The department is dedicated to fostering a diverse and inclusive workplace. We are committed to providing equal opportunities for all, regardless of gender, culture, generation, sexual orientation, or disability. We actively promote a respectful workplace culture that is free from harassment, workplace bullying, discrimination, and violence. Recognising the unique demands of our work, we value and support a mobile, flexible, and agile workforce (including volunteers) to ensure the wellbeing, resilience, and effectiveness of our people in delivering vital services to Queensland communities.

Our Everyday Respect Framework guides how we embed a culture of respect and inclusion throughout the Queensland Fire Department. The Everyday Respect Framework is supported by two main components: the first being the Everyday Respect Council, which provides strategic direction to the Queensland Fire Department on inclusion policies and programs. The Framework is also supported by four Community of Inclusion groups: Gender; First Nations; Living with a Disability; and Regional and Remote. The Communities of Inclusion comprises employees with shared lived experiences, who will support the Council to promote and deliver respect and inclusion across the Queensland Fire Department. Each Community of Inclusion has a Chair that sits on the Council.

We recognise that Aboriginal peoples and Torres Strait Islander peoples bring a unique set of experiences, talents, skills, and abilities to our department. The contributions of our First Nations staff and volunteers strengthen our ability to deliver more effective fire and rescue services, disaster recovery efforts, and community safety programs for all Queenslanders.

We value the lived experiences and contributions of Aboriginal and Torres Strait Islander peoples and demonstrate this commitment through the establishment of the First Nations Community of Inclusion.

To learn more about our commitment to Aboriginal and Torres Strait Islander peoples, please read our Reframing the Relationship Plan.

QFD supports the Queensland Government Reconciliation Action Plan (RAP), which acknowledges, embraces, and celebrates First Nations Queenslanders. The Queensland Government's RAP vision for reconciliation is to build a reframed relationship that acknowledges, embraces and celebrates the humanity of Aboriginal and Torres Strait Islander peoples and achieves equity through excellence for the First Nations peoples of Queensland. Queensland Fire Department supports the Queensland Government’s RAP by contributing to initiatives that create pathways for Aboriginal and Torres Strait Islander peoples to join the organisation. This includes targeted recruitment, mentoring programs, and career development opportunities to enhance representation and leadership within the organisation.

We recognise that disability is a natural part of human diversity. We are committed to being a disability-inclusive employer by providing a range of workplace adjustments to support the needs of our employees. This ensures that everyone can contribute, participate, and thrive as a valued member of our team.

The Queensland Fire Department (QFD) Disability Service Plan is currently being finalised. To learn more about our commitment to fostering an inclusive and accessible Queensland, you can view our existing Disability Service Plan.

QFD values the contributions and lived experiences of people with a disability. This commitment is demonstrated through the establishment of the People with a Disability Community of Inclusion, which plays a vital role in shaping and advancing inclusion initiatives across the department.

Queensland Fire Department believes that creating conversations around LGBTIQA+ inclusion can help our staff, volunteers, their families and the community be more informed, supported and better connected. Queensland Fire Department is committed to ensuring LGBTIQA+ employees feel safe, valued and supported to bring their whole selves to work.

The Queensland Fire Department is committed to fostering workplaces where every individual feels respected, valued, and included. Through the Queensland Fire Department Allies of Inclusion program, we aim to create environments where our people feel a true sense of belonging, are safe to share their perspectives, and are empowered to challenge language, attitudes, and behaviours that do not align with our vision of a safe and inclusive workplace.

This program serves as a platform for staff and volunteers to come together, connect meaningfully, and explore their influence in shaping a positive workplace culture. By encouraging curiosity, collaboration, and active participation, we strive to build a respectful, safe, and inclusive environment that reflects the values of the Queensland Fire Department and supports the wellbeing of all our people.

The Queensland Fire Department Allies of Inclusion program invites staff and volunteers to engage in discussions about fostering respectful, safe, and inclusive workplaces. It aims to create environments where everyone feels they belong, can safely share their perspectives, and are empowered to challenge language, attitudes, and behaviours that undermine inclusivity. The program encourages connection, curiosity about individual influence, and active contributions to building a positive culture within the Queensland Fire Department.

The Queensland Fire Department Allies of Inclusion program will work in partnership with the Communities of Inclusion to achieve shared goals of building respect and inclusion across the entire organisation. Allies are supporters who may not have the lived experience of our communities of inclusion members. While the Communities of Inclusion provide a platform for employees to connect, share experiences, and advocate for their needs, the Allies can provide support by:

• advocating for change: Allies can use their influence and privilege to advocate for policies and practices that benefit the Communities of Inclusion,
• raising awareness: Allies help educate others about the challenges faced by underrepresented groups and encourage empathy and understanding.
• collaborating on initiatives: Allies may work with Communities of Inclusion to organise events, training sessions, and awareness campaigns that promote inclusivity.
• providing ongoing support: Allies offer personal and professional support to members of the Communities of Inclusion, helping to create a safe and welcoming environment.

Together, these two groups likely form a cohesive framework within the Queensland Fire Department to ensure that diversity and inclusion are prioritised and embedded in the organisation's culture and operations.