SDG 8 – Decent work and economic growth

UQ’s Strategic Plan 2022-2025 outlines our commitment to prepare students for the future of work through industry partnerships, work-integrated learning and entrepreneurship programs. We aim to provide an inspiring experiential curriculum that equips our graduates with both the disciplinary knowledge and transferable skills they need to have impact and influence in a rapidly changing global workplace. Students are provided opportunities to build skills, networks and real-world experiences which are integrated into their academic programs. Our teaching on decent work, employment and economic growth is informed by our research. For example, case studies on modern slavery are used in business courses. These combined efforts ensure meaningful learning outcomes and assessment to support UQ’s graduate attributes (PDF, 422KB), which help graduates grow their skills and become well equipped to make meaningful contributions to society in their chosen fields.

In research and outreach, UQ drives impact through innovative projects that address workforce sustainability and economic equity. UQ’s Business School and Centre for Policy Futures are reimagining employment models in sectors like tourism, healthcare and community services. Projects such as EvolveHealth and the Queensland Tourism Workforce Strategy are helping to build resilient, person-centred workforces. UQ also engages globally. Examples include the 2024 Connecting Worlds Summit and the UQ International Comparison Database (UQICD), developed by the School of Economics, which provides vital global data on income and inequality, informing international policy and academic work.

UQ promotes ethical employment practices, upholds labour rights, and ensures inclusive, discrimination-free environments for staff and students. Through policies like the Enterprise Bargaining Agreement and the Gender Equality Action Plan, UQ ensures fair pay and workplace equity. These efforts are complimented by a strong institutional commitment to modern slavery prevention and ethical procurement practices.

Read our SDG 8 2024 report (PDF, 277.15 KB)

See how we make a difference across key areas:

• Employment practice
• Student spotlight

Employment practice

UQ is dedicated to delivering for the public good and supporting our people. We are intent on embedding a culture built around UQ’s values, including those of integrity, respect and inclusivity, and are committed to good employment practices through policy operations and monitoring outcomes.

How we are achieving this

Enterprise Bargaining Agreement

Our Enterprise Bargaining Agreement 2021-2026 (PDF, 1.52 MB) ensures that all staff are paid at least the corresponding national minimum wage for their role (paragraph 3.3 on page 6). Section 17 (pp. 22–23) covers the Dispute Avoidance procedure for appeals. There is also provision for appeal under the Fair Work Act in Australia.

Unions

UQ recognises unions for all, including women and international staff. This is evidenced by the existence of the Enterprise Bargaining Agreement (EBA) and related enterprise bargaining processes. The parties who negotiated the agreement are listed in clause 4.1 and include The University (UQ), academic and professional employees of The University, the National Tertiary Education Union (NTEU) and the Australian Municipal, Administrative, Clerical and Services Union (ASU/Together Union). The UQ Branch of the NTEU has an on campus office at UQ St Lucia campus.

The University also collaborates with the UQ Union (UQU), which represents UQ students, in various official capacities, including negotiating the Services Agreement, maintaining critical student services and legacy student spaces. It also lists the UQU as an official organisational unit on the University’s website. 

Diversity, Equity and Inclusive Behaviours Policy

Our Diversity, Equity and Inclusive Behaviours Policy states that: '7.a. The UQ Community is responsible for upholding an inclusive and respectful study and work environment, free from bullying, harassment and discrimination, in accordance with State and Commonwealth legislation, the Higher Education Standards Framework and other relevant policies and procedures'.

Prevention of Discrimination, Harassment and Bullying Behaviours Procedure

Our Prevention of Discrimination, Harassment and Bullying Behaviours Procedure includes all members of the UQ Community, regardless of religion, sexuality, gender, age and refugee status.

Preventing modern slavery

At UQ, we are committed to acting ethically and with integrity in all our relationships, and to employing all reasonable efforts to prevent all forms of slavery and human trafficking within our operations, supply chain and wider sphere of influence. It is important for us to treat people with care, dignity and respect – within our institution and the communities where we operate, including our supply chains. UQ annually publishes a Modern Slavery Statement reflecting on the initiatives and measures undertaken by UQ and its controlled entities to identify, mitigate and manage the risks of modern slavery and human trafficking in our operations and supply chains.

Procurement Policy

UQ encourages equivalent rights outsourcing through our Procurement Policy, which includes requirements for all procurement and purchasing activities to be undertaken in an economically, socially, environmentally and ethically responsible way – not engaging with suppliers who have supply chains that utilise modern slavery, as defined by applicable legislation, or suppliers who are from countries covered by applicable sanctions legislation.

Salary scales

Salary scales for all staff are published in the UQ Enterprise Bargaining Agreement 2021–2026 (PDF, 1.52 MB).

UQ’s Salary Loadings and Performance Payments Policy confirms that UQ is committed to gender pay equity and to implementing UQ wide strategies with a view to eradicate gender based pay inequities.

Gender Equality Action Plan

Our Gender Equality Action Plan 2023-2025 (PDF, 492KB) not only sets out the objectives that address key barriers identified through the SAGE Athena Swan Silver pathway but tackles additional gender equality issues identified by staff at UQ.

UQ’s 2023-24 organisation-wide median gender pay gap was 3.5%. This was reported in the UQ 2025 Gender Pay Gap Employer Statement (PDF, 89KB), which confirms that UQ is strongly committed to improving gender equity and taking action to close our gender pay gap. In 2024, UQ also undertook an annual internal gender pay equity audit to understand drivers and identify actions to address the gender pay gap.

Appeals processes

UQ maintains processes in place, including the Staff Grievance Resolution Policy, for raising and dealing with complaints related to employee rights and pay.

Recognition of labour rights

Existence of the enterprise bargaining process provides evidence of UQ's recognition of labour rights of freedom of association and collective bargaining. This process is available to all, including women and international staff. UQ recognises labour rights (freedom of association and collective bargaining), including respecting rights to belong to unions and to negotiate through enterprise agreements. UQ also expects its suppliers to uphold these rights, ensuring a fair and ethical business environment.

UQ’s commitment to tackling modern slavery

As outlined in our response to modern slavery, UQ continues its commitment to acting ethically and with integrity in all our relationships, and to employing all reasonable efforts to prevent all forms of slavery and human trafficking within our operations, supply chain and wider sphere of influence. It is important for us to treat people with care, dignity and respect – within our institution and the communities where we operate, including our supply chains. UQ publishes an annual Modern Slavery Statement (PDF, 7.82 MB) reflecting on the initiatives and measures undertaken by UQ and its controlled entities to identify, mitigate and manage the risks of modern slavery and human trafficking in our operations and supply chains.

UQ’s approach is grounded in 3 key pillars:

• prevention
• mitigation
• remediation.

UQ has embedded these principles into its organisational culture and governance through the UQ Anti-slavery Working Group, which was expanded in 2024 to include representatives from controlled entities such as UniQuest and UQ Health Care. This ensures a whole-of-institution focus on identifying and addressing modern slavery risks.

In 2024, the Anti-Slavery Working Group supported due diligence activities such as a sector review into the high-risk procurement category of medical equipment and laboratory supplies. UQ will further support sector activities through the Australasian Universities Procurement Network (AUPN) in the area of modern slavery prevention.

UQ has taken proactive steps to assess and manage risks in its global supply chains. A detailed review of procurement practices helped identify high-risk categories and jurisdictions, guiding more ethical sourcing decisions. Further, UQ’s standard agreements include a modern slavery clause which is designed to support the management of modern slavery risks in a supplier’s own supply chain and operations. UQ’s supplier standards also reflect the organisation’s expectation that suppliers abide by the intent of the Modern Slavery Act 2018 (Cth).

With regards to training and development opportunities for staff, over 400 staff members, particularly those involved in procurement, completed a bespoke online training module to better recognise and respond to modern slavery indicators. Communications campaigns around key dates such as the International Day for the Abolition of Slavery (2 December) were also conducted.

UQ encourages equivalent rights outsourcing through our Procurement Policy, which includes requirements for all procurement and purchasing activities to be undertaken in an economically, socially, environmentally and ethically responsible way – not engaging with suppliers who have supply chains that utilise modern slavery, as defined by applicable legislation, or suppliers who are from countries covered by applicable sanctions legislation.

Student spotlight

Preparing students for the world of work

UQ provides all students with the opportunity to enhance their employability through for-credit placements, domestic and global internships, work experience, and career development learning. Employability and Career Development staff, based in both central and Faculty units, actively connect students with industry partners through a range of activities including events, workshops, information sessions, guest lectures, industry projects and site visits. These engagements ensure students gain access to current industry insights, practices and sector-specific knowledge.

Higher Degree by Research (HDR) students can also access industry experience through a range of placement initiatives, responding to the growing demand across the public and private sectors for individuals with advanced research expertise, analytical skills and innovative thinking.

Beyond curricular placements, UQ offers opportunities for students to engage with industry through short-term work experiences and both domestic and global internships. Since late 2024, UQ has also introduced tracking of internship activity in alignment with the UN SDGs.

Australia’s workforce is rapidly evolving due to automation and emerging industries, increasing demand for reskilling and lifelong learning. UQ aims to become a leader in postgraduate and flexible education, co-designed with industry to foster the skills and capabilities required to enable Australia’s future economic prosperity. As outlined in our Strategic Plan, we’ve set ourselves the goal to double domestic postgraduate enrolments, expand alternative credentials, and launch a professional academy by 2032. New digital platforms and Brisbane CBD facilities will support flexible, high-quality learning for professionals and alumni throughout their careers.

All of these curricular and co-curricular experiences are designed to support students in exploring career pathways, developing professional capabilities and building meaningful industry networks.

Work Integrated Learning — Students on placement

At UQ, teams across The University work to build and maintain strong relationships with industry partners across all sectors. In 2024, these partnerships enabled us to offer more than 495 Work Integrated Learning (WIL) courses, supporting approximately 16,500 students to apply academic theory in real-world contexts.

WIL covers educational activities and experiences that integrate academic learning with professional work practices. This helps students develop real-world capabilities and gain industry exposure while still studying. For example, students training in client-focused health disciplines benefit from high-quality learning opportunities such as providing supervised services to community members. In 2024, these services included:

• exercise
• dietetics and nutrition
• personal training
• audiology
• physiotherapy
• dentistry
• psychology.

To ensure equitable access to placement opportunities, UQ allocates $500,000 annually to provide financial support — up to $7,000 per student — for those experiencing financial disadvantage, helping them meet the placement requirements of their degree programs.

In some disciplines, particularly engineering, there is increasing recognition of the valuable contribution students make during placements, with many employers offering paid opportunities in acknowledgement of this. For example, over 90% of Bachelor of Engineering (Honours) and Master of Engineering students are paid on placement. Across other areas of UQ, paid placements are also strongly encouraged.

Beyond applying discipline-specific knowledge, WIL placements enable students to build confidence in professional environments, develop their professional identities and strengthen their skills and attributes. These experiences often lead to further opportunities, including paid internships and graduate employment offers. For example, students studying in Bachelor of Engineering (Honours) and Masters of Engineering programs have been offered graduate positions with Hatch, HeliMods, and Rocket Lab to name just a few. Between 2021 and 2023, over 75% of Bachelor of Engineering (Honours) and Masters of Engineering students were offered ongoing work with the organisations where they completed their placement, with 96% of industry partners stating they were satisfied with the overall placement performance of these students.