Diversity and inclusion
Our aim is to make our department a great place to work for everyone, regardless of gender, race, ethnicity or disability. Our commitment includes creating a workforce that represents the community we serve and an environment where our people feel valued and safe, and have an equal opportunity to succeed.
In late 2017, the Department of Natural Resources and Mines (DNRM) and the Department of Energy and Water Supply (DEWS) merged to create the Department of Natural Resources, Mines and Energy (DNRME). The strategies prepared by the previous departments are available below and work is currently underway to merge these into a single strategy.
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.
Different viewpoints, ideas and insights enable better problem solving and a gender-diverse workforce allows us to better serve our diverse customer base.
We support gender equality through a range of programs and events, including flexible working arrangements, family-friendly leave options and leadership programs. This includes open support, networks and resources for parents and carers to allow employees to confidently manage career breaks and external commitments.
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.
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.
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)
We value the diversity of our workforce and strive to ensure our gender and sexually diverse - lesbian, gay, bisexual, transgender, intersex, queer or any number of other orientations or identities (LGBTIQ+) - employees feel safe and valued with equal opportunity to succeed.
We are dedicated to creating an inclusive and respectful workplace culture, free of prejudice and discrimination, where all individual perspectives, skills and talents are embraced and encouraged, and employees come to work feeling confident and comfortable being their whole selves. Our partnership with Pride in Diversity has been an important step in our commitment.
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 cadetships every year.
- DNRM - Aboriginal and Torres Strait Island cultural capability strategy 2016-2010 (PDF, 664.6KB)
- DEWS - Connecting with mob and country (PDF, 1016.3KB)
People from a non-English speaking background
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.
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 28 November 2018