As at 30 June 2023 we had:
- 96,209 employees (headcount) or 76,215.1 full-time equivalent (FTE)
- 3% of the total workforce providing corporate services and 97% frontline and frontline support based on FTE
- 79% of the total FTE staff employed permanently, 13.2% temporary staff and 7.8% are casual or contract based on headcount
- 53.3% of the total headcount staff employed full time and 46.7% part time or casual.
Additional performance information relating to our workforce is available in
Appendix D.
Redundancy information
During 2022–23, 3 employees received redundancy packages at a cost of $756,758.02. No retrenchment or early retirement packages were paid out during this period.
Table 8: Gender
Woman
| 75,496 | 78.5% |
| Man | 20,510 | 21.3% |
| Non-binary | 203 | 0.2% |
Notes:
Reflects standard Department of Education (DoE) reporting that includes both Education (including Office of Racing) and Office of Industrial Relations (OIR) for the Public Sector Commission (PSC).
*Calculated on headcount
Table 9: Diversity target group data
Women
| 75,496 | 78.5% |
| Aboriginal Peoples and Torres Strait Islander Peoples | 2,587 | 2.69% |
| People with disability | 4,982 | 5.18% |
| Culturally and Linguistically Diverse – Speak a language at home other than English^ | 3,046 | 3.17% |
Notes:
Reflects standard DoE reporting that includes both Education (including Office of Racing) and Office of Industrial Relations (OIR) for the Public Service Commission (PSC).
*Calculated on headcount
^This includes Aboriginal and Torres Strait Islander languages or Australian South Sea Islander languages spoken at home.
Table 10: Target group data for women in leadership roles
| Senior Officers (classified and s122 equivalent combined) | 173 | 62.2% |
| Senior Executive Service and Chief Executives (classified and s122 equivalent combined) | 71 | 50.7%
|
Notes:
Reflects standard DoE reporting that includes both Education (including Office of Racing) and OIR for the PSC.
*Calculated on headcount
Supporting a diverse workforce
Diversity in our workforce is critical to ensure we reflect the diversity of Queensland communities.
The department’s Pathways to Parity Workforce Strategy 2023–26 outlines clear and measurable actions for the department to continue to strengthen gender equity and inclusive workplaces.
The department is well placed to deliver on this strategy with women comprising 52.2% of all new starters in 2022–23 at the Senior Officer equivalent classification, continuing the department’s ambition to increase the representation of women in senior leadership positions.
When we all belong, we realise our potential. In 2022–23 activities to support a diverse workforce included the following.
- Participation in the Queensland public sector Aboriginal and Torres Strait Islander career pathways service to support Aboriginal employees and Torres Strait Islander employees to progress to leadership roles.
- Commencing co-design of the next iteration of the Aboriginal and Torres Strait Islander Workforce Strategy 2024–27 based on a co-evaluation of the current strategy.
- Promotion of the Workforce Diversity Census to support collection of comprehensive workforce diversity data and give staff the opportunity to share information about their lived experience, so the department can continue to provide relevant support to staff and measure the inclusiveness of leadership and workplace culture.
- Supporting 16 neurodivergent staff and their managers, as part of the All Kinds of Minds neurodiversity pilot, through building organisational capability about neurodiversity at work and changing the lives of people who may have found it difficult to gain employment through traditional recruitment processes.
- Participating in Harmony Week to recognise our cultural diversity at work and promote inclusion, respect and a sense of belonging for everyone through locally organised events.