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, focusing on 6 key areas:

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 Bronze award in 2017 and 2016. Based on the 2017 AWEI results, UQ is the top Queensland university and in the top 7 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).

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 2016-2018 (PDF, 837.1 KB). The reports are protected and require your staff username and password to access.

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:

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:

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.

Committees and networks

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

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.