Focus Area 2: Drive Diversity and Inclusion across the Public Sector
A diverse and inclusive workforce that is representative of the community we serve is essential to ensuring we are a culturally responsive government.
| Agency actions supporting Focus Area 2 | Progress/ status for 2024-25 | Outcomes achieved for people from culturally and linguistically diverse backgrounds |
|---|---|---|
| All Agencies Action – Monitor data related to culturally and linguistically diverse employee representation and deliver strategies to achieve the whole-of-government target of 12 per cent for employees who speak a language other than English at home. | Delivered | The department continues to monitor and understand employees’ experiences through available data such as Equal Employment Opportunities (EEO) Census and Working for Queensland (WFQ) data.
In Q1 2025, the EEO Census achieved a 57% completion rate, with 6.6% of respondents identifying as speaking a language other than English at home (LOTEAH). The 2024 TMR WFQ survey achieved a 75% completion rate, with 15% of respondents identifying as LOTEAH, consistent with 2023 results. The Equity and Diversity Plan 2024 – 2026 has been developed in consultation with key stakeholders as a targeted strategy to achieve the whole-of-government target of 12 per cent for employees who speak a language other than English at home. |
| All Agencies Action – Monitor Working for Queensland survey results relevant to cultural diversity and inclusion and deliver strategies to improve inclusion for culturaly and linguistically diverse employees, including Australian South Sea Islander peoples. | Delivered | The department monitors the WFQ survey results relevant to cultural diversity and inclusion yearly as part of the Equity and Diversity Audit. The Audit is submitted to the Public Service Commission as a legislative requirement and is used as a tool to inform strategies that improve inclusion for culturally and linguistically diverse (CALD) employees.
Through the Audit, the department tracks trends in LOTEAH employees demographics and experiences. The 2024 Audit identified a gender pay gap for LOTEAH employees of 11.41% for salary and 11.46% for earnings, which is higher than the overall average of the departments 10.15% for salary and 10.16% for earnings. The 2024 WFQ survey had a 75% completion rate, with 15% of respondents identifying as CALD or LOTEAH. Within the WFQ survey, 226 employees (or 3%) identified as Aboriginal and/or Torres Strait Islander and 41 employees (0.52%) identified as Australian South Sea Islanders peoples. Action 6 in the department's Equity and Diversity Plan 2024 – 2026 outlines cultural inclusion research to inform best practice for implementation of initiatives around creating cultural and psychologically safe workplaces for LOTEAH employees. This is due to be delivered by Q4 2025. |
| All Agencies Action – Using the Diversity and Inclusion on Boards Toolkit, implement targeted actions to increase the cultural and linguistic diversity of representation on Queensland Government boards. | Delivered | We actively uses the Diversity and Inclusion on Boards Toolkit to guide and strengthen its commitment to improving representation on Queensland Government boards. As part of its targeted actions, we are implementing strategies to increase the cultural and linguistic diversity of our board appointments. This includes embedding inclusive recruitment practices, proactively engaging with CALD communities to identify and encourage suitable candidates, and ensuring that selection processes align with the toolkit’s principles. We also monitor and evaluate board composition regularly to identify gaps and opportunities for more inclusive representation.
We remain committed to building board environments that reflect the rich diversity of Queensland’s population, ensuring diverse perspectives are represented in decision-making at the highest levels. |
| All Agencies Action – Agencies will provide DPC with data on the cultural and linguistic diversity of Queensland Government boards to enable Government to monitor and report on the diversity of Queensland Government bodies. | Delivered | We provided data on the cultural and linguistic diversity of its Queensland Government boards to Department of Premier and Cabinet as required. This data supports the Government’s commitment to monitoring and reporting on the diversity of Queensland Government bodies and contributes to efforts to ensure inclusive and representative governance across the state. |
| Department of Transport and Main Roads Action - Deliver training to improve the cross-cultural capability of staff to better understand and meet the needs of culturally and linguistically diverse communities. | Delivered | The First Nations Strategy Unit (FNSU) is proud to support the development of a new Cultural Awareness training module for the department, in response to the January 2024 Transport Academic Partnerships Report. The training will be mandatory for all staff and aims to build a more culturally safe and inclusive workplace through education on the history of Aboriginal and Torres Strait Islander culture. This training will be offered in addition to the ‘This is the Line’ campaign, which is currently in development.
Consultation with the First Nations Reference Group (FNRG) has been central to the process, with two engagement options used to gather feedback. This ensures the module reflects the lived experiences and priorities of Aboriginal and Torres Strait Islander peoples. Key considerations include:
FNSU will continue to support the refinement of the training to ensure it is culturally meaningful and aligned with our strategic goals. |
Case studies or good news stories to highlight achievements relevant to Focus Area 2
N/A – The Department of Transport and Main Roads does not have any relevant case studies under Focus Area 2.
- Last updated
- 2 October 2025