Diversity, Equity and Inclusion
We know that a diverse workforce, fair processes and inclusive work environment help us to deliver the best possible outcomes for our business, our customers and communities.
Our approach to diversity, equity and inclusion is about ensuring Energy Queensland is safe, respectful and inclusive for everyone.
In this video our employees discuss their experiences of diversity at Energy Queensland.
Council for Diversity and Inclusion
Our Council for Diversity, Equity and Inclusion (DEI) was established in 2016 and is chaired by our Chief Executive Officer. Executive Team members sponsor key areas of work, partnering with advocates from across the business. The Council members meet quarterly to provide strategic direction, oversee progress and support the work of our employee-led working parties.
Our working parties
We recognise the importance of placing our people’s experiences and voices at the centre of the work we do. Employees are invited to contribute to our working parties and employee networks. These include:
- First Nations working party
- Women in Technical and Operational Roles (WINTOR) working party
- LGBTQ+ Inclusion working party and EQL Pride Network
- Disability Inclusion working party.
Our Diversity, Equity and Inclusion Plan 2026 - 2028 (PDF 164.6 kb) outlines our key areas of focus to ensure we are building a safe, respectful and inclusive organisation where people are empowered to do their best work for customers and communities. This plan includes three focus areas:
- Employee Experiences
- Systems and Processes
- Practical Skills.
Our Reconciliation Action Plan (RAP) 2026 - 2028 (PDF 6.9 mb) continues to guide our commitment to advancing reconciliation across our organisation.
This plan is our third Innovate RAP and we are building on the foundations established through our First Nations Connection Plan (2020 - 2023) and our second RAP (2023 - 2025). This plan focuses on engagement, employment and education.
Putting it in practice
Following are some examples of what our work looks like in action.
Midday Yarnin’
Our regular Midday Yarnin’ sessions provide our workforce with the opportunity to learn from First Nations employees’ perspectives on culture, history, and ways of working. By learning from one another, these conversations foster respect, understanding and bring our commitment to reconciliation to life.
Supporting parents and carers
We offer paid parental leave for employees of all genders and provide top up superannuation payments for a year, for eligible employees. We’ve had a special focus on the experiences of field-based employees: maternity Personal Protective Equipment (PPE) is available and we have identified ways to support parents returning to work in field-based roles while breastfeeding.
Supporting women in trades
Our Women in Technical and Operational Roles (WINTOR) working party is committed to encouraging more women to consider careers in trades and operational roles. 
Since forming in 2017, WINTOR has sought to better understand the experiences of women in these roles, including what they value most and the challenges they may encounter.
These insights have informed a range of practical improvements, including expanded uniform and tool options, additional information and support for women growing their families while working in field-based roles, and informal support networks. We are proud that hundreds of women now work in apprentice and trade roles across our business.
EQL Pride Network
In 2018, our LGBTQ+ (Lesbian, Gay, Bisexual, Transgender, Intersex and others) Inclusion working party launched the EQL Pride Network for LGBTQ+ people and allies. 
The virtual network has more than 600 members who you’ll spot by their visible rainbow lanyards or shoelaces.
EQL’s Gender Affirmation Guide outlines the support available for transgender employees affirming their gender at work. The guide includes best practice approaches and incorporates our own learning from supporting our people in the past.
Domestic and Family Violence Support
Our domestic and family violence (DFV) policy provides unlimited paid leave for people experiencing DFV. We have invested in training key contacts in the business to support employees to navigate safety planning and access the support they need.
Monitoring our Gender Pay Gaps
Gender Pay Gaps measure the difference between the average salary of all men and all women in an organisation and are important measures of how we are attracting, growing, and retaining people of all genders. Energy Queensland isn’t eligible to report our Gender Pay Gaps to the Workplace Gender Equality Agency (WGEA) like many large private organisations, but we are committed to reporting annually.
Women’s Health
We understand that navigating periods, menopause and fertility considerations are normal parts of life for many women. Period products are available at our worksites, and we provide up to 10 days Health and Wellbeing leave for employees of all genders to assist with reproductive health, as well as menopause or menstruation.
External Benchmarking
We benchmark our work externally and engage with specialist organisations to learn from others.
We are members of Pride in Diversity and have been recognised as an Australian Workplace Equality Index Bronze Employer.
We are members of the Australian Disability Network and participated in the Access and Inclusion Index in 2025.