Completed If action has ceased please include reason. Yet to commence Ceased Deliver on the Public Service Commission 2022 foundation non-English speaking background All 2016–19 On The department is on (9.20%) to achieve the 2022 diversity targets for the Queensland Public Sector. departments target of 10%. Stretch targets will be considered as part of the diversity and engagement plan for the new department. Deliver agency-specific workforce inclusion and diversity strategies that identify priority DESBT 2016–19 On track A diversity and engagement plan is under development for action to improve participation rates for diverse Queenslanders. DNRME for the new department, expected to be completed before DJAG December 2018. DCDSS To date strategies implemented include: DCSYW - simplifying job application materials and requirements DES - promoting diversity inclusion as part of recruitment DITID planning. DHPW Non-mandatory training is available to all staff in the DoE Cultural Competence Program, and multicultural awareness topics. Provide training to address unconscious bias and other barriers in recruitment and selection. DESBT 2016–19 On track Cultural Competence Program available to departmental DTMR staff includes an unconscious bias module. DJAG The department will investigate further targeted DCDSS unconscious bias training. DCSYW Recruitment and selection guidelines include information DSDMIP about a range of recruitment and selection methods to DLGRMA help selection panels design an inclusive selection DoE process and directs staff to the Public Service Commission’s diversity commitment, and information about unconscious bias.
Completed Yet to commence Ceased If action has ceased please include reason. Deliver on the Public Service Commission 2022 foundation non-English speaking background diversity targets for the Queensland Public Sector. All departments 2016–19 On The department is on (9.20%) to achieve the 2022 target of 10%. Stretch targets will be considered as part of the diversity and engagement plan for the new department. Deliver agency-specific workforce inclusion and diversity strategies that identify priority for action to improve participation rates for diverse Queenslanders. DESBT DNRME DJAG DCDSS DCSYW DES DITID DHPW DoE 2016–19 On track A diversity and engagement plan is under development for the new department, expected to be completed before December 2018. To date strategies implemented include: - simplifying job application materials and requirements - promoting diversity inclusion as part of recruitment planning. Non-mandatory training is available to all staff in the Cultural Competence Program, and multicultural awareness topics. Provide training to address unconscious bias and other barriers in recruitment and selection. DESBT DTMR DJAG DCDSS DCSYW DSDMIP DLGRMA DoE 2016–19 On track Cultural Competence Program available to departmental staff includes an unconscious bias module. The department will investigate further targeted unconscious bias training. Recruitment and selection guidelines include information about a range of recruitment and selection methods to help selection panels design an inclusive selection process and directs staff to the Public Service Commission’s diversity commitment, and information about unconscious bias.