The Queensland Fire Department is breaking new ground with a bold initiative to embed respect, inclusion and equity across its workforce. Their Communities of Inclusion are amplifying the voices of people too often unheard—and making them central to how the organisation operates, serves and leads.
Built on lived experience and backed by executive leadership, these Communities are proving what’s possible when equity is led from within.
A new model for inclusion and accountability
In early 2025, the Queensland Fire Department (QFD) launched the Communities of Inclusion as part of its broader Everyday Respect Framework. Each Community brings together five members with shared lived experience, supported by an executive sponsor and an external coach. Their job? Not to advise from the sidelines—but to lead strategic, measurable work that shapes QFD’s internal culture and public service delivery.
This isn’t just another employee resource group. Each Community Chair reports directly to the Commissioner via the Everyday Respect Council, ensuring their voices carry weight and their goals lead to action. Already, the initiative has led to successful consultation on the State Government reportable QFD Disability Service Plan 2024–2028, with more engagement underway around QFD’s complaints management system and 12-month work plans across all four Communities.
Visibility for people with disability
Senior Consultant Marie Bledsoe, Chair of the Community for People with Disability, says her motivation is both personal and professional.
“I wanted to be part of something that gives voice to others and helps ensure no one feels like they have to ‘mask’ or ‘manage’ their disability alone at work. Representation isn’t just important — it’s essential. Visibility helps break down stigma. When we see people with disability leading, speaking up and being recognised for their contributions, it shifts perceptions.””
Marie brings both her own lived experience and years of advocacy to the table. Alongside her fellow members, she is working to ensure that disability inclusion is not only visible but built into the structure of QFD—from recruitment to workplace design and team culture.
Executive Director Adam Green, the Community’s sponsor, says representation isn’t just symbolic—it leads to better policy, stronger teams and a more equitable future.
“Our vision is to make inclusion part of the everyday culture at QFD—not something extra, but something expected.”
Empowering First Nations voices
Station Officer Julie Smith leads the Community for First Nations and brings deep connections and pride in her culture to the role.
“Queensland has such a rich cultural significance and diverse First Nations population. As an organisation with so many touch points across the state, it’s critical to understand how we can preserve our Indigenous communities’ connection to culture, implement Indigenous land management practices and create a service that supports generations to come.”
With members from both frontline and corporate teams, the Community is working to embed Indigenous knowledge into training, create culturally safe work environments, and strengthen relationships with Elders and local communities.
Deputy Chief Officer Peter Hollier, who sponsors the group, emphasises the power of listening.
“People feel heard—many for the first time in a formal setting—and that in itself is a powerful foundation for what’s to come. “Representation matters. For QFD to truly serve and reflect the communities we protect, we must understand and respect their diversity.”
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Building gender equity across the organisation
Acting Superintendent Paula Douglas, Chair of the Community for Gender, brings her leadership in the QFR Frontline Women’s Network into this new role.
“Parts of the organisation have lacked in systems that include everyone. The Communities will help bring QFD in line with how society views our commitment to service.”
From co-designing equitable policies to analysing data on gender representation, this Community is laying the groundwork for long-term cultural change. They are also identifying where equity gaps exist and how to bridge them—not with one-size-fits-all solutions, but with tailored, inclusive approaches.
Chief Fire Officer John Cawcutt, who sponsors the Community, highlights the group’s diverse skill sets and cross-service representation.
“They bring a diverse range of skills and experiences across policy development, governance, marketing and communications, community engagement, event coordination and project work.”
Elevating regional and remote voices
Acting Inspector Shakira Westdorp knows firsthand the challenges faced by QFD personnel in regional and remote communities.
“I would like to see all QFD personnel given equal opportunities regardless of their location.”
Her Community is focused on improving training access, reviewing recruitment and retention strategies, and developing policies that better reflect the realities of rural service. With support from Assistant Commissioner Michael O’Neil and guidance from Charters Towers Mayor Liz Schmidt, this group is making sure geographic location is never a barrier to opportunity.
This is what progress looks like
Across all four Communities; Disability, First Nations, Gender, and Regional and Remote – there’s a shared belief: the Everyday Respect Framework will drive respect and inclusion across the entire Queensland Fire Department, to create a safe, capable and inclusive workforce EVERYDAY.
