Strategies, plans and governance

Plans and strategies

University Strategic Plan

The UQ Strategic Plan details our key performance indicators, targets and objectives for Workplace Diversity and Inclusion, outlining our commitment to identifying and addressing areas of under-representation among staff and students and providing them with a diverse range of experiences.

Aboriginal and Torres Strait Islander Employment Strategy 2019-2022

Aboriginal and Torres Strait Islander Employment Strategy 2019-2022 (PDF, 1.3 MB) reflects our commitments towards Aboriginal and Torres Strait Islander learning, discovery and engagement and outlines the pathways to achieving these commitments.

UQ Disability Action Plan 2018-2021

The UQ Disability Action Plan 2018-2021 (DAP) (PDF, 259.2 KB):

constitutes formal recognition of our commitment to people with disability
presents a framework of principles, objectives and operational action items to ensure that we are a disability-confident organisation that is inclusive and accessible for people of all abilities.

It is informed by provisions of the Disability Discrimination Act 1992 (Cth) and the associated Disability Standards of Education 2005, and was developed in consultation with the UQ Disability Inclusion Group, faculties, schools and institutes, central work areas and other key stakeholders across the organisation.

The DAP provides an operational framework that seeks to address and remove potential barriers that may 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 is lodged to the Australian Human Rights Commission.

Professor Tim Dunne
Pro-Vice-Chancellor
Principal Officer of UQ's
Disability Action Plan

"UQ has a bold and innovative Disability Action Plan (2018-2021). The University seeks to become a global leader in disability inclusion. Being a global leader means meeting aspirations set out in the United Nations Convention on the Rights of Persons with Disabilities. It means being innovative and courageous. It means delivering on initiatives designed and led by persons with disability. It means tackling structural barriers that prohibit inclusion. And it means embedding these principles, where appropriate, in policies and plans associated with teaching, research, and physical infrastructure. As a member of the University’s Senior Management Group, I’m committed to championing more effective disability inclusion initiatives."
Professor, Tim Dunne, Pro-Vice-Chancellor

Contact the Workplace Diversity and Inclusion team with feedback and questions.

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 was awarded a Silver award in 2019 and 2020, and was awarded a Gold award in 2021. Based on the 2022 AWEI results, UQ is in the top 5 Australian universities in gender and sexuality diversity inclusion. In 2011 UQ was named as one of the top 10 most LGBTIAQ friendly Australian employers by Pride in Diversity.

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

View previous reports

The report is protected and requires your staff username and password:

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 reference 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.

Contact the Workplace Diversity and Inclusion team with feedback and questions.

Disability Action Plan

The UQ Disability Action Plan provides a consolidated overview of the annual reports provided by stakeholders, and is lodged to the Australian Human Rights Commission.

Disability Action Plan Annual Reports

The UQ Disability Action Plan (DAP) requires stakeholders to report on the progress of implementing the DAP.

The following reports demonstrate the progress made in implementing the UQ DAP. The reports are protected and require your staff username and password to access.

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:

State and Commonwealth legislation

Legislation at both Commonwealth and State levels supports UQ's equity, diversity and inclusion principles. For more information, see:

Anti-discrimination

Commonwealth and State legislation provide anti-discrimination rights and obligations in relation to certain protected attributes, including:

race
gender
sex
sexuality
disability
caring responsibilities.

This legislation provides protections from discrimination in education and employment.

Queensland legislation:

Anti-Discrimination Act Queensland 1991 provides anti-discrimination rights and obligations in relation to certain protected attributes.

Commonwealth legislation:

Age Discrimination Act 2004
Australia Human Rights Commission Act 1986
Disability Discrimination Act 1992
Racial Discrimination Act 1975
Sex Discrimination Act 1984.

Workplace relations

The Queensland Workplace Health and Safety Act 2011 contains workplace anti-harassment and anti-bullying rights and obligations.

The Fair Work Ombudsman covers the national workplace system, including the:

Fair Work Act 2009, which contains anti-discrimination and anti-bullying rights and obligations
the National Employment Standards.

Gender equity

The Workplace Gender Equality Act 2012 applies to UQ, and we are required to to report to the Workplace Gender Equality Agency each year.

Staff development

We recommend a number of staff development programs that aim to build a more informed staff community in relation to diversity and inclusion:

Committees and networks

If you are looking to start a new committee, or would like your group listed here, contact Workplace Diversity and Inclusion.

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.
Discrimination and Harassment Contact Officers are trained UQ staff members that students and staff can contact about discrimination, harassment and bullying issues.
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 the Status of Women is UQ's primary committee related to 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.

Additionally, Workplace Diversity and Inclusion has a Microsoft Team for each of the following informal networks. These networks aim to share information, share personal experiences, seek advice, send updates on policy changes/progress, arrange virtual meetings/events etc.

Network chats:

Disability/illness
Menopause
Breastfeeding
Carers
UQ Women’s Network
UQ Men’s Network

If you would like to be added contact ideals@uq.edu.au

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.