Gender
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Both the WfQ survey and MOHRI data set request information on gender identity. Pride in Diversity define gender identity as a person’s internal sense of their own gender, which may or may not align with the sex assigned at birth. Gender identity is about social and cultural differences in identity, expression and experience as a man, woman or non-binary person.
As is the case with MOHRI data, the bulk of respondents to the WfQ survey identify as a woman or female.
| Working for Queensland | Minimum Obligatory Human Resource Information | ||
|---|---|---|---|
| Identifies as man or male | 35.81% | Identifies as man or male | 30.38% |
| Identifies as woman or female | 57.70% | Identifies as woman or female | 68.91% |
| Non-binary | 0.51% | Non-binary | 0.21% |
| Agender | 0.12% | Another term | 0.01% |
| A gender not listed above | 0.33% | Not disclosed | 0.49% |
| Prefer not to respond | 5.67% | ||
Source: WfQ 2024 and MOHRI March 2025.
The WfQ survey is reviewed each year and seeks to maintain a contemporary set of questions on gender identity that reflect the evolution in gender identity in the community. Where people state a gender not listed above, we ask people to provide comment. Each year we review those comments to understand how the option list should be updated.
The proportion of people identifying as being gender diverse has increased over time.
To capture information on trans people in the Working for Queensland survey, the question structure has been designed based on recommendations by Pride in Diversity. Sex at birth is asked in the first instance followed by gender identity.
This enables comparisons in the data between the two questions to understand that while 25,786 respondents were male at birth, 43 now identify as women, 80 as non-binary and 19 as agender.
Similarly, while 41,291 respondents were female at birth, 83 now identify as men, 168 as non-binary and 17 as agender.
The extent to which Working for Queensland respondents believe that all genders have equitable access to work experiences that support career progression has improved steadily since 2022.
There is little difference in perception that all genders have equitable access to work experiences that support career progression between respondents who identify as men and those who identify as women.
For respondents who are gender diverse, however, there is clear evidence that gender is identified as a limitation to opportunity and career progression. Only 44% of gender diverse employees felt that all genders have equitable access to work experiences that support career progression. This data has also not improved as consistently as it has for respondents who identify as men or women.
Engagement scores
WfQ respondents who identify as women are more engaged than those who identify as men. Respondents who identify as women are notably more likely to recommend their organisation, are more inspired and motivated.
Scores between respondents who identify as men and women are relatively even in terms of pride and personal attachment.
Respondents who identify as being gender diverse are less engaged across all metrics, with non-binary employees experiencing higher levels of engagement than agender employees and those who identify as a gender not listed.
Safe, respected and included
WfQ respondents who identify as women feel safer, more included and respected at work than their male colleagues.
Gender diverse employees do not feel as safe, respected or included as those who identify as women or men.
% Positive | |||||
|---|---|---|---|---|---|
| Identified as woman | Identified as man | Identified as non-binary | Identified as agender | Identified as a gender not listed | |
| As an employee of this organisation, I feel safe at work | 83% | 81% | 62% | 55% | 56% |
| As an employee of this organisation, I feel respected at work | 77% | 74% | 54% | 43% | 49% |
| As an employee of this organisation, I feel included at work | 76% | 74% | 55% | 47% | 47% |
| Safe, respected, included | 79% | 76% | 57% | 48% | 51% |
Source: WfQ 2024.
The impact of feeling safe, respected and included for gender diverse people
When gender diverse employees agree or strongly agree that they feel safe, respected and included at work, employee engagement increases from 39% to 68%.
- recommendation: increases from 43% to 76%
- pride: increases from 44% to 73%
- personal attachment: increases from 35% to 56%
- motivation: increases from 35% to 66%
- inspiration: increases from 38% to 69%.
Source: WfQ 2024.
Gender as a barrier to success
Respondents who identify as men, are more likely to feel that being a woman is not a barrier to success.
Conversely, respondents who identify as women, are more likely to feel that being a man is not a barrier to success.
The perception of gender diverse employees regarding whether gender diversity is a barrier to success is notably lower than those who are not gender diverse.
In 2024, 69% of non-gender diverse respondents did not believe that gender diversity was a barrier to success.
In 2024, 48% of gender diverse employees felt that gender diversity was a barrier to success.
Case study: Diversity in action
The surveying industry plays a critical role in Queensland’s economic development, underpinning major infrastructure and land development. However, the sector is facing a significant workforce shortage of qualified surveyors. Compounding the issue is the professions gender imbalance—women represent less than 5 per cent of the surveying workforce.
In response to this issue, the Department of Natural Resources and Mines, Manufacturing and Regional and Rural Development launched the Women in Surveying program in 2023. The initiative aims to increase the number of women in the surveying profession creating a more inclusive and diverse workforce through a range of initiatives including education and engagement, gender parity on the Surveyors Board of Queensland and partnership between industry and government to design solutions.
Last year, the Surveyors Board of Queensland achieved a significant milestone—gender parity on their Board. This was a major achievement to ensure diversity of thought and perspective for the industry ongoing. The Queensland Women in Surveying Forum has also been established. The forum has met five times, has 42 members and is rapidly growing.
Following the implementation of the program, 70% of female members from the private and public sectors reported feeling more connected within the surveying industry, 82% now feel motived and inspired, and have the necessary support to reach their professional goals, and 40% believe that the culture within surveying has improved in terms of inclusion and diversity.