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 LGBTIQ+ 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 updated
Proud at Work workforce strategy was released under the We all Belong framework. This update reflects on the achievements of the previous strategy, while focusing on areas for growth to improve LGBTQ+ inclusion for our workforce. Watch the department's LGBTIQ+ inclusion video
What do we have in Common? on YouTube.
In June 2020 and May 2021, the department was awarded Gold Standard in the Australian Workforce Equality Index, showing their dedication to building LGBTIQ+ inclusive workplaces.
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.
A key deliverable of the strategy is the 'All Kinds of Minds'
neurodiversity pilot, which aims to establish recruitment pathways to target the strengths and talent of a diverse workforce, focusing on people who are neurodiverse. Watch the department's All Kinds of Minds video
Neurodiversity. More than able on YouTube.
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.
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 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 aims to provide workplaces where women and men—all employees—have the same rights, access and opportunities to employment and career pathways enabling them to balance work and life commitments and participate fully in our workplaces.
Pathways to Parity—accelerating the path to gender parity workforce strategy was launched by the Director-General in March 2020.
Flexible by design
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.
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 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.
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.
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.
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