We prioritise diversity and inclusion.
Our goal is to foster a work environment where our differences are valued and where equal opportunities are provided to all employees - not only because it’s the right thing to do, but because it is vital to the success of our business. We allow our staff to have a voice and identify problem areas through a dedicated annual diversity and inclusion survey. This allows us to better understand our culture, potential barriers and tailor-make solutions that are right for our workforce.
Our diversity and inclusion program (PDF, 994.2KB) has been in place since 2015 and has proved highly successful.
Our annual survey shows that, in 2017, 92% of staff said that the work environment makes them feel included; that employees are treated fairly no matter their differences; and that the work environment and business practices support flexibility.
We are understand that flexible working allows greater participation and performance for a wide range of employees and more than 80% of our staff work flexibly. We offer mobile technology and access to Distributed Work Centres so that staff can work from other locations.We have led the sector in an evaluation of flexible working practices.
The DEWS Women Talent Network focuses on building and maintaining our talent pipeline for women, now and into the future. While around 45% of our Senior Executive Service are women we are working to ensure women have opportunities in all areas of our business.
We provide open support, networks and resources to allow employees to confidently manage career breaks and external commitments.
Our focus is on ability - not disability. We provide equal opportunities for all employees, prospective employees and customers with a disability. We have partnered with Job Access to build our capability and our strategies are outlined in our disability services plan - DEWS-Ability (PDF, 663.0KB).
We have led the sector in supporting lesbian, gay, bisexual, transgender, intersex and queer employees. This includes partnering with Pride in Diversity to provide a safe, supportive environment where employees can bring their true selves to work.
Connecting with mob and country (by land and sea) (PDF, 1016.3KB) is our cultural capability action plan, which outlines our commitment to act with conviction and create parity for First Australians. We have been motivated to do more through:
With more than 16% of our workforce identifying as having a non-English speaking background, we are proud of our diverse heritage. We are also undertaking specific actions in support of the Queensland Multicultural Action Plan 2016-17.ac