Staff

This site provides links to

• staff development opportunities;
• flexible work options;
• grievance resolution procedures;
• induction, recruitment and selection; and
• guides for staff on equity and diversity matters.

UQ EQUITY AND DIVERSITY PLAN, 2010-2014

The UQ Equity and Diversity Plan, 2010-2014  outlines the following staff priorities

• Recruit staff with diversity competencies which reflect the diverse nature of the community
• Build the diversity competencies of staff across the University
• Set the equity and diversity KPIs at the University, faculty and school levels for staff and students.

UQ PEOPLE STRATEGY 2009-2011

The UQ People Strategy 2009-2011, identifies key staff related goals for the University of Queensland, including:

RECRUITMENT, SELECTION AND APPOINTMENT - Ensuring recruitment and appointment processes accommodate a workforce growing in diversity. In particular, consideration is given to:

• job share arrangements;
• part time employment;
• flexible working arrangements;
• return to work programs after extended leave; and
• work adjustments for staff with a disabiity.

EQUITY AND DIVERSITY - Aim: to build a socially inclusive working environment that enables all staff to contribute to their full potential and embed the responsibility for staff equity initiaitves and matters within the University management practices. In particular:

• Implement a range of family friendly policies and procedures; in particular, develop employment arrangements and support mechanisms that enable female staff to pursue.
• Implement the Aboriginal and Torres Strait Islander Employment Strategy to increase the recruitment and retention of Aboriginal and Torres Strait Islander people. This Strategy will provide effective professional development programs and the opportunity for Aboriginal and torres Strait Islander people to contribute to the culture of the University.
• Continue to raise awareness of the University's Disability Action Plan in relation to the issues assosciated with staff with disabilities and implement reasonable workplace accommodations when requested.
• Implement procedures to facilitate flexible working arrangements for staff transitioning to retirement.

On this site