Queensland Government’s Post

Did you know that the Queensland public sector has diversity targets? The sector’s progress towards diversity targets has recently been released in the new format State of the sector report 2024. In the past 12 months (March 2023 – March 2024) there have been small increases in: • Aboriginal peoples and Torres Strait Islander peoples from 2.55% to 2.66% (4% target) • people living with disability from 3.40% to 3.54% (12% target) • people from culturally and linguistically diverse backgrounds from 7.49% to 8.24% (12% target). Almost 54% of leadership roles are held by women – above the sector’s 50% target. These are just some of the insights in the report. To find out more about the sector’s operating environment, people, diversity, work environment, performance and future read the State of the sector report 2024: https://lnkd.in/g5SxXtFK Hear from the Special Commissioner for Equity and Diversity about initiatives to improve diversity outcomes across Queensland’s largest workforce: https://lnkd.in/gkQnDAQJ #BeHere4Qld #WorkforceReporting #StateoftheSector #BeYou

𝟐𝟒𝐭𝐡 𝐂𝐨𝐦𝐦𝐢𝐬𝐬𝐢𝐨𝐧 𝐟𝐨𝐫 𝐄𝐦𝐩𝐥𝐨𝐲𝐦𝐞𝐧𝐭 𝐄𝐪𝐮𝐢𝐭𝐲 𝐑𝐞𝐩𝐨𝐫𝐭 𝐑𝐞𝐥𝐞𝐚𝐬𝐞𝐝: 𝐂𝐫𝐢𝐭𝐢𝐜𝐚𝐥 𝐈𝐧𝐬𝐢𝐠𝐡𝐭𝐬 𝐟𝐨𝐫 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐫𝐬 𝐀𝐡𝐞𝐚𝐝 𝐨𝐟 𝐍𝐞𝐰 𝐋𝐞𝐠𝐢𝐬𝐥𝐚𝐭𝐢𝐨𝐧   The Department of Employment and Labour has released the 24th Commission for Employment Equity (CEE) Report, providing crucial information for designated employers as they prepare for the impending promulgation of the Employment Equity Amendment Act and accompanying Ministerial Targets.   Key Highlights:   1. Shifting Demographics: The report reveals significant changes in the national and provincial Economically Active Population (EAP) profiles. These shifts are of paramount importance as they will form the foundation of the upcoming Ministerial regulations, directly impacting employment equity targets across various sectors.   2. Barriers and Affirmative Action Measures: Comprehensive data on the top barriers to employment equity and effective affirmative action measures across 18 sectors are presented. This information is invaluable for employers looking to refine their strategies and overcome persistent challenges in achieving workplace diversity and inclusion.   3. Pace of Transformation: Perhaps the most sobering finding is the current rate of transformation. The report indicates that at the average pace of change observed since the Employment Equity Act was first promulgated, it could take up to 90 years to achieve EAP representation for certain race and gender groups. This stark revelation underscores the urgent need for accelerated efforts in promoting workplace equity.   The 24th CEE Report serves as a critical tool for employers to assess their current position, benchmark against industry peers, and prepare for the enhanced compliance requirements that the new legislation will bring.   As South Africa continues its journey towards a more equitable workforce, this report highlights both the progress made and the considerable work that lies ahead. Designated employers are strongly encouraged to thoroughly review the report and take proactive steps to align their employment equity plans with the forthcoming legislative changes. The Report is attached. #EE #EEA #EmploymentEquity #EEReport #AnnualEmploymentEquityReport #GBS Jonathan Goldberg John Botha Thembi Chagonda Courtenay Botha

Do you need support to attract and retain staff? Explore the transformative approach to employment practices with CoAct and our exciting collaboration with the Business Chamber QLD through the Workforce Evolve program. https://ow.ly/fuhy50QPRC7 Our commitment to championing diversity and inclusion in the workforce has gained even more strength through this partnership. Backed by the Queensland Government and presented by Business Chamber QLD, the Workforce Evolve program is designed to empower employers in broadening their recruitment strategies and enhancing retention practices. The program specifically targets under-represented groups, including women, First Nations Peoples, the LGBTI community, individuals with disabilities, those from CALD backgrounds, and mature workers. It offers six flexible online modules aimed at engaging and supporting these groups. The initiative not only addresses labour shortages but also enriches organisations with diverse skills and perspectives. How to get started today Queensland employers can benefit from free access to the program, along with personalised coaching. Access Workforce Evolve and register now: https://ow.ly/ZF8u50QPRC9 The program is entirely FREE and open to any employer in Queensland. Why it matters Through our collaboration with the Business Chamber QLD and our commitment to 'Rethink Employment,' we advocate for a transformation in recruitment practices. By highlighting diversity and inclusion, our aim is to motivate businesses to explore a broader range of talents, fostering innovation, productivity, and a more equitable society. By reimagining employment approaches, businesses can lead the charge towards creating a more inclusive and diverse workforce environment. Together, let's #RethinkEmployment and unlock the full potential of our communities.

In our research, around half of young people from lower socioeconomic backgrounds say they have experienced discrimination because of their class background. We know this is all too common in the workplace. That’s why we run the Social Mobility Employer Index: an annual benchmarking and assessment tool for employers. Want to change the script and ensure those from lower socioeconomic backgrounds get in, get on and feel like they belong at your organisation? The Index is open for entries until 7th June ⤵️ https://lnkd.in/eDNunVQZ #SMFIndex24

The Worker Voices project, a Federal Reserve System research study launched in 2022, aims to elevate the experiences of workers without a four-year degree during the COVID-19 pandemic. Through 20 focus groups with workers and job seekers conducted from May 2022 through September 2022, the study provides a nuanced understanding of worker experiences during a period of rapidly evolving labor market dynamics. In a survey administered prior to focus group sessions, participants were asked to identify if they had personally experienced one or more of 12 barriers to employment. These barriers include issues such as homelessness, citizenship status, or a lack of adequate skills, among others, to successfully compete in the job market. On average, focus group participants reported personally experiencing around 2 to 2.5 barriers to employment. The average varied only slightly across various demographic groups, including age, gender identity, race, ethnicity, educational attainment, caregiver status, employment status, and marital status. Check out Worker Voices Special Brief: Barriers to Employment for a deep dive into these 12 barriers to employment and common themes workers identified. https://bit.ly/47Betc3

🌍 The International Bits 🌍 📚 Cohesion read all of "The State of Adult Social Care and Workforce 2023" so that you don't have to. Some of the more interesting bits – are beyond the Exec summary... 🌐 Between March 2022 and March 2023 – 70,000 overseas workers were recruited, compared to 20,000 a year earlier. Skills for Care make an additional estimate of international recruitment of between 30,000 and 40,000 during Apr – Aug 2023. Many of the gains made from international recruitment have been offset by a reduction in British and EU workers employed over the period. There were 20,000 fewer British care workers and 5,000 fewer EU care workers employed in 2022/23 compared to the previous year. For Direct Care Workers, the % of British workers employed is 2% lower, pointing to the fact that international recruitment is focused in this category. 🌎 Top non-EU countries for International recruitment: 🇳🇬 Nigeria 🇮🇳 India 🇵🇭 Philippines 🇿🇼 Zimbabwe 🇪🇺 Top EU countries for International recruitment: 🇷🇴 Romania 🇵🇱 Poland 📈 Employers recruiting internationally saw a larger decrease in their care worker vacancy rate (from 13.5% to 9.1%) than those not employing international recruits. A much higher proportion of care workers who were recruited internationally had full-time hours (77%) than the 47% for domestic employees. These internationally recruited staff were more likely to be male (32%), i.e., a third. 🚀 Take-aways for HR and Recruitment Teams: Opportunities to recruit internationally and reduce vacancies for those organisations who have not already done so. Organisations need to be aware of the impacts on their team culture resulting from international recruitment, both positive (which can include workload, retention, and gender and age balance) as well as the potentially negative cultural impacts of getting the wrong mix of international and domestic recruits on values and delivery of appropriate high-quality care. International recruitment cannot solve all recruitment problems - there will need to be a bigger focus on solving the domestic recruitment challenges. We agree with Jane Townson OBE - https://lnkd.in/eQyZuB52? 📊 All data from Skills For Care - Read More #SocialCare2023 #Valuesbasedrecruitment #RecruitmentTrends

The Worker Voices project, a Fed Communities research study launched in 2022, aims to elevate the experiences of workers without a 4-year degree during the COVID-19 pandemic. Through 20 focus groups with workers and job seekers conducted from May 2022 through September 2022, the study provides a nuanced understanding of worker experiences during a period of rapidly evolving labor market dynamics. In a survey administered prior to focus group sessions, participants were asked to identify if they had personally experienced one or more of 12 barriers to employment. These barriers include issues such as homelessness, citizenship status, or a lack of adequate skills, among others, to successfully compete in the job market. On average, focus group participants reported personally experiencing around 2 to 2.5 barriers to employment. The average varied only slightly across various demographic groups, including age, gender identity, race, ethnicity, educational attainment, caregiver status, employment status, and marital status. Check out Worker Voices Special Brief: Barriers to Employment for a deep dive into these 12 barriers to employment and common themes workers identified. https://bit.ly/47Betc3

Rethink Employment: Reshaping Your Recruitment and Retention Strategies At CoAct, our commitment to diversity and inclusion is now stronger through a dynamic partnership with the Business Chamber QLD and their Workforce Evolve program. The Workforce Evolve program, endorsed by the Queensland Government and presented by Business Chamber QLD, equips employers to expand their recruitment approaches and elevate retention practices. The focus is on engaging under-represented groups, including women, First Nations Peoples, the LGBTI community, individuals with disabilities, those from CALD backgrounds, and mature workers. How to get started today With six adaptable online modules, this initiative not only addresses labour shortages but also brings diverse skills and perspectives to organisations. Queensland employers can benefit from free access and personalised coaching. Access Workforce Evolve and register now: bit.ly/WorkforceEvolve The program is entirely FREE and open to any employer in Queensland. Why it matters Through our collaboration with the Business Chamber QLD and our commitment to 'Rethink Employment,' we advocate for a transformation in recruitment practices. By highlighting diversity and inclusion, our aim is to motivate businesses to explore a broader range of talents, fostering innovation, productivity, and a more equitable society. By reimagining employment approaches, businesses can lead the charge towards creating a more inclusive and diverse workforce environment. Together, let's #RethinkEmployment and unlock the full potential of our communities.

January 8 marked Ethnicity Pay Gap Day and a recent study by People Like Us and Censuswide has revealed that ethnically diverse professionals in the UK are grappling with a dual crisis: the burden of unequal pay and the escalating cost of living. Read more online - also available in audio read. #EthnicityPayGap #PayGap