Here at Queensland Rail we are working towards a workforce that is as diverse as the communities we serve. We acknowledge that people are diverse in their skills and their values. We acknowledge that each candidate requires different support and opportunities to make their best contributions at work.
Queensland Rail embraces diversity and equal opportunity in a serious way. We are committed to building a team that represents a variety of backgrounds, perspectives and skills. The more inclusive we are, the better our work will be. We’ve built the foundation for diversity, with progress being achieved in the areas of gender balance, First Nations Peoples (Aboriginal and Torres Strait Islander Peoples), Youth, Disability and Multiculturalism.
We continue to establish and integrate key programs such as QRWomen, Graduate and Apprentice Programs, Work and Welcome, Returned to Work processes, Employee Assistance Program, as well as Queensland Rail First Nations and LGBTIQ+ Staff Reference Groups.
Why is this important?
An inclusive workplace values people's different experiences, knowledge and skills, regardless of their background. To make sure we are achieving this, we try to collect information on our workforce and applicant pools to ensure we provide equal employment opportunities for all. We take confidentiality very seriously, so the information collected is voluntary and is only used to gain a better understanding of the diversity of our workforce, to develop future programs and to provide a fair and equitable workplace for all. We participate with other Queensland Government agencies that are required to report equity data to the Public Service Commission pursuant to the Public Service Act 2008 – Section 30.
Inclusion Council Establishment 2020
Queensland Rail established its Inclusion Council in 2020, to support the creation of a genuinely inclusive workplace, where all our employees feel safe, respected and valued for their contribution and engaged to achieve their full potential. Outcomes of the Inclusion Council establishment include:
To build an inclusive organisation that is more focused on understanding, engaging, and responding to the needs of our customers.
To create an engaging and inclusive work environment in which people feel involved, safe (physiologically and physically), respected, valued and connected.
To attract and recruit diverse candidates and creating pathways for all employees to learn, grow and develop.
To build an organisation with strong leaders who are aware of their biases and can consider different perspectives and approaches to solve problems to make innovative decisions.
Inclusion Communities
QRWomen (Sponsorship Committee)
First Nations (Working Group)
Domestic & Family Violence Prevention (Working Group)
