Strategies, plans and governance
UQ values equity, diversity and inclusion, and seeks to reflect the broader community by attracting and retaining high-quality staff from a range of backgrounds.
We have developed a number of networks and programs to support our equity, diversity and inclusion priorities and objectives.
We are committed to identifying and addressing areas of under-representation among staff and aim to provide a respectful and healthy work environment for staff from all backgrounds.
2025 Equity Diversity and Inclusion Plan on a Page
UQ’s 2025 EDI Plan on a Page (PDF, 78.1 KB) seeks to drive a whole of UQ approach to EDI. It is based on priorities included in the five existing action plans for gender, age, disability, cultural inclusion and LGBTQIA+.
The plan is structured around five pillars:
1. Career Pathways
2. Access and Inclusion
3. Visibility and Leadership
4. Safety and Respect
5. Monitoring our success
A key aspiration is to demonstrate intersectionality in action and highlight the opportunity this provides to better address barriers to success for our diverse community.
UQ’s Stretch Reconciliation Action Plan (RAP) will sit in parallel and inform the EDI plan to address the needs of Aboriginal and Torres Strait Islander peoples as a distinct and unique part of the UQ community.
Equity Diversity and Inclusion Action Plans
Disability
The UQ Disability Action Plan (PDF, 176.5 KB) provides a consolidated overview of the annual reports provided by stakeholders, and is lodged to the Australian Human Rights Commission.
LGBTQIA+
The LGBTQIA+ Action Plan (PDF, 261.4 KB) sets the vision for UQ to be an international leader for the inclusion, respect, support and celebration of the diversity of gender, sex and sexuality in education and employment.
Gender Equality
The UQ Gender Equality Action Plan (PDF, 492 KB) aims to provide an overarching plan to enable a coordinated ‘whole-of-UQ’ approach to gender equity and reinforce UQ’s commitment to being one of Australia’s most inclusive universities.
Cultural and Linguistic Diversity
The Cultural and Linguistic Diversity Action Plan (PDF, 2.7 MB) outlines key objectives and actions aimed at increasing the authentic inclusion of UQ Staff from CALD backgrounds.
Age Friendly UQ
The Age-Friendly UQ Action Plan (PDF, 351.1 KB) is based on the UQ interpretation of the 10 Age-Friendly University (AFU) Principles, with an aspiration to be iterative and driven from all sectors of the University community
Reporting
We are required to submit reports to the federal government, and other external agencies, on a number of equity, diversity, and inclusion areas. This allows us to:
- ensure our priorities and initiatives are of high quality
- benchmark our results
- adhere to legislative requirements
- compare our achievement and progress to other Australian universities.
Australian Workplace Equality Index
UQ completes the annual Australian Workplace Equality Index (AWEI) report for Pride in Diversity on the programs, policies and initiatives undertaken by UQ in regards to creating equality in the workplace for people who identify as gender, sex and sexuality diverse.
The AWEI is the national benchmark on LGBTIAQ+ workplace inclusion. The University received a Gold Award in 2024 which places UQ is in the top 5 Australian universities in gender and sexuality diversity inclusion.
Workplace Gender Equality Agency Compliance Report
The University of Queensland lodges an annual public report with the Workplace Gender Equality Agency (WGEA) in accordance with the requirements of the Workplace Gender Equality Act 2012.
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).
Current report
2023-2024 WGEA Compliance Letter (UQ login required) (PDF, 170 KB)
2023-2024 WGEA Report (UQ login required) (PDF, 1002 KB)
View previous reports
The report is protected and requires your staff username and password:
- 2022-2023 WGEA Report (UQ login required) (PDF, 985 KB)
- 2021-2022 WGEA Report (UQ login required) (PDF, 1.1 MB)
- 2019-2020 WGEA Report (UQ login required) (PDF, 1.2 MB)
- 2018-2019 WGEA Report (UQ login required) (PDF, 6.4 MB)
- 2017-2018 WGEA Report (UQ login required) (PDF, 1.1 MB)
- 2016-2017 WGEA Report (UQ login required) (PDF, 898.1 KB)
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 reporting guide. For example, the 'Professionals' category will not be the same as the Professional staff category Universities use. Data were based on a snapshot taken on the University reporting date of 31 March each year. Casuals working at that time were also included.
Policies
The UQ Policy and Procedures Library (PPL) contains the University's policies and procedure framework. A number of policies relate to diversity and inclusion areas:
- Breastfeeding on Campus Procedure
- Staff Code of Conduct Guideline
- Disability Inclusion and Reasonable Adjustment for Staff Procedure
- Domestic and Family Violence and the Workplace - Support Options Available for Staff Members Guideline
- Diversity, Equity and Inclusive Behaviours Policy
- Flexible Work Policy
- Parental Leave Procedure
- Personal/Carer's Leave Procedure
- Prevention of Discrimination, Harassment and Bullying Behaviours Procedure
- Sexual Misconduct Prevention and Response Policy
- Recruitment, Selection and Appointment Policy
- Religious and Cultural Observance Guideline
- Staff Assistance Services Policy
- Staff Grievance Resolution Policy
Committees and networks
- The Aboriginal and Torres Strait Islander Employment Steering Committee is responsible for shaping and monitoring the Aboriginal and Torres Strait Islander Employment Strategy.
- The Aboriginal and Torres Strait Islander Staff Network is a regular opportunity to get together, share stories, make connections and discuss how UQ can keep developing as an employer of choice for Aboriginal and Torres Strait Islander peoples.
- UQ’s Gender Steering Committee champions strategic and transparent governance, accountability, planning and a reporting framework for gender equity, aligned with UQ’s Bronze Institutional Award for SAGE Athena SWAN, which reflects UQ’s commitment to broader diversity and inclusion.
- The Senate Committee for Equity, Diversity and Inclusion is UQ's primary committee related to equity, diversity, and inclusion.
- The Equity, Diversity and Inclusion Management supports and advises the University in relation to student and staff equity, diversity, and inclusion matters. The committee plays a governance advisory role to the Vice-Chancellor through the University Senior Executive Team, and to Senate through the Senate Committee for Equity, Diversity, and Inclusion
- The UQ Disability Inclusion Group provides a consultative mechanism for the development and implementation of disability inclusion initiatives across UQ.
- The UQ Ally Action Committee drives greater inclusion and diversity of sex, genders and sexualities at the University of Queensland and the community it serves.
- The UQ Ally Network is an award-winning network of well-informed staff who create a safe, welcoming and inclusive space for sex, gender and sexuality diverse people at UQ and the broader community.
- The UQ Cultural Inclusion Council provides a consultative mechanism for developing and implementing inclusion initiatives focused on culturally and linguistically diverse staff across UQ.
Some faculties, schools and institutes have developed equity, diversity, and inclusion committees. Check with your local area to find out whether you have a committee and how you can get involved.