Our policies

The Queensland Racing Integrity Commission (QRIC or the Commission) is a statutory body created under the Racing Integrity Act 2016 to ensure the integrity of the Queensland animal racing industry.

The functions we provide include: licensing animals and participants for a code of racing; overseeing the integrity of race meetings; investigating complaints about racing; gathering and analysing intelligence about activities which threaten integrity and welfare standards; safeguarding the welfare of animals involved in racing; enhancing the safety of participants and the public; promoting compliance and integrity through education; regularly reviewing and assessing compliance and integrity across the industry; and working collaboratively with other investigating and prosecuting entities.

The recruitment and selection of public service employees and Race Day Stewards must be in accordance with the merit principle and criteria prescribed in sections 27 and 28 of the Public Service Act 2008 and directed towards attracting and retaining a diverse and skilled workforce drawn from government and non-government sectors (see sections 25 and 99 of the Public Service Act 2008). This means we will:

• provide conditions of employment which ensure equal employment opportunities and which are free from discriminatory practices
• provide opportunities for career development in keeping with individual career aspirations and organisational needs
• and maintain a workplace environment which promotes consultation and clear communication and which supports continuous learning and improvement, creative thinking, innovation and best practice

The QRIC has adopted the Code of Conduct for the Queensland Public Service. The code of conduct aims to ensure our employees perform their work cooperatively, honestly, ethically and with respect and consideration for others.

The code of conduct contains the ethics principles and their associated set of values prescribed in the Public Sector Ethics Act 1994. It also contains standards of conduct for each ethics principle:

• Integrity and impartiality
• Promoting the public good
• Commitment to the system of government
• Accountability and transparency

The Queensland Government’s goal is to build workforces and workplaces that reflect the diverse community we live in and serve.

The QRIC’s aim is to implement the Inclusion and Diversity Strategy 2015-2020  developed by the Public Service Commission by actively championing inclusion and diversity in the workplace and incorporating real inclusion and diversity commitments into strategic and operational plans.

The QRIC respects complaints received from both internal and external sources for the insights they may provide to the way the Commission performs its functions as a government statutory body.

To ensure the appropriate management of complaints the Commission carries out an assessment to determine whether a complaint should be addressed according to appropriate operational procedures or in accordance with specific legislative requirements.

In the 2022-23 financial year, the Commission received 193 new customer complaints*.

An additional 12 complaints were resolved from the previous year**.

142 customer complaints required further action.

63 customer complaints resulted in no further action.

*In the 2021-22 financial year, QRIC reviewed the way in which complaints were classified. This has led to an increase in the total number of complaints. Additionally, QRIC has also streamlined and made it easier for customers to put in complaints which also contributed to the increase.

**Some complaints are actioned over multiple financial years.

The QRIC is committed to the objects of the Public Interest Disclosure Act 2010. Public Interest Disclosures (PIDs) are an important component of ensuring the Commission’s employees uphold the highest standard of integrity and accountability and, as such, the QRIC strongly supports PIDs being made.

This policy and procedure sets out the framework and process for the management of PIDs.

The Commission recognises that employees may pursue interests outside of their public service employment. However, there is an expectation that any outside interest will not bring the Commission or the Queensland Government into disrepute.

Employees are aware that they are required to declare any interests that may constitute an actual, perceived or potential conflict of interest.

• An actual conflict of interest exists where a reasonable person, in possession of the relevant facts, would conclude that there is a direct conflict between the employee’s current duties and responsibilities and existing personal interests.
• A perceived conflict of interest exists where it could be perceived, or appear that a public official’s personal interests could improperly influence the performance of their duties, whether or not this is in fact the case.
• A potential conflict of interest exists where a public official has personal interests that could conflict with their official duties in the future. For example a committee member of a board or club that has dealings with the Commission or any other State Government department or agency.

When it appears that an employee’s private interests could or would interfere with the proper and impartial performance of official duties the employee must put personal views or interests aside and report any actual or potential conflict of interest. The conflict must be declared and resolved in favour of the public interest to ensure that employees continue to act impartially in the performance of their official duties.

At the QRIC the safety of our people, contractors and visitors is paramount. We strive to create an environment that is incident free and where every individual is responsible and accountable for health and safety. Our leaders are active role models and are charged with demonstrating a commitment to achieving healthy and safe outcomes. We will engage with and consult with employees and relevant stakeholders on matters that may affect their health and safety.

The Commission recognises that if an incident does occur that results in injury or illness, assisting employees to stay at work or make an early and safe return is beneficial in minimising any negative impacts on the individual and their family.