A place where you belong
At RACQ, we’re committed to fostering a workforce that fully represents the Queensland community. Our ability to serve members is strengthened when we bring together diverse voices and experiences.
Supporting underrepresented people requires we remove the barriers that keep them from succeeding in the workplace. Everyone deserves the chance to flourish. RACQ aims to be a company where people can grow and thrive while being their authentic selves.
It is through equity, inclusion and consideration of all people that RACQ cultivates diversity. Creating a sense of belonging for everyone leaves space for connection, security and community.
RACQ’s Diversity & Inclusion (D&I) strategy provides a roadmap for making diversity a priority. We’re proud of what we have accomplished thus far in this area and know there is more to be done to become truly inclusive and equitable.
Our strategy is centred around five pillars:
- Gender equality
- Cultural inclusion
- First Nations inclusion
- LGBTQIA+ inclusion
- Disability inclusion and accessibility
Although the strategy includes distinct pillars, we understand that people are more complex than any attributes with which they identify. Intersectionality means some people are exposed to multiple layers of discrimination by being a part of more than one underrepresented group. The purpose of creating these pillars is to ensure our organisation is aware of and can address the unique challenges these different groups have traditionally faced in the workforce.
We will:
We will do this through:
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Education and awareness, across our organisation, of conscious and unconscious bias, including our board and senior leaders.
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The creation of opportunities to share challenges and success in ways that build awareness and understanding of cultural inclusion.
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Delivery of our Innovate Reconciliation Action Plan. We are strengthening sustainable connections with community groups including Elders and businesses, building cultural awareness of First Nations Peoples across RACQ, and leveraging community relationships to provide employment and business opportunities to First Nations Peoples.
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Aiming to maintain a leadership gender balance of 40% men, 40% women, 20% any gender.
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Continuing to build our people's awareness and knowledge of the LGBTQIA+ community to break down biases and ensure our people feel supported to bring their authentic self to work. We are working on achieving AWEI Bronze Tier Status.
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Building a disability confident organisation by uplifting awareness and acceptance of all forms of disability (apparent and non-apparent), creating an accessible workplace beyond compliance and towards best practice and developing a Disability Inclusion Action Plan (DIAP).
Employee Reference Groups (ERG)
Our ERGs are volunteer, employee-led groups focused on progressing our First Nations, LGBTQIA+ and disability inclusion pillars.
Our ERGs are a voice for our organisation and provide opportunities for our people to contribute, connect and grow to build a truly inclusive and psychologically safe workplace.
Developing our commitments
We leverage national initiatives and goals to develop our commitments, determine action and benchmark our performance.
Reconciliation Australia
In 2020, we formally set out our commitments to reconciliation in our first Reconciliation Action Plan (RAP). In October 2022, RACQ successfully implemented an Innovate RAP.
The Innovate RAP runs until October 2024 and details our reconciliation journey and the actions we have committed to deliver.
Australian Disability Network
We are a gold member of the Australian Disability Network (ADN). ADN is focused on the inclusion of people with disabilities and working with organisations to build their capabilities and confidence as employers. We are working with ADN to assess and benchmark our disability confidence, including submitting to their Access and Inclusion Index, which will support our Disability Inclusion Action Plan (DIAP).
Diversity Council of Australia
We are a member of the Diversity Council Australia (DCA), Australia’s leading independent body for workplace diversity and inclusion. We leverage DCA to understand the latest research and best practice to help uplift our diversity and inclusion capability across our organisation.
Job Access
RACQ is partnering with Job Access for 12 months, to ensure we are an inclusive employer of choice for people with disability. This includes initiatives to build our disability confidence across our organisation, reviewing our attraction and retention strategies for people with a disability and increasing the number of people who have a disability in our workforce.
Gender Pay Equity
RACQ submits a public report to the Workplace Gender Equality Agency (WGEA) annually, in compliance with requirements of the Workplace Gender Equality Act 2012 (the Act).
- 2022-23 WGEA Gender Equality Reporting Questionnaire
- 2022-23 Workplace Profile Table
- 2022-23 Workforce Management Statistics Table
WGEA publishes employers’ gender pay gaps on its Data Explorer as part of annual reporting. RACQ is committed to gender pay equity and exploring ways to improve on our results.
Read our gender pay gap commitment below.
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