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    Employment

    Leading the way—increasing opportunities in the Queensland public sector

    State Disability Plan Whole of Government Action
    Implement strategies to reach the Queensland Government target that, by 2022, eight per cent of the Queensland Public Sector workforce will be people with disability, across attraction, recruitment, retention and career progression and development, for example flexible work practices and inclusion of people with disability in the government employer brand.
    Year 1 - 2017–2018
    Activities/success measure
    Year 2 - 2018–2019
    Activities/success measure
    Year 3 - 2019–2020
    Activities/success measure
    Overall measure Responsible area

    The Public Service Commission will lead a sectorwide project sponsored by the Inclusion Champions of Change agencies to increase the workplace representation of people with disability

    DPC will work collaboratively with the Public Service Commission and other Queensland Government agencies to identify strategies to increase employment opportunities for people with disability.

    Continue to embed flexibility, inclusiveness and diversity in all human resource processes with a focus on recruitment, selection and capability development.

    Enter into a formal agreement with JobAccess to receive a range of specialised support and referral services tailored to meet the recruitment of people with disability.

    Disseminate all vacancies through the JobAccess vacancy distribution service.

    Support the attraction and retention process of people with disability through appropriate training and awareness programs.

    Establish mechanisms with our shared service provider to track people with disability candidates.

    eview all recruitment processes including whole-of-government Policy Futures Graduate program to:

    • Identify any barriers which could prevent the employment of people with disability.
    • Assess external third party provider (screening) performance to ensure identification and notification of people with disability candidate requirements.
    • Assess advertising locations and strategies to maximise sourcing of people with disability candidates.
    • Modify role descriptions to incorporate statements supporting diversity and inclusion and support services available to candidates upon request.

    Establish departmental diversity champions and allies across the department.

    Develop a departmental video to promote our commitment to building an inclusive and diverse workplace for external and internal use.

    Promote campaigns and share personal stories that raise awareness or people with disability through internal communication channels including Yammer, From Dave’s Desk and Newsflash.

    Leverage Diversity Data Week and other awareness activities to encourage employees to check and update their diversity information.

    DPC will work collaboratively with the Public Service Commission and other Queensland Government agencies to identify strategies to increase employment opportunities for people with disability.

    Continue to embed flexibility, inclusiveness and diversity in all human resource processes with a focus on recruitment, selection and capability development.

    Disseminate all vacancies through the JobAccess vacancy distribution service.

    Refresh and deliver relevant and targeted training and awareness programs.

    Establish mechanisms to track the number of candidates shortlisted for vacancies who identify as people with disability.

    Ensure all recruitment processes including the whole-of-government Policy Futures Graduate Program are modified to:

    • Minimise barriers for people with disability.
    • Establish and implement targeted recruitment activities for people with disability.
    • Ensure candidates with a disability and their specific needs are identified at point of application.
    • Ensure appropriate reasonable adjustment processes are implemented throughout all stages of the selection process.
    • Target advertising to attract people with disability through specialist providers, universities and websites.
    • Modify role descriptions to incorporate statements supporting diversity and inclusion and support services available to candidates upon request.

    Review the effectiveness and success of the diversity champions and allies.

    Promote campaigns and share personal stories that raise awareness or people with disability through internal communication channels including Yammer, From Dave’s Desk and Newsflash.

    Leverage Diversity Data Week and other awareness activities to encourage employees to check and update their diversity information.

    DPC will work collaboratively with the Public Service Commission and other Queensland Government agencies to identify strategies to increase employment opportunities for people with disability.

    Continue to embed flexibility, inclusiveness and diversity in all human resource processes with a focus on recruitment, selection and capability development.

    Disseminate all vacancies through the JobAccess vacancy distribution service.

    Refresh and deliver relevant and targeted training and awareness programs.

    Establish mechanisms to track the number of candidates appointed to vacancies who identify as people with disability.

    Ensure all recruitment processes including the whole-of-government Policy Futures Graduate Program are modified to:

    • Minimise barriers for people with disability.
    • Establish and implement targeted recruitment activities for people with disability.
    • Ensure candidates with a disability and their specific needs are identified at point of application.
    • Ensure appropriate reasonable adjustment processes are implemented throughout all stages of the selection process.
    • Target advertising to attract people with disability through specialist providers, universities and websites.
    • Modify role descriptions to incorporate statements supporting diversity and inclusion and support services available to candidates upon request.

    review the effectiveness and success of the diversity champions and allies.

    Promote campaigns and share personal stories that raise awareness or people with disability through internal communication channels including Yammer, From Dave’s Desk and Newsflash.

    Leverage Diversity Data Week and other awareness activities to encourage employees to check and update their diversity information.

    The proportion of people with disability employed in the Queensland Public Sector workforce increases towards eight per cent by 2022 (State Disability Plan measure).

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    Last updated:
    26 July, 2017
    Last reviewed:
    26 July, 2017