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.