‘Cultural safety’ key in Queensland public service hiring policy

Background checks will be handled differently for Indigenous job applicants in Queensland’s public service.

Public service job ads must now consider cultural diversity in Queensland. Picture: istock

First Nations job applicants will be given special treatment in background checks for Queensland government jobs through a new “cultural safety’’ directive that abolishes merit-based ­appointments.

Departmental and agency heads have been told to “ensure that recruitment processes are conducted in a culturally safe way’’ for Aboriginal and Torres Strait Islander applicants.

Bad references or a history of disciplinary action – such as being fired from a previous job – will be handled differently for Indigenous applicants on cultural grounds.

Government agencies have been ordered to establish practices “to ensure that adverse information relating to an Aboriginal person or Torres Strait Islander person does not disproportionately or unnecessarily impact employment outcomes in the public sector for Aboriginal peoples and Torres Strait Islander peoples’’.

“Adverse information’’ relates to referee checks and pre-­employment background vetting, including criminal record checks.

A Public Sector Commission spokesperson said on Tuesday that criminal record checks would be the same for all applicants.

“There are no exemptions for First Nations applicants,’’ the spokesperson said.

The cultural loophole is contained in the Palaszczuk government’s latest recruitment and selection directive, flowing from legislative changes this year.

The Australian revealed on Tuesday that public service selection panels must now identify the person “who is best suited to the position” – replacing the previous requirement for appointments “based on merit’’.

Panels must “consider equity and diversity and cultural considerations”, to choose the “eligible person best suited to the position’’.

Queensland government agencies must consider “equity, diversity, respect and inclusion’’ when filling job vacancies.

“Selection panels now need to select the person best suited to the position,’’ the directive states.

“The merit principle had limited scope.’’

Queensland’s policy contrasts with the Commonwealth Public Service Commission (CPSC) statement that “merit is a fundamental principle of employment’’.

The CPSC assesses the “relative suitability of the candidates to perform the relevant duties, using a competitive selection process’’.

“The assessment is based on the relationship between the ­candidates’ work-related qualities and the work-related qualities genuinely required to perform the relevant duties,’’ the CPSC states.

Queensland Opposition Leader David Crisafulli would not comment on the changed policy but issued a statement that “the LNP’s priority is empowering the public service’’.

“While Labor has overseen a culture of fear and secrecy, the LNP has committed to rebuilding the capabilities of the public service by reducing spending on consultants and ensuring job security,’’ he said.

The Queensland University of Technology has mirrored the Queensland government by scrapping merit-based selection in favour of “suitability’’, in a draft recruitment policy that requires selection panels to “consider achievement relative to opportunity’’.

Federal Opposition education spokeswoman Sarah criticised QUT’s change. “The decision to by QUT to no longer hire staff on merit is bizarre, and risks reputational damage to all staff who work at the university,’’ she said.

Universities Australia did not comment on the change.

QUT vice-chancellor Professor Margaret Sheil said the new policy was designed to stamp out “unconscious bias’’ when recruiting staff.