Workplace Diversity and Inclusion oversees a number of programs, plans, policies and reports that relate to equity and diversity matters. These have a focus on the prevention of exclusion, discrimination, harassment and bullying within UQ, and the support of people from minority groups of society to participate in the UQ workplace.
Programs, Plans and Governance section
University Strategic Plan
The University of Queensland Strategic Plan 2014-2017 outlines a number of diversity and inclusion engagement initiatives, to reach the University's goal of ensuring all its relationships are mutually beneficial and positively influence society.
The University of Queensland’s commitment to engagement with equity, diversity and inclusion matters involves:
- Ensuring UQ is a safe, culturally embracing environment.
- Forging strategic, respectful partnerships with Indigenous communities and actively contribute to Closing the Gap.
- Valuing the diversity of sexualities and gender amongst staff.
- Committing to providing a more accessible institution for people with disabilities.
- Focusing on engaging strategies to retain and promote women staff.
Staff Engagement Survey- Equity and Diversity
Thank you to all staff who participated in the 2014 online Staff Engagement Equity and Diversity survey. 821 staff responded to the survey. The results of this survey can be found in the Staff Engagement Equity and Diversity Report below. This report is shortly to be reviewed by the Senate Committee for Equity, Diversity and the Status of Women. Following this review a number of recommendations will be made and actioned by the appropriate areas of the University. Once these recommendations have been finalised they will be reflected in the report. If you have any feedback or questions, please contact the Workplace Diversity and Inclusion Consultant.
Legislation supporting the equity, diversity and inlcusion principles of the University of Queensland exists at both Commonwealth and State levels. These are detailed below.
Commonwealth legislation relating to human rights, disability, race, sex and age can be accessed through the Australian Human Rights Commission website.
This includes the:
- Disability Discrimination Act 1992.
- Sex Discrimination Act 1984.
- Racial Discrimination Act 1975.
- Age Discrimination Act 2004.
- Australia Human Rights Commission Act 1986.
Workplace Relations Legislation
Information about the national workplace system including the National Employment Standards can be found on the Fair Work ombudsman website. This includes information on the Fair Work Act 2009 which contains anti-discrimination and anti-bullying rights and obligations.
Gender Equity Legislation
The Workplace Gender Equality Act 2012 applies to the University of Queensland, and requires it to report to the Workplace Gender Equality Agency each year. More information about this can be found here.
Anti-Discrimination, Harassment and Bullying Legislation
The Anti-Discrimination Act Queensland 1991 provides anti-discrimination rights and obligations in relation to the following 'protected attributes':
- Relationship status.
- Parental status.
- Religious belief or activity.
- Political belief or activity.
- Trade union activity.
- Lawful sexual activity.
- Breastfeeding needs.
- Family responsibilities.
- Gender identity.
And/or your association with, or relation to, a person identified on the basis of any of the above attributes. Information about this legislation can be found on the Anti-Discrimination Commission Queensland website.
Information about the Workplace Health and Safety Act 2011, which contains workplace anti-harassment and anti-bullying rights and obligations, can be accessed from the Workplace Health and Safety Queensland website.
The University is governed by the University of Queensland Act 1998. A number of University policies, which are approved by Senate, ensure the operations of the University comply with this Act and other legislation relating to equity and diversity areas.
These policies and procedures are available through the UQ Policy and Procedures Library (PPL), a number of which relate to equity and diversity areas. These are described below
The UQ Code of Conduct applies to all staff employed by The University of Queensland. The Code of Conduct demonstrates the University’s commitment to compliancy with applicable laws and Standards, to promote a culture of fair and ethical behaviour and to encourage the reporting of corrupt practices, breaches of the law and matters detrimental to the University or its reputation.
This policy applies to all UQ staff, students and community. This policy provides an overarching statement of The University of Queensland’s commitment to equity and diversity for staff, students and the wider community and outlines internal structures and key aspects of operations where this is to be considered. The University also has obligations under a number of legislative instruments.
This policy applies to all UQ staff, students and community. The University of Queensland is committed to ensuring that the work and study environment for all University employees and students is free from sexual harassment. The purpose of this policy is to define what constitutes sexual harassment, outline preventative measures and provide links to resources for the process of resolving sexual harassment complaints.
This policy applies to all UQ staff, students and community. It outlines The University of Queensland’s commitment to ensuring staff, students and visitors to the University are able to work, study and carry out their business in an environment that exemplifies respectful relationships and is free of discrimination and harassment. The policy defines what constitutes racist behaviour and provides links to UQ grievance resolution procedures.
This policy applies to all UQ staff, students and community. It outlines the University’s commitment to ensuring that staff, students and visitors are not subjected to behaviours, practices or processes that may constitute discrimination, harassment, vilification or victimisation.
This policy applies to all UQ staff and students. It states the University’s commitments and responsibilities under legislation and aims to ensure an inclusive environment for people with a disability to participate in work and study at UQ. The University seeks to adopt and develop leading practice in the area.
This policy applies to all UQ staff, students and community. The University of Queensland is committed to the principle of equal opportunity for staff and students and promotes a work and study environment that respects work, study and family responsibilities. The purpose of this policy is to outline the conditions in which children are permitted to be in the UQ work and study environment.
This policy applies to all UQ staff members. This policy outlines the eligibility, entitlements, provisions and conditions of parental leave. This policy also outlines guidelines for people who breastfeed on campus.
This policy applies to all UQ staff and outlines the policy and associated procedures for the flexible work arrangements available to UQ staff. More information about the flexible working arrangements available to UQ staff, can be found in the flexible work arrangements section of our website.
UQ’s carer’s leave policy forms part of the Personal Leave Policy and is applicable to all UQ staff members. It outlines the availability of carer’s leave (paid and unpaid) available to support a member of the staff members immediate family or household or a significant other.
These guidelines are intended to assist the University to maintain a working environment which enables staff to observe and attend to religious and/or cultural activities/duties and is available to all UQ staff members.
This policy applies to all UQ staff members and outlines the University’s equitable, competitive and timely approach to the recruitment and selection of its staff.
This policy outlines the University’s commitment to implementing initiatives to increase the representation of Aboriginal and Torres Strait Islander people within all levels of its staffing structure and to provide support for Aboriginal and Torres Strait Islander staff retention, training, mentoring and career development.
This policy outlines the objectives of UQ staff induction as well as the responsibilities of the parties involved in the induction process and is applicable to all UQ staff members.
This policy applies to all staff and provides an outline of the procedure for resolving a staff grievance in the most appropriate and best way possible. For more information about this policy, please refer to the 'Grievance Resolution Procedure' section of this website here.
This policy applies to all staff and provides information about the internal and external services available to improve staff members working environment.
This guideline provides information to staff about the support available for staff who experience domestic violence.
The University of Queensland is committed to the positive and authentic inclusion of Aboriginal and Torres Strait Islander peoples in the life of the University. The University recognises the value and significance of Aboriginal and Torres Strait Islander peoples in achieving and maintaining a diverse, principled and ethical scholarly community. The University has an aspirational target of 2.8% of Aboriginal and Torres Strait Islander employment across the University and has developed a strategy to achieve this.
For more information about the Aboriginal and Torres Strait Islander Employment Strategy, please contact the Australian Indigenous Employment Coordinator.
The University of Queensland Disability Action Plan 2016-2018 (DAP) constitutes formal recognition of the University’s commitment to persons with disability, and presents a framework of principles, objectives and operational action items to ensure that the University is a disability confident organisation that is inclusive and accessible for people of all abilities. The DAP is informed by provisions of the Disability Discrimination Act 1992 (Cth) and the associated Disability Standards of Education 2005.
The University, as an education provider and as an employer, is committed to improving the inclusion, accessibility and awareness of disability in all areas of the University. The Plan provides an operational framework that seeks to address and remove potential barriers that mat be present in the University’s physical and digital infrastructure, employment and education design and practice so that all members of our community are able to participate in, and have access to, all that the University has to offer its staff and students.
The DAP can be viewed here: The University of Queensland Disability Action Plan 2016-2018
If you have any questions or comments about the DAP, please contact Workplace Diversity and Inclusion.
The University of Queensland Strategic Plan 2014-2017 is the key document in the University’s cycle of planning and accountability. It articulates the University’s focus through a set of strategic objectives which outline the direction and desired positioning of UQ forecasted into the four years. The strategies outline steps the University aims to take to achieve these objectives.
There are a number of Workplace Diversity and Inclusion key performance indicators, targets and objectives detailed in The University of Queensland Strategic Plan 2014-2017. These demonstrate UQ’s commitment to creating and maintaining a diverse and inclusive institution.
The equity and diversity specific objectives outline UQ’s commitment to identifying and addressing areas of under-representation amongst staff and students and providing them with a diverse range of experiences.
The University of Queenslands Strategic Plan 2014-2017 can be viewed here: University of Queensland Strategic Plan 2014-2017.
The University's commitment to its Strategic Plan is collective and democratic: the entire University is responsible for its delivery and achievement. Through a tiered planning process, all areas in UQ can connect their activities to the University's objectives. The annual UQ Operational Plan identifies the targets and initiatives to be achieved by the University each year, to support the achievement of the strategic targets, objectives and key performance indicators outlined in the Strategic Plan. More information about the University Operational Plans can be found on the UQ Planning and Business Intelligence website.
The University of Queensland is committed to developing and maintaining a work environment that provides equal opportunities to all staff members, from all backgrounds and lifestyles. In order to foster this culture, a number of programs have been designed and implemented by the University to ensure that all staff have an equal access to participation and career growth.
These programs cover:
- Gender equity
- Disability inclusion
- Culturally and linguistically diversity inclusion.
- LGBTI inclusion.
Details about these programs can be viewed below and via the side-bar navigation pannel.
The University of Queensland is required to submit reports to the federal government, and other external agenices, on a number of equity and diversity areas. This is so the University can ensure our priorities and initiatives are of high quality, to benchmark our results and to compare our achievement and progress to other Australian universities.
These reports include:
- Australian Human Rights Commission- Disability Action Plan.
- Pride in Diversity- Australian Workplace Equality Index.
- Workplace Gender Equity- Compliance Report.
The UQ Disability Action Plan (DAP) is lodged to the Australian Human Rights Commission.
The current UQ Disability Action Plan 2011-2014 has been extended until the end of 2015 and a process to renew the DAP is currently being developed.
The UQ Disability Action Plan 2011-2014 can be viewed here: UQ Disability Action Plan 2011-2014.
The UQ Disability Action Plan 2011–2014 is informed by legislation and current guidelines that include the Commonwealth Disability Discrimination Act 1992 (DDA) and the revised Disability Standards for Education 2005. It articulates The University’s commitment to ensuring all staff and students can fully participate in university life. Through aligning the DAP with its other strategic plans, the university identifies the importance of the leadership of its senior staff in this area and seeks to weave good practice in the area of disability into the fabric of the university culture.
If you would have anything that you would like to be considered in the renewal of this plan, please contact the Workplace Diversity and Inclusion Consultant.
The University of Queensland Equity and Diversity section completes an annual report for the Pride in Diversity on workplace equality.
The AWEI report encompasses the programs, policies and initiatives undertaken by UQ in regards to creating equality in the workplace for people who identify as LGBTI.
The AWEI is the national benchmark on LGBTI workplace inclusion. For more information please see the AWEI website.
In accordance with the requirements of the Workplace Gender Equality Act 2012 on 29 July 2016 The University of Queensland lodged its annual public report with the Workplace Gender Equality Agency (WGEA, Agency).
When reviewing the report it is important to understand that WGEA requires organisations to categorise staff in a particular way. It is important to read information about 'standardised occupational categories of managers and non-managers" in the WGEA Reference Guide pages 21-24. For example, the 'Professionals' category will not be the same as the Profesisonal staff category Uiversities use. Data were based on a snapshot taken on 31 March 2016. Casuals working at that time were also included. WGEA requires that data is annualised and assumes that each individual worked full-time (for casual and part-time staff, data has been adjusted to show full-time figures).
The report is protected and requires your staff username and password:
Previous iterations of the University's WGEA Reports can be found below:
- The University of Queensland Public WGEA Report 2014-2015
- The University of Queensland Public WGEA Report 2013-2014
For any questions or comments about this report, please contact Workplace Diversity and Inclusion.
The University of Queensland is committed to providing appropriate, tailored programs for staff development.
Workplace Diversity and Inclusion, Human Resources Division oversees a number of training programs for UQ staff members to improve their knowledge and skill base around equity and diversity matters.
Workplace Diversity and Inclusion also recommends a number of staff development programs that aim to build a more informed staff community in relation to equity and diversity related fields.
These programs include:
- Managing Unconscious Bias Workshop.
- Staff Disability Inclusion Workshop.
- Supporting Students with Disability.
- Discrimination and Harassment Contact Officer Training.
- Discrimination and Harassment Contact Officer and Supervisor Refresher Training.
- Career Advancement for Professional Women.
- UQ Ally Training Workshop.
- UQ Ally Network Meetings.
- EO Online.
- Staff Management for Professional Senior Staff.
- Mental Health First Aid.
- Skills for Suicide Prevention.
- Ethics Awareness Workshop
For more information about staff development programs, please see the UQ Staff Development page.
Career development opportunities and programs are also offered through external agencies such as:
- Association for Tertiary Education Management.
- LH Martin Institute.
- Fellowships Funds Inc. of Graduate Women Queensland.