Diversity is the positive acknowledgement of the ways in which we are different from one another. It includes aspects such as gender, age, disability, language, race, ethnicity, religion and cultural background. It also includes factors such as our different experiences and perspectives, working styles, relationship status, family and personal responsibilities.
Equity means making sure everyone is treated in a fair and equitable manner in the workplace. It includes the concepts of equal employment opportunity and unlawful discrimination.
It is a commitment to value and respect our differences and to reflect this in the way we work and treat each other so that our workplaces are welcoming and inclusive. It's about creating equitable workplace environments so that different people can work together effectively.
Workforce diversity and equity is everybody's business.
Managing diversity and equity is a key component of effective people management. Principals and managers are responsible for fostering a workplace culture based on value and respect and promoting practices that enhance the performance of all employees.
All employees are encouraged to think about the principles of equity and diversity and the ways you can demonstrate positive behaviours, which will contribute to a supportive, inclusive and participative organisation.
The Framework is a strategic plan that outlines the key diversity and equity programs and policies the department will deliver over the next three years.
It includes innovative and responsive programs for all employees as well as initiatives tailored specifically for women, employees from a non-English speaking background and employees with a disability.
A separate framework for Aboriginal and Torres Strait Islander employees is in development.
Download the Workforce Diversity and Equity Framework for Action 2006-2008 (new window) 542k 
.
Employees may identify whether they belong to one or more of the following EEO target groups designated under the Equal Opportunity in Public Employment Act 1992:
The Office of the Public Service Commissioner has established Queensland public sector targets for Aboriginal and Torres Strait Islander peoples, people from a non-English speaking background and women in management to encourage Queensland Government agencies to build a representative public sector workforce that reflects the community it serves.
No targets have been set for people with a disability as the complexity of identifying the number of people with a disability who are able to work, coupled with the range of varying extents of disability types make it difficult to set one target based on representation in the community.
The web page on workforce profile outlines the department's progress towards achieving EEO employment targets.
As an employer, there is a legal obligation to consider a person's disability and make appropriate or reasonable adjustments to the work environment to accommodate them.
Not all people with a disability will require reasonable adjustment. However, adjustments may be required when a person with a disability:
If a person with a disability can perform the inherent requirements of a job with some adjustment, the adjustment is to be made unless it imposes an unjustifiable hardship. Failing to do so may constitute unlawful discrimination.
More information is available in the Reasonable Adjustment policy, guideline and other relevant documents.
Flexible work arrangements include a variety of options for short-or long-term changes to work and/or leave arrangements. The flexibility may relate to how, when and where work is done.
Different options will suit different employees' needs and circumstances.
Flexible work arrangements are negotiated between a principal or manager and the employee within the context of the school or workplace needs.
To find out more about the flexible work options available, go to the web page on work-life balance.
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© The State of Queensland (Department of Education, Training and the Arts) 2002.