Diversity

Aboriginal and Torres Strait Islander

To contribute to the priorities outlined in the Queensland Government Reconciliation Action Plan 2009–12, the department has developed the 2009–12 Reconciliation Action Plan (PDF File, 562.0 KB) and the 2009–12 Aboriginal and Torres Strait Islander Employment Action Plan (PDF File, 515.5 KB) .

Achievements

• developed and conducted a specialised recruitment process that employed Aboriginal and Torres Strait Islander trainees
• promoted and provided Aboriginal and Torres Strait Islander awareness training for our frontline staff
• promoted development and leadership programs and accredited courses for Aboriginal and Torres Strait Islander staff
• established a peer support network and mentor program for Aboriginal and Torres Strait Islander staff
• participated in NAIDOC week activities, including flag raising ceremony at the Brisbane Magistrates Court and Musgrave Park family activities
• hosted a Murri Court Elders lunch.

Future actions

• undertake specialised recruitment processes to attract Aboriginal and Torres Strait Islander applicants including a targeted recruitment campaign to increase the number of Indigenous mediators
• increase the number of Aboriginal and Torres Strait Islander school based and full time trainees
• revise and promote the department’s Aboriginal and Torres Strait Islander cultural leave policy
• establish a Aboriginal and Torres Strait Islander staff awards.

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People from multicultural backgrounds

The department’s 2009–12 Multicultural Action Plan (PDF File, 107.7 KB) (MAP) has been designed to improve service delivery to the community and to provide a more representative workforce.

Achievements

• developed a Language Service Policy and poster for clients accessing departmental services
• developed and conducted specialised recruitment processes for culturally and linguistically diverse (CALD) communities and successfully placed seven applicants in the department
• incorporated a diversity component into the department’s corporate orientation program and manager’s information sessions
• delivered cross cultural awareness training to 178 service delivery staff
• engaged with multicultural organisations in Queensland on recruitment strategies for CALD communities.

Future actions

• develop an online training course on cross cultural awareness
• expand specialised recruitment campaigns and strengthen collaborations with CALD communities.

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People with disabilities

The department’s 2007–10 Disability Service Plan (PDF File, 315.8 KB) (DSP) ensures that all Queenslanders have equal access to the department’s services and employment and development opportunities within the department.

Achievements

• continued the Special Circumstances Court Diversion Program to address the over-representation in the justice system of people with complex needs, such as mental illness, intellectual disability, cognitive impairment, or who are homeless or at risk of homelessness
• through the Adult Guardian developed and delivered a communication strategy on the key services offered by the Office of the Adult Guardian, the Guardianship and Administration Tribunal (now part of QCAT), Office of the Public Advocate and the Public Trustee
• ensured that the planning, construction and upgrading of the Ipswich and Pine Rivers Courthouses allowed for better access for people with disabilities
• embedded reasonable adjustment processes in the recruitment and selection framework.

Future actions

• develop educational resources to assist managers to work with staff with disabilities
• ensure all new government buildings constructed by the department have suitable access for people with disabilities.

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Carers

The department recognises the effort and dedication of carers in our community. Carers provide a vital service to those they care for and the department has a number of actions and strategies to support them in their roles.

Achievements that address the Carers (Recognition) Act 2008

• conducted free Planning for Life forums across Queensland which provided tools and assistance to the community, including carers (Carers (Recognition) Act 2008 s 9(1)(b))
• QLRC reviewed aspects of the Guardianship and Administration Act 2000 and the Powers of Attorney Act 1998 and sought consultation from the community on:
• whether the definition of "unpaid carers" should be changed to reflect someone who regularly provides or arranges domestic services and support for an adult
• whether the definition of "paid carer" adversely affects individuals providing care to close relatives who are caught by that definition (Carers (Recognition) Act 2008 s 9(2))
• recognised the importance of the views and needs of carers in decision making processes by requiring QCAT to notify primary carers when some applications are filed under the Guardianship and Administration Act 2000 and Disability Services Act 2006 (Carers (Recognition) Act 2008 s 9(1)(b))
• ensured the department’s policies provide flexible work arrangements to assist carers to meet their commitments, including part time work, telecommuting, hours of work and purchased leave (Carers (Recognition) Act 2008 s 9(1)(b))
• redesigned and launched the department’s website to make information and services more accessible by all Queenslanders, including carers (Carers (Recognition) Act 2008 s 9(1)(b))
• ensured an easily accessible complaints section on the department’s website and published the department’s complaints management policy and procedures.  (Carers (Recognition) Act 2008 s 9(1)(b))

Future actions

The department will fully address the requirements of section 9 of the Carers (Recognition) Act 2008 in 2010-11 by raising staff awareness of the Carers Charter and implementing relevant strategies, including actions developed through the department’s Disability Services Plan.

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Women

The department provides flexible working options, management development and career opportunities for women.

The graph provides a breakdown of salary levels by gender at 30 June 2010.

Achievements

• promoted work life balance strategies, including part-time work, which can assist women returning to the workforce
• seventy-four women in the department completed the Public Service Commission’s Inspiring Women program to build personal and professional skills
• celebrated International Women’s Day with a staff function where women from the agency spoke about their personal and career development.

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Percentage of women on boards and statutory authorities

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