We believe that a diverse, equitable and inclusive workplace is essential to delivering great outcomes for our people and the communities we serve.
We are committed to a culture where our people feel safe, supported and able to contribute as themselves at work.
We welcome applications from people of all backgrounds and experiences, including Aboriginal and Torres Strait Islander peoples, people with disability, neurodivergent people, people from culturally and linguistically diverse backgrounds, people of all ages, and people who identify as LGBTIQA+.
Our culture is strengthened through the initiatives set out below.
People Strategy 2028
Our People Strategy 2028 (PDF, 3.2 MB) shares Comcare's commitment to being a great place to work, and actions to maintain a diverse and inclusive workplace and ongoing employee development.
The strategy sets out our vision for a capable, engaged and high performing workforce that is trusted and passionate about achieving better work health and safety outcomes for Australians.
It is centred on enhancing the employee experience and increasing Comcare's workforce management maturity by committing to achieving capability, agility, wellbeing, and stewardship.
We believe workplace experiences should be based on connection, purpose, flexibility and career growth. The strategy connects employees to our authentic Employee Value Proposition (EVP) that expresses the great aspects of working at Comcare. Read the strategy to hear about our people-focused initiatives, key target outcomes and more.
Diversity, Equity and Inclusion ProgramOur Diversity, Equity and Inclusion (DEI) Program 2026–2028 reflects our commitment to creating an environment where our people feel safe, supported and able to contribute as themselves at work.
We focus on:
- building a workforce that reflects the community
- strengthening inclusive ways of working
- supporting equitable access to opportunities.
This work is supported by our People Strategy 2028, which sets our direction for a capable and engaged workforce.
Diversity champions
Diversity, equity and inclusion champion
Our DEI Champion provides visible leadership and advocacy for inclusion and sponsors key initiatives across Comcare.
Reconciliation champion
Our Reconciliation Champion supports engagement with Aboriginal and Torres Strait Islander peoples and leads our reconciliation efforts.
Diversity and Inclusion Group (DIG)
Our Diversity and Inclusion Group (DIG) is an employee network that supports inclusion at Comcare. The DIG promotes awareness of diversity and inclusion priorities, supports events and days of significance, shares lived experience and practical insights, and fosters connection across the organisation.
Reconciliation Action Plan
Our Reconciliation Action Plan 2024–2026 guides our contribution to reconciliation.
Through this work we strengthen relationships with Aboriginal and Torres Strait Islander peoples, support cultural understanding and respect, and contribute to equitable outcomes.
Watch Indigenous artist Dion Devow explain the meaning behind the ‘Healing Hands’ artwork he designed for Comcare’s Reconciliation Action Plan.
Dion Devow and the meaning behind his ‘Healing Hands’ artwork.
Gender pay gap employer statement
Comcare is committed to gender equality.
We are acting on this commitment through our People Strategy 2028 (PDF, 3.2 MB), where we set the target for a gender pay gap of between 5% and -5%. This is the range recommended by the Workplace Gender Equality Agency (WGEA).
Our latest results show that we have achieved this target.
For the 2024 reporting period:
- Comcare's median total remuneration gender pay gap was 1.3% (in favour of men). This is a year-on-year improvement from 3.1% in 2023 and 5.9% in 2022.
- Comcare's median base salary employer gender pay gap was 1.4% (in favour of men) down from 2.8% in 2023 and 6.4% in 2022.
Table 1. Comparison gender pay gap for Comcare and Australian Public Service (APS), 2024 Pay gap Comcare APS Median total remuneration 1.3% 4.4%
Gender equality at Comcare
As an APS employer, we provide fair and equitable conditions for all workers. The flexible work arrangements offered enable employees to balance their work and other commitments, including family roles.
We are making good progress towards gender equality. Our achievements include:
- an equal gender split of men and women at senior levels (EL1 – SES)
- equal access to flexible work arrangements through our enterprise agreement.
We will continue to:
- conduct regular gender pay gap analysis
- engage with the APS Cross Agency Gender Equity Network
- implement targeted measures to improve gender balance.
Memberships and partnershipsWe partner with organisations to strengthen our diversity and inclusion capability.
Our memberships include:
