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Ensuring a diverse inclusive workforce

TMR is an inclusive organisation that reflects the community we serve. To do this we embrace diversity of thought, culture, life experiences and people.

Our Inclusion and Diversity Strategy 2016–2020 focuses on:

  • women in leadership (as of June 2018 women made up 50% of our Executive Leadership Team)
  • cultural diversity
  • people with disability
  • creating an inclusive and diverse culture.

We support flexible work practices and support tools to help employees achieve a quality work-life balance and to support TMR in managing a flexible working environment.

Equal employment opportunity in TMR

EEO Group Headcount % of TMR
Aboriginal and/or Torres Strait Islander 122 1.33%
People from a Non-English speaking background 596 6.49%
People with a disability 543 5.91%
Women 4,885 53%

Indigenous Employee Network

We aim to increase the employment rate of Aboriginal and Torres Strait Islander peoples within TMR to 3% by 2022. We are working towards this with advice and input from our Indigenous Employee Network, made up of 43 internal Aboriginal and Torres Strait Islander staff.

TMR's Indigenous Employee Network
Members of the Indigenous Employee Network

LGBTIQ+ inclusion strategy launch

The Queensland Government launched its LGBTIQ+ inclusion strategy in October 2017. Troy Turner, a member of TMR’s LGBTIQ+ Committee, spoke at the event to share his personal and professional experiences within the LGBTIQ+ community. Attendees were offered rainbow lanyards to symbolise their status as allies of the LGBTIQ+ community.

Mr Troy Turner, Ms Davina Jones, Superintendent David Tucker and Mr Mike Stapleton attending the LGBTIQ+ inclusion strategy launch.
Troy Turner, Davina Jones, Superintendent David Tucker and Mike Stapleton attending the LGBTIQ+ inclusion strategy launch.

People with disability

A person in a wheelchair boarding a bus using a ramp

Our Disability Service Plan (2017–2020) ensures that the Queensland Government supports the following outcomes for people with disability, with a focus on employees:

  • lifelong learning—Domestic and Family Violence awareness and education for TMR employees
  • leadership and partnership—maximise opportunities for employees with disability to access leadership programs and development opportunities, including those involving travel
  • everyday services—participate and influence national processes and policy that supports the removal of barriers for people with disability using public transport
  • employment opportunities—investigate pathways to employment and work experience programs for people with disability
  • communities for all—number of events celebrating people with disability increases.

To support the Disability Service Plan:

  • our leadership team participated in a diversity forum where leaders shared their experiences as members of diverse groups. This was our first internal forum to offer Auslan interpreters and live speech to text captioning
  • we promoted Disability Action Week 2017 with the theme Everybody has a role to play, encouraging Queenslanders to make small changes to make the state more welcoming for people with disability
  • our Disability Action Plan 2018–2022 has a focus on activities to improve the accessibility of public transport services.

 

Women in Construction

Our Women in Construction Program encourages women to join the construction industry. This program recruits female candidates with little to no construction experience and gives them knowledge, experience and support in various roles that will help them start a career in the industry. The 5 candidates who completed the program in 2017 are now working with TMR, and there are currently 9 women in the program.

Participants in the 2018 Women in Construction Program
Participants in the 2018 Women in Construction Program

Women in Leadership Mentoring Program

Our Women in Leadership Mentoring Program is in its fourth year.

In 2017, 7 external mentors from other government agencies joined the program as external mentors. There are 31 pairs of mentors and mentees in the program in 2018.

Percentage of women in SES/SO roles

 Show chart data 

Read more in our annual report