Diversity and inclusion
In the Department of Natural Resources, Mines and Energy (DNRME), our Diversity and inclusion strategy 2018-22, Being Me in DNRME (PDF, 236.7KB), outlines the strategic objectives and enabling strategies that will help us to build a contemporary workforce. It also reinforces our guiding principle of ‘Respect’.
Our Being Me in DNRME video (see below) provides an insight into our diverse workforce. It features some of our people bravely tackling some hard hitting, and myth busting questions. Through humour and courage, our amazing cast will educate, inform and enlighten you with the intention to break down barriers to inclusion and highlight the value of diversity and respect.
In DNRME we expect all employees, from every classification level, to be accountable for enabling an inclusive workplace culture that values diversity and respect. We also have a responsibility to attract, develop and retain a workforce which reflects the community we serve.
We have several working groups and internal committees (e.g. the All Abilities Action Group and the Proudly Me in DNRME Committee) to support our employees and promote diversity and inclusion throughout our department.
We understand that flexible working allows greater participation and performance for a wide range of employees. We offer a range of arrangements that help employees manage their family and lifestyle commitments.
Gender equity in the workplace enables better problem solving, innovation and productivity. It allows us to better serve our diverse community.
We understand the importance of gender diversity in leadership to attracting and retaining new talent by demonstrating that gender is not a barrier to success. Representation matters!
The Queensland public sector gender equity strategy 2015–2020 (PDF, 2.4MB) seeks to transform the way gender equity has traditionally been approached. Under the strategy, we will:
- challenge myths and assumptions to ensure both men and women enjoy the same opportunities
- remove obstacles such as limited access to flexible working arrangements and unconscious bias
- create workplaces where both women and men thrive.
Read more about Queensland Government’s commitment to gender equity.
Aboriginal peoples and Torres Strait Islanders
We are committed to creating a culturally capable workplace where we value the diverse knowledge, skills, history, traditions and cultures of Aboriginal peoples and Torres Strait Islanders and seek to maximise their employment and career development opportunities.
We recognise that many Aboriginal people and Torres Strait Islanders have considerable knowledge of land, natural resources and Aboriginal and Torres Strait Islander communities and organisations, and that this knowledge should be properly and fairly recognised in the employment and career development process.
As part of our commitment, we offer several Aboriginal and Torres Strait Islander cadetships every year.
To accelerate progress towards increasing the proportion of Aboriginal peoples and Torres Strait Islanders working in the department, we have developed the DNRME Aboriginal and Torres Strait Island cultural capability action plan 2018-2020 (PDF, 133.9KB).
Ability - not disability
Our focus is on ability - not disability. Our disability service plan ensures people with a disability have access to the same departmental services, information and facilities that are available to the broader community and detail the actions we will be undertaking to improve this access.
We have established the All Abilities Action Group (AAAG) to influence and support the implementation of the disability service plan. The AAAG will assist in identifying barriers and developing strategies to better support, attract and retain employees with a disability.
The plan also acknowledges the right of people with a disability to participate as equitably as others, bringing to the department a set of unique skills, experiences, perspectives and knowledge.
Our plan contributes to the strategies and actions of the Queensland all ability plan.
- DNRME Disability service plan 2017-2020 (PDF, 430.1KB)
- Progress report: DNRME Disability service plan 2017-2020: 1 July 2017 to 30 June 2018 (Year 1 of 3) (PDF, 495.0KB)
- Progress report: DNRME Disability service plan 2017-2020: 1 July 2018 to 30 June 2019 (Year 2 of 3) (PDF, 1014.4KB)
As a department, we have a zero tolerance for discrimination. We take an active role to ensure the workplace is a safe and supportive environment. We are committed to supporting the rights of LGBTIQ+ employees and ensuring people uphold the principles outlined in our Code of Conduct and guiding principle 'Respect'.
Our partnership with Pride in Diversity has been an important step in our commitment.
Our Proudly Me Committee is working to champion a safe, respectful and inclusive culture where LGBTIQ+ employees can proudly be me in DNRME. Members promote inclusion and provide advice to our department through the implementation of initiatives aligning with strategic objectives outlined in the Proudly me strategic plan 2019–22 (PDF, 417.4KB).
The committee also works to connect DNRME with whole-of-government initiatives and we support the Queensland public sector LGBTIQ+ inclusion strategy which has been developed as part of the Queensland Government’s commitment to building a public sector that:
- reflects the diversity of the community
- leads social change
- is a place where people of all sexual orientations and gender identities feel safe, accepted and valued.
Culturally and linguistic diverse (CALD)
Valuing diversity can help to enhance employee engagement by demonstrating that we understand and respect different cultures. Increasing the representation of people from a non-English speaking background will ensure we are able to attract the most highly talented people, regardless of their background.
We actively support the Queensland Government’s multicultural policy and action plan. This will help deliver on the Queensland Government’s commitment to promote our state as a united, harmonious and inclusive community and foster an environment of opportunity for people from culturally and linguistically diverse backgrounds.
White Ribbon accreditation
We are a White Ribbon Accredited Workplace. We achieved accreditation in recognition of the active steps taken to recognise, prevent, respond and support staff affected by domestic and family violence.
White Ribbon Accreditation is about everyone feeling safe and supported in the workplace. We will continue to maintain our White Ribbon Accreditation to ensure we have a workplace that promotes a respectful, safe and inclusive culture.
Find our more
- Find out more about working at DNRME and current employment opportunities and programs.
- Read about our Aboriginal and Torres Strait Islander cadetship program.
Last reviewed 21 January 2020