Impact area: Our people

Action 2.1

Implement strategies to support the Queensland Government target of employing 12% of employees with disability.

Our key activities

We will implement these activities in year 2:

• Deliver on key objectives outlined in our Equity, Diversity, Respect and Inclusion Plan 2025–2026 to enhance employment outcomes for people with a disability.
• Strengthen engagement and accountability among leaders at all levels to drive improvements in workforce diversity, with a focus on increasing participation and identification rates for Queensland Government target groups including individuals who identify as living with a disability.

Our milestones and measures

• Increased participation and identification rates for employees with a disability.

Australia’s Disability Strategy outcome areas

This action supports the following outcomes:

• Employment and financial security (Outcome 1)
• Community attitudes (Outcome 7)

Action 2.2

Promote our Equity, Diversity, Respect and Inclusion Plan.

Our key activities

We will implement these activities within 1–3 years:

• Communicate the strategy and associated initiatives to employees through internal channels, including:
  • the intranet
  • Director-General message to all staff
  • Leader’s pack for managers (cascade messages to staff)
  • CDSB News.

Our milestones and measures

• Ensure ongoing internal communication of initiatives stemming from the strategy to maintain awareness and engagement. Increased awareness and engagement measured through evaluation of engagement through open rates, click-through rates and feedback surveys on communication channels (e.g. intranet, Director-General messages, CDSB News).
• Conduct annual pulse surveys to measure employee understanding and engagement with the Equity, Diversity, Respect and Inclusion Plan.

Australia’s Disability Strategy outcome areas

This action supports these outcomes:

• Employment and financial security (Outcome 1)
• Safety, rights and justice (Outcome 3)
• Health and wellbeing (Outcome 6)

Action 2.3

Provide support to employees with disability to perform their job, undertake learning, development and career progression.

Our key activities

We will implement these activities in year 2:

• Offer person-centred development opportunities and provide tailored support to supervisors and line managers to enable them to succeed in fostering an inclusive workplace.
• Regular review of workplace adjustments and assisted technologies to ensure they continue to meet the needs of all employees, engaging specialist advice where required.
• Evaluate leadership training and programs to ensure a strong focus on inclusive leadership practices.

Our milestones and measures

• Improved Working for Queensland survey results, specifically in areas related to inclusion, support for employees with disability access to learning and development opportunities.
• Percentage of employees with disability reporting that workplace adjustments and assistive technologies effectively meet their needs, based on regular feedback and review processes.
• Evaluation of leadership training programs to ensure a strong focus on inclusive leadership, with participants demonstrating improved understanding and application of inclusive practices.

Australia’s Disability Strategy outcome areas

This action supports these outcomes:

• Employment and financial security (Outcome 1)
• Health and wellbeing (Outcome 6)
• Community attitudes (Outcome 7)

Action 2.4

Ensure recruitment practice is inclusive and promote departmental supports.

Our key activities

We will implement these activities in year 2:

• Ensure recruitment processes are fully accessible to people with disability including providing clear information about departmental support such as workplace adjustments.
• Develop and deliver resources, give strategic advice and tailor support to hiring managers to promote inclusiveness for candidates with a disability at every stage of the recruitment process.
• Provide unconscious bias training to hiring managers to enhance their ability to make fair and inclusive decisions.
• Embed our employee value proposition in recruitment practices and throughout the employee life cycle.

Our milestones and measures

• Increased diversity in applicant pools.
• Hiring managers demonstrate the skills, confidence and resources necessary to effectively recruit for diversity.
• The employee value proposition is consistently integrated in recruitment practices, fostering an inclusive and attractive workplace culture.

Australia’s Disability Strategy outcome areas

This action supports these outcomes:

• Employment and financial security (Outcome 1)
• Inclusive homes and communities (Outcome 2)
• Health and wellbeing (Outcome 6)
• Community attitudes (Outcome 7)

Action 2.5

Provide disability literacy (knowledge) training.

Our key activities

We will implement these activities in year 2:

• Develop and deliver disability awareness resources for all employees, including:
  • Reviewing and consolidating existing training packages.
  • Making disability awareness training accessible to all employees.
  • Promoting digital accessibility training across the workforce.
  • Educating customer service employees to deliver appropriate services, information and support to people with disability.
• Embed the departmental workplace adjustments policy, emphasising the role of managers in supporting employees with disabilities to perform at their best.
• Collaborate with the Diversity Council Australia and Queensland Disability Network to create and enhance training resources.

Our milestones and measures

• Percentage of employees, particularly customer-facing staff, reporting improved confidence and understanding in delivering accessible and inclusive services to people with disability after completing training.
• Proportion of employees with disability who report satisfaction with the implementation and effectiveness of workplace adjustments and managerial support.
• Percentage of customers with disability who rate the department’s services, information and support as accessible, inclusive and responsive to their needs.
• Positive feedback from Working for Queensland survey and key partners, including Diversity Council Australia and Queensland Disability Network, on the relevance and impact of the department’s disability awareness training and resources.

Australia’s Disability Strategy outcome areas

This action supports these outcomes:

• Employment and financial security (Outcome 1)
• Safety, rights and justice (Outcome 3)
• Education and learning (Outcome 5)
• Community attitudes (Outcome 7)