The University of Queensland is committed to providing support to all staff which are drawn from a variety of backgrounds and lifestyles. Workplace Diversity and Inclusion has a number of resources available so that all staff are able to access resources to ensure they are respected and have equal opportunities in the UQ workplace. These resources encompass information, services and policy relating to:
- All staff.
- Disability inclusiveness.
- Discrimination, harassment and bullying.
- Employee assistance programs.
- EO Online.
- Guides for staff
- Inclusive Language
- Multifaith Chaplaincy.
- Work and family.
The University of Queensland is committed to developing and maintaining a safe, positive and inclusive environment for people who identify as lesbian, gay, bisexual, transgender and intersex (LGBTI) that is free from discrimination, harassment and bullying. The University provides support services, programs and resources for staff with diverse sexuality and gender and Allies of staff and students. Please find some of these below.
The UQ Ally Network is an award winning program providing a visible network of staff empathetic staff who are allies of students and staff of diverse gender and sexuality. These staff are not experts about matters of sexuality and gender - they are people who strongly support the University's stance on making the University an accepting, positive, diverse and inclusive space. In particular, a UQ Ally understands the reasons why many transgender, bisexual, gay, lesbian or intersex people are not in positions to speak out on their own behalf, or are fearful of being harassed or discriminated against, and why it is so important to have staff who are prepared to support and participate in developing a positive and inclusive environment for staff and students with diverse sexuality and gender. To learn more about the UQ Ally Network please see here. To find an Ally please see our contacts page here.
The University was awarded a Bronze award in the 2016 Pride in Diversity Australian Workplace Equality Index. Based on this index, this positions UQ in the top 5 Australian universities in gender and sexuality diversity inclusion.
The University offers the Davidson Trahaire Corpsych Employee Assist Program (EAP) to all staff. The EAP offers a number of support services to UQ staff, and is completely confidential. For more information please see here.
There are also a number of suppoer services available external to the University. Please see some of these external resources below.
Guides for Staff
Your UQ Ally Welcome pack has a number of useful resources, guides and contacts for your reference. Gender and sexuality diversity is a dynamic space with best practice inclusive language changing and improving all the time. You should keep this pack updated by adding to it any useful resources or information that you come across. Please feel free to share any new information that you come across with the Network either through Workplace Diversity and Inclusion, or the Ally Network page on Yammer.
Pride in Diversity has produced a helpful toolkit for managers to help develop and maintain am inclusive workplace for people of diverse sexualities, genders and bodies: Managers Guide to LGBTI Inclusion. Pride in Diversity has a number of useful resources for staff. As a member of Pride in Diversity we have access to all of these resources. If you have trouble accesing any of these resources, please contact Workplace Diversity and Inclusion so that we can assist you in accessing these resources.
Student Help on Campus (SHOC) has produced a number of useful resources for understanding gender and sexuality diversity. SHOC is a helpful source of information for staff and provides support and information for students.
The Australian Human Rights Commission also provide a number of useful resources.
PFLAG (Parents and friends of Lesbians and Gays) is an international peer support group: http://www.pflagbrisbane.org.au/
Diverse Voices is a not-for-profit organisation with a focus on the wellbeing of LGBTI communities: http://www.glwa.org.au/
The Rainbow Service, Relationships Australia provides a relationship counselling service for Lesbian, Gay, Bisexual and Transgender communities: http://www.raq.org.au/services/rainbow-program
Queensland Aids Council provides a number of services and resources for the LGBTI community: http://www.quac.org.au/
The LGBTI Legal Service Inc is a non-profit and unfunded community-based legal service: http://www.lgbtilegalservice.org/
Qld. Police LGBTI Liaison Officers is a partnership program between the Queensland Police and the LGBTI community: https://www.police.qld.gov.au/programs/community/lgbti/
LGBTI Friendly Health Services
- Brisbane Gender Clinic, Teneriffe, http://brisbanegenderclinic.org.au/, Ph: 3017 1777
- Central Brunswick Medical Centre Cnr. Martin St and Brunswick St., Fortitude Valley. Ph: 3852 2733
- Gladstone Rd. Medical Centre 38 Gladstone Rd., Highgate Hill, 4104, Ph: 3844 9599
- Stonewall Medical Centre 52 Newmarket Rd., Windsor, Ph: 3857 1222
The University of Queensland is committed to supporting and promoting the right of persons with disability to contribute and work on an equitable basis with other members of the University community.
UQ has a number of services, resources and programs that enable staff with disabilities to have equal access and equal opportunity for career growth and rewards. These resources are outlined below. UQ Staff are strongly encouraged to familiarise themselves with the Web Accessibility guidelines below.
For any student related enquiries about the support available for students with disability, please refer to Student Services.
Disability Action Plan
The Disability Action Plan (DAP) provides an operational framework for the University's commitment to ensuring the University environment is accessible for people with all abilities. The Plan was developed in consultation with over 80 people across the University, and steered by a Working Party. 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 is committed to providing a safe and comfortable work environment for all staff. Adjustment may be required to the work environment to enable individuals to better carry out the inherent requirements of the position. Such adjustments should be discussed with the immediate supervisor of the staff member. Information about external services that may assist in this regard is available from the Occupational Health and Safety Unit, through the Ergonomics and Rehabilitation Advisor.
JobAcess is an Australian Government service that provides free information and advice about the employment of people with disability. JobAccess provides information about services, financial assistance and workplace solutions for employers and employees with a disability. You can find useful information about reasonable adjustments, disclosure of disability, disability employment case studies, tools and checklists on the JobAccess website here.
Access to facilities and parking
If you have a mobility impairment and experience difficulties in accessing any facilities at any of the UQ campuses, or feel that they require attention, please contact Property and Facilities via email or on 07 336 52776.
UQ Traffic and Parking provides special need parking permits for staff. More information about these can be found on the UQ Parking website.
Staff or supervisors seeking support for staff with mental health conerns should contact their Human Resources Client Services Team. This team can then refer the staff member to the Staff Support and Rehabilitation Advisor, Human Resources Division.
The Employee Assist Program is also a useful service and resource for staff members. More information about the EAP is here. There is also a Manager Assist program available, with more information found here.
Web accessibility ensures that all persons have equal access to information and resources provided on the internet and in digital formats (such as word and pdf documents). This is particularly pertinent for persons with disability, but is also beneficial to all users. For example, a key principle of web accessibility is designing web sites and software that are flexible to meet different user needs, preferences, and situations. This flexibility also benefits people without disabilities in certain situations, such as people using a slow internet connection, people with "temporary disabilities" such as a broken arm, and people with changing abilities due to aging.
Web accessibility refers to how people perceive, understand, navigate, and interact with the web, and ensures that they can also contribute in this space. Web accessibility encompasses all disabilities that affect access to the internet, including visual, auditory, physical, speech, cognitive, and neurological disabilities.
Millions of people have disabilities that affect their use of the web. Currently most web sites and web software have accessibility barriers that make it difficult or impossible for many people with disabilities to use the internet. For example, those users who are blind can potentially only access information that is readable by a screen reader, and without adhering to website accessibility guidelines and principles this will not be possible. As more accessible websites and software become available, people with disabilities are able to use and contribute to the web more effectively.
Web accessibility refers to the structure of a website, the content of a website, the format of the content on the website, the design of a website and the images, text, documents and videos on a website. This includes but is not limited to:
- The navigation process used;
- The colours;
- The size and font of text;
- The language of text;
- The format of the text;
- Accessibility of documents on the page;
- Accessibility of videos, audio, links and images on a page;
- The use of images and the importance of labelling images.
Therefore web accessibility is the responsibility of both the software and website developers and content developers for each page and section of a website.
The Web Content Accessibility Guidelines 2.0 Level AA (WCAG) provide guidelines of how to ensure a website and all the content and pages that make-up that website is accessible for all people. This encompasses website design and structure, and content development. Compliance with the WCAG are recommended by the Australian Human Rights Commission and are adhered to by all government websites.
For more information about web accessibility, please see the WCAG here.
There are in-built functions in recent versions of Microsoft Word that enable users to test the accessibility of their docuemnt, and provides them with tips on how to fix any potential issues. Workplace Diversity and Inclusion encourages everyone to use this feature, especially when preparing to convert a docuemnt to PDF to upload onto a website, to help to ensure its accessibility for all people in our community.
For UQ specific information about accessibility, please refer to the Office of Marketing and Communications here.
For information about inclusive language for persons with disability, please refer to the Inclusive Language page.
The 'Guides for Staff' page provides a number of useful resources, that provide effective strategies for disability inclusiveness in the workplace.
Our 'Inclusive Language' page provides a useful guideline on how to use inclusive language to that can promote disability inclusion.
For more information about how to develop and maintain a workplace environment that promotes disability inclusiveness please see the below resources:
- Australian Human Rights Commisison.
- Beyond Blue.
- Disability Employment Australia.
- Employee Assist Program.
- Fair Work Ombudsman.
- National Disability Insurance Scheme.
- World Health Organisation.
- Web Accessibility Initiative
The University of Queensland is committed to developing and maintaining an inclusive and harmonious workplace for all people that is free from discrimination, harassment and bullying. Discrimination, harassment and bullying will not be tolerated at The University of Queensland under any circumstances, and may be unlawful under State or Commonwealth law.
The University of Queensland is active in the prevention of the occurrence of discrimination, harassment and bullying in the workplace. All staff and students have a responsibility to behave in a respectful and equitable manner towards other staff, students and members of the community as detailed in the Code of Conduct.
A number of resources are available for staff in relation to discrimination, harassment and bullying:
- Grievance resolution procedure.
- Staff Development.
- Support services.
- Useful links.
What is Discrimination, Harassment and Bullying?
The Australian Human Rights Commission (AHRC) states that discrimination occurs when a person, or group of people, is treated less favourably than another person or group because of their background or certain personal characteristics.
The Queensland and Commonwealth anti-discrimination legislation protects people from discrimination in employment because of their: gender, gender identity, age, race, sex, sexual orientation, relationship status, pregnancy, parental status, breastfeeding, family responsibilities, disability, impairment, religion, political opinion, national extraction, nationality, social origin, medical record, criminal record, trade union activity or association with, or in relation to, a person identified on the basis of any of these attributes.
The AHRC identifies that discrimination can happen at different points in the employment relationship, including:
- When recruiting and selecting staff.
- In the terms, conditions and benefits offered as part of employment.
- Who is considered or selected for training and the sorts of training offered.
- Who is considered or selected for transfer or promotion.
- Who is considered or selected for retrenchment or dismissal.
Under discrimination law, it is unlawful to treat a person less favourably on the basis of particular protected attributes. Treating a person less favourably because of these personal attributes can be considered harassment. It is important to understand that a one-off incident can constitute harassment.
The AHRC states that harassment can include behaviour such as:
- Telling insulting jokes about particular racial groups.
- Sending explicit or sexually suggestive emails or text messages.
- Displaying racially offensive or pornographic posters or screen savers.
- Making derogatory comments or taunts about a person’s disability.
- Asking intrusive questions about someone’s personal life, including their sex life.
The law has specific provisions relating to sexual harassment, racial hatred or disability harassment.
The Fair Work Act 2009, as ammended in 2013, defines workplace bullying as repeated unreasonable behaviour by an individual towards a worker which creates a risk to health and safety.
The AHRC identifies that bullying behaviour can range from obvious verbal or physical assault to subtle psychological abuse. It can include:
- Physical or verbal abuse.
- Yelling, screaming or offensive language.
- Excluding or isolating employees.
- Psychological harassment.
- Assigning meaningless tasks unrelated to the job.
- Giving employees impossible jobs.
- Deliberately changed work rosters to inconvenience particular employees.
- Undermining work performance by deliberately withholding information vital for effective work performance.
Legitimate comment and advice, including relevant negative feedback, from managers and supervisors on the work performance or work-related behaviour of an individual or group should not be confused with bullying, harassment or discrimination. Appropriate provisions of guidance, conducting performance counselling, invoking diminished performance procedures or misconduct procedures does not constitute harassment.
Everyone has the right to work and study in an environment free from bullying, harassment, discrimination and violence. The University takes a strong stance against this behaviour in its’ work and learning environment, and will not tolerate such behaviours.
If you would like any further information on any of this, or have any questions, please contact the Equity and Diversity section.
The University of Queensland provides up to six sessions of free, confidential counselling, coaching and support for employees and their family members through the Employee Assist Program (EAP). The University’s current EAP provider is Davidson Trahaire Corpsych, through employeeAssist.
employeeAssist provides confidential counselling, coaching and support for employees and their family members for a broad range of work and life issues. These include issues around relationships, family, conflict, drug and alcohol, stress, communication, grief and loss, self-esteem and confidence.
Staff and their immediate family members are entitled to six sessions per year (per person). employeeAssist is a structured, short term, solution-focused approach to assist individuals to enhance their emotional, physical and financial wellbeing. Individuals who have an issue that requires long term support, will be referred to a suitable professional outside of the EAP who can provide longer term care.
Resources and related information can be found through the employeeAssist website.
The University also provides a Manager Assist program through the provider Davidson Trahaire Corpsych. This program is designed to provide supervisors and managers with support, resources and techniques that can assist them in dealing with people issues that present on a regular basis.
For more information about this service contact the EAP on 1300 360 364.
About the EO Online training program
Equal Opportunity Online (EO Online) is an interactive equity and diversity training program. EO Online has been developed especially for Australian universities, customised for Queensland legislation and for the policies and procedures of The University of Queensland. It comprises two modules, each of which should take from 45 minutes to one hour to complete.*
- Module 1 What you need to know
- Module 2 Managers and Supervisor
All new staff at The University of Queensland are required to complete Module 1 of EO Online. It is recommended that you review the EO Online material every two years as a refresher to keep up-to-date with legislative and policy changes. Staff with a supervisory or management role are required to complete both modules.
How to complete EO Online
Access the program at EO Online and follow the instructions to complete the assessment.
Once you have completed the assessment you will need to register your completion. Follow the instruction and please provide your:
- Employee number.
- Organisation unit.
- UQ email address.
The program produces an acknowledgement certificate, which should be printed for your records.
Please contact Workplace Diversity and Inclusion for this information, or if you have any other problems accessing the program or registering your completion of a module.
Reports for Managers
Reports of EO Online completions are available in the MIS Reportal. Managers and supervisors can access these reports (data is limited to their Aurion permission level) as follows:
- Log on to the MIS Reportal site.
- Select the Staff > Admin > EO Online Alerter Report.
Reports available within the EO Online Alerter Report include:
- EO Online completions summary.
- Details by employment type.
- Details by classification type.
* If necessary, it is possible to log out of EO Online before fully completing a module. You can use your browser to 'bookmark' the page you were working on and return to it when convenient.
As of 1st July, UQ Human Resources systems and forms will be updated so that there will be more inclusive categories of gender. Staff will now be able to select the option of M (male), F (female) or X (Indeterminate/Intersex/Unspecified) as a gender category. In addition to this, a gender neutral salutation, Mx, will be available for staff to select.
These gender category options will be available for new and existing staff. Existing staff are able to change their gender and/or salutation by completing the Personal Details Form and submitting it to their Human Resources contact.
Commonwealth and State legislation was amended in 2013 to add protections against discrimination on the grounds of gender identity and intersex status. These protections recognise the non-binary spectrum of gender. Based on recommendations from the Australian Human Rights Commission, the Australian Government developed formal guidelines for the recognition of sex and gender that support these legal protections and to reflect best practice for gender inclusivity.
UQ is using these guidelines to implement changes to the collection of personal staff information to be more gender inclusive.
Gender is part of a person’s social and personal identity. It refers to each person’s deeply felt internal and individual identity. A person’s sex and gender may not necessarily be the same. An individual’s gender may or may not correspond with their sex assigned at birth. Gender is a non-binary concept and is deeply personal in nature. Non-binary means that gender goes beyond just the two categories of male or female.
The University of Queensland is committed to developing and maintaining a safe, positive and inclusive environment for all staff and students and strives to create an environment free from discrimination, harassment and bullying.
Gender is considered personal information, and should be treated with confidentiality and sensitivity. The University collects data for various purposes including internal and external reporting in order to comply with legislative and other reporting requirements of the University. Your gender is recorded in your personal details in Aurion and so is accessible to your Supervisor, HR staff and people with access to Reportal.
Gender information will be used in internal and external reports, as is required by the University, but is generally not attached to staff names, numbers or other identifiable information. However, due to the smaller number of staff who identify with gender X, people may be somewhat identifiable. Gender X data will typically be included in reports only when required, and all effort will be made to prevent any possible identification of individual staff in these reports.
If you have any questions or concerns, please contact Workplace Diversity and Inclusion.
The following are some useful guides related to staff equity, diversity and inclusion. See the Quick Links for some leading organisations in equity, diversity and inclusion in employment.
This Workplace Diversity and Inclusion guide provides information for staff about ways that they can use people-centric inclusive language to help develop and maintain an inclusive, positive and safe envrionment for all members of our community.
This UQ factsheet provides strategies and techniques on how to effectively deal with challenging working relations.
This resource is available for download here: http://www.hr.uq.edu.au/resources.
This UQ factsheet provides managers a best practice guide to effectivley repsonding to workplace conflict.
This resource is available for download here: http://www.hr.uq.edu.au/resources.
This UQ factsheet provides information for managers to effectively recongnise signs of distress in their staff to effectively manage and mitigate any possible situations of conflict.
This resource is available for download here: http://www.hr.uq.edu.au/resources.
The material in this kit is designed to assist employers with setting out their commitment to tackle discrimination and sexual harassment and to promote equality and diversity in areas such as recruitment, training and management.
The AHRC provides best practice guidelines for developing selection criteria, advertising, short listing, application forms, testing, interviewing, referee reports, making the decision and medical examination for recruiting and selecting the most appropriate person for the job.
This resource provides best practice guidelines on how to build and maintain a positive workplace environment that is free from discrimination and harassment.
This resource was developed by Deolitte and the Victorian Equal Opportunity and Human Rights Commission, and demonstrates why diversity and inclusion is both a business and fairness issue. A new recipe to improve business performance cna be found here.
This 2016 research paper by Glenda Strachan, David Peetz, Gillian Whitehouse, Janis Bailey, Kaye Broadbent, Robyn May, Carolyn Troup and Michelle Nesic, provides a deep insight into the gendered nature of employment, working conditions and career patterns of University staff, with emphasis on key points in the career life cycle.
This resource, a result of the partnership between Male Champions of Change and Chief Executive Women, provides a simple management model “The Leadership Shadow” which suggests actions and behaviours that are most likely to support progress in gender diversity. It will help managers listen, learn and led by example by understanding the impact of their personal actions.
This publication is intended as a resource to inform the practice of mentoring within the Australian Higher Education sector.
This Centre for Ethical Leadership research paper provides emperical evidence and analysis on the impact of targets and quotas for women in leadership.
This Centre for Ethical Leadership research paper presents the business case for gender equity.
The Workplace Gender Equality Agency (WGEA) International Gender Equality Statistics report published in May 2016 and presents statistics on gender diversity in economic security, education, leadership and care work in 28 countries. Data is collated from a number of different international organisations. The WGEA fact sheet can be found here.
This report from WGEA, published in February 2016, identifies the effect the gender pay gap has on superannuation in Australia at different ages. The report from WGEA can be found here.
Cultural and Linguistic Diversity
This resource from AMF provides a comprehensive overview of how to manage cultural diversity in the workplace. It provides strategies, education and communication skills to overcome cultural differences to maintain a diverse and inclusive work environment.
The Beyond Blue's Invisible Discrimination capaign provides a number of information resources that address the impact that racism has in the workplace, and provides resources on how to prevent racism from occuring in the workplace to develop healthy workplaces.
This fact sheet provides an explanation on the Racial Discrimination Act, including the background of the legislation, case law, impacts of racism and some other useful links.
This UQ resource provides information and stratgeies on how to effectively work with a disability, injury or health condition.
This tool kit is available for staff who have a disability, injury or health condition or for suprervisors who manage staff who have a disability, injury or health condition.
These resources are available for download here: http://www.hr.uq.edu.au/resources.
Like all employees, people with disability bring a range of skills, talents and abilities to the workplace. This Australian Government website provides a range of information for managers on employing people with a disability. Resources include key contacts, information on support available for workplace adjustments, recruitment guidelines, checklists and guides.
This guide provides information on how to appropriately support workers with mental illness and how to develop and promote a safe and healthy work environment for all workers. This guide provides guidance on obligations under occupational health and safety and disability discrimination legislation, and understanding and education about how to talk about mental health.
The Anti-Discrimination Commission Queensland has produced this factsheet providing information on how to develop and maintain an inclusive workplace for trans people.
This Pride in Diversity Australia publication provides information about intersex people and how to create an inclusive and understanding workplace.
The PFLAG resources page has a number of useful publications and reosurces available for staff. The Homophobia in the Workplace publication is an excellent resource for identifying, preventing and removing homophobia in the workplace. Workplace Diversity and Inclusion has a number of PFLAG resources available in hard copy, please contact Workplace Diversity and Inclusion if you would like some.
This Pride in Diversity information resource provides information to employers, supervisors and managers in regards to supporting staff whoare affected by the debate on marriage equality.
- Australian Human Rights Commission: The AHRC provides a number of useful fact sheets and toolkits about preventing discrimination and harassment in the workplace.
- Anti-Discrimination Commission Queensland: The ADCQ provides a number of useful fact sheets and toolkits about preventing discrimination and harassment in the workplace.
- The Centre for Ethical Leadership: The Centre for Ethical Leadership is an excellent source of information and resources for implementing diverse and inclusive leadership to enhance an organisation.
- Diversity Council Australia: provides information about implementing equity, diversity and inclusion principles in the workplace
- Fair Work Ombudsman: provides information about employment rights and obligations.
- National Disability Recruitment Coordinator: is a government initiative about enhancing employment opportunities and support for persons with disability.
- Pride in Diversity: UQ is a member of this non-profit organisation which supports sexuality and gender diversity inclusion in the workplace.
- PwC: Produces research on implementing equity, diversity and inclusion in the workplace and in management.
- Science in Australia Gender Equity: SAGE are steering the implementation of the Athena SWAN pilot in Australia, and has a number of useful resources and information
Language is important
The rich diversity of our staff and students is one of UQ's biggest assets. It should be assumed, that in any group, there will be people from different cultural and linguistic backgrounds, with visible or hidden disabilities, representing different genders and sexualities and holding different religious and spiritual beliefs. It is our differences that make us valuable, as each member of the University community brings different perspectives, backgrounds and experiences which lead to different, bright and exciting ideas and growth.
Each of us has a responsibility to appreciate the diversity of our community and take care to ensure we are inclusive of all members of our community - whether this is talking informally with one person, in a lecture, or addressing a meeting. We also have a responsibility to make sure that reasonable members of our community do not perceive what we say as being sexist, racist, homophobic, discriminatory, or otherwise offensive.
Language is extremely powerful – it can inspire and it can destroy. Language can consciously or unconsciously offend, intimidate, belittle, exclude, reinforce harmful stereotypes and contribute to the unequal status of individuals. This is particularly important when people are in positions of relative power, or where there are limited opportunities for the audience to challenge what is being communicated (e.g. in a lecture). Jokes made at the expense of others can be harmful and propagate demeaning stereotypes. Even where no harm or malice is intended, and when used in good humour, language can be extremely harmful.
Language can also have very positive effects on people. When inclusive language is used it can make people feel included, valued and empowered. The University of Queensland values people-centric inclusive language that values and respects the diversity of people, and sees people as people – not as a stereotype, attribute or characteristic. The University has developed a UQ Guide to Using Inclusive Language to inform staff and students about inclusive language.
What is inclusive language?
Inclusive language is language that is respectful and promotes the acceptance and value of all people. It is free from words, phrases or tones that demean, insult, exclude, stereotype, infantilise or trivialise people on the basis of their membership of a certain group or because of a particular attribute.
Many offensive and derogatory terms which refer to specific groups exist within everyday language. The use of such language is unacceptable.
Inclusive language should be used in all forms of communications: verbal and written, to another individual or to a group, in private and public. For communication to be effective, it needs to appropriately address the audience it is intended for. Inclusive language is essential for good comunication as it enables all people to feel included and empowered.
In order to be inclusive, language must also be accessible to all members in our community. This means that you should use appropriate language and format for the purpose of your communication. More information about accessibility can be found here.
Language is dynamic and fluid and the meaning and connotations of words can change rapidly. It is important that you apply the inlcusive language principles outlined in the UQ Guide to Inclusive Language, rather than learning specific approrpiate phrases, as these may change meaning over time.
Where discriminatory or offensive language is being used in your presence, be proactive and challenge this - educate the person by informing them of the potential harm of that language and provide inclusive language alternatives. It is important to remember that someone from a marginalised group may not feel empowered or safe enough in some settings to speak out against such language themselves. At UQ we all work together to develop and maintain a safe, positive and inclusive environment for all people, and are all responsible for the development and maintenance of this environment.
How do I use inclusive language?
Using people-centric inclusive language is simple and can even make you a better writer and speaker!
Our Guide to Using Inclusive language offers guidance for using inclusive langauge. The Guide is currently being updated and will be available in the near future.
If you have any questions or comments in regards to using inclusive language, please contact Workplace Diversity and Inclusion.
The University of Queensland is recognised as an international leader in research, with a focus on quality, integrity and impact. The University of Queensland continues to foster its excellent global reputation in the field of research by contributing to key areas of national and international significance. To do this, UQ focuses on quality- both of people and research outputs. It will do this to ensure that the research UQ contributes is of the highest standard.
The University of Queensland has identified a number of strategies to achieve its goal of continued research excellence. These are identified in the University of Queensland Strategic Plan 2014-2017.
To have a reputation as an international leader, UQ's research focus incorporates equity and diversity considerations across UQ’s research fields. These are displayed in UQ research:
The University of Queensland is committed to creating a work environment that values and respects work-life balance for its staff. UQ offers a number of flexible work options to help staff balance their responsibilities at work and at home. UQ also provides a number of services and facilities on campus to help staff manage their family and work responsibilities.
- Breastfeeding Network.
- Childcare facilities.
- Flexible work arrangements.
- Holiday programs for children.
- Parenting Rooms and Baby Change Tables on Campus.
- Preparing for parental leave.
- Queensland Carers Charter.
- Returning to work from a period of parental and adoption leave.
- Triple P Pilot Program