SUSTAINABLE FINANCES

Summary of

6.5 Manage our resources through a capital asset plan and Student recruitment UQ art collection conservation Funding was withdrawn for this project sustainable budgeting. In order to mitigate the anticipated Human resources 15 per cent reduction in demand among in 2020 due to pandemic funding domestic students for an undergraduate impacts; however, assuming the supply of Sustainable budgeting also included university place in 2020 (as a result of the philanthropic sources and the availability of sustainable actions, which reduced costs introduction of Prep in 2007), an integrated specialist conservators, work may resume to both the environment and the bottom marketing and recruitment strategy was in 2021. line. Around 90 per cent of the University's implemented to coordinate all efforts across We fuel success through a positive and supportive culture that attracts and retains high- funding comes from 5 key areas: tuition the University. The results of this concerted Reuse and recycling station fees, Commonwealth education funding, effort were pleasing, with UQ increasing The University partnered with the UQ quality staff in diverse, inclusive, welcoming, safe and progressive workplaces. We design research funding, consultancy fees and its overall market share – driven largely by Union Environment Collective to host a engaging learning experiences and recognise high performance and innovation; and we commercial revenue. an increase in market share among both new recycling station for students and staff. Queensland and interstate school leavers. Designed as a receptacle for hard-to-recycle endorse sound business decisions and streamlined processes that incorporate change household items that can’t be recycled The 2019 review of international admissions management knowledge and capability across the business. Capital reporting though home recycling bins, the facility During 2020, the University introduced an processes and procedures recommended caters for small e-waste, soft plastic, mobile enhanced capital management process several changes, which commenced during phones, batteries, ink cartridges, oral care and reporting framework. This initiative 2020. A briefing document was prepared products, eye glasses, stationery items, and a separation rate of 8.12 per cent for 7 candidates into the Professional Entry facilitates an enhanced capital management for review by UQ's Information Technology paper, and CDs and DVDs. University staff 'continuing' staff members in 2020. Pathways (PEP) Program, and 3 candidates process and summary, providing a holistic Service, and a proposal outlining what into the Academic Pathways Program. From understanding of all major capital programs technology can be uplifted, adapted or Hydrogen buses All new recruits were invited to attend a Recruitment and selection the 2019 program, 11 of the 21 were retained (current and pipeline), comparison to changed is expected to be completed early In partnership with the Queensland formal induction program in addition to on- UQ externally advertised 1,228 jobs for post-Pathways Program. UQ now employs 97 budget and high-level view of capital in 2021. Government, UQ will add 2 hydrogen fuel the-job orientation. 2020 and placed 492 academic and 736 staff members of Aboriginal and Torres Strait decisions. Discussions continued around the future cell coach-style buses to its fleet by 2022, professional staff positions, along with an The Recruitment Services team was selected Islander descent. expected to be the first of their kind in the of pathways programs, and the operating additional 890 direct appointments. The as a finalist for Best use of technology and state. The buses' emissions are expected The table below shows University staff UQ Solar Farm models for UQ College and the Institute of University received 29,104 applications. Employer of choice (>1000 employees) in All major construction works for this project to be 60–70 per cent lower than those of numbers as at 31 March 2020. Continuing and TESOL Education, which The primary medium for recruitment was the 2020 Australian HR Awards, and Most are now complete, with stages 1 and 2 the diesel-powered intercampus shuttle were impacted heavily by both uncertainty the UQ Jobs e-recruitment website, with courageous team in the 2020 Leadership (32 megawatts each) having been buses they will replace, cutting about 100 around Australian Government policies several externally hosted recruitment HQ Awards. Remuneration and benefits connected to the grid. Power generation tonnes of carbon dioxide emissions per year. and the pandemic during 2020. An options websites also used extensively, particularly In the 2019/20 financial year, more than commenced and will follow a 3-stage The hydrogen will be produced through The Aboriginal and Torres Strait Islander paper articulating various operating models SEEK, LinkedIn and Global Academy Jobs. 20,000 ATO Income Statements were ‘ramped’ process to full output. The Warwick electrolysis, using renewable power from the Employment Strategy continued to be will drive further discussions into 2021. From 31 March 2019 to 31 March 2020, issued via the ATO's new Single Touch Solar Farm was officially opened on 17 July University's Gatton solar farm. widely promoted by Human Resources. In the University’s continuing and fixed- Payroll – myGov system, with overall 2020 by Minister for Natural Resources, 2020, 6 graduates were recruited into the University of Queensland Press (UQP) term workforce increased to 7,208 FTE, payroll, superannuation, payroll tax and ATO Mines and Energy Anthony Lynham; Vice- Vice-Chancellor's Aboriginal and Torres Strait In 2020, a new strategic plan was produced with a retention rate of 91.88 per cent outgoings of just over $1 billion. Chancellor Professor Peter Høj AC; and Islander (Indigenous) Graduate Program, to position UQP as a sector-leading u Related initiatives for 6.5 Minister for State Development, Tourism independent publishing house with the 1 and Innovation Kate Jones – enabling UQ Honour roll pg 8 University staffing FTE by function as at 31 March 2020 objectives of transforming Australians to become the first major university in the pg 22 2018 2019 2020 through literature, connecting readers with 2.1 Research infrastructure Continuing and fixed-term staffing world to offset 100 per cent of its electricity FTE % of all FTE FTE % of all FTE FTE % of all FTE diverse Australian stories, championing 2.7 UQP Quentin Bryce Award pg 26 use with renewable power produced from Teaching and research 1,173 15.3% 1,199 14.77% 1,234 14.76% Aboriginal and Torres Strait Islander authors, its own assets once fully commissioned. The Financial information pg 50 Research-focused 1,441 18.8% 1,468 18.09% 1,525 18.24% delivering artistic and creative excellence, Academic Teaching-focused 175 2.3% 165 2.03% 173 2.06% output will be about 160GWh per year, the and providing strong organisational Other 26 0.3% 22 0.27% 25 0.30% equivalent of powering more than 25,000 leadership. During the year, the focus was ACADEMIC FTE 2,814 36.6% 2,854 35.16% 2,957 35.36% households. Master of Sustainable Energy on delivering outstanding engagement for Research support 483 6.3% 504 6.21% 533 6.38% students were the first of many students the University including producing a new Professional Other 3,316 43.2% 3,604 44.40% 3,717 44.45% to benefit from seeing renewable energy PROFESSIONAL FTE 3,799 49.5% 4,108 50.61% 4,251 50.83% website, launching a new membership assets up close and working hands-on with CONTINUING AND FIXED-TERM FTE 2 6,613 6,962 7,208 program and industry-leading Indigenous UQ's own data. 2018 2019 20203 Placement Program, hosting a publicity Casual staffing FTE % of all FTE FTE % of all FTE FTE % of all FTE event for the inaugural UQP Quentin Bryce Tesla Powerpack battery Academic 507 6.6% 556 6.85% 556 6.85% Award, partnering with UQ Advancement Professional 562 7.3% 598 7.37% 598 7.37% In January, UQ commenced operation to launch the monthly UQ Book Club, CASUAL FTE 976 1,154 1,154 of a $2 million battery storage system to establishing the inaugural UQP Writing 2018 2019 2020 help the University achieve its energy- Fellowship, launching the UQP Sustainability Total university staffing FTE % of all FTE FTE % of all FTE FTE % of all FTE neutral goals, generate revenue and hedge Committee, and establishing a framework Academic 3,321 43.2% 3,410 42.01% 3,513 42.01% against electricity price volatility. With the for collaboration with UQ's Aboriginal and energy equivalent of 500,000 standard AA Professional 4,361 56.8% 4,706 57.99% 4,849 57.99% Torres Strait Islander Studies Unit. UQP ALL FTE (CONTINUING, FIXED-TERM, CASUAL) 7,682 8,116 8,362 batteries, the system uses an automated authors also won a record number of literary Unpaid appointments 2018 Headcount 2019 Headcount 2020 Headcount algorithm for optimising charging and prizes in 2020. discharging, developed in-house by UQ. Honorary/Adjunct appointments 2,465 2,593 2,661 Academic titles 4,152 4,449 4,484 Performance throughout 2020 indicates Conjoint appointments4 159 185 211 that the battery will pay for itself in less than ALL UNPAID APPOINTMENTS 6,776 7,227 7,356 the 8 years originally forecast. 1 The staffing function shown here aligns with the reporting requirements of data for the Department of Education. There may be slight changes in historical data due to improvements made in UQ’s reporting systems. 2 FTE represents full-time equivalent throughout table. University staffing as headcount (excluding casuals) as at 31 March 2020 is 7,842. 3 The projected Casual FTE for 2020 is the 2019 actual figure as per Department of Education estimate. Actual Casual FTE for 2020 will be available 30 June 2021. 4 Conjoint appointments are clinical academics jointly appointed by the University and an external health partner, with only one of the partners having an employment relationship with the appointee. While recorded as unpaid appointments in University systems, UQ contributes towards the cost of the appointment in cases where the external health partner is the employer. 38 THE UNIVERSITY OF QUEENSLAND ANNUAL REPORT 2020 THE UNIVERSITY OF QUEENSLAND ANNUAL REPORT 2020 39 HUMAN RESOURCES HUMAN RESOURCES

Academic promotions The importance of the Employee – Delivery of UQ-wide mental health UQ Awards for Excellence Workplace relations On 29 May, UQ issued a roadmap for a safe Assistance Program (provided by Best awareness events and campaigns to return to campus and staff progressively During the year, 184 academic staff members For 6 consecutive years, the University has The Workplace Relations team continued to You by Benestar) was highlighted by its promote a positive mental health culture returned to campus work life in line with were promoted, comprising 46 promotions hosted an annual UQ Awards for Excellence deliver and provide significant and strategic increased usage in periods of stress and and to reduce stigma. These included government restrictions and health protocols. to Level B, 57 to Level C, 50 to Level D and program, with nominations increasing advice, representation and advocacy change relating to the COVID-19 pandemic. panel discussion events, seminars and 31 to Level E. each year. In 2020, 222 individual and throughout 2020 on a range of matters The March and June quarters showed online resources for Men’s Health Week, team nominations were received, which predominantly relating to organisational HR response to COVID-19 10.2 and 10.4 per cent usage respectively, Carers Week, R U OK? Day and Mental change and restructuring, business The Workplace Relations team, HR policy Voluntary Separation Scheme included more than 900 staff. In order to a significant increase when compared Health Week formally recognise the significant efforts transfers, disputes, performance and team, Workplace Psychologist and Mental In 2020, the University chose to implement to the December 2019 quarter (8.7 per – The launch of the new Parents and carers of staff during the pandemic, a new one- conduct. In addition, the team continued to Health Coordinator all contributed subject a Voluntary Separation Scheme (VSS) that cent). By September 2020, the usage level at work program in October during Carers off category, Response to COVID-19, was provide general workplace relations advice, matter expertise to the Executive and key allowed eligible staff to voluntarily register stabilised to 8.3 per cent. The Employee Week, providing all UQ staff with access introduced, which received 109 nominations. internal consultancy services, and advocacy stakeholders in developing the University’s an Expression of Interest (EOI) in entering Assistance Program continues to represent to webinars and podcasts promoting life, Across the 6 categories, 190 staff members before external tribunals and courts on a HR COVID-19 response, as well as providing into a separation agreement with UQ. ongoing proactive early help-seeking by work and career wellbeing topics relevant range of employment issues and matters. extensive support material for staff. This received an award or commendation All continuing academic and professional staff, protecting their mental health and not only to parents and carers but to all ensured UQ's approach was consistent (6 team and 7 individual winners, 14 A number of change processes across UQ staff with more than one year of continuous promoting wellbeing. UQ's usage remained UQ staff and managers with our employment obligations, the team and 14 individual commendations). organisational units were also supported, service were eligible to apply. However, above the education industry rate of Mental Health Strategy and the sector-wide – Development and redesign of the staff By acknowledging and celebrating the including the organisational restructure of some staff members, such as fixed-term between 2.9 and 3.5 per cent between the response. This work was undertaken during a mental health webpages including new achievements and behaviours of staff across ICTE administrative staff, the restructure or casual staff and those who had already December 2019 quarter and the September time of complex and fast-moving changes to COVID-19 Mental Health Resources all levels of the University, regardless of of the School of Architecture and the tendered their resignation, were ineligible. 2020 quarters. The chief presenting issues Australia’s industrial landscape. and other mental health wellbeing and position, the Awards reflect and support restructure of UQ Library, as well as continued to be for mental health and support-related pages UQ's values. ongoing support and assistance provided Access to a VSS payment was at the personal relationships, mainly for personal – Development and delivery of a range for the impact of COVID-19 on university University’s discretion and all EOIs were rather than work-related reasons. confidential and reviewed by a small panel of new online and face-to-face staff 2020 UQ Awards for Excellence winners operations. HR policy and strategy of senior executives. The University’s accredited Mental Health development programs such as Mentally The Policy team reviewed more than 160 First Aid program continued via Zoom in healthy work for leaders, Promoting Innovation Workplace Relations continued to support documents in the Policy and Procedures The scheme attracted strong interest from 2020, with 13 courses offered for all UQ mentally healthy work and Healthy minds. Dr Aneesha Bakharia the implementation of UQ’s 2018–2021 Library (PPL) as part of implementing academic and professional staff across the staff. During 2020, 141 staff completed Molecular Clamp Vaccine Team Enterprise Agreement, including delivering the Streamlining and Enhancing Policies education and staff development sessions University. A large majority who registered mental health first aid accreditations, with Service and Procedures (SEPP) management Organisational and to UQ staff on its key changes. Work is an EOI were approved and subsequently 123 staff completing the 2-day standard Lisa Kennedy program, rationalising the existing 62 leadership development currently underway on the next round of entered into an arrangement to cease accreditation, and 18 completing the Life Course Professional Centre policies down to approximately 25. All In line with UQ’s Strategic Plan 2018–2021, employment under the VSS. Most staff 3-yearly accreditation refresher. enterprise bargaining negotiations prior to policies are now drafted, and consultation accepting a VSS ceased their continuing a strong focus continues to be placed on Community, Diversity and Inclusion the end of May 2021. with key stakeholders to finalise these employment with the University on or UQ Mental Health Strategy supporting staff development activities. Associate Professor Rhonda Faragher The work of the Human Resources Policy and drafts continues as required. To date, the before 31 December 2020. The delivery and implementation of the Despite the significant resourcing and Student-Staff Partnerships Team Strategy team in streamlining and enhancing Senate has reviewed Diversity, Equity and UQ Mental Health Strategy (2018–2020) logistical impacts of the COVID-19 pandemic Mental and Physical Health, Safety all existing human resources policies and Inclusive Behaviours Policy, and associated action plan for staff continued throughout on the delivery of the Staff Development and Wellness procedures was also supported, with tools procedures have been approved. The drafted 2020, with funding approved to continue program, 690 courses were delivered Staff support Guinness World Record Mindfulness and templates to enable the development HR policy suite is being further refined to implementation until July 2021. Staff to 7,624 UQ staff and affiliates in 2020. The Workplace Psychologist within the (Student Life) Team of new high-quality, principle-based policies complement and support the configuration initiatives spanning the areas of mental Equivalent numbers for 2019 were 781 HR team continued to provide general and procedures being provided. and implementation of the Human Capital health prevention, early intervention and courses and 7,859 staff respectively. There Leadership assistance, referrals and case management Management System (HCMS). support that were delivered under the continues to be a strong appetite for Jennifer Karlson support to staff members with, or at risk strategy in 2020 included: mental health first aid training courses and Warwick Solar Farm Project Team of having, mental health issues. Where Workforce planning and – Growth and development of the newly diversity-related programs such as the UQ Response to COVID-19 possible, assistance was also provided in performance during COVID-19 Workplace diversity and inclusion established UQ Mental Health Champion Ally training, both of which were strongly Andrea Strachan In 2020, the Workplace Diversity and managing the rehabilitation and return As the Government’s restrictions on social Network. Initiatives promoting enhanced attended. Professor James Ward Inclusion (WDI) team delivered a number to work of staff with non-mental health activity tightened, by the end of March 2020, network capability and development The Career progression for women and COVID-19 Data Analytics Team of significant outcomes in support of UQ’s injury or illness (not covered by a work most classes were made available online, and with Champion Induction sessions, Career advancement for senior academic commitment to building a safe, respectful injury management claim). Due to the most staff were required to work from home monthly Community of Practice women programs continued to support and inclusive environment for all members impacts of the pandemic, more staff than for an indefinite period. Weeks of intense meetings, Peer Support sessions, and academic women to gain promotion. Of the of the UQ community. The most significant usual required support. Eighty-four staff planning were spent to ensure that UQ networking opportunities were provided past participants in the Career progression of these was a recent change which enables were case-managed via rehabilitation students and staff quickly grew accustomed with the staff network increasing by for women program, 4 people applied the Chairs of all Strategic Diversity and and return-to-work activities, short-term to studying and working from home, using more than 40 per cent to 70 staff. Mental and all were promoted to Level D; and Inclusion Committees to attend UQ’s Senate assistance in responding to work and Zoom’s videoconferencing platform and health champions delivered many local from the Career advancement for senior Sub-Committee for Equity, Diversity and personal issues, crisis management and other supporting technologies. support for their management. Wellbeing mental health initiatives supporting academic women program, 11 participants Inclusion, promoting greater cross-university checks were provided to staff in line with wider UQ mental health events and applied for professorial promotion, with 7 From March through to July (and beyond), sharing and a more intersectional approach campaigns, in addition to providing achieving promotion to level E and 4 being 6,700 staff shifted to working from home, to diversity and inclusion matters. the UQ Mental Health Strategy (2018–2020) . Due to workplace change, the Workplace direct mental health support and referral unsuccessful in 2020. while 1,300 staff remained on campus to Aboriginal and Torres Strait Islander staff assistance to students and staff during maintain grounds, facilities, and research Psychologist helped coordinate and develop Significant support was also provided to UQ is on track to achieving the Aboriginal what was a challenging year for many, integrity and continuity. support strategies for 2 large areas within teams across the University to facilitate and Torres Strait Islander staff FTE due to COVID-19 and its associated the University. strategic planning sessions, promote Where work in particular areas of the representation targets outlined in UQ’s mental health impacts team culture development, and support University diminished because of the Enterprise Agreement. Key deliverables in – Support of various work areas in organisational change. pandemic, staff were redeployed to other the Aboriginal and Torres Strait Islander promoting mental health and the areas through a skill exchange program, UQ portfolio include The Deadly Post, a new development of local mental health Marketplace, and/or participated in special newsletter that shares information, stories, action plans for areas with more mentally projects such as delivering hampers to events and employment opportunities for and emotionally demanding roles isolated and disadvantaged students. Aboriginal and Torres Islander (Indigenous)

staff; implementation of the Academic

40 THE UNIVERSITY OF QUEENSLAND ANNUAL REPORT 2020 THE UNIVERSITY OF QUEENSLAND ANNUAL REPORT 2020 41 HUMAN RESOURCES

Pathways Program, which has resulted in Disability Work/life balance the appointment of several new academic Excellent progress was made in the area of The UQ Wellness Program aims to boost staff members; and ongoing implementation disability employment, with achievements staff psychological and physical wellbeing of the Professional Pathways programs, Our governance including a highly successful trial of a through a range of lifestyle and community including the Vice-Chancellor's Indigenous new fund to support any additional travel engagement activities. During 2020, the Graduate Program, which have resulted in support needed by staff with disability (its pandemic brought a number of challenges; doubling the representation of Aboriginal ongoing implementation was interrupted however, it was essential to continue to and Torres Strait Islander staff over the past by COVID-19); the delivery and update of provide health and wellbeing options to few years. the refreshed Disability masterclass and the UQ community, while also following Managing diverse teams training; forging a The governing body of the University is the Senate, as constituted Other activities included enhanced COVID-19 health protocols. Offerings new partnership with Autism Queensland’s professional development programs for included, but were not limited to, the by the University of Queensland Act 1998. EmployABLE project; and the development Indigenous staff, including fee-waived following initiatives: of policy and procedures to support staff opportunities to undertake a MicroMasters with a disability and reasonable adjustments Staff influenza vaccination program and with the School of Business; networking in the workplace. innovative wellness options events and activities, both virtual and non- The staff flu program participation increased Senate membership Three (elected) graduates of the University virtual, in support of the Aboriginal and University Cultural inclusion by approximately 7 per cent in 2020, with – Associate Professor Douglas Cavaye, Torres Strait Islander Staff network; and Official members WDI convened the inaugural meeting of 6,065 staff members and HDR students governing body MBBS Qld, FRACS refreshed recruitment collateral, which aligns – Chancellor Peter N Varghese AO, the UQ Staff Cultural Inclusion Council early receiving the vaccination (compared to Senate has 22 members, comprising official – Adjunct Professor Dimity Dornan AO, with UQ’s Reconciliation artwork and situates BA (Hons), H.DLitt Qld (leads the in the year, after which the Council met 5,700 in 2019). Being adaptable and flexible members, appointed members, elected DipSpTh, BSpTh, PhD Qld, HonDUniv UQ as a safe, welcoming and inclusive University’s governing body, the Senate) quarterly. In addition, WDI worked alongside was essential during 2020 and led to the members and additional members. USQ, FSPAA, FTSE, CpSp, LSLS Cert AVT community for Aboriginal and Torres Strait – Vice-Chancellor and President, the Council to hold focus-group discussions development of online Yoga and Pilates BCom/BEcon Qld Islander staff. New guides supporting Members serve a 4-year term, except – Elliott Johnson, with more than 40 culturally and linguistically classes, plus a range of online resources Professor Deborah Terry AO, BA (Hons) supervisors of Aboriginal and Torres Strait student members who serve for 2 years. The diverse (CALD) staff from 23 countries/ to help staff manage during COVID-19, ANU, PhD ANU, FASSA, FAPS Islander staff and outlining further measures 34th Senate began its term on 1 January regions – including Aboriginal and Torres including Surviving home-schooling, – President of the Academic Board, Appointed by Senate to enhance their representation in UQ roles 2018 and will expire on 31 December 2021. Strait Islanders – to inform the key priorities Working from home arrangements, Webinar Professor Peter Adams, BSc (Hons), – Anne Cross AM, BSocWk, MSocWk Qld, will be released shortly. and objectives in delivering UQ’s first CALD fatigue and Pandemic fatigue. Senate met 8 times during 2020. BComm, PhD Qld FAICD

Staff Inclusion Strategy (due to commence – Deputy Chancellor Tonianne Dwyer, The WDI team also introduced measures Australasian University Health Challenge On 1 July, Professor Bronwyn Lea filled the implementation in 2021). The Warm Welcome BJuris (Hons), LLB (Hons) UWA, GAICD that allow external Aboriginal and/or Torres and Wellness challenges vacancy of academic staff member created Members appointed by the program continued to be a successful (acts as Chancellor in the absence of Strait Islander people to apply for ‘Internal Seventeen universities across Australia and by the resignation of Associate Professor Governor-In-Council and valued service provided to incoming the Chancellor, or if the office of the Only’ roles, and exempt Aboriginal and New Zealand participated in the second Tony Roberts on 30 June; student member – Julieanne Alroe, BEc Qld, GAICD international staff prior to a temporary hiatus Chancellor is vacant) Torres Strait Islander staff and positions from 6-week walking challenge, which attracted Gabrielle Starr commenced on 4 August, – Timothy B Crommelin, BCom Qld, as a result of COVID-related restrictions. – Michelle Tredenick, BSc Qld, FAICD. UQ’s ongoing recruitment controls, enabling more than 2,100 participants (197 from UQ). filling the casual vacancy created byDrew AdvMgmtProg Hawaii, FSIA Pavlou; and, following the retirement of staff who have progressed through any More than 1,000 participants in 76 teams – Philip Hennessy AO, BBusAcc QUT Indigenous Pathway Program to be directly u See CALD student support pg 31 Vice-Chancellor and President Professor participated in a 6-week community health – Jamie Merrick, BA, MSc appointed to a suitable role during or at the Peter Høj AC on 31 July 2020, Professor Senate achievements challenge designed to help people stay – Grant Murdoch, BCom, MCom Cant, FCA, conclusion of their Pathway Program. Deborah Terry AO joined the Senate on In 2020, UQ Senate: connected and keep moving during working LGBTIAQ+ 3 August 2020. FAICD Gender LGBTIAQ+ was another focus for WDI in from home arrangements. – Adjunct Professor Dr Sally Pitkin AO, – under the Seal of the University, The University complies with the Voluntary In support of UQ’s commitment to the 2020. Key achievements included the highly Based on the principles of positive LLB, LLM QUT, PhD Qld, FAICD conferred 14,242 awards* to 13,017 Code of Best Practice for the Governance of students – including 737 PhD candidates SAGE Pilot of Athena SWAN, WDI and UQ’s successful Wear it purple event, which was psychology, 7- and 14-day 'challenges' to Cecile Wake, BEcon, LLB (Hons) Qld, Australian Public Universities. – Gender Steering Committee coordinated supported by UQ’s senior executive, Senate promote physical, social and emotional ExecDevptProg Wharton – unanimously agreed to appoint and implemented a range of programs and members and the wider UQ community. UQ wellbeing were held in 2020. A popular Professor Deborah Terry AO as the [Vacancy] activities, including Promoting Women again achieved Silver status in the national initiative, it saw 1,041 staff and students – University’s Vice-Chancellor and fellowships, which have demonstrated Australian Workplace Equality Awards, participating. Evaluation showed that the President from 3 August 2020, in improved promotion outcomes for attendees which were more competitive in 2020 than challenge helped participants make ongoing Elected members terms of Section 32 of the University of in terms of timeframes for promotion and usual. UQ also introduced an internal Ally and sustainable behavioural changes to – One member of the Academic Board, Queensland Act 1998 success rates; delivery of the Merle Pledge, Award, acknowledging the significant efforts enhance wellbeing. Professor Greg Hainge, BA (Hons), MA, – approved the principles for the an initiative designed to substantially and support provided to the LGBTIAQ+ PhD Nott, GCELead Qld, FAHA, SFHEA protection of freedom of speech and improve women's representation in public community through UQ’s nationally Psychological wellbeing seminars – One member of the full-time or part- academic freedom and professonal forums, and which is likely recognised Ally program. UQ Wellness provides a broad range of health and wellbeing seminars annually time academic staff of the University, – undertook an extensive, external to become a national movement supporting review of the Senate: the Governance Sexual misconduct on topics like mental fitness, enhancing Professor Bronwyn Lea, BA, MA, PhD women’s representation on panels, speaking Committee will oversee the On 16 December, UQ officially launched its personal wellbeing, positive coping, healthy Qld, FQA events and other conference activities; and implementation of the report and report Strategic framework and action plan for communication and stress management. – One member of the full-time or part- the first annual report and faculty report back to the Senate cards of progress against achievement of sexual misconduct and response, which set In 2020, sessions focused on supporting time general staff of the University, – invited 6 nominees to accept honorary SAGE Athena SWAN goals. out UQ's commitment to striving for safe and people during the COVID-19 crisis. More Rebecca Hurst, BA (Hons) Griffith

respectful learning, working and research than 1,490 people participated in seminars – One postgraduate student, Richard Lee, doctorates and one to receive a Gatton Pay equity was another focus in 2020, with environments for all members of the UQ such as Let's get real (about burnout, self- BA, BEd (MidYsSch) Qld, JP (Qual) Gold Medal. the development of 2 new guides addressing community. compassion, difficult conversations and – One undergraduate student, Gabrielle mechanisms for improving pay equity within emotional regulation), Nutrition, Navigating Starr, BSc Qld (studying Dentistry) organisations – both of which garnered * This figure includes dual degrees as 2 awards because 2 the change, Mindfulness, Managing aches testamurs are produced 'under the Seal of the University'. It national interest. and pains, Work/life balance, Mental health also includes a subset of programs that are not considered in uncertain times, The truth about sugar, federal government-reported awards – hence the variation Women's health and Men's health. from the Key Statistics table on page 15.

42 THE UNIVERSITY OF QUEENSLAND ANNUAL REPORT 2020 THE UNIVERSITY OF QUEENSLAND ANNUAL REPORT 2020 43