Gender, LGBTIQ+ and Age
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Gender
- 69.4% of the sector identify as woman or female.
- 30.4% of the sector identify as man or male.
- 0.2% of the sector identify as non-binary.
Source: MOHRI March 2024.
These proportions have been extremely stable over time, with the non-binary options being introduced in 2021.
In addition to the composition figures provided by MOHRI, the Working for Queensland survey also enables analysis to be conducted by gender and employment experience.
In the 2023 Working for Queensland survey:
- 36% identified as being man or male
- 58% identified as woman or female
- 0.42% identified as non-binary
- 0.08% identified as agender
- 0.26% identified as a gender not listed
- 5.80% preferred not to say.
Employee engagement scores varied across gender identities:
- respondents that identified as man or male had a 56% engagement score
- respondents that identified as woman or female had a 61% engagement score
- respondents that identified as non-binary had a 47% engagement score
- respondents that identified as agender had a 32% engagement score
- respondents that did not identify with any of the genders listed in the survey, had a 31% engagement score.
Gender as a barrier to success
These figures highlight the perceived inequity in barriers to success between those that identify as men and women:
- 64% of men do not feel that being a man presented a barrier to success.
- 81% of men felt that being a woman did not present a barrier to success.
- 75% of women do not feel that being a woman presented a barrier to success.
- 80% of women felt that being a man did not present a barrier to success.
Source: Working for Queensland 2023.
Of those who identify as being non-binary, agender or a gender not listed:
- 51% feel that being transgender, non-binary or gender diverse was not a barrier to success
- 19% feel it was a barrier to success
- 30% were unsure.
Of those who identify as being male or female:
- 67% feel it was not a barrier to success
- 5% feel being transgender, non-binary or gender diverse as a barrier to success
- 29% were unsure.
Source: Working for Queensland 2023.
LGBTIQ+
- 6% of respondents of the 2023 Working for Queensland survey, identified as being LGBTIQ+
- This figure remained stable between 2022 and 2023.
Source: Working for Queensland 2023.
In the Working for Queensland survey, questions were asked only of those respondents that identified as being LGBTIQ+. These results show:
- 78% of LGBTIQ+ respondents indicated they feel safe and respected at work
- 75% feel confident that colleagues support LGBTIQ+ workplace inclusion
- 80% feel confident that their manager or supervisor supports LGBTIQ+ workplace inclusion
- 71% feel confident that their senior manager supports LGBTIQ+ workplace inclusion
- 67% feel confident that the executive group in their organisation support LGBTIQ+ workplace inclusion.
Employee engagement of Working for Queensland survey LGBTIQ+ respondents remained stable at 59% in 2022 and 2023.
An ally is often defined as someone who is not a member of a marginalised group but wants to support and take action to help others in that group. LGBTIQ+ allyship generally, and specifically at leadership levels, is critical in enabling LGBTIQ+ people to thrive at work.
- 63% of LGBTIQ+ respondents know LGBTIQ+ allies in their organisation that they can approach for support.
- 54% are aware of LGBTIQ+ allies in leadership roles in their organisation.
Age
There is no target set for age groups across the sector. However, the Queensland public sector is implementing workforce management plans to accommodate the aging workforce.
The average age of Queensland’s public sector employees is 44.3 (MOHRI 2023). Average age has been very stable over many years (MOHRI 2020–2024).
The average age of sector employees that identify as women or female is 44.1, of men or males is 44.6 and non-binary is 34.4. The average age of the sector’s new hires is 36.3, while the average age of separations is 48.7.
Age as a barrier to success
- Over two-thirds don’t consider age a barrier to success, with no significant difference across age groups.
- People aged 50 and over are slightly more likely to identify age-related barriers.
Despite this result, over 50s exhibit higher levels of work engagement and enthusiasm for learning new skills and sharing knowledge with colleagues.
Source: Working for Queensland 2023.
| % age is not a barrier | Neutral | % age is a barrier | |
|---|---|---|---|
| Less than 30 years old | 70% | 17% | 13% |
| 30 to 49 years old | 72% | 18% | 9% |
| 50 and over years old | 65% | 21% | 14% |
Source: Working for Queensland 2023.
| % positive | |||
|---|---|---|---|
| Connection with work | Help co-workers to learn new skills or share knowledge | Employee engagement | |
| Less than 30 years old | 44% | 64% | 64% |
| 30 to 49 years old | 46% | 68% | 59% |
| 50 and over years old | 52% | 70% | 59% |
Source: Working for Queensland 2023.