Aboriginal peoples and Torres Strait Islander peoples
The Queensland Government is committed to the employment of Aboriginal peoples and Torres Strait Islander peoples under Chapter 2 of the Public Sector Act 2022, which seeks to promote the employment of Aboriginal peoples and Torres Strait Islander peoples and under the government commitment to Reframing the Relationship in Chapter 1 of the Act.
Progress towards the target
- A target of 4% of the workforce equates to 12,322 Aboriginal peoples and Torres Strait Islander peoples.
- As at March 2024, 2.66% of the workforce or 8,187 employees are Aboriginal peoples and Torres Strait Islander peoples.
Source : MOHRI, March 2024.
The proportion of Aboriginal peoples and Torres Strait Islander peoples in the Queensland public sector has been trending upwards since 2022.
While results have been trending upwards, the attraction and retention of Aboriginal peoples and Torres Strait Islander peoples is critical – not only to reach the diversity target, but to ensure the sector is representative of the community it serves. The Working for Queensland survey is designed to be the stimulus for conversation, and this data provides the basis for conversations about different experiences amongst First Nations employees and non-First Nations employees.
Employee experiences
- 2,694 respondents of the 2023 Working for Queensland survey identified as being Aboriginal and/or Torres Strait Islander employees.
- Employee engagement amongst Aboriginal and/or Torres Strait Islander employees decreased from 59% in 2022, to 58% in 2023.
- The employee engagement for people who did not identify as an Aboriginal person and/or Torres Strait Islander person remained stable at 59% in 2022 to 2023.
Source: Working for Queensland 2023.
Engagement scores from First Nations employees are slightly lower than non-First Nations employees across most measures.
| % positive First Nations | % positive Non First Nations | |
|---|---|---|
| I am proud to tell others I work for my organisation | 63% | 68% |
| I would recommend my organisation as a great place to work | 59% | 62% |
| My organisation inspires me to do the best in my job | 57% | 57% |
| My organisation motivates me to help it achieve its objectives | 57% | 56% |
| I feel strong personal attachment to my organisation | 53% | 55% |
Source: Working for Queensland 2023
Diversity as a barrier to success
- 64% of Aboriginal peoples agree or strongly agree that being a First Nations person is not a barrier to success.
- 66% of Torres Strait Islander peoples agree or strongly agree that being a First Nations person is not a barrier to success.
- 64% of peoples both Aboriginal and Torres Strait Islander agree or strongly agree that being a First Nations person is not a barrier to success.
- Perceptions of respondents that are not First Nations people are notably higher than those that are, with 73% strongly agreeing or agreeing that being an Aboriginal and/or a Torres Strait Islander person is not a barrier to success.
Source: Working for Queensland 2023.
Cultural safety
Overall, cultural safety indicators for First Nations respondents to the Working for Queensland survey have improved over the last year.
The results are generally more positive for Torres Strait Islander peoples, and less positive for Aboriginal peoples.
The following questions were asked only of those Working for Queensland survey respondents who identified as Aboriginal peoples and/or Torres Strait Islander peoples.
Perceptions of cultural safety improved notably between 2022 and 2023, particularly for people that are both Aboriginal and Torres Strait Islander.
Aboriginal employees responded with less positive experiences with respect to working in a culturally safe environment.
| % positive 2022 | % positive 2023 | |
|---|---|---|
| As a Torres Strait Islander person, I feel culturally safe at work | 68% | 79% |
| As an Aboriginal and Torres Strait Islander person, I feel culturally safe at work | 58% | 70% |
| As an Aboriginal person, I feel culturally safe at work | 63% | 65% |
Source: Working for Queensland survey 2022 and 2023.
Perceptions of cultural safety are notably higher for Torres Strait Islander employees. The perceptions of Torres Strait Islander employees in terms of managers and supervisors taking responsibility for ensuring cultural safety, are higher than for non-First Nations employees.
| % positive | ||||
|---|---|---|---|---|
| Aboriginal person | Torres Strait Islander person | Both an Aboriginal and Torres Strait Islander person | Not an Aboriginal or Torres Strait Islander person | |
| My workgroup cares about the cultural safety of Aboriginal and Torres Strait Islander colleagues | 68% | 77% | 70% | 79% |
| I feel that my organisation provides a culturally safe work environment for Aboriginal and Torres Strait Islander employees | 57% | 66% | 61% | 66% |
| I feel that my manager or supervisor takes responsibility for ensuring the cultural safety of Aboriginal and Torres Strait Islander employees | 61% | 72% | 67% | 63% |
Source: Working for Queensland 2023.
Having the opportunity to work with Aboriginal and/or Torres Strait Islander peoples brings diversity of thought, behaviour and experiences to the workplace.
The following questions were asked only of those Working for Queensland survey respondents who identified as an Aboriginal person and/or Torres Strait Islander person.
While this data has improved between 2022 and 2023, less than half of Aboriginal respondents and/or Torres Strait Islander respondents feel they have been consulted by colleagues in the workplace in terms of embedding Aboriginal and/or Torres Strait Islander perspectives into work.
| % positive | ||
|---|---|---|
| 2022 | 2023 | |
| My colleagues invite me to share my perspective as an Aboriginal and/or Torres Strait Islander person when carrying out work | 46% | 47% |
| My colleagues actively embed the perspectives of Aboriginal peoples and Torres Strait Islander peoples in their work | 44% | 47% |
Source: Working for Queensland 2022 and 2023.
When non-First Nations peoples are asked the same question, they have a more positive perception of the extent to which they consult with Aboriginal and/or Torres Strait Islander peoples.
| % positive | ||
|---|---|---|
| 2022 | 2023 | |
| I consider the way my work may impact Aboriginal and Torres Strait Islander peoples | 64% | 64% |
| I am confident asking Aboriginal peoples and Torres Strait Islander peoples for their perspectives on my work | 62% | 62% |
| I am confident embedding the perspectives of Aboriginal peoples and Torres Strait peoples in my work | 59% | 59% |
Source: Working for Queensland 2022 and 2023.
Working with Aboriginal and Torres Strait Islander communities
- 54% of all respondents advised they work directly with or deliver services to Aboriginal peoples and/or Torres Strait Islander peoples.
- Among those who identified as Aboriginal peoples and/or Torres Strait Islander peoples, this figure rose to 69% working directly with or delivering services to Aboriginal peoples and Torres Strait Islander peoples.
Source: Working for Queensland 2023.
Delivery of services to and working with First Nations people plays a key role in levels of engagement for First Nations employees.
Of First Nations employees who deliver services or work directly with First Nations people and communities, engagement is significantly higher at 61% than for those who do not at 52%.