ST LUCIA IPSWICH GATTON
Equity and Diversity Plan
2007 – 2009
CONTEXT
University commitment
The University clearly states its commitment to equity and
diversity in its Strategic Plan 2006–2010. This is articulated in
Key Operational Priorities one and nine which aim to
1. Attract and retain the most able students, with the aim of
achieving equity and diversity in the student population.
9. Implement best practice in managing people, resources
and systems, ensuring equality of opportunity for all staff
regardless of their backgrounds.
Changing environment
The environment has changed markedly since the creation
of the first Equity and Diversity Plan 2004–2006. Of those
changes, the key external influences identified as likely
to have the greatest impact on equity and diversity at the
University in the next 2-3 years are summarised below.
These have been taken into account in developing the Equity
and Diversity Plan for 2007–2009.
The following statement summarises what
the University is striving to achieve in terms of
equity and diversity:
“A diversified, inclusive institutional culture at UQ”
The detail below provides a vivid description of what success
would look like if this were realised.
Commitment to equity and
diversity
Equity and diversity is embedded in UQ’s culture and
operations and is an attribute valued by staff, students and
graduates;
Tried and successful pedagogies take advantage of diversity
to enhance the educational experience for all;
Staff and student profiles are more representative of the
wider community, in particular Indigenous Australians and
students from Low Socio-Economic Status backgrounds;
The cultures of equity groups are integrated into the
development of a more inclusive institutional culture.
Workplace culture
Flexible, responsive work practices reflect the diverse needs
of equity groups;
Managers understand how to fulfill their responsibilities in
the area of equity and diversity;
Faculties and organisational units demonstrate the progress
made in