Focus area 2: Drive diversity and inclusion across the public sector

All agencies action – Monitor data related to culturally and linguistically diverse employee representation and deliver strategies to achieve the whole-of-government target of 12% for employees who speak a language other than English at home.

Ongoing

Yes

TMR continues to monitor and understand employees’ experiences through available data such as the Equal Employment Opportunities (EEO) Census and Working for Queensland (WfQ) data.

In Q4 25–26, the EEO Census achieved a 52.4% completion rate, with 6.8% of respondents identifying as speaking a language other than English at home (LOTEAH).

In 2025 TMR WfQ survey achieved 60% completion rate, with 15% of respondents identifying as LOTEAH, which has decreased when compared with 2024 results (17%).

The Equity and Diversity Plan 2024 – 2026 has been developed in consultation with key stakeholders as a targeted strategy to achieve the whole-of-government target of 12% for employees who speak a language other than English at home.

All agencies action – Monitor Working for Queensland survey results relevant to cultural diversity and inclusion and deliver strategies to improve inclusion for culturally and linguistically diverse employees, including Australian South Sea Islander peoples.

Ongoing

Yes

TMR monitors the WFQ survey results relevant to cultural diversity and inclusion yearly as part of the Equity and Diversity Audit. The Audit is submitted to the Public Sector Commission (PSC) as a legislative requirement and is used as a tool to inform strategies that improve inclusion for LOTEAH employees.

Through the Audit, TMR tracks trends in LOTEAH employees' demographics and experiences. The 2026 Audit identified a gender pay gap for LOTEAH employees of 8.32%, which is lower than the overall TMR average of 10.43%.

The 2025 TMR WFQ survey had a 60% completion rate, with 15% of respondents identifying as CALD or LOTEAH. Within the WFQ survey, 14 employees (less than 1%) identified as Australian South Sea Islanders peoples.

All agencies action – Using the Diversity and Inclusion on Boards Toolkit, implement targeted actions to increase the cultural and linguistic diversity of representation on Queensland Government boards.

Ongoing

Yes

The department applies the Diversity and Inclusion on Boards Toolkit to guide recruitment processes and promote gender equity in appointments. This includes strengthening inclusive recruitment practices, engaging with women from culturally and linguistically diverse backgrounds, and aligning selection processes with best-practice diversity standards.

Board members provide diversity information on a voluntary basis. As at 30 June 2026, the following diversity information has been provided from board members across the department's portfolio:

• Transmax Pty Ltd – 2 culturally diverse members
• Queensland Rail Board – diversity information not volunteered
• Gold Coast Waterways Authority Board – diversity information not volunteered

Appointments to the Cross River Rail Delivery Board are made on an ex-officio basis; accordingly, this board is excluded from gender equity targets.

All agencies action – Agencies will provide DPC with data on the cultural and linguistic diversity of Queensland Government boards to enable Government to monitor and report on the diversity of Queensland Government bodies.

Ongoing

Yes

The department provides diversity information in relation to Significant Appointments to Queensland Government boards, as it relates to gender ratios and cultural representation.

Deliver training to improve the cross-cultural capability of staff to better understand and meet the needs of culturally and linguistically diverse communities.

Ongoing

Yes

TMR supports the development of cross-cultural capability through a combination of cultural inclusion initiatives, learning opportunities and accessible service delivery practices. The Cultural Inclusion Program provides access to cultural awareness resources, promotes engagement with multicultural communities and highlights services such as Multicultural Australia, which delivers cultural awareness training and resources to support culturally responsive service provision.

TMR also promotes language services and interpreter resources to help staff effectively engage with culturally and linguistically diverse communities. Complementing this, TMR's Accessible Communication Guideline provides a framework for creating inclusive communications that consider cultural background, language proficiency and accessibility needs, ensuring staff are equipped to communicate effectively with Queensland's diverse communities. These initiatives align with the department's commitment to delivering culturally responsive and accessible services for all Queenslanders.