a culture of equality, respect and belonging.
• We all demonstrate inclusive behaviours and attitudes in all interactions with colleagues and team members.
• We all set a standard for others to follow acting as role models for positive change within the department.

Actions

• Exemplified inclusive behaviour
• Drive continuous improvement
• Walking the walk

Human capital investment

We attract and retain a diverse workforce reflective of the communities we serve.

We invest in the learning and capability development of our staff, ensuring their safety, health and wellbeing are prioritised.

Focus areas:

• Employer branding
• Learning and development
• Keeping you well

Goals

• Enhance attraction and Retention: Our workforce reflects the diversity within our communities at all levels across the department.
• Increase diversity targets highlighted in the Equity and Diversity Audit 2024:
  • We increase women in emerging leadership roles across the department.
  • We increase the representation of Aboriginal women and/or Torres Strait Islander women and Culturally and Linguistically Diverse (CALD) employees in the Senior Executive Service.
  • We attract and retain more people with disability.
  • We improve workforce diversity participation and identification rates.

Actions

• Employer branding
• Inclusive recruitment and selection practices
• Broadening our applicant pool
• Uplifting recruitment capability
• Retention
• New perspectives
• Supporting our aging workforce
• Diversity disclosure
• Mentally healthy workplace
• Equal access to opportunities
• Career pathways for underrepresented cohorts
• Balancing work and life commitments.

System levers

We engage with staff to listen and understand different perspectives and lived experiences.

Focus areas:

• Inclusive culture

Goals

• We embrace and celebrate diversity and leverage the advantages diversity provides.

Actions

• Networking
• Calendar of events
• Strategies and Plans
• Staff Excellence Awards
• Diversity census
• Framework
• Equity and Diversity Audit.