CIRCULAR: 82/99

21 December 1999

Please find attached the 98-99 Executive Summary for the EEO Annual Report.

Union's were provided with this information at a recent meeting over this issue.

QR have advised of their intent to continue with a process to bring QR into line with the legislative requirements of the Equal Opportunity in Public Employment Act 1992.

This is for your information and attention.

Yours fraternally

PAUL A. SORENSEN

STATE SECRETARY

Attachment 1 OF 1

PURPOSE OF ANNUAL REPORT:

• To evaluate QR's progress in terms of Equal Employment Opportunity
• To meet legislative requirements as ouutlined in the Equal Opportunity in Public Employment Act 1992

DATA ANALYSIS:

Response Rate:

• QR reported a decrease of 1.21 % in their response rate for the 1998-99 ' reporting period from 68.75%(1997-98) to 67.54% (1998-99).
• Preliminary analysis shows that the census response rate was lower in certain groups. Further analysis will be conducted to identify the specific areas in which the response rate is lower to enable appropriate strategies to be incorporated into the EEO Management Plan.

Staffing Numbers:

• Q R reported an increase of 88 in total staff numbers from 14683 (1997-98) to 14771 (1998-99).

TARGET GROUP MEMBERSHIP:

Women:

• Q R reported an increase of 0.76%, from 6.98% (1997-98) to 7.74% (1998-99).

Non-English Speaking Background:

• QR reported a decrease of 0.23% from 4.54% (1997-98) to 4.31 % (1998-99) in NESB1*
• QR has maintained its' NESB2** representation at 1.16%.
• QR has maintained its' NESB2** representation at 1.16%.

*NESB1 - people who have migrated to Australia and whose first language is a language other than english.
**NESB2 - the children of people who have migrated

Aboriginal and Torres Strait Islander people:

• With a reduction of only 0.01 %, QR has maintained its ATSI representation for the past 2 years (1 .47% for the 1998-99 period).

People with a Disability:

• QR reported a decrease of 0.43% from 4.82% (1997-98) to 4.39% (1998-99).

COMPARISONS WITH QUEENSLAND PUBLiC SECTOR DATA (1997-98 Data)

Q R reported an increase of 0.76%, from 6.98% (1997-98) to 7.74% (1998-99).

QR continues to report a different profile to the Queensland Public Sector. 1997-98 figures are as follows:

• QR continues to have a significantly lower level of female representation than the public sector.
• QR continues to have higher representation of NESB '1 and ATSI than the public sector.

Other comments:

QR:

• Target Group members are employed within secure forms of employrnent.
• Occupational segregation is evident in terms of women and ATS1 with 58% of women being employed in the Administrative Stream, and 95% of ATSI members being employed in the "Other " category.
• There continues to be a significant difference between the age profile of men and women in QR. The majority of women (65%) are in the 15-34 age group. The majority of men (78.8%) are in the 35-55+ age group with 35% in the 45-55+ age group.
• With 4.2% of Executive Contract positions held by women and 9.15% of Middle Management positions held by women, QR has exceeded its Year 2000 targets of 3.5% (Executive Contract) and 7.0% (Middle Managernent).

PROGRAMS AND OUTCOMES

Employment Equity Audit:

The major initiative for the 1998-99 reporting period was the Employment Equity Audit. The primary purpose of this audit was to assess the extent to which the principles of Equal Employment Opportunity had been absorbed as an organisational value.

A report was produced on completion of the audit. This report highlighted a number of areas that require attention and provided a range of recomrnendations for implementation.

Specifically it highlighted the need to review a number of fundamental Human Resource Management policies and practices and the need to refocus QR s Employment Equity Program.

Target Group Members:

QR continued to undertake a number of strategies for Target Group Members in the last year. Strategies were aimed at:

• With Assisting women in attaining Management levels in the organization
• Improving the working environment for current employees with a disability; enhancing job opportunities for people with a disability; improving access to public transport for members of the public with a disability;
• Improving the working environment for current non-English speaking background employees and Aboriginal and Torres Strait Islander employees.

OTHER STRATEGIES:

• QR undertook a variety of strategies aimed at achieving the Traineeship targets. QR exceeded the target set for women and made significant progress towards the targets set for Aboriginal and Torres Strait Isfander people, people with a disability and people from a non-English speaking background;
• QR continued to educate employees and managers in Employment Equity issues;
• QR continued to promote policies and practices to assist employees in balancing their work and family commitments.
• A full copy of the 1998-99 EEO Annual Report can be obtained by phoning Melissa Morris (81-3512) or Rita De Joux (81-1678).